Types Of Performance Measures Research Articles

Study of Learning Techniques for Effort Estimation in Object-Oriented Software Development

Software effort estimation (SEE) is helpful for project managers to decide the cost and effort needed to complete the project. The techniques used for estimating effort in conventional software development are not very useful for estimating effort in object-oriented projects because of their varying nature. The machine learning (ML) approaches are achieving greater recognition in SEE research because they can demonstrate the complex relationship between software effort and other attributes. So, there is a need for a systematic literature review (SLR) that can discuss the applicability of ML techniques for SEE in object-oriented projects, which is not available in the literature. This research aims to provide a specific review and analysis of various ML-based SEE works in the object-oriented software development (OOSD) paradigm based on different perspectives: type of learning technique used, type of performance measure used, performance level achieved, the dataset used, etc. Purposefully, we have chosen appropriate articles after applying selection and quality evaluation criteria. After investigation, we found that different ML techniques have been applied in these works, and their performance is better than the classical models. Hence, more efforts are needed to encourage the application of ML techniques for SEE in the OOSD paradigm. Also, most of the works have used small-sized datasets for effort estimation in OOSD, due to which their model's performance cannot be generalized. So, the researchers should collect more large-sized datasets working in line with the software organizations.

Understanding the relationship between safety culture and safety performance indicators in U.S. nuclear waste cleanup operations

The relationship between nuclear safety culture and safety performance remains uncertain due to the limited research directly comparing these two variables. This study aimed to help address that gap in knowledge by evaluating the relationships between safety culture traits and two types of performance measures – personal safety and operations indicators – for a U.S. nuclear waste cleanup contractor.Data for 29 performance indicators were correlated with data measuring workforce perceptions on safety culture traits defined by the Institute of Nuclear Power Operations (INPO). Correlation and regression analyses indicated statistically significant relationships between safety culture traits and multiple organizational key performance indicators related to safety, quality and cost savings. Higher scores on safety culture traits were more closely associated with key performance indicators related to the evaluation and resolution of safety concerns, the recognition and accurate categorization of self-revealing and self-identified issues, and emergency response actions. The results suggest that while management strategies to improve safety culture may be linked to key performance indicators that strengthen overall organizational performance, these same strategies may also indirectly degrade the work environment in other areas. These research findings can help managers and safety professionals establish key performance indicators and safety culture metrics that are meaningful indicators of safety performance and inform action plans that improve productivity, enhance workplace safety, and avoid unintended consequences.

The link between burnout and job performance: a meta-analysis

ABSTRACT This study addresses the link between burnout and job performance. Following a systematic literature review, 45 studies were selected based on the inclusion criteria: (1) set in an organizational environment, (2) including a measure of burnout, (3) including an objective or subjective measure of performance and (4) offering information concerning the link between burnout and job performance. A random-effects model yielded meta-analytic correlations of −.17 for exhaustion (k = 18019 aggregated participants), −.16 for depersonalization (k = 8561 aggregated participants) and −.23 for inefficacy (k = 7281 aggregated participants) and job performance. Four potential moderators were examined: the type of (1) performance measured, (2) performance report, (3) burnout measure, and (4) participant occupation. Our analyses indicate that the burnout measure exerted a moderating effect, but only with respect to exhaustion (r = −.19 for MBI; −.10 for OLBI), but not for depersonalization. Participant occupation was a significant moderator for exhaustion (r =-.21 for corporate roles; −.22 for customer-facing roles), depersonalization (r = −.28 for corporate roles; −.31 for customer-facing roles), and inefficacy (r = −.41 for corporate roles; −.23 for customer-facing roles). The type of performance measure and the type of performance report did not exert any significant moderating effects.

Superior performance of a trailing edge low-latitude population of an intertidal marine invertebrate

The objective of this study is to compare ecologically relevant measures of performance over a broad range of latitude of a species subjected to climate change. Do populations change in relative function over a wide range of latitude? Are populations at the low latitude trailing edge in danger of extinction in the onset of thermal stress? Coastal marine species with planktonic larvae can range over an enormous span of latitude and thermal environments. The fiddler crab Leptuca pugilator extends from high-latitude (41.75°N) winter-frozen Massachusetts tidal flats in the north to subtropical low latitude flats in Florida (24.55°N), where they may be active at the surface over most of the year. We characterized the air environment for males at three sites (New York – latitude 40.0°N, Beaufort, North Carolina – latitude 34.7°N, Panacea Florida, latitude 30.0°N) over the geographic-thermal range, and found major differences in temperature, wind speed, humidity, and vapor pressure deficit. Florida L. pugilator males preferred warmer sand than North Carolina and New York crabs. Local adaptation to latitude-dependent thermal conditions might suggest tradeoffs in performance as a function of temperature. We examined measures of predator escape performance (running speed and righting speed) and overall condition reflecting endurance rivalry success (endurance on a treadmill and major claw closing force) over a wide range of test temperatures. Predator escape rates increase steadily with increasing temperature, but endurance rivalry measures show an intermediate temperature peak of performance. We tested the hypothesis of tradeoffs, with expected local superiority of performance according to regional thermal differences. But instead, the trailing edge Florida males were superior to the higher latitude populations, over a broad range of temperature, but especially at higher temperatures, for all four types of performance measures. The trailing edge population of L. pugilator, in thermal terms, is therefore likely not vulnerable to near future further effects of warming in terms of performance measures related to male reproductive and feeding activities and escape from predators. Fiddler crabs appear to display niche conservatism for stronger performance at tropical temperatures. Such a natural tropical superiority in performance might have to be accommodated in future conceptions of response of marine species to climate change with broad latitudinal distributions in the tropics.

Exploring Relationship of Job Satisfaction, Organizatonal Culture, and Employee Performance in Small Medium Enterprise

Purpose: The objective of this study was to re-examined the relationship of job satisfaction, organizational culture and employee performance. Theoretical framework: There were several studies that examine the relationship between organizational culture, job satisfaction, and employee performance. The employee performance is a consequence of organizational culture and employee job satisfaction. The relationship between the three variables is not surprising, especially the relationship between the two types of performance measures, in-role performance (IRP) and extra-role performance (ERP). Design/methodology/approach: This study aims to re-examine the relationship and influence job satisfaction (JS), organizational culture (OC), in-role performance (IRP), and extra-role performance (ERP) using 376 employees who work in several micro, small and medium scale manufacturing companies in Yogyakarta, Indonesia. The factor analysis was used to test the validity, and Cronbach’ Alpha for reliability of the instrument. The structural equation modeling was used to test the relationship model. Findings: The results of this study revealed that JS is a variable that is not related to the other three variables and does not influence either IRP or ERP. This study found that JS is related to and influenced by the organizational culture (OC) adopted. This study strengthened the findings of previous studies that OC is one of the important factors to improve employee performance. Research, Practical & Social implications: Small Medium Enterprises must strengthen organizational culture in order to increase job satisfaction and employee performance, both IRP and ERP. The use of longitudinal data needs to be used to test the mediation of the model. Other raters also need to be used to assess employee performance and eliminate common method variances. Originality/value: Job satisfaction is not always an independent variable as in many studies but can be a consequence of individual internal and external factors.

Output-based event-triggered control for discrete-time systems with three types of performance analysis

<abstract><p>This paper considers an output-based event-triggered control approach for discrete-time systems and proposes three new types of performance measures under unknown disturbances. These measures are motivated by the fact that signals in practical systems are often associated with bounded energy or bounded magnitude, and they should be described in the $ \ell_{2} $ and $ \ell_\infty $ spaces, respectively. More precisely, three performance measures from $ \ell_{q} $ to $ \ell_{p} $, denoted by the $ \ell_{p/q} $ performances with $ (p, q) = (2, 2), \ (\infty, 2) $ and $ (\infty, \infty) $, are considered for event-triggered systems (ETSs) in which the corresponding event-trigger mechanism is defined as a function from the measured output of the plant to the input of the dynamic output-feedback controller with the triggering parameter $ \sigma (>0) $. Such a selection of the pair $ (p, q) $ represents the $ \ell_{p/q} $ performances to be bounded and well-defined, and the three measures are natural extensions of those in the conventional feedback control, such as the $ H_\infty $, generalized $ H_2 $ and $ \ell_1 $ norms. We first derive the corresponding closed-form representation with respect to the relevant ETSs in terms of a piecewise linear difference equation. The asymptotic stability condition for the ETSs is then derived through the linear matrix inequality approach by developing an adequate piecewise quadratic Lyapunov function. This stability criterion is further extended to compute the $ \ell_{p/q} $ performances. Finally, a numerical example is given to verify the effectiveness of the overall arguments in both the theoretical and practical aspects, especially for the trade-off relation between the communication costs and $ \ell_{p/q} $ performances.</p></abstract>

Do performance measures matter for stock mutual funds? An international analysis

PurposeThe purpose of this study is to evaluate whether the classification of the equity mutual fund depends on the performance measure used.Design/methodology/approachThe sample for this study includes stock mutual funds for the USA, Europe and emerging market economies covering the period 2010 to 2020. Using more than 20 performance measures the results are compared using the Sharpe ratio as the reference.FindingsThe results show that performance measures based on absolute reward–risk ratios like Sortino, Treynor, etc. have similar rankings, because in general the numerator (mean excess return) is the same. However, when the authors employ other types of performance measures, results may be significantly different, especially in the case of metrics for “incremental returns”, i.e. alphas. Focussing on markets, their results show that choosing performance measures is more relevant for emerging markets.Research limitations/implicationsThe sample is only limited to the USA, Europe and the emerging market, and there are other performance metrics in the literature which have not been covered in this work.Practical implicationsThe ordering of equity mutual funds depends on the measure used, specially if investors employ factor models to measure excess returns (alphas). Hence, policy formulation on disclosure of mutual fund performance should encourage the use of several metrics from different families. Investors must be aware of the different rankings made and the most appropriate metrics based on their preferences.Originality/valueThis paper focusses specifically on the effect that performance metrics have on relative fund performance. Previous studies have ignored alpha metrics to rank funds, which are commonly employed by investors. The authors’ study performs an analysis for three different markets considering the two main developed ones (the American and European equity markets), as well as the emerging one, largely ignored until now.

The Challenges of Small and Medium Businesses in Managing Human Capital towards SMEs Performance – A Qualitative Study

Manuscript type: Research paper Research aims: Currently, machinery is replacing most human capital to save cost, but the value of human capital that contributes to the performance of SMEs is invaluable. SMEs were used to explain the connection between human capital and SMEs performance in South Australia. Design/Methodology/Approach: Five case studies on SMEs in South Australia were used in this study. The analysis of qualitative data entailed data coding, within-case analysis, and cross-case analysis. Research findings: The cross-case analysis result is unsurprising considering that all five firms depend on their employees to work and keep the firm in operation. The cross-case analysis results are mixed in respect to the connection between human capital and the several types of performance measurement. The results, therefore, need to be interpreted with caution. SMEs perform solely through the skills, experience, and knowledge of their employees. This distinction occurs when the knowledge and information that employees gain are focused directly on the employee’s initiative, decision-making and critical thinking skills. Investment in human capital should be done carefully based on the limited resources of SMEs. Theoretical contribution/Originality: Most research has shown the link between human capital and firm performance. However, the degree to which investment in human capital contributes to the type of performance is yet to be explored based on qualitative data especially regarding SMEs in South Australia. Practitioner/policy implication: The sustainable development goal (SDG) entails a steady improvement in people’s well-being in a good environment. Thus, decisions about investment in human capital and the use of temporary workers should be taken jointly by personnel managers, in accordance with the size of the firm. If this holistic view is ignored, a full understanding of the impact of human capital on the firm’s performance will be obscured. On the other hand, a common feature that large and small firms share is an incompatibility between human capital and temporary employment. Research limitation/implications: The main limitation of this study was the sample of the study that comprised solely of South Australia SMEs. Thus, this study outcome may not be generalisable to the whole Australia as a country. Further investigation across different states would expand knowledge of the complicated patterns of HC. Keywords: Human capital, SME, Productivity, Profitability, South Australia JEL Classification: M12

E-government Implementation and its Impact on Improving the Governmental Performance With an Application on Telecom Egypt

Abstract It is obvious that the digital transformation has been growing strongly in the recent years; the e-government also has become the most important change and the main key of the success in all public sector organizations. For that reason, the main purpose is to highlight the challenges and barriers that face the public sector in implementing e-government in Egypt. Also to find out how governmental organization can face these barriers to improve the governmental performance. Also, the research identifies the meaning of e-government, clarifying the importance of e-government, and the barriers that face organizations in the implementation of the e-government. In addition, the research identifies the meaning of governmental performance, and the types of performance measures. Empirically, the research evaluates this transformation towards the e-government at Telecom Egypt, to find out the challenges and barriers that face Telecom Egypt in the implementation of the e-government and the methods that can be used to improve its performance. Moreover, the research provides some essential information for decision makers in Telecom Egypt. The literature review, books and journals are used to describe the theoretical part, and help in analyzing the practical part. Finally, the most important result of the research conducted is the positive significant relationship between implementing the e-government and improving the governmental performance. In addition, this research presents some recommendations to the governmental organizations officials to help them in the decision making process.

Moral hazard in teams with subjective evaluations

AbstractThis article studies moral hazard in teams where workers' wages depend on two types of performance measures: objective team output and subjective evaluations. The evaluations include both self‐ and peer evaluations. I find that when evaluations become less subjective, workers' wages should be more sensitive not only to their evaluations but also to the team's output. I also show that subjective evaluations should be used in relative terms only when the degree of subjectivity is not too high. The results also associate the introduction of a budget breaker with the level of subjectivity within organizations.

Payment methods for healthcare providers working in outpatient healthcare settings.

Payment methods for healthcare providers working in outpatient healthcare settings.

Real-time interpolation of streaming data

One of the key elements of real-time $C^1$-continuous cubic spline interpolation of streaming data is an estimator of the first derivative of the interpolated function that is more accurate than the ones based on finite difference schemas.Two such greedy look-ahead heuristic estimators (denoted as MinBE and MinAJ2) based on Calculus of Variations are formally defined (in closed form) together with the corresponding cubic splines they generate, and then comparatively evaluated in a series of numerical experiments involving different types of performance measures. The results presented show that the cubic Hermite splines generated by heuristic MinAJ2 significantly outperformed these based on finite difference schemas in terms of all tested performance measures (including convergence).The proposed approach is quite general. It can be directly applied to streams of univariate functional data like time-series. Multidimensional curves defined parametrically, after splitting, can be handled as well. The streaming character of the algorithm means that it can also be useful in processing data sets that are too large to fit in memory (e.g., edge computing devices, embedded time-series databases).

Actuated Traffic Signal Performance Evaluation along Arterials using Wi-Fi Travel Time Samples and High-Resolution Traffic Signal Events Data

Understanding traffic progression on arterials is critical for traffic signal control and urban traffic management. Traffic conditions are highly dynamic and evolve over time. Therefore, it is necessary to evaluate the arterial’s performance periodically to determine how well a traffic signal system is functioning. Arterial performance is conventionally evaluated based on travel time/speed collected via the probe vehicles. New approaches based on high-resolution traffic signal events have been proposed by a group at Purdue University, based on the Purdue Coordination Diagrams (PCDs). Both traditional arterial travel times/speeds and the PCDs can effectively reflect the level of traffic progression on arterials, while some practical questions have been raised about how to synthesize these two methods. The framework proposed in this paper integrates two types of performance measures by defining new multi-intersection coordination diagrams to examine traffic signal performance. The multi-intersection coordination diagram under different speeds can provide a straightforward tool for informed offset adjustments of actuated traffic signal coordination. In contrast, the state-of-the-practice traffic coordination performance analysis relies on fixed timings and empirical fine-tuning in the field. It is expected that these efforts can provide new insights to practitioners on how to use emerging traffic data better to improve the performance of actuated traffic signal operations on arterials.

Multi-portfolio Optimization: A Fairness-aware Target-oriented Model

We consider a multi-portfolio optimization problem where nonlinear market impact costs result in a strong dependency of one account's performance on the trading activities of other accounts. We develop a novel target-oriented model that jointly optimizes the rebalancing trades and split of market impact costs. The key advantages of our proposed model include the consideration of clients' targets on investment returns and the incorporation of distributional uncertainty. The former helps the fund manager circumvent the difficulty in identifying clients' utility functions or risk parameters, while the latter addresses a practical challenge that the probability distributions of risky asset returns cannot be fully observed. Specifically, to evaluate multiple portfolios' investment payoffs achieving their targets, we propose a new type of performance measure, called the fairness-aware multi-participant satisficing (FMS) criterion. This criterion can be extended to encompass the distributional uncertainty and has the salient feature of addressing the fairness issue with the collective satisfaction level as determined by the least satisfied participant. We find that, structurally, the FMS criterion has a dual connection with a set of risk measures. For multi-portfolio optimization, we consider the FMS criterion with conditional value-at-risk, a popular risk proxy in financial studies, being the underlying risk measure to further account for the magnitude of shortfalls against targets. The resulting problem, although non-convex, can be solved efficiently by solving an equivalent converging sequence of tractable subproblems. The numerical study shows that our approach outperforms utility-based models in achieving targets and is more robust in out-of-sample performance.

Integrating Simulation and Numerical Analysis in the Evaluation of Generalized Stochastic Petri Nets

The standard existing performance evaluation methods for discrete-state stochastic models such as Petri nets either generate the reachability graph followed by a numerical solution of equations or use some variant of simulation. Both methods have characteristic advantages and disadvantages depending on the size of the reachability graph and type of performance measure. This article proposes a hybrid performance evaluation algorithm for the steady-state solution of Generalized Stochastic Petri Nets that integrates elements of both methods. It automatically adapts its behavior depending on the available size of main memory and number of model states. As such, the algorithm unifies simulation and numerical analysis in a joint framework. It is proved to result in an unbiased estimator whose variance tends to zero with increasing simulation time. The article extends earlier results with an algorithm variant that starts with a small maximum number of particles and increases them during the run to increase the efficiency in cases that are rapidly solved by regular simulation. The algorithm’s applicability is demonstrated through case studies, including an example where it outperforms the standard methods.

How effective is teamwork really? The relationship between teamwork and performance in healthcare teams: a systematic review and meta-analysis

ObjectivesTo investigate the relationship between teamwork and clinical performance and potential moderating variables of this relationship.DesignSystematic review and meta-analysis.Data sourcePubMed was searched in June 2018 without a limit on the...

Performance Measures in Dermatologic Surgery: A Review of the Literature and Future Directions.

In recent years, health care reform initiatives have aimed to assess quality of care through the use of performance measures. Multiple specialties, including dermatology, have implemented registries to track and report health care quality. The authors review the history and rationale for assessing quality in dermatologic surgery. The authors also discuss the different types of performance measures and the current efforts to develop clinically relevant dermatologic surgery-specific measures. An extensive literature review was conducted using OVID, MEDLINE, PubMed, and government and health care-related websites to identify articles related to surgical performance measures. Few performance measures are established to assess quality in dermatologic surgery. The authors propose specific candidate measures and discuss how clinical registries can capture measures that meet federal reporting requirements. Assessment of health care quality will become increasingly important in health care reform. Physicians need to take an active role in selecting appropriate, clinically relevant performance measures that will help improve patient care while containing health care costs and meeting government-mandated reporting requirements.

Rational and symbolic uses of performance measurement

PurposeThe purpose of this paper is to facilitate a deeper understanding of the uses and users of performance measurement (PM) in the university context.Design/methodology/approachEmpirical data were gathered from four universities. This approach allows for a multilevel and comparative analysis based on the neo-institutional theory. The results are discussed alongside interdisciplinary literature on the use of PM in the public sector.FindingsPM practices at universities have become increasingly popular on institutional, organisational and individual levels. The results indicate that different types of PM are used in universities and that the extent, and scope of PM used by various actors differ. Universities often use PM in a ceremonial and symbolic manner, with the aim of legitimising themselves externally as research-oriented institutions. The use of PM depends on both, exogenous factors (such as isomorphic pressures) and endogenous factors related to the different responses of organisations and individual actors (university managers, and academics). However, the analysis at the internal level reveals different attitudes and some resistance to the use of such kinds of PM. In universities with a local focus, the use of PM for rational decision-making is generally loosely coupled with the reporting performance for external accountability purposes. Moreover, the internal use of PM can be also symbolic.Research limitations/implicationsThis paper focusses on four case studies that are currently undergoing changes. The comparative analysis is supported by the use of different data collection methods and several in-depth interviews with key university actors.Originality/valueThe authors assume that the use of PM depends on a number of exogenous and endogenous factors. PM uses and users are discussed in the specific context of the higher education system in Poland. The four business school cases facilitate a comparative analysis of the similarities and differences in terms of the uses and users of PM in the context of internationally and locally oriented universities.

Building Sustainable Supply Chains for Organizations Based on QFD: A Case Study.

Environmental protection has been increasingly emphasized by stakeholders, including social organizations, the government, and the public. As a result, building a sustainable supply chain has now become a part of social corporate responsibility as well as a challenge for firms, including small and medium-sized enterprises (SMEs). Taking a chemical enterprise (called enterprise C, in this paper) as an example, this paper uses quality function deployment (QFD) techniques and sets up a house of quality (HOQ) to investigate how a SME can achieve sustainable supply chain management. Specifically, in this paper we build a performance measurement system focusing on economic performance, environmental performance, and social performance. These three types of performance measure, in turn, include fifty-nine secondary indicators. Furthermore, an analytic hierarchy process (AHP) has been adopted to calculate the weight of each indicator. Benchmarking has also been used, to determine how much the enterprise should improve on each indicator. Based on the HOQ model, we conclude that avoiding waste, recycling resources, and sustainable exploitation are most important internal abilities of enterprise C.

Academic research meets practice: why controversial results are not controversial

Objetivo – Esse artigo explora alguns dos desafios práticos enfrentados pelos conselhos administrativos ao estabelecer a remuneração do CEO, a fim de mostrar porque a incapacidade de ver a correlação entre o pagamento e a performance pode não ser atribuída à má governança.Design/método/abordagem – O artigo explora de forma crítica os diferentes tipos de remuneração relatados em fontes públicas (real vs já realizado), e os diferentes tipos de medidas de performance utilizadas em estudos sobre remuneração de CEO. O artigo também revisa conceitualmente as funções do conselho administrativo, especificamente a de contratar e demitir CEOs, e o impacto que essas decisões têm na remuneração do CEO.Resultados – Nós sugerimos que grande parte da falta de correlação entre pagamento e performance ocorre devido ao desalinhamento entre as medidas de performance e o momento do pagamento, às diferenças entre CEOs promovidos internamente e contratados externamente, e a pacotes de indenização de demissão de CEOs. Nós concluímos que a falta de correlação pode não significar uma falha por parte do conselho administrativo, e sim um reflexo do risco e da incerteza que esses conselhos enfrentam ao contratar e demitir CEOs.Limitações/implicações – Nossa análise mostra como o uso de base de dados de pagamento e de desempenho publicamente disponíveis ignora os desafios práticos que os conselhos administrativos enfrentam ao estabelecer a remuneração do CEO, e sugere que pesquisas futuras devem ser mais cuidadosas ao afirmarem que os conselhos administrativos estão falhando em suas responsabilidades de governança.Implicações práticas – A remuneração do CEO pode não estar tão desalinhada com os resultados como concluem muitos pesquisadores, pois pode ser um reflexo dos riscos e incertezas inerentes à governança.Implicações sociais – A crítica à justiça de distribuição do pagamento do CEO pode não ser válida.Originalidade/valor – Em oposição a simplesmente explorar base de dados públicos, este artigo descreve de forma mais acurada algumas variáveis que impactam como o conselho administrativo estabelecem a remuneração do CEO.