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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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Lin, Yung-neng, and 林永能. "A performance evaluation for the subordinate units of the Department of Defense." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/78850022068775709812.
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碩士國防大學國防管理學院
國防財務資源研究所
97
Taiwan’s national defense budget possesses a tremendous percentage of overall central government budgets. However, the evaluation of its implementation is merely based on the index of “Budget Implementation Efficiency”, which has been known for offering distorted incentive that paradoxically leads agents to deplete budget to improve budget efficiency. This study applied the CCR and BCC model of Data Envelopment Analysis(DEA) to investigate factors which influence the budget implementation efficiency of affiliated unit with the Ministry of National Defense, and regard affiliated command with the Ministry of National Defense as the research subjects.By utilized the DEA’s characteristics, the budget system can measure multiple input and output, with the multiple aspects’ considerations, to evaluate the budget implementation efficiency of the subordinate units of the Department of Defense exactly. Our results show that the DMU of relative inefficiency possesses more than 70%, and all inefficient reasons are lacking enough scale . It’s thus the strength and budget amount of each unit still leave much room to be improved. In addition, the results of sensitivity analysis show that the main factors that influence each unit’s budget implementation efficiency are the output which indirectly relate to budget executive effects. Results of this study can be referred not only to DMU’s resource allocation but also to the bases of measuring unit performance for the supervisory grade with the Ministry of National Defense, and optimize the resource operation of defense budget and promote the whole budget resource synergy.
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CHING-FONG, SU, and 蘇慶豐. "A Study of the Partnership-Oriented Outsourcing Model for Unused Public Spaces in Taipei City -- An Evaluation of Arts Venues Subordinate to the Taipei City Government Department of Cultural Affairs." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/98421930028434409181.
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碩士國立臺北大學
公共行政暨政策學系碩士在職專班
93
Since 1980s, the new right wing has advocated open markets while promoting government that is "small, but beautiful." Global economic liberalization spread rapidly, leading to increasingly intense competition pressure. Faced with the resulting abrupt changes in the external environment and the steadily increasing demand for citizen participation, the government has made the privatization of public services a major policy direction, and the outsourcing of operations is the most common method for achieving privatization. The government’s ultimate goal is to maximize benefits to the public, while for the private sector the priority is the pursuit of the highest profits. Consequently, there exist fundamental differences between these two sectors, and the existing foundation for cooperation between them is weak. In light of this situation, is it possible that the outsourcing of government operations to private enterprise will effectively create a partnership relationship in which both work side-by-side through thick and thin? Is outsourcing capable of bringing mutual benefits to both sectors? Will each side share responsibility equally? Will this model satisfy the demands of both the public and private sectors, lead to solutions for their common problems, and ultimately achieve win-win situations? These are issues worthy of investigation. This paper is based on Pelton (1997) and Wilson’s (1995) relational development process theory. This theory posits three stages for the development of partnership when governments outsource operations to the private sector: partner selection, partnership establishment and partnership maintenance. It further provides three evaluation standards for each of these stages as the basis of an evaluation framework for partnership relationships developing from outsourcing models. These nine evaluation standards are: suitability of outsourcing items, qualifications of contracted units, fairness of contract stipulations, unobstruction of communication channels, rationality of supervision mechanisms, effectiveness of risk management, stability of the foundations for mutual trust, consistency of management concepts and harmony of project aspirations. Filling out this evaluation framework, the theory also introduces such concepts as resource basis, resource dependence, coproduction, representation, networks, goal management, transaction costs, social capital, organizational learning and life cycles. These concepts make the framework more reliable, rational and feasible. This paper takes as its research targets twelve arts venues under the supervision of the Taipei City Government Department of Culture Affairs. Through in-depth interviews with the officials of contracting units, the actual managers contracted units, and experts and scholars, this paper achieves a deeper understanding of the issues encountered by the public and private sectors in the process of cooperation. Furthermore, it draws conclusions and classifies and explores the real source of difficulties that arise from government outsourcing partnerships. Finally this paper proposes the preferred "partnership-oriented outsourcing model" and makes policy recommendations as a reference for the real establishment of government outsourcing partnerships.
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王維寧. "The Effect of Leader’s Gender and Subordinate’s Gender on Subordinate’s Evaluation of Leadership Effectiveness." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/7a53eu.
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Perďochová, Monika. "Průběžná evaluace implementace strategie Efektivní veřejná správa a přátelské veřejné služby v Jihomoravském a Zlínském kraji." Master's thesis, 2011. http://www.nusl.cz/ntk/nusl-91714.
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Liao, Huan-Chun, and 廖奐鈞. "Transformational leadership and evaluations on leaders: The moderating effects of leader and subordinate gender." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/d5588m.
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碩士中原大學
心理學研究所
103
Extent research often suggests that female leaders adopt transformational leadership to eliminate stereotypic prejudice and achieve leadership advantage, but this argument has not been empirically examined. To examine whether female leaders’ use of transformational leadership truly leads to their leadership advantage, I first argued that team-oriented transformational leadership is more consistent with male gender roles, and that individual-oriented transformational leadership is more consistent with female gender roles. According to the attribution-based theory of gender and leadership, I then predicted that male leaders receive higher evaluations than female ones when they demonstrate individual-oriented transformational leadership, and that female leaders receive higher evaluations than male ones when they display team-oriented transformational leadership. I also predicted that such effects should be stronger when the gender of evaluators is different from that of leaders being evaluated. A between-subjects scenario experiment in general supported my predictions. Based on my findings, contributions, limitations, and suggestions for future studies were then discussed.
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Lin, Mei-Lie, and 林美俐. "A Study on the Relationships of Organizational Core Competence Perceptions and Performance Evaluation - Subordinated Units of the Central National Tax Administration." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/19123839877514702459.
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碩士國立中興大學
應用經濟學系所
94
The National Tax Administration or the NTA, a department of the Ministry of Finance, has been working on advancing its operating efficiency and service quality in order to strengthen the tax system, and thus increase revenue for the government. This thesis will use resource-based theory to evaluate the relationship between the core competence of the NTA, such as its resources and capability, and the result of its performance. The research object includes 19 subordinated units of the central NTA. By using a questionnaire to survey, the performance evaluation data of 19 subordinated units in 2005 and adopting statistical methods with multivariate analysis, this study has completed the following four tasks: 1.understanding the resources and capability of each subordinated units of the NTA 2.using correlation analysis to analyze the relationship between resources and capability, 3.using the factor analysis to extract the main factor of the core competence in the NTA, 4.using cluster analysis to analyze the relationship between core competence perceptions and performance evaluation. According to the results of this study, the five most important attributes of the resources from the perception of the NTA are: 1.the office area, 2.information and office automation equipment, 3.warehouse and the storage equipment, 4.the image and popularity of the administration, 5.the parking lot and related equipment. In addition, the most noticeable capabilities for staff are: 1.communication and negotiation skills in dealing with taxpayers, 2.professional knowledge of tax law, 3.ability in dealing with taxpayers’ tax problems, 4. professional knowledge of operating statutes, 5.ability in examining tax cases. The results acquired through the factor analysis and cluster analysis show that the more emphasis has been put on the core competence of the subordinated units, the better performance it has. Moreover, the important factors that affect classification are “functional space and facility” of the resource and “basic ability”of capability. Therefore, it has confirmed the hypothesis of this study: 1.The resource factors have positive correlation with the capability factors. 2.The performance differences are significantly affected by groups’ degree of emphasis on core competence. 3.Two groups are significantly different based on educational background and ranks. 4. Two groups have shown significant differences on their degree of focuses on the following four aspects: functional space and facility, basic ability, human resources management, and the information safety and asset/personnel management. 5.The NTA staff have shown significant differences on gender, marriage, positions, age, education, and tenure of NTA staff in dealing with a small portion of resources and capability. However, it has no significant differences on “rank” for the factor of resources and capability. In conclusion, in order to achieve staff’s recognition of core competence, the NTA should upgrade the quality of human resources and the staff’s educational level. Moreover, improvement in the office surroundings, enhancement of personal competence and organizational competence will be reached by organizational resources and the construction of organizational core competence. The result implies important implications to train core competence of the NTA’s staff, and it is conducive to achieving the goal of raising the whole performance.