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جایگاه ساختار توابع باور در سنجه های ارزیابی عملکرد: رهیافتی نوین | ||
مدیریت منابع انسانی پایدار | ||
مقاله 3، دوره 5، شماره 9، مهر 1402، صفحه 72-49 اصل مقاله (1.34 M) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2023.4393 | ||
نویسندگان | ||
حسین ناهید1؛ داوود خانی* 2 | ||
1دانشکده فنی و مهندسی- گروه مهندسی صنایع- دانشگاه پیام نور- تهران- ایران | ||
2گروه مدیریت، دانشگاه پیام نور، تهران، ایران | ||
تاریخ دریافت: 19 مرداد 1402، تاریخ پذیرش: 19 مرداد 1402 | ||
چکیده | ||
در فرایند ارزیابی عملکرد کارکنان، بعنوان یکی از فرایندهای مدیریتی مهم حوزه منابع انسانی، «ماهیت پدیده مورد سنجش» و «فرایند ارزیابی»، از عوامل مهم ایجاد عدم قطعیت در نتایج ارزیابی هستند. در بین روشهای مواجهه با عدم قطعیت، تئوری شواهد یا تئوری توابع باور، ساختاری مناسب برای گردآوری نظرات غیرقطعی از ارزیابها بوده و قابلیت مواجهه همزمان با عدم قطعیت ناشی از تغییرپذیری و عدم قطعیت ناشی از نقص دانش را فراهم می آورد. لذا در این مقاله شیوه جدیدی مبتنی بر ساختار توابع باور جهت دریافت نظر از ارزیابها ارائه شده و مزایا و بهبودهای حاصل از ابزار پیشنهادی مورد بررسی قرار گرفته است. برای مقایسه عملکرد ابزار پیشنهادی با سنجههای متداولِ مورد استفاده در فرایند ارزیابی عملکرد، دو پرسشنامهی محقق ساخته در دو سطح سوالات ساده و سوالات پیچیده، جهت ارزیابی عملکرد یک مدرس دانشگاهی تهیه و نظرات 5 دانشجو در قالب چهار سنجه لیکرت، عبارات زبانی فازی، مشابهت بصری و ساختار توابع باور دریافت شد. جهت بررسی معنادار بودن تفاوت نتایج به دست آمده، از آزمون «آنالیز واریانس یکطرفه» و جهت بررسی مقبولیت نتایج، از آزمونهای ناپارامتریک «فریدمن و ویلکاکسون» استفاده شد. نتایج به دست آمده نشان داد زمانی که از سوالات ساده و شفاف در ارزیابی ها استفاده شود تفاوت معناداری بین نتایج به دست آمده از روش های مختلف ارزیابی وجود ندارد اما در پاسخ به سوالات پیچیده مزیتهای ساختار توابع باور در مواجهه با انواع عدم قطعیت، میتواند امکان اعلام نظر ارزیابها را تسهیل کرده و نتایج نهایی حاصل از ارزیابی را بهبود دهد. | ||
کلیدواژهها | ||
ارزیابی عملکرد؛ مقیاس ارزیابی؛ توابع باور؛ تئوری شواهد | ||
عنوان مقاله [English] | ||
The position of belief functions structure in performance evaluation measures: a new approach | ||
نویسندگان [English] | ||
Hosein Nahid1؛ Davoud khani2 | ||
1Department of industrial engineering/ Payame Noor University/ Tehran/ Iran | ||
2Department of Management, Payam Noor University, Tehran, Iran | ||
چکیده [English] | ||
Performance evaluation is one of the management processes,, the accuracy and validity of the results of this process is of great importance. In the performance evaluation process. common performance evaluation scales do not have the appropriate capability of modeling and dealing with uncertainty. Among the methods of dealing with uncertainty, the theory of belief functions is a suitable structure for gathering inconclusive opinions from evaluators and it has the ability to simultaneously face the uncertainty caused by the variability and uncertainty of the lack of knowledge. In this paper, a new way to get opinions from evaluators based on belief functions structure was presented and the advantages and improvements of the presented model were compared to the common metrics used in the performance evaluation process. Two questionnaires were prepared to evaluate different scales including Likert , Fuzzy Linguistic , Visual Analogue and Belief Functions. The first questionnaire contains 5 simple questions and the second questionnaire contains 3 complex questions. after summarizing the results of each questionnaire, a survey was conducted regarding the acceptability of the obtained results. According to the data conditions, one-way ANOVA test and Friedman's non-parametric test were used to analyze. The results of the implementation of the model in evaluating the performance of university lecturers showed that the advantages of the belief functions structure in the face of uncertainty can facilitate the possibility of expressing opinions for evaluators and improve the final results of the evaluation. | ||
کلیدواژهها [English] | ||
Performance evaluation, Evaluation scale, Belief functions, Evidence theory | ||
مراجع | ||
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