Relevant bibliographies by topics / Subordinate evaluation

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Subordinate evaluation'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Subordinate evaluation"

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Xu, Yin, and Brad M. Tuttle. "The Role of Social Influences in Using Accounting Performance Information to Evaluate Subordinates: A Causal Attribution Approach." Behavioral Research in Accounting 17, no. 1 (January 1, 2005): 191–210. http://dx.doi.org/10.2308/bria.2005.17.1.191.

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One important role of accounting information is to provide objective information to assist decision makers in evaluating the performance of their subordinates. Yet whether decision makers use accounting data in an objective fashion, independent of interpersonal factors, is an open question. The purpose of this study is to investigate whether similarities in work style (innovator versus adaptor) between a manager and a subordinate influence the manager's causal attributions and subsequent performance evaluation for the subordinate, given accounting performance indicators. The study is conducted in an experimental setting and the research analysis used is developed within the framework of a structural equation model. The results of the study provide initial evidence that interpersonal factors such as work style similarity and personal liking moderate how supervisors use accounting information when they make performance evaluation decisions. The more similar work style between supervisor and subordinate, the more the supervisor likes the subordinate. This, in turn, directly influences what the supervisor believes is the cause of the subordinate's performance.
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Varma, Arup, Ivana Zilic, Anastasia Katou, Branimir Blajic, and Nenad Jukic. "Supervisor-subordinate relationships and employee performance appraisals: a multi-source investigation in Croatia." Employee Relations: The International Journal 43, no. 1 (September 21, 2020): 45–62. http://dx.doi.org/10.1108/er-06-2019-0248.

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PurposeThe purpose of this paper is to empirically examine supervisor-subordinate relationships and their impact on performance appraisal in Croatia. Specifically, we were interested in examining how supervisor-subordinate relationships impact subordinate perceptions of performance evaluation and the subordinate's reactions to the performance evaluation.Design/methodology/approachThis paper uses matched data from a sample of supervisors and subordinates (n = 53) in a leading organization in the hospitality industry in Croatia, as well as objective performance appraisal data to examine the impact of supervisor-subordinate relationships on subordinate reactions to performance appraisal.FindingsThe key findings of this study include (1) supervisor trustworthiness determines the quality of their relationship with subordinates and leads to interpersonal liking, and (2) supervisor-subordinate relationship quality has a significant impact on subordinate reactions to performance appraisal process and outcomes.Research limitations/implicationsThe overall sample size (n = 53) of this study is small, and limits our ability to make generalizations beyond a point. Also, since the sample included only Croatian individuals, the findings maybe an artifact of the fact that they all hold similar values. Future studies should examine these relationships in supervisor-subordinate dyads comprised of individuals of different cultural backgrounds.Practical implicationsSupervisors should attempt to have high quality relationships with most, if not all, subordinates, as this would lead to higher acceptance of the performance appraisal process, which can impact future performance. Also, trustworthiness is closely related to the subordinate's perception of the quality of relationship he/she shares with the supervisor.Originality/valueThis is the first known paper to empirically study performance appraisal processes and relationships in Croatia, which also included both supervisor and subordinate perspectives.
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Segrest, Sharon L., Martha C. Andrews, Scott W. Geiger, Dan Marlin, Patricia G. Martinez, Pamela L. Perrewé, and Gerald R. Ferris. "Leapfrogging at work: influencing higher levels in the chain of command." Personnel Review 49, no. 8 (March 2, 2020): 1769–86. http://dx.doi.org/10.1108/pr-07-2019-0382.

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PurposeActs of interpersonal influence are observed throughout organizations, and most typically, in direct supervisor–subordinate relationships. However, researchers have focused less on subordinates bypassing the chain of command and targeting their supervisor's supervisor with influence attempts. We conceptualize a new term, “leapfrogging,” as subordinates' attempts to influence and manage the impressions of their supervisor's supervisor. Here we focus on influencing the target's perception of likability (the focus of ingratiation) and competence (the focus of self-promotion). This study focuses on its personal and situational antecedents.Design/methodology/approachGiven the central role of social exchange and psychological processes within this phenomenon, we build on a social exchange and a social cognition approach. Using a sample of 131 university support personnel service employees, hierarchical regression is used to test the hypotheses.FindingsThe following antecedents of leapfrogging are hypothesized and tested: the subordinate personal characteristics of Machiavellianism, need for achievement, and fear of negative evaluation, and the situational/relational characteristic of leader–member exchange (LMX). Of these potential antecedents, subordinate Machiavellianism and LMX were the strongest predictors, and subordinates' need for achievement and fear of negative evaluation were moderate predictors.Practical implicationsLeapfrogging occurs when actors are frustrated with their current situation and desire change. However, influence tactics aimed at a subordinate's supervisor's supervisor may further strain a low-quality leader–subordinate relationship. As actors become increasingly dissatisfied and leave, this may result in increased organizational costs related to the loss of experienced employees and the hiring and training of new ones.Originality/valueMost upward influence research has largely ignored subordinate influence attempts that go outside of the normal chain of command and target their boss's boss. The present study addresses this gap in the literature by examining leapfrog behaviors. Although acknowledged in a limited manner as a legitimate organizational behavior, this topic has received virtually no empirical attention.
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Ash, Adiba. "Participants' Reactions to Subordinate Appraisal of Managers: Results of a Pilot." Public Personnel Management 23, no. 2 (June 1994): 237–56. http://dx.doi.org/10.1177/009102609402300206.

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Practitioners and scholars alike have proposed the use of subordinate appraisal of managers (SAM) as part of a multiple appraisal system. This paper reports the results of a study conducted in the Dade County Public School System to assess SAM's impact on central office administrators—subordinates as well as supervisors. Subordinate ratings of supervisors were obtained on 19 managerial competencies. A performance profile was sent to each supervisor rated by at least three subordinates. Subsequently, participants were given an opinion survey in order to assess SAM's impact on them. Results of a factor analysis of subordinates' (n = 94) mean scores on the opinion survey indicated that there are three dimensions of SAM's impact on participants: overall acceptance of SAM, perceived validity of SAM, and perceived accuracy of subordinate ratings. Overall, the majority of participants: 1) expressed their approval of SAM for self-development—only subordinates supported it for evaluation purposes; 2) thought that SAM provided valid ratings; and 3) believed that subordinate ratings were accurate. Finally, the majority of participants did not think that SAM would have adverse effects on the supervisor-subordinate relationship.
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Burt, Ian, Theresa Libby, and Adam Presslee. "The Impact of Superior-Subordinate Identity and ex post Discretionary Goal Adjustment on Subordinate Expectancy of Reward and Performance." Journal of Management Accounting Research 32, no. 1 (March 1, 2020): 31–49. http://dx.doi.org/10.2308/jmar-52559.

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ABSTRACT Firms often evaluate subordinate performance relative to a difficult but attainable goal set at the beginning of the evaluation period. For many, a mechanism exists by which these goals may be adjusted downward at the end of the period to account for an uncontrollable negative event. We examine, experimentally, how the knowledge that a downward ex post discretionary goal adjustment is possible affects subordinates' expectancy of reward and performance in periods where a negative uncontrollable event occurs, and whether high identity, defined as high perceived social connectedness between the superior and subordinate, moderates this effect. We find that high superior-subordinate identity can offset the otherwise negative impact of the potential for downward ex post discretionary goal adjustment on subordinates' expectancy of reward and performance. Thus, creating an organizational culture that promotes identity between superiors and subordinates can complement incentive-based controls in motivating subordinate performance. JEL Classifications: C91; J33; M41; M52. Data Availability: Please contact the authors.
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Chang, Man-Ling. "The individual and congruence effects of core self-evaluation on supervisor–subordinate guanxi and job satisfaction." Journal of Management & Organization 20, no. 5 (September 2014): 624–47. http://dx.doi.org/10.1017/jmo.2014.47.

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AbstractGuanxi refers to the quality of social interaction outside of work, developing through social activities. This article explores the antecedent (core self-evaluation, CSE) and consequence (job satisfaction) of the supervisor–subordinate guanxi for identifying the beneficial effect of guanxi. I also consider the effects of (dis)similarity of CSE which refers to individuals’ appraisals of their own worthiness, effectiveness, and capability. The data include 89 supervisors and their corresponding 437 subordinates from financial banks in Taiwan. The results indicate that CSE of the supervisor and subordinate positively relates to their own perceptions of guanxi and job satisfaction. Guanxi acts mediation between CSE and job satisfaction for supervisors and subordinates. The similarity effect of CSE is mostly prevalent for guanxi and job satisfaction. The findings offer implications for selecting an appropriate employee who are comparatively fit with management.
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Elo, Anna-Liisa, Jenni Ervasti, Eeva Kuosma, and Pauliina Mattila-Holappa. "Effect of a leadership intervention on subordinate well-being." Journal of Management Development 33, no. 3 (April 8, 2014): 182–95. http://dx.doi.org/10.1108/jmd-11-2012-0146.

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Purpose – Leadership behaviours are shown to contribute to subordinate well-being. The purpose of this paper is to investigate the effect of a 7.5-day personal growth-orientated leadership intervention among line supervisors on subordinate well-being at work in a public sector construction organization. Design/methodology/approach – A quasi-experimental design was applied to investigate the effects on the subordinates’ perceptions of the psychosocial work environment, leadership, and well-being. The intervention group comprised the subordinates (n=49) of the leadership intervention units and the control group comprised the subordinates (n=96) of the non-participating units. Data were collected with pre- and post-measurement surveys and analysed with repeated measures ANCOVA. Findings – The intervention improved the flow of information after adjusting for the subordinates’ level of participation in the organizational stress management programme and background variables. The subordinates’ perception of leadership or of their own well-being did not improve compared to the control group. Research limitations/implications – More detailed and proximal outcome indicators are needed. Several measurements and a process evaluation of the implementation are recommended. Practical implications – Line supervisors need to be informed about the goals and methods of a personal growth intervention in order to encourage them to meet their strengths and limitations. The improvement of blue-collar subordinate well-being through leadership development might benefit from more practical training approaches. Originality/value – The personal growth approach to line supervisors’ development is rare. The effect of the development on subordinate well-being has not been investigated.
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Ralston, Roy W., and Rollie O. Waters. "The Impact of Behavioral Traits on Performance Appraisal." Public Personnel Management 25, no. 4 (December 1996): 409–22. http://dx.doi.org/10.1177/009102609602500401.

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This study investigates the effects of supervisor and subordinate measurable behavior on overall subjective/perceptual performance evaluation ratings. The behaviors operationalized as predictors are Dominance (D), Inducement (I), Steadiness (S), and Compliance (C). Correlation and hierarchical regression analyses establish positive effects on behavioral scales measuring: (1) Dominance, (2) Compliance, and (3) Inducement at the supervisory level. In the latter case, positive effects were found when comparing Supervisors with high levels of Inducement (I) to Subordinates with high levels of Compliance (C). Subordinates' Dominance (D) and Steadiness (S) scores also affected the performance evaluation ratings by Supervisors. Implications for employee performance and evaluation are discussed.
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Bol, Jasmijn C., and Steven D. Smith. "Spillover Effects in Subjective Performance Evaluation: Bias and the Asymmetric Influence of Controllability." Accounting Review 86, no. 4 (April 1, 2011): 1213–30. http://dx.doi.org/10.2308/accr-10038.

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ABSTRACT We examine how subjective performance evaluations are influenced by the level and controllability of an accompanying measure of a separate performance dimension. In our experiment, supervisors evaluate the office administration performance of a hypothetical subordinate. We find that supervisors' subjective evaluations are directionally influenced by an accompanying objective measure of sales performance, even after excluding participants who perceive informativeness across measures. Consistent with concerns for fairness and motivation, we also find an asymmetric uncontrollability effect—supervisors' evaluations are higher when an uncontrollable factor decreases the subordinate's sales (i.e., they compensate for bad luck), but are not lower when the uncontrollable factor increases the subordinate's sales (i.e., they do not punish for good luck). This evidence suggests that supervisors use discretion provided to evaluate performance on one task to adjust for perceived deficiencies in the evaluation of performance on other tasks. Our study integrates theories of cognitive bias and motivation, highlighting the need to consider the potentially interactive effects of different performance measures in multi-task settings.
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Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer, and Geoffrey B. Sprinkle. "Using Budgets for Performance Evaluation: Effects of Resource Allocation and Horizontal Information Asymmetry on Budget Proposals, Budget Slack, and Performance." Accounting Review 77, no. 4 (October 1, 2002): 847–65. http://dx.doi.org/10.2308/accr.2002.77.4.847.

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Business executives and academics frequently criticize budget-based compensation plans as providing incentives for subordinates to build slack into proposed budgets. In this paper, we examine whether either of two practices—using budgets to allocate scarce resources, or providing information about co-workers—reduces budget slack and increases subordinate performance when organizations use budgets for performance evaluation. The results from our experiment show that using budgets for both resource allocation and performance evaluation not only eliminates budget slack, but also increases subordinates' effort and task performance. Additionally, we find that an internal reporting system that provides information about subordinates' budgets and performance to their co-workers mitigates budget slack when superiors do not use budgets as a basis for resource allocation. These results highlight the synergies between the planning (resource allocation) and control (performance evaluation) functions of managerial accounting practices such as budgeting. Our results also suggest that by designing the internal information system to reduce information asymmetry among subordinates, the firm can increase subordinates' incentives to provide more accurate budgets.
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Dissertations / Theses on the topic "Subordinate evaluation"

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Rippey, Gwendolyn. "The relationship between perceived communication skills and job performance evaluation ratings for supervisor-subordinate dyads /." The Ohio State University, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487681148544461.

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Grove, Robyn J. "The effects of job control perceptions and supervisor performance attributions on subordinate reactions to performance evaluation." Queensland University of Technology, 2003. http://eprints.qut.edu.au/15866/.

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In the present study, nursing and allied health employee's perceptions of job control and the relationship to performance evaluation were explored. Supervisor perceptions of their subordinate's level of job control was assessed with subordinate perceptions of job control, to determine the effects of perceptual congruence on reactions to performance evaluation. In addition, supervisor attributions to subordinate performance was assessed to test the relationship with subordinate responses to performance evaluation. One hundred and forty-four participants including forty-five matched supervisor-subordinate pairs in a large Queensland health care organisation were surveyed. The measures included perceptions of job control, supervisor attributions to subordinate performance and the effects of subordinate reactions to performance evaluation. The results indicated that there were no differences in the perceptions the supervisor held of their employee's job control and the perceptions the subordinate held in relation to their own levels of job control. In addition, it was found that job control significantly contributed to positive reactions to performance evaluation and when there was a close match between supervisor and subordinate perceptions of level of control, there was a resulting positive reaction to performance evaluation. Furthermore, supervisor internal attributions to subordinate performance predicted positive reactions to performance evaluation, when the employee was evaluated as having performed successfully.
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Zetterquist, Jessica Beesley. "Effect of Upward Feedback on the Gap Between Manager and Subordinate Perception of Manager Behavior." BYU ScholarsArchive, 2010. https://scholarsarchive.byu.edu/etd/2523.

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Objective: To assess the effect of upward feedback on the perception gap of manager-rated and subordinate-rated managerial behavior scores using the Multifactor Leadership Questionnaire (MLQ). Design: Phase I questionnaires assessed the use of upward (subordinate to manager) feedback and were used to form Feedback and Comparison groups. Phase II questionnaires included feedback, attitudinal, and demographic questions and the MLQ. MLQ scores were compared between the two groups. Subjects/setting: Directors of Food and Nutrition Services and Clinical Nutrition Managers and their respective subordinates in a hospital setting. Statistical analyses performed: General Linear Model (using SAS Version 9.2, Cary, NC) was used to determine the relationships between MLQ scores and questions of interest. Results: Upward feedback practices in both the Feedback and Communication groups did not correspond to the Phase I reports. Feedback managers did not have higher MLQ scores based on feedback group, manager tenure, and manager implementation of feedback. Managers whose subordinates who enjoyed their jobs had higher subordinate-rated MLQ scores. Conclusions: Policies and practices of upward evaluation methods are not clear and need to be studied further in a hospital dietetics setting.
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Berry, Thomas D. "The emergence of a negative feedback bias as a product of supervisor and subordinate dynamics : consequences of opportunity-based supervision and performance variation /." Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06062008-164555/.

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Burlacu, Gabriela. "Supervisor-Subordinate Directional Age Differences and Employee Reactions to Formal Performance Feedback: Examining Mediating and Moderating Mechanisms in a Chinese Sample." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/662.

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As a result of changing demographic trends in today's workforce, employees of all ages can now be found in all career stages. Consequently, the pairing of a younger supervisor with a relatively older employee is becoming increasingly more common. Research in the United States has shown that such demographically "non-normative" pairings have negative implications for employee attitudes and behaviors, and thus for employee performance management. However, little is known about the effects of such pairings in other nations and cultures, despite the fact that these demographic shifts are occurring on a global level. As such, this study examined the effects of these pairings on employee reactions to formal performance feedback episodes in a large organization in China, due to the nation's similarly shifting demographic trends and its economic power in today's global economy. A series of path analyses showed that being paired with a relatively younger supervisor did predict reduced employee feedback satisfaction and perceptions of feedback utility; but, contrary to the proposed model, these effects did not occur because of reduced interactional justice perceptions or reduced perceptions of leader-member exchange (LMX). Further, LMX did not moderate the study outcomes, demonstrating that having a better relationship with one's supervisor did not alleviate the effects of supervisor relative age on employee feedback reactions. The conceptual and practical implications of these results are discussed in light of a rapidly changing workforce, and of cultural differences, in China.
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Nimmer, James G. "The influence of affect on leader evaluations of subordinates: a laboratory simulation employing a process approach." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/76325.

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Recent work in performance appraisal has focused on the cognitive operations involved in a rating task, but has neglected the influence of affect. The purpose of the present study was to examine the process by which affect influences evaluations and to examine the impact of affeet on outcome variables. A categorization-based model of the rating process was developed that included the influence of affect. According to the model, affect was postulated to influence the categorization process at the superordinate level. The model also postulated that the classification would then influence the processing of subsequent information. To test predictions derived from the model, the present study simulated a work situation. Subjects were required to learn materials, train confederates, and then observe and evaluate confederate's videotaped performance. The impact of affect and item type was examined on process measures and the impact of affect and performance was examined on outcome measures. The results showed that affect biased leader evaluations in the form of leniency and severity. Signal detection analysis indicated that response bias may have been the cognitive mechanism underlying this effect. Leaders attributed non-performed behaviors to confederates in a category consistent manner. Path analysis showed that affect has direct and indirect effects on performance evaluations. The theoretical and applied considerations of the study's findings are discussed and future research directions are highlighted.
Ph. D.
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Stelmokienė, Aurelija. "Subordinates' approach of leadership effectiveness: the importance of personality traits, social perception characteristics and conditions of the evaluation." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2012. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20121016_140952-39873.

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The study analyses the assessment of leadership effectiveness performed by subordinates. In the dissertation, there will be introduced the criteria and how they will be applied during the assessment of leadership effectiveness, who will evaluate and what are those raters that give such a different feedback. The main aim of this research is to disclose what conditions of the evaluation (criteria from different theoretical background, applied research method), raters’ psychological (personality traits) and social perception (social identification, perceived leader prototypicality) factors are and how they are related to differences in the assessment of leadership effectiveness. It is expected that the assessment of leadership effectiveness performed by subordinates is not stable: it depends on conditions of the evaluation and raters’ psychosocial factors. The empirical part of the dissertation presents the results of cross-sectional quantitative survey (sample of 505 subordinates) with self-administered questionnaire and quasi-experimental scenario. The results show that assessment of leadership effectiveness performed by subordinates differs according to the applied research method, but tendencies of the evaluation based on criteria of behavioural theory and transformational leadership perspective are similar. Further analysis reveals that regardless of conditions of the evaluation, perceived leader prototypicality mostly affects the assessment of leadership effectiveness... [to full text]
Disertacijoje nagrinėjamas pavaldinių požiūris į realaus bei kvazi eksperimento scenarijuje aprašyto vadovo vadovavimo efektyvumą remiantis elgesio ir transformacinio vadovavimo teorijomis. Pristatant pavaldinių atliekamą vadovavimo efektyvumo vertinimą kalbama ne tik apie ką bei kaip bus klausiama vertinant vadovą, bet ir kas bei kokie yra tie vertintojai, pateikiantys skirtingus vertinimo rezultatus. Darbe siekiama išsiaiškinti, kokios vertinimo sąlygos (teoriniai efektyvaus vadovo kriterijai ir tyrimo metodas), vertintojų psichologinės (asmenybės bruožai) bei socialinio suvokimo (socialinė identifikacija su grupe ir vadovo prototipiškumas) charakteristikos ir kaip yra susiję su vadovavimo efektyvumo vertinime atsirandančiais skirtumais. Keliamos prielaidos, jog pavaldiniams vertinant vadovavimo efektyvumą, šio vertinimo rezultatai nėra stabilūs ir priklauso nuo vertinimo sąlygų bei psichosocialinių vertintojų charakteristikų. Empirinėje darbo dalyje pristatomi įvairiose Lietuvos organizacijose vykdyto tyrimo, kuriame dalyvavo 505 tiriamieji iš 20 skirtingo dydžio padalinių, rezultatai. Apibendrinus tyrimo duomenis nustatyta, kad pavaldiniams vertinant vadovavimo efektyvumą vertinimo rezultatų tendencijos skiriasi tik pagal pritaikytą tyrimo metodą, bet ne pagal pasirinktus teorinius efektyvaus vadovo kriterijus. Tyrimo rezultatai parodė, jog nepriklausomai nuo vertinimo sąlygų vadovavimo efektyvumo vertinimo rezultatus labiausiai lemia vadovo prototipiškumas. Vis dėlto... [toliau žr. visą tekstą]
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Kang, Gerui. "Balanced Scorecards: An Experimental Study of the Effects of Linking the Evaluators' and Subordinates' Balanced Scorecards on Performance Evaluation." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9767/.

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In the early 1990s, Robert Kaplan and David Norton introduced and developed a new performance measurement and management system called the balanced scorecard (BSC). Most studies have found that evaluators tend to ignore or are not willing to use nonfinancial measures. This study attempts to examine whether the explicit linkage between the evaluator's BSC and the subordinate's BSC makes the evaluators use nonfinancial measures in performance evaluation. This study used an experimental design where subjects were asked to evaluate two managers' performance under explicit linkage versus nonexplicit linkage conditions. The difference between performance evaluation scores of the two managers under the two linkage conditions captures the influence of explicit linkage between BSCs on performance evaluation. I used regression analyses to test my hypothesis. The results of the regression analyses support my hypothesis. This study attempts to explore one possible reason for evaluators' not using nonfinancial measures much in performance evaluation. It is the first one that studies the influence of the linkage between the BSCs on performance evaluation.
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Kang, Gerui Mayper Alan G. "Balanced scorecards an experimental study of the effects of linking the evaluators' and the subordinates' balanced scorecards on performance evaluation /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9767.

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Hedberg, Nancy. "Essence and function an evaluative study of the theological premise that women are equal to men in essence but permanently subordinate in function /." Theological Research Exchange Network (TREN), 2008. http://www.tren.com/search.cfm?p002-0836.

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Books on the topic "Subordinate evaluation"

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Callard, Agnes. Akrasia. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190639488.003.0005.

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The standard analysis of weak-willed (akratic) action is that the agent acts on a reason she acknowledges as weaker than another she could have acted on. I argue that it does not make sense to think that the akratic “adds up” all her reasons and then opts to act on the weaker set. Instead, we must conclude that the akratic is unable to add up the relevant considerations, because she is intrinsically conflicted. Intrinsically conflicted agents inhabit two evaluative perspectives at the same time, but only one of them—the dominant perspective—governs their deliberative activity. The akratic acts against her deliberation, because she is motivated by the subordinate evaluative perspective from which she does not deliberate. She acts on reasons her reasoning failed to take into account. Akrasia occurs because agents sometimes need to make use of—deliberate from—values they don’t (fully) have.
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Sudra, Paweł. Rozpraszanie i koncentracja zabudowy na przykładzie aglomeracji warszawskiej po 1989 roku = Dispersion and concentration of built-up areas on the example of the Warsaw agglomeration after 1989. Instytut Geografii i Przestrzennego Zagospodarowania im. Stanisława Leszczyckiego, Polska Akademia Nauk, 2020. http://dx.doi.org/10.7163/9788361590057.

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The research problem undertaken in the study is the occurrence of dispersed and concentrated built-up (in particular residential) area patterns caused by suburbanisation processes in a large urban agglomeration, on the example of the Warsaw metropolitan area. The research concerned the period after 1989, when the political and economic transformation in Poland began. The historical and contemporary socio-economic conditions of suburbanization and urban sprawl are described, which have the features of a spontaneous, chaotic dispersion, quite different than in Western countries. It is partly to blame for faulty spatial planning. The succession of urban development into rural areas is subordinated to the factors of the construction market. In the empirical part of the analysis, topographic data on all buildings in the urban agglomeration and databases on land use derived from satellite images were used to investigate settlement changes. A multidimensional study was carried out relating to various spatial scales, types of spatial relations and territorial units. Measures of spatial concentration of point patterns as well as landscape metrics were used for this purpose. The indicators used were subject to critical methodological evaluation afterwards. The study was performed in several temporal cross-sections. The locations of new development in agricultural, forest and wasteland areas have been identified. Finally, recommendations for the implementation of appropriate spatial policy and improvement of the spatial order in the Warsaw agglomeration were formulated
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Book chapters on the topic "Subordinate evaluation"

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Ortiz, Steven M. "The In-Laws." In The Sport Marriage, 128–53. University of Illinois Press, 2020. http://dx.doi.org/10.5622/illinois/9780252043161.003.0006.

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This chapter examines power and control issues that emerge in the marriage as a result of the relationship between wives and their mothers-in-law, and how the husband, wife, and mother-in-law use control work in various types of power struggles. In an attempt to move beyond negative stereotypes, a more realistic interpretation of the origins and construction of in-law relationships in the sport marriage is analyzed, including the origins of a durable mother-son bond and its effect on the marital relationship. The chapter introduces the concept of subordination work, which allows for an insightful evaluation of how the wives manage their subordinate status as they try to preserve their marital relationship and avoid offending their mothers-in-law. Attention also is given to a distinctive role reversal initiated by some mothers-in-law, resulting in the mother taking on the surrogate role of wife in public life.
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Adiguzel, Zafer. "Evaluation of the Relationship Between Leadership Characteristics and Motivation and Satisfaction in Health Institutions." In Multidimensional Perspectives and Global Analysis of Universal Health Coverage, 31–68. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2329-2.ch002.

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This article describes how due to the globalization activities, where competition is very intense and economic, technological and international environmental elements are also very active and uncertain. In the 21st century, the concept “management” stands out so that all institutions, including health institutions, can see their present and future locations, anticipate opportunities and threats, adapt to all the changes that have taken place, make their services more effective and sustain their success. Organizations need leaders who are open to teamwork, encouraging, creative, sociable, energetic, attaching importance to their subordinates' feelings, thoughts, needs and expectations, taking care to develop high quality relations with their subordinates and respecting their subordinates. Within the scope of the study, the understanding of leadership in health institutions and the importance of leadership are emphasized; the effects of leadership on the motivation, satisfaction and performance of the employees
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Raeff, Catherine. "Taking a Theoretical Turn." In Exploring the Complexities of Human Action, 32–55. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190050436.003.0003.

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The goal of this chapter is to raise and explore varied issues regarding theory and psychology, and to consider what it means to say that psychology is a fundamentally theoretical enterprise. It begins by discussing why theorizing is necessary for understanding and investigating human functioning. The chapter then turns to considering psychology’s stance toward theorizing, including why conventional psychology practices end up rendering the field rather atheoretical. It is argued that much theorizing in psychology is subordinate to method. The chapter next considers how more elaborate theorizing includes analyzing psychology itself, as well as articulating theoretical approaches to human functioning. The chapter ends with a consideration of relativism and suggests criteria for evaluating theorizing.
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Ashkanasy, Neal M. "Supervisory Attributions and Evaluative Judgments of Subordinate Performance: A Further Test of the Green and Mitchell Model *." In Attribution Theory, 211–28. Routledge, 2018. http://dx.doi.org/10.4324/9781315137926-12.

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"Epistemological Issues in Feminism." In Philosophising Experiences and Vision of the Female Body, Mind, and Soul, 44–61. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4090-9.ch003.

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This chapter argues that feminist epistemology identifies ways in which dominant conceptions and practices of knowledge attribution, acquisition, and justification systematically disadvantage women and other subordinated groups, and strives to reform these conceptions and practices so that they serve the interests of these groups. The central concept of feminist epistemology is that of a situated knower, and hence of situated knowledge: knowledge that reflects the particular perspectives of the subject. Feminist philosophers are interested in how gender situates knowing subjects. Different conceptions of how gender situates knowers informs feminist approaches to the central problems of the field: grounding feminist criticisms of science and feminist science, defining the proper roles of social and political values in inquiry, evaluating ideals of objectivity and rationality, and reforming structures of epistemic authority. The chapter thus explores these epistemological, metaphysical, scientific, and hermeneutics issues in feminist studies.
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Conference papers on the topic "Subordinate evaluation"

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Ohkuma, Kenji. "A learning method for neural networks with a subordinate evaluation function." In the 1992 ACM/SIGAPP symposium. New York, New York, USA: ACM Press, 1992. http://dx.doi.org/10.1145/130069.130076.

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Yuan, Shuai, Weiming Tong, Chengde Tong, and Zhongwei Li. "A Novel Method for Power Quality Comprehensive Evaluation Based on ANN and Subordinate Degree." In 2008 Fourth International Conference on Natural Computation. IEEE, 2008. http://dx.doi.org/10.1109/icnc.2008.543.

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Yuan, Shuai, and Jian-gang Bi. "Comprehensive evaluation approach of power quality based on neural network ensemble and subordinate degree." In 2010 2nd International Conference on Information Science and Engineering (ICISE). IEEE, 2010. http://dx.doi.org/10.1109/icise.2010.5690539.

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Wilbert, Stefan, Wilko Jessen, Christian Gueymard, Jesús Polo, Zeqiang Bian, Anton Driesse, Aron Habte, et al. "Proposal and Evaluation of Subordinate Standard Solar Irradiance Spectra with a Focus on Air Mass Effects." In ISES Solar World Conference 2017 and the IEA SHC Solar Heating and Cooling Conference for Buildings and Industry 2017. Freiburg, Germany: International Solar Energy Society, 2017. http://dx.doi.org/10.18086/swc.2017.21.06.

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ADAMONYTĖ, Inga, Algis KVARACIEJUS, and Gitana VYČIENĖ. "ECONOMICAL EVALUATION AND POTENTIAL ENVIRONMENTAL EFFECTS OF HYDROKINETIC ENERGY TECHNOLOGIES." In Rural Development 2015. Aleksandras Stulginskis University, 2015. http://dx.doi.org/10.15544/rd.2015.065.

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An analysis of the impact of hydrokinetic energy technology schemes has been carried out on the following river parameters: water quality, the riverbed and bank stability, sediment dynamics, coastal and aquatic vegetation, fish communities, noise, aesthetics, fishing and riverbed practicability (kayaks and barges). Hydrokinetic energy generation technologies are compared to conventional tidal technologies. Each parameter assessed was evaluated for minor, notable, high, and very high likelihood of constant and temporary exposure. Subordinate elements, such as aesthetics, fishing, and river practicability were determined to be the greatest possible use of hydrokinetic energy schemes in the world rather than river ecosystem elements. The researchers carried out an approximate assessment of the economic indicators because Lithuania does not operate hydrokinetic power plants. An assessment of reduced investment and electricity market energy purchase price indicates that the approximate payback period is six years and the net present value in the seventh year of operation is EUR 7,450.
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Yoshimura, Masataka, Kazuhiro Izui, and Kazuma Fukatani. "Lifecycle-Based Product Design Using Global Optimization Methods Based on Hierarchical Genotype Representation of Alternatives and Constraints." In ASME 2002 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/detc2002/dac-34043.

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Development of products that thoroughly integrate lifecycle design factors requires the simultaneous clarification and evaluation of numerous design elements. When such product development problems are treated as design optimization problems, these elements are expressed by decision variables, constraint functions and objective functions. The existence of complex relationships among such design elements increases the difficulty of formulating the problem model and conducting straightforward searches for optimal solutions. This study presents a method for representing design alternatives that have subordinate relationships, using hierarchical genotypes. Constraint relationships of alternatives are clarified using constraint matrices which are also transformed to hierarchical genotypes. Furthermore, the efficiency of different genotype structures is compared using numerical experimentations. Based on the experimental results, a procedure for constructing optimal hierarchical genotypes is proposed.
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Ok, Jeongbin, and Daniel Scudder. "Emotive qualities of parametrically designed and 3D printed surfaces." In Systems & Design: Beyond Processes and Thinking. Valencia: Universitat Politècnica València, 2016. http://dx.doi.org/10.4995/ifdp.2016.3281.

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Surfaces play a crucial role in design. Constituting a physical and visual interface of an object, a surface not only reveals important information about the identity of the entity it encloses but also determines impressions, evaluation, and expectations we have about the object. Despite their significance, surfaces have long been considered to be a subordinate part of form rather than an independent design element, especially under the reign of mass production. This paper challenges the conventional hierarchy and demonstrates a systematic and customisable process of creating purpose-specific, context-oriented surfaces which provide their own set of form and function. Various digital technologies, including coded parametric modelling, geometric alteration, and 3D printing, were employed as main tools and thoroughly utilised across creation, modification and fabrication of surfaces. Through experimentation with software and mechanical configurations and materials, a series of high-resolution surfaces with different parameters were produced. Furthermore, the potential for direct digital manufacturing (DDM) and its practical penetration was investigated by producing all surfaces directly from an affordable desktop filament fused fabrication (FFF) 3D printer without the use of post-production processes, which provided an understanding of the restrictions and opportunities of the technology.User testing was carried out over participants who observed and interacted through touch with each surface both blindfolded and without blindfold. With each interaction the user was asked to populate a questionnaire form that asks them to identify their interpretation of the surface on a spectrum. The questions were devised to explore three distinct areas of inquiry geometry, physical properties and emotive responses. The results were then analysed using the method of design of experiments (DOE) in order to identify parameters that are responsible for arousing specific visual, tactile, and emotional qualities and explore how these surfaces can be interpreted emotively, physiologically and aesthetically by the user.DOI: http://dx.doi.org/10.4995/IFDP.2016.3281
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Mayangsari, Sekar, and Wilopo. "THE PERCEPTION SUPERIORS AND SUBORDINATES TOWARD PERFORMANCE EVALUATION OF AUDITORS." In The International Symposium on the Analytic Hierarchy Process. Creative Decisions Foundation, 2003. http://dx.doi.org/10.13033/isahp.y2003.042.

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Chen, Shian, Ren He, Senlin Lu, and Ming Yao. "Modeling of Air-Powered Engine Based on Time Coordinate and Optimal Approach of Gas Distribution Parameters." In ASME 2010 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/detc2010-28606.

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The objective of this research is to provide systematic investigations to modeling and optimal design of the air-powered engine for improving its comprehensive performance. A thermo-dynamics model of the air-powered engine based on time coordinate is established. The simulation and analysis results show that the gas distribution parameters are the key factors to get a valid performance for the air-powered engine, such as a large valve overlap angle leading to a low efficiency of the air-powered engine in particular. A performance evaluating function of the air-powered engine considering power output and energy conversion efficiency is proposed. To improve the searching efficiency in optimization, four gas distribution parameters associated with the comprehensive performance of the air-powered engine including the intake advance angle, basal of intake sustain angle, exhaust advance angle and exhaust delay angle, are divided as a mainstream factor group and a subordinate factor group according to their relative importance. So the iterative search in optimization becomes more efficient. An example is illustrated to show the validity of the modeling. The optimal simulation result shows that we can get a bigger power output with 19.7% more than the original state and bigger energy conversion efficiency with 98.47% more than original state.
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M. Duggal, Sudesh. "Global Information Technology Management." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2470.

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Globalization is the perception of the world as one big market place. The notion of the boundariless world is expected to produce dramatic changes in key markets, major competitors, and Information Technology products. As a result, organizations are encouraged to rise above the national boundaries and change their orientation to global corporations. Further, the increased spending in Global Information Technology, which is anticipated to grow several folds within the next five years, is adding fuel to this shift. Events such as economic integration of Europe, merging of the companies across national borders, stock exchanges, outsourcing of Information Technology services to the third world countries, and the use of World Wide Web are forcing companies to re-evaluate their Global Information Technology management and to develop Global Information Strategy so as to get the most out of their business in the world economy. As the scope of Global Information Technology spans the global market, it is going to present mangers with a host of thorny issues. This paper suggests the key issues to be used as a guide for the Global Information Technology Managers to be successful in this fast changing technology oriented market, and also recommends Global Managers Evaluation Wheel which can be used for the appraisal of managers, subordinates, peer managers, on-site supervisors and clients working in the global Information Technology environment.
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