Journal articles: 'Subordinate evaluation'

1

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

2

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

3

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

4

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

5

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

6

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

7

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

8

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

9

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

10

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

11

Han, Zhiyong, Qun Wang, and Xiang Yan. "How responsible leadership predicts organizational citizenship behavior for the environment in China." Leadership & Organization Development Journal 40, no. 3 (May 13, 2019): 305–18. http://dx.doi.org/10.1108/lodj-07-2018-0256.

Full text

Abstract:

Purpose The purpose of this paper is to investigate the mediating effect of felt obligation for constructive change on the relationship between responsible leadership and organizational citizenship behavior for the environment (OCBE) in a China corporate environment, and this paper also analyze the moderated mediating effect of supervisor-subordinate guanxi on indirect relationship between responsible leadership and OCBE via felt obligation for constructive change. Design/methodology/approach This paper used 380 employee samples to analyze the relationship between responsible leadership and OCBE. Hierarchical regression analyses and structural equation modeling was adopted to analyze the data. Findings The authors found that the felt obligation for constructive change plays a fully mediating role between responsible leadership and OCBE. The authors also found a positive interaction between responsible leadership and supervisor-subordinate guanxi on felt obligation for constructive change, and then the indirect effect of responsible leadership on OCBE via felt obligation for constructive change was stronger when employees perceived a high-level supervisor-subordinate guanxi. Research limitations/implications When responsible leadership stimulates employees to generate a high sense of constructive change, employees are more likely to engage in OCBE. This study provides evidence for cognitive evaluation theory. This study further demonstrated the importance of establishing high-quality supervisor-subordinate guanxi for responsible leaders and subordinates in China. Practical implications In the management practice of the organization, the role of responsible leadership should be strengthened in terms of leadership development and, employee training and promotion, and high-quality supervisor-subordinate guanxi help to promote the effectiveness of responsible leadership. Originality/value This paper discusses how and when responsible leadership influences OCBE in a China corporate environment.

APA, Harvard, Vancouver, ISO, and other styles

12

Pretorius, Marius. "Difficult bosses: real strategies for surviving." Journal of Business Strategy 40, no. 1 (January 14, 2019): 35–47. http://dx.doi.org/10.1108/jbs-02-2018-0019.

Full text

Abstract:

Purpose The plight of dissatisfied employees has become a recurring theme. A question often asked by management trainees is “How do I handle my difficult boss?” Hence, this paper aims to address the difficult boss problem successfully from the perspective of the subordinate. Design/methodology/approach The conceptualized legacy framework had been presented to participants and who verified its accuracy by their experiences. They could apply the framework with relative ease. Workshops, interview and online questionnaires informed the development of the framework. Findings The framework proposes four legacy effects on subordinates that bosses leave after interaction, namely, tense, dark, false and calm legacies. The legacies assist subordinates in classifying their bosses as either a hammer, flat battery, fire-lighter or dynamo. Once the boss is categorized, strategies to assist subordinates in handling their difficult boss flow from the framework. Research limitations/implications While extremely useful for subordinates, bosses are limited in the use of the legacy model as it requires very high trust levels to exist. The nature of the difficult boss problem suggests that such trust does not exist. Practical implications Benefits of understanding the legacy framework has two benefits: subordinates can use the legacy tool to classify their bosses and find strategies for how to handle difficult bosses. For bosses, subordinate evaluation of their legacies presents an alternative avenue to seek feedback and improve “self-learning” through reflection. Originality/value The legacy matrix was shown to be applicable to all bosses at all levels in virtually all organizations. The value of the framework was also observed at the informal level.

APA, Harvard, Vancouver, ISO, and other styles

13

Sriyono, Sriyono, and Ari Pratono. "Hubungan Kausal Gaya Evaluasi Kinerja Anggaran, Kepuasan Kerja dan Kinerja pada Perguruan Tinggi di Yogyakarta dengan Pendekatan Structural Equation Modeling." BISMA (Bisnis dan Manajemen) 4, no. 1 (June 6, 2018): 1. http://dx.doi.org/10.26740/bisma.v4n1.p1-14.

Full text

Abstract:

Performance measurement is essential for any organization. Performance is a measure of success in achieving organizational objectives. The results of performance measurement as a reference for management to do the planning organization. The budget is the target organization's performance to be achieved in one period to come. Evaluation of budget execution is performed to determine the occurrence of budget deviations, by comparing the budget with the realization. Budgetary performance evaluation style have an important role in assessing the implementation of the budget. Budgetary performance evaluation style is considered appropriate to evaluate the performance of subordinates, because the subordinate approval of budgetary performance evaluation style is seen as an important element of the relationship between budgetary performance evaluation style with the performance of subordinates as reflected in the attitudes and behavior of subordinates that shows job satisfaction. This study aims to examine the relationship style of performance evaluation of the budget based on budget constrained style (BCS) on performance by measuring the job satisfaction of employees within the College of Yogyakarta.Analysis tools used for testing the hypothesis is Structural Equation Modelling (SEM). The analysis showed that: The style of performance evaluation of the budget (GEKA) were statistically significant positive effect on job satisfaction (KK). Job Satisfaction (KK) were statistically significant positive effect on performance (K). While the budgetary performance evaluation style (GEKA) statistically have no effect on performance (K)

APA, Harvard, Vancouver, ISO, and other styles

14

Long, James H., Lasse Mertins, and Brian Vansant. "The Effects of Firm-Provided Measure Weightings on Evaluators' Incorporation of Non-Contractible Information." Journal of Management Accounting Research 27, no. 1 (June 1, 2014): 47–62. http://dx.doi.org/10.2308/jmar-50837.

Full text

Abstract:

ABSTRACT Subjective performance evaluation systems often prescribe for evaluators to use multiple measures to assess overall subordinate performance. Firms can choose to explicitly provide suggested weights to “balance” the relative weight evaluators place on each measure. However, we theorize that doing so may also affect evaluators' perceptions regarding the extent to which the firm intends for them to exercise subjectivity in their evaluations. We conducted an experiment in which evaluators use four measures to subjectively evaluate a subordinate's overall performance. Evaluators were also provided with relevant non-contractible information, although evaluators were not explicitly required to consider this information. We find that the provision of weights reduces the extent to which evaluators employ subjectivity to incorporate non-contractible information, which is manifested in larger outcome effects. Our results suggest firms should carefully consider what the structure and characteristics of their performance evaluation systems communicate to evaluators regarding the role of subjectivity.

APA, Harvard, Vancouver, ISO, and other styles

15

Cheng, Shih Yu (Cheryl). "Leader-member exchange and the transfer of knowledge from Taiwanese managers to their Chinese subordinates." Leadership & Organization Development Journal 38, no. 6 (August 7, 2017): 868–82. http://dx.doi.org/10.1108/lodj-09-2015-0210.

Full text

Abstract:

Purpose The purpose of this paper is to investigate the relationships among leader-member exchange (LMX) quality, social interaction, and the effectiveness of knowledge transfer. Design/methodology/approach This study used a paired questionnaire to collect 209 valid sets of paired data, consisting of responses from 37 Taiwanese supervisors and their 209 Chinese subordinates at 35 Taiwanese manufacturing firms located in Mainland China. The proposed hypotheses were tested with the application of a two-step approach of PLS-SEM analysis. Findings The results of this study showed that LMX quality and social interaction are positively associated with effective knowledge transfer, and most importantly, it found that social interaction between Taiwanese managers and their subordinates has a full mediating effect on this relationship. Research limitations/implications The data were collected from a dyad supervisor-subordinate relationship; thus, future research is encouraged to collect data from peer co-worker relationships. The findings, however, suggested that organizations should provide a supportive environment where a good supervisor-subordinate relationship can be created for the enhancement of knowledge transfer. Practical implications The study suggested that managers should work to develop high-quality LMX relationships with their subordinates, as this can enhance social interaction among employees and facilitate more effective knowledge transfer. Originality/value The paper applied a four-level training evaluation model to assess the effectiveness of knowledge transfer which has never been done before, and found that both LMX quality and social interaction affect how well individuals can acquire knowledge.

APA, Harvard, Vancouver, ISO, and other styles

16

Sandahl, Christer, Gerry Larsson, Josi Lundin, and Teresa Martha Söderhjelm. "The experiential understanding group-and-leader managerial course: long-term follow-up." Leadership & Organization Development Journal 40, no. 2 (March 29, 2019): 151–62. http://dx.doi.org/10.1108/lodj-09-2018-0324.

Full text

Abstract:

Purpose The purpose of this paper is to report on the results of an experiential leader development course titled understanding group-and-leader (UGL). Design/methodology/approach The study sample consisted of 61 course participants (the managers) and 318 subordinate raters. The development leadership questionnaire (DLQ) was used to measure the results of the course. The measurements were made on three occasions: shortly before the course, one month after the course and six months after the course. Findings The managers’ self-evaluations did not change significantly after the course. However, the subordinate raters’ evaluations of their managers indicated a positive trend in the scales of developmental leadership and conventional-positive leadership one month and six months after the course. Research limitations/implications The study was based on a comparatively small sample with a number of drop-outs. The study lacked a control condition. Practical implications From an organizational point of view, it could be argued that it is justifiable to send managers to such a course, as there is a good chance for an improvement in their leadership style as rated by subordinates. Social implications The integration of group processes and leadership behavior in the context of experiential learning seems to be a fruitful path to leader development. Originality/value Longitudinal studies on the results of experiential learning for managers are sparse. This is the first quantitative evaluation of a course that more than 80,000 individuals have taken.

APA, Harvard, Vancouver, ISO, and other styles

17

Johnson, Eric N., Philip M. J. Reckers, and Geoffrey D. Bartlett. "Influences of Timeline and Perceived Strategy Effectiveness on Balanced Scorecard Performance Evaluation Judgments." Journal of Management Accounting Research 26, no. 1 (October 1, 2013): 165–84. http://dx.doi.org/10.2308/jmar-50639.

Full text

Abstract:

ABSTRACT This study examines evaluator ratings of subordinate performance in implementing a new corporate strategy in a Balanced Scorecard environment. We focus on two factors predicted to influence strategic performance judgments: (1) the presence or absence of an explicit timeline for strategy implementation, and (2) the evaluator's perceptions of the effectiveness of the new strategy. One hundred eleven M.B.A. students averaging over eight years of work experience participated in the study. Consistent with predictions, we find that (1) absence of an implementation timeline was associated with fixation on lagging financial performance measures outside of the subordinate's time span of control, and (2) evaluator perceptions of the strategy's effectiveness were positively associated with evaluations of strategy-congruent performance. These results extend prior research by highlighting the importance of the time dimension and perceptions of strategy effectiveness in performance judgments. Implications for future research in strategic performance evaluation are discussed. Data Availability: Contact the authors.

APA, Harvard, Vancouver, ISO, and other styles

18

Wang, Jin Li. "Construction and Application of Evaluation Model for Efficient Operation of Supply Chain Systems." Applied Mechanics and Materials 26-28 (June 2010): 430–35. http://dx.doi.org/10.4028/www.scientific.net/amm.26-28.430.

Full text

Abstract:

Thesis firstly defines supply chain content, then learn from theory of supply chain factors to determine the effective operation of supply chain as objective, the effective interface, dynamic scalability and effective communication for guidelines. The subordinate indexes for effective interface are transportation, network construction, the quality of staff, subordinate indexes for dynamic scalability are the country's economic level, competition in the market environment, market information, the quality of decision-makers, subordinate indexes for effective communication are except market information, the quality of decision-making personnel, but also subjected to the two essential elements, state laws and regulations and commercial credit. Combined Analytic Hierarchy Process with expert method to give model evaluation results, that is the supply chain decision-makers, has a greatest effect on the effective functioning of the supply chain, followed by the commercial credit, once again, market information. Based on the evaluation model, put forward its scope and the corresponding strategies.

APA, Harvard, Vancouver, ISO, and other styles

19

Turban, Daniel B., Allan P. Jones, and Richard M. Rozelle. "Influences of supervisor liking of a subordinate and the reward context on the treatment and evaluation of that subordinate." Motivation and Emotion 14, no. 3 (September 1990): 215–33. http://dx.doi.org/10.1007/bf00995570.

Full text

APA, Harvard, Vancouver, ISO, and other styles

20

Saulnier, Alana, Ermus St Louis, and William McCarty. "Procedural justice concerns and support for BWCs: turning the lens to officer perceptions." Policing: An International Journal 42, no. 4 (August 12, 2019): 671–87. http://dx.doi.org/10.1108/pijpsm-09-2018-0137.

Full text

Abstract:

Purpose The purpose of this paper is to explore factors that drive officer support for body-worn cameras (BWCs). Design/methodology/approach Results of an officer perceptions survey completed as part of an evaluation of the Chicago Police Department’s BWC project are presented. The influence of treatment- and outcome-oriented justice concerns on officer support for BWCs is explored with a variety of covariates. Findings Outcome-oriented concerns are a significant predictor of officer support for BWCs, while treatment-oriented concerns are not. Practical implications The research enhances understandings of the applicability of procedural justice theorizing in policing generally, and offers direction important to the meaningful use of BWCs. Originality/value This finding runs counter to dominant relational models of procedural justice that concentrate on the perspective of subordinates, but lends support to arguments advocating the centrality of role (authority vs subordinate) in the formation of justice evaluations.

APA, Harvard, Vancouver, ISO, and other styles

21

Huang, Linkai, Xinquan Zhang, Liang Cheng, and Linzhi Chen. "Evaluation on the Waterlogging Resistance of Whipgrass Germplasm by Subordinate Function." Advanced Science Letters 7, no. 1 (March 30, 2012): 328–31. http://dx.doi.org/10.1166/asl.2012.2075.

Full text

APA, Harvard, Vancouver, ISO, and other styles

22

Hartmann, Frank, and Sergeja Slapničar. "How formal performance evaluation affects trust between superior and subordinate managers." Accounting, Organizations and Society 34, no. 6-7 (August 2009): 722–37. http://dx.doi.org/10.1016/j.aos.2008.11.004.

Full text

APA, Harvard, Vancouver, ISO, and other styles

23

Ferris, Gerald R., Timothy A. Judge, Kendrith M. Rowland, and Dale E. Fitzgibbons. "Subordinate Influence and the Performance Evaluation Process: Test of a Model." Organizational Behavior and Human Decision Processes 58, no. 1 (April 1994): 101–35. http://dx.doi.org/10.1006/obhd.1994.1030.

Full text

APA, Harvard, Vancouver, ISO, and other styles

24

Chen, Shui Qing, Kai Chao Yu, Xiao Ling He, and Zhen Jing Zhang. "Analysis and Evaluation on Influence Factors of Production Planning System in Manufacturing Enterprise." Advanced Materials Research 694-697 (May 2013): 3395–400. http://dx.doi.org/10.4028/www.scientific.net/amr.694-697.3395.

Full text

Abstract:

This paper makes the operational capability of enterprise production planning system as the research object, in which the four operation modules access to information, scheduling, report processing, system tools are analysised in failure mode. Frequency analysis and entropy method are applied to determine the weight of factors of subordinate operation module, and evaluation matrix is applied to determine the operation ability level. The results of the weighting analysis in a large manufacturing group 8 regional branch 2011 annual production planning system operation module, it finds out the key influence factors of subordinate operation module, which can provide the reference for enterprise to promote production planning system operational ability .

APA, Harvard, Vancouver, ISO, and other styles

25

Brees, Jeremy, Mark Martinko, and Paul Harvey. "Abusive supervision: subordinate personality or supervisor behavior?" Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 405–19. http://dx.doi.org/10.1108/jmp-04-2014-0129.

Full text

Abstract:

Purpose – The purpose of this paper is to investigate whether employees’ personalities are associated with their perceptions of abusive supervision. Design/methodology/approach – In total, 756 working adults provided data. Subjects’ began by taking personality assessments and then received a performance evaluation via a video role-play. Subjects then provided their perceptions of how abusive the supervisor was. The data were analyzed with regression analysis. Findings – The results illustrated that respondents’ hostile attribution styles, negative affectivity, trait anger, and entitlement were positively and significantly associated with perceptions of abusive supervision. Research limitations/implications – The results imply that judgments of supervisory abuse and interventions to ameliorate the negative consequences associated with abusive supervision should consider subordinates’ characteristics. Originality/value – This study controlled supervisor behavior via a video vignette to assess how multiple subordinates’ perceive the same supervisor behavior. This study contributes to a more complete understanding of how personality is associated with perceptions of abusive supervision.

APA, Harvard, Vancouver, ISO, and other styles

26

Siegall, Marc. "The Effect of Rater Expectations on the Evaluation of a Hypothetical Subordinate." Journal of Psychology 126, no. 5 (September 1992): 453–63. http://dx.doi.org/10.1080/00223980.1992.10543379.

Full text

APA, Harvard, Vancouver, ISO, and other styles

27

Williams, Ethlyn, Juanita M. Woods, Attila Hertelendy, and Kathryn Kloepfer. "Supervisory influence." Journal of Organizational Change Management 32, no. 3 (May 13, 2019): 320–39. http://dx.doi.org/10.1108/jocm-10-2017-0373.

Full text

Abstract:

Purpose The purpose of this paper is to examine the development of leader potential in an extreme context – it develops and tests a model that describes how subordinate perceptions of individual-focused transformational leadership, subordinate trust in the leader and subordinate identification with the team influence supervisory evaluations of subordinate crisis leader potential. Design/methodology/approach Surveys were administered to emergency services personnel and their supervisors working in a large fire rescue organization in the Southeastern USA. Survey responses were analyzed using hierarchical regression. Findings Results support the theoretical model – subordinates reporting high levels of trust in their transformational leader were evaluated by their supervisors as having stronger potential to become crisis leaders. Lower levels of subordinate identification with the team strengthened the transformational leadership to trust association and the indirect effect of perceived transformational leadership on supervisory evaluations of subordinate crisis leader potential (through subordinate trust in the leader). Practical implications Supervisors who are viewed as transformational and fostering trusting relationships by subordinates are more likely to evaluate subordinates as having the potential to lead in crisis situations. In an extreme context within an organization facing change, subordinates who identify less with their team might build a more trusting relationship with a leader who is perceived as demonstrating transformational behaviors. Social implications Subordinate focus on the leader appears to enhance supervisory evaluations of subordinate potential (for leader development) in the study. Individual-level rewards for employees that involve competition might counter efforts toward shared mental models and remain the greatest challenge in the public emergency services setting. Originality/value Evaluating leader development, in terms of crisis leader potential, in an extreme context using a process model – to understand the interplay of individual-focused transformational leadership and trust given the moderating effect of team identification – is a key strength of the current study.

APA, Harvard, Vancouver, ISO, and other styles

28

Yuan, Ming Hai, and Ze Zhong Wang. "Fuzzy Comprehensive Evaluation for Reconfigurable Assembly Line." Applied Mechanics and Materials 108 (October 2011): 80–85. http://dx.doi.org/10.4028/www.scientific.net/amm.108.80.

Full text

Abstract:

On the basis of the analyzing of the criterion of the evaluation index, a comprehensive evaluation model for RAL (reconfigurable assembly line) is proposed based on the hierarchy analysis according to the characteristics of the RAL and the engineering application. The new combination weighting method is used to calculate the weights of every index, and the index is assessed by fuzzy synthetically evaluation. The subordinate degree of evaluation object relative to optimum reference value adopting least squares principle is regarded as the evaluation criteria. Finally, this method is demonstrated to be reasonable and effective by a simulation example.

APA, Harvard, Vancouver, ISO, and other styles

29

Greller, Martin M., and John H. Jackson. "A Subordinate's Experience and Prior Feedback as Determinants of Participation in Performance Appraisal Reviews." Psychological Reports 80, no. 2 (April 1997): 547–61. http://dx.doi.org/10.2466/pr0.1997.80.2.547.

Full text

Abstract:

Students took part in two experiments in which simulated performance appraisal reviews were conducted to test whether such reviews could be made participative when the evaluation was negative; and, if so, whether the effects would be constructive. 56 advanced undergraduate business students participated in the first study, in which the manager's and the employee's perceptions of feedback were manipulated as was the amount of the employee's job experience. The resulting participation and reaction to the review were measured. In the second experiment ( N = 33) students' perceptions of performance were again manipulated, but a training intervention was used to increase participation in half the reviews. Less participation occurred when the subordinate had prior negative feedback from the job and where the manager's evaluation was inconsistent with previous feedback. Experience was a strong moderator of these effects. In both experiments participation had a positive effect. The results are interpreted in terms of the subordinate's needs in the appraisal review.

APA, Harvard, Vancouver, ISO, and other styles

30

Henson, Jeremy A., and Terry Beehr. "Subordinates’ core self-evaluations and performance predict leader-rated LMX." Leadership & Organization Development Journal 39, no. 1 (March 5, 2018): 150–68. http://dx.doi.org/10.1108/lodj-06-2016-0162.

Full text

Abstract:

PurposeThe purpose of this paper is to test the effects of subordinates’ individual differences or traits and their performance behavior on the formation of leaders’ LMX, based on leader-member exchange (LMX) theory, thus proposing that both who subordinates are and what they do may affect supervisors’ LMX perceptions.Design/methodology/approachTwo studies were conducted. The first was a non-experimental field study and the second was a laboratory experiment.FindingsStudy 1, a non-experimental field study, HLM, showed that subordinates’ self-reported characteristics predict their leaders’ LMX ratings; Study 2, a laboratory experiment, showed that subordinate performance causes leaders’ LMX perceptions while holding subordinate’s individual differences constant.Originality/valueThe current research was the first to demonstrate experimentally that LMX develops over multiple interactions. Additionally, it demonstrates that task-oriented behavior (i.e. job performance) and personality characteristics (i.e. internal locus of control and self-efficacy) are predictors of LMX.

APA, Harvard, Vancouver, ISO, and other styles

31

Du, Fei, Guliang Tang, and S. Mark Young. "Influence Activities and Favoritism in Subjective Performance Evaluation: Evidence from Chinese State-Owned Enterprises." Accounting Review 87, no. 5 (April 1, 2012): 1555–88. http://dx.doi.org/10.2308/accr-50196.

Full text

Abstract:

ABSTRACT This study addresses the two-way process in which a subordinate and a superior engage in influence activities (bottom-up) and favoritism (top-down) in subjective Performance Evaluation. The research context is the Chinese government's evaluation of Chinese state-owned enterprises (SOEs) by the State-Owned Assets Supervision and Administration Commission of China (SASAC). We analyze archival records of the government's evaluation scores, score adjustments, and evaluation ratings given to 63 SOEs between 2005 and 2007. These analyses are also interpreted based on insights gained from in-depth field interviews with SASAC officials and chief financial officers (CFOs) of SOEs. Results indicate that the political connection of SOE CFOs, the geographic proximity of SOE headquarters to the SASAC central office, and political rank of the firm affect the SASAC's evaluations. Data Availability: Data used in this study cannot be made public due to a confidentiality agreement.

APA, Harvard, Vancouver, ISO, and other styles

32

Liu, Zhi Bin. "Wind Power Industry Competitiveness Evaluation in Hebei Province Based on Improved Fuzzy Comprehensive Evaluation Model." Applied Mechanics and Materials 411-414 (September 2013): 2567–70. http://dx.doi.org/10.4028/www.scientific.net/amm.411-414.2567.

Full text

Abstract:

The wind resource is rich relatively in Hebei Province, and the wind energy utilization also has great potential. So it can play an important role to the sustainable development of Hebei Province energy, prompting the coordinated development of social economy and ecological environment. As a kind of renewable clean energy, wind power has the advantage of no pollution, low cost, but the wind power also has the inherent shortcoming of intermittence, random and instability. To evaluate the competitiveness evaluation of wind power industry in Hebei Province scientifically and accurately, this paper constructed the multi-level fuzzy comprehensive evaluation model, and defined the subordinate function and weight proportion. The competitiveness evaluation of wind power industry in Hebei province showed that the results given by this model are reliable, and this method to evaluate the industry competitiveness is feasible.

APA, Harvard, Vancouver, ISO, and other styles

33

Sattar, Muhammad Muzamil. "Al-Ain eye centre: sales force evaluation dilemma." Emerald Emerging Markets Case Studies 10, no. 2 (July 14, 2020): 1–22. http://dx.doi.org/10.1108/eemcs-03-2020-0083.

Full text

Abstract:

Learning outcomes This case was written to help students develop their analytical and decision-making skills with regard to sales force evaluation. It identifies a variety of issues – in the Pakistani context particularly – within the sales force environment, including union representation, sales force team conflicts and power dynamics between superiors and subordinates. The various case lessons will enhance students’ analytical, negotiation and team-management skills. This case can be used to discuss the following issues: the complexity of objective and subjective evaluations of a sales force, sales force perceptions and cultural nuances for succeeding in Pakistan. Distribution structures and management in Pakistan. Characteristic features of the Pakistani pharmaceutical market. Students will be able to explain how salesperson performance information can be used to identify problems, determine their causes and suggest sales management actions to solve them. Students will be able to differentiate between an outcome-based and a behaviour-based perspective for evaluating and controlling salesperson performance. Students will understand how to control one’s behaviour in conflict situations by identifying common interests and achieving a “win-win” situation. Case overview/synopsis The Al-Ain case describes sales force management and sales force evaluation in a situation that involves a high-performing team operating in a hostile environment. Al-Ain eye centre (Al-Ain), located in the city of Karachi in Sindh state of Southern Pakistan, is a small-scale hospital that has diversified into the pharmaceutical business. Al-Ain’s product portfolio includes analgesics, antibiotics, ophthalmology products and cardiology products. This case focusses on team management and the relationship between a sales manager and subordinate salespeople in the context of Pakistani culture. A sales representative has received a poor performance assessment, which he perceives to be an unfair evaluation of his efforts. As a result of the situation, he subsequently joins a union and creates problems for his superiors. As they explore these management issues within a sales force, students will develop an appreciation for objective methods of sales force evaluation, as well as for the complexity of handling high-performing teams, the importance of employee perceptions and the scope of subjective biases in sales force evaluation that can emerge in practice. Complexity academic level The case is suited to undergraduate or MBA courses on sales management, organizational behaviour, distribution management, marketing/strategy and pharmaceutical industries. It addresses issues of sales force management, sales territory allocations, sales target fixation, team conflict, promotion, team bonus and distribution management in the pharmaceutical industry in Pakistan. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 8: Marketing.

APA, Harvard, Vancouver, ISO, and other styles

34

Tu, Min, Shiyang Xu, and Jianfeng Xu. "Evaluation Method of Public Transportation System Based on Fuzzy Cloud Model." International Journal of Digital Crime and Forensics 10, no. 4 (October 2018): 36–51. http://dx.doi.org/10.4018/ijdcf.2018100103.

Full text

Abstract:

This article describes how the public traffic system evaluation is an important measure to strengthen the management of urban transportation. Many scholars have evaluated the public transportation system, but lack research on different index weights of it. In past models, although the fuzzy assessment method was integrated into an evaluation methodology, its randomness was reflected unclearly. To solve the problems, a fuzzy evaluation of a cloud model is researched. Firstly, the corresponding weights of all indexes are calculated by analytic hierarchy process (AHP) and a clustering method. Then, the principal component of the indexes is extracted by the principal component analysis. According to the distribution of a principal component and processed with the cloud model, a subordinate degree function was established. Finally, scoring cities by combining the principal component weight and membership cloud matrix and evaluating the public transportation system. Comparing the matter-element analysis and the AHP gray model method, this proposed model in this article can evaluate the performance of different urban traffic systems more practically.

APA, Harvard, Vancouver, ISO, and other styles

35

Jessen, Wilko, Stefan Wilbert, Christian A. Gueymard, Jesús Polo, Zeqiang Bian, Anton Driesse, Aron Habte, et al. "Proposal and evaluation of subordinate standard solar irradiance spectra for applications in solar energy systems." Solar Energy 168 (July 2018): 30–43. http://dx.doi.org/10.1016/j.solener.2018.03.043.

Full text

APA, Harvard, Vancouver, ISO, and other styles

36

Ghazy, Usama Mohamed Mohamed. "Modifications of evaluation index and subordinate function formulae to determine superiority of mulberry silkworm crosses." Journal of Basic & Applied Zoology 67, no. 1 (January 2014): 1–9. http://dx.doi.org/10.1016/j.jobaz.2014.01.002.

Full text

APA, Harvard, Vancouver, ISO, and other styles

37

Furnham, Adrian, and Paul Stringfield. "Congruence of self and subordinate ratings of managerial practices as a correlate of supervisor evaluation." Journal of Occupational and Organizational Psychology 67, no. 1 (March 1994): 57–67. http://dx.doi.org/10.1111/j.2044-8325.1994.tb00549.x.

Full text

APA, Harvard, Vancouver, ISO, and other styles

38

Chen, Jiajia, Yingge Tong, Yan Cheng, Zihao Xue, and Miaomiao Liu. "Establishment and Empirical Evaluation of a Quality Indicator System for Postoperative Pain Management." Pain Medicine 21, no. 12 (October 11, 2020): 3270–82. http://dx.doi.org/10.1093/pm/pnaa221.

Full text

Abstract:

Abstract Objectives This study aimed to establish a quality indicator system for postoperative pain management and test its reliability, validity, and discrimination in China. Methods We established a quality indicator system using the Delphi method. Further, we designed and administered a survey questionnaire in the orthopedic departments of nine hospitals, located in the Zhejiang and Jiangsu Provinces, through purposive and convenience sampling methods to examine the reliability, validity, and discrimination of the quality indicator system. Results We established a quality indicator system to assess structure, process, and outcome measures of postoperative pain management using three first-level, eight subordinate second-level, and 32 subordinate third-level quality indicators. The scale-level content validity indexes of the three sections of the questionnaire, assessing structure, process, and outcomes measures, were 0.99, 0.98, and 0.98, respectively. We identified two common factors from the third section that demonstrated a cumulative variance contribution rate of 80.38% and a Cronbach’s α coefficient of 0.95. The total scores and scores of the structure, process, and outcome quality indicators demonstrated statistically significant differences (P < 0.05) between the wards (N = 4) that participated in the “Painless Orthopedics Ward” quality improvement program and those (N = 5) that did not. Conclusions This quality indicator system highlights the need for multidisciplinary cooperation and process characteristics of postoperative pain management, along with interdepartmental quality comparisons. And it demonstrates acceptable reliability, validity, and discrimination; thus it may be completely or partially employed in Chinese hospitals.

APA, Harvard, Vancouver, ISO, and other styles

39

Verstraete, Jean-Christophe, Sarah D'Hertefelt, and An Van linden. "A typology of complement insubordination in Dutch." Studies in Language 36, no. 1 (May 14, 2012): 123–53. http://dx.doi.org/10.1075/sl.36.1.04ver.

Full text

Abstract:

This paper presents an analysis of complement insubordination in Dutch, i.e. structures that are formally marked as subordinate complement clauses but conventionally used as main clauses. We develop a typology of seven distinct construction types (in three semantic domains), none of which have been analyzed in detail before. From a more general perspective, we show that insubordinate constructions provide a fresh perspective on the analysis of modality and evaluation, with semantic parameters that are not found in more typical exponents like modal verbs. In addition, we show that it is difficult to develop a schematic generalization across the different construction types, in spite of their apparent formal similarity as complement structures. We argue that this points to separate developmental trajectories for the different types, with a point of origin in different main-subordinate constructions, and different degrees of conventionalization for the resulting insubordinate constructions.

APA, Harvard, Vancouver, ISO, and other styles

40

Fouad, Tahia. "Estimation of Regional Effect, Evaluation Index and Subordinate Function of Mulberry Silkworm in Some Egyptian Governorates." Egyptian Academic Journal of Biological Sciences. A, Entomology 13, no. 4 (December 1, 2020): 107–21. http://dx.doi.org/10.21608/eajbsa.2020.120980.

Full text

APA, Harvard, Vancouver, ISO, and other styles

41

Ding, He, Enhai Yu, and Yanbin Li. "Transformational leadership and core self-evaluation: The roles of psychological well-being and supervisor-subordinate guanxi." Journal of Psychology in Africa 30, no. 3 (May 3, 2020): 236–42. http://dx.doi.org/10.1080/14330237.2020.1767934.

Full text

APA, Harvard, Vancouver, ISO, and other styles

42

Lai, Han, Huchang Liao, Zhi Wen, Edmundas Kazimieras Zavadskas, and Abdullah Al-Barakati. "An Improved CoCoSo Method with a Maximum Variance Optimization Model for Cloud Service Provider Selection." Engineering Economics 31, no. 4 (October 29, 2020): 411–24. http://dx.doi.org/10.5755/j01.ee.31.4.24990.

Full text

Abstract:

With the rapid growth of available online cloud services and providers for customers, the selection of cloud service providers plays a crucial role in on-demand service selection on a subscription basis. Selecting a suitable cloud service provider requires a careful analysis and a reasonable ranking method. In this study, an improved combined compromise solution (CoCoSo) method is proposed to identify the ranking of cloud service providers. Based on the original CoCoSo method, we analyze the defects of the final aggregation operator in the original CoCoSo method which ignores the equal importance of the three subordinate compromise scores, and employ the operator of “Linear Sum Normalization” to normalize the three subordinate compromise scores so as to make the results reasonable. In addition, we introduce a maximum variance optimization model which can increase the discrimination degree of evaluation results and avoid inconsistent ordering. A numerical example of the trust evaluation of cloud service providers is given to demonstrate the applicability of the proposed method. Furthermore, we perform sensitivity analysis and comparative analysis to justify the accuracy of the decision outcomes derived by the proposed method. Besides, the results of discrimination test also indicate that the proposed method is more effective than the original CoCoSo method in identifying the subtle differences among alternatives.

APA, Harvard, Vancouver, ISO, and other styles

43

Bang, Sungsig. "Performance Evaluation of Energy Research Projects Using DEA Super-Efficiency." Energies 13, no. 20 (October 13, 2020): 5318. http://dx.doi.org/10.3390/en13205318.

Full text

Abstract:

This study proposes super efficiency (SE) as an efficient analytical method for evaluating the performance of energy research projects. Because the SE method is based on data envelopment analysis (DEA), it is free from the difficulty of weighting output, allows for the use of variables with diverse standards of measurement, and is capable of providing ranking information that regular DEA (CCR, BCC) analysis techniques cannot. To analyze the feasibility of the DEA-SE method, an efficiency evaluation was performed for energy research projects using both the weighting method as an existing method and the SE method. When the results were compared and analyzed, skewing toward particular output types was observed in the weighting method, owing to problems inherent in the method itself and in the weighting of subordinate variables that make up the total performance score. Therefore, adopting DEA-SE will redress the known problems of the weighting method by minimizing the problems of weighting and skewing in outputs, enabling use of the input and output variables with diverse units and standards of measurement, and providing ranking information of research performance evaluation that is unobtainable with the existing DEA method.

APA, Harvard, Vancouver, ISO, and other styles

44

Gradela, A., C. R. Esper, S. P. M. Matos, J. A. Lanza, L. A. G. Deragon, and R. M. Malheiros. "Dominant follicle removal by ultrasound guided transvaginal aspiration and superovulatory response in Nellore cows." Arquivo Brasileiro de Medicina Veterinária e Zootecnia 52, no. 1 (February 2000): 53–58. http://dx.doi.org/10.1590/s0102-09352000000100013.

Full text

Abstract:

The present study analyzed the physiological significance of the dominant follicle (DF) and its removal on the superovulatory response of 42 Nellore cows and tested the hypothesis that the number of subordinate small follicles (3-8mm) could be used as a single criterion for the evaluation of the presence or absence of a DF in the ovaries. Ultrasonographic examinations were performed two days before the beginning of superovulatory treatment (D0) and the cows divided into three groups: group without DF (NDF), group with a DF (DF) and group with an aspirated DF (ADF). The superovulatory response of the donors did not differ between groups, but the rate of embryonic viability was higher in NDF (69.40%) and ADF (68.99%) groups compared to DF (48.54%). The number of unfertilized structures did not differ between NDF and DF or between NDF and ADF groups, but was higher in DF compared to ADF. It is concluded that, in Nellore cows, the number of subordinate follicles is a safe criterion for the evaluation of the presence of a DF in the ovaries, but errors could be avoided if only 4-8mm follicles were considered, and that the presence of a DF at the beginning of superovulation reduced the embryonic viability rate and its removal by transvaginal aspiration guided by ultrasound induced embryonic viability rates similar to that observed in the absence of a DF.

APA, Harvard, Vancouver, ISO, and other styles

45

R.R., Gimatdinov, and Nasyrov I.R. "On the Question of Evaluation and Improvement Activities of Foreign Representations of the Russian Federation Subordinate Entities." MGIMO Review of International Relations 2, no. 59 (April 1, 2018): 125–44. http://dx.doi.org/10.24833/2071-8160-2018-2-59-125-144.

Full text

APA, Harvard, Vancouver, ISO, and other styles

46

McGlashan, Kay E., Patrick M. Wright, and Blaine McCormick. "Preferential selection and stereotypes: Effects on evaluation of female leader performance, subordinate goal commitment, and task performance." Sex Roles 33, no. 9-10 (November 1995): 669–86. http://dx.doi.org/10.1007/bf01547724.

Full text

APA, Harvard, Vancouver, ISO, and other styles

47

Peng, Nian, and Lin Kun Gan. "Fuzzy Comprehensive Evaluation Method in Rock Classification of In-Situ Expansion Tunnel." Advanced Materials Research 261-263 (May 2011): 1567–72. http://dx.doi.org/10.4028/www.scientific.net/amr.261-263.1567.

Full text

Abstract:

With the increase of traffic volume, the enlarging tunnel span and the decreasing of surrounding rock integrity, the level of surrounding rock will be lower. This article proposed the calculating method of relative integrity index based on the concept of relative integrity of surrounding rock and established the Fuzzy Comprehensive Evaluation Method for rock classification by analyzing the impact of tunnel span enlargement upon rock stability. It also specified the determination factors, discussed the selection of weight indexes and proposed methods of establishing the qualitative and quantitative subordinate degrees. Based on practices of the expressways of Fuzhou, Xiamen and Zhangzhou, this article made fuzzy comprehensive evaluation of rock classification and fully analyzed the results of the evaluation. Results showed that with the enlargement of tunnel span, levels of surrounding rock would lower accordingly, and that the worse surrounding rock was, the more it would lower.

APA, Harvard, Vancouver, ISO, and other styles

48

Kinkel, Jonathan J., and William J. Hurst. "The Judicial Cadre Evaluation System in China: From Quantification to Intra-state Legibility." China Quarterly 224 (December 2015): 933–54. http://dx.doi.org/10.1017/s0305741015001290.

Full text

Abstract:

AbstractPerformance evaluation systems fundamentally shape the behaviour of Chinese judges, but scholarship on the concrete implementation of these institutions is scarce. Relying on nearly 15 months of fieldwork in six cities in China, we explain how the judicial cadre evaluation system, as unified by the 2011 “Guiding opinion of the Supreme People's Court,” has been implemented. Over 30 indices quantitatively measure Chinese courts’ “fairness” (gongzheng 公正), “efficiency” (xiaolü 效率) and “impact” (xiaoguo 效果), incentivizing court leaders to pressure their subordinate judges to resolve disputes as quickly as possible without unduly angering litigants or other actors. Under the hyper-quantified conditions of cadre evaluation, systemic praising and shaming bring about what we call “intra-state legibility,” which leads to a variety of informal worker reactions to these tactics. This study not only uses interviews and new documentary evidence to add necessary detail to our understanding of cadre evaluation systems, it also engages debates in comparative law and politics regarding bureaucratic influence on authoritarian judicial behaviour.

APA, Harvard, Vancouver, ISO, and other styles

49

Liu, Zhi Bin. "Using a Novel FCE Model to Evaluate the Industry Competitiveness of Biomass Power Generation." Advanced Materials Research 1008-1009 (August 2014): 127–30. http://dx.doi.org/10.4028/www.scientific.net/amr.1008-1009.127.

Full text

Abstract:

Biomass energy is a kind of clean renewable energy, and the resources are abundant. With the rapid development in recent years, the biomass power generation has become one of the electric power new energy with the large-scale commercialization development prospects. The industry competitiveness evaluation of biomass power generation in China is the basis to explore the biomass power generation industry development strategy, which also can indicate the direction for the rapid and sound development of biomass power generation industry in China. To evaluate the industry competitiveness of biomass power generation scientifically and accurately, we defined the subordinate function and weight proportion and constructed the multi-level fuzzy comprehensive evaluation (FCE) model. The biomass competitiveness evaluation of biomass power generation showed that the results given by this model are reliable and precise.

APA, Harvard, Vancouver, ISO, and other styles

50

Wang, Mei, De Shan Tang, Wei Shan Hu, and Yi Fan Bai. "Human-Water Relationship Evaluation Based on Cloud Model for Arid Area in Northwest China." Advanced Materials Research 1065-1069 (December 2014): 2942–47. http://dx.doi.org/10.4028/www.scientific.net/amr.1065-1069.2942.

Full text

Abstract:

Human-water relationship evaluation method based on cloud model is put forward to cope with the vagueness in evaluation language. With the intensive study of the specialty in human-water relationship in Northwest China arid area, three dimensions related to human-water relationship, natural water cycle’s health degree (NWHD), Social water cycle’s rationality degree (SWRD) and human-to-water fitness degree (HWFD) are selected to describe the harmony degree between water system and human system. The limit of evaluation index subordinate to each dimension corresponding to every harmony level is determined, and thus we can generate a comprehensive cloud model with evaluation index harmony level. When numeric values substitute for basic evaluation indexes, combined with the weights calculated from entropy weight method and AHP method, we get the certainty distributions of dimension indexes and integration objects among each harmony level. Case shows that human-water relationship evaluation method based on cloud model can effectively solve the vagueness and uncertainty in evaluation language. The evaluation results reflect the harmony degree in Northwest China arid area precisely.

APA, Harvard, Vancouver, ISO, and other styles

Journal articles on the topic 'Subordinate evaluation'

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles