ارزیابی عملکرد

The main purpose of this research is to investigate the impact of perceived performance evaluation policies on their creativity with the role of moderator of political behavior.

The current research is descriptive survey-applied. The statistical population in this research is 264 managers and assistants of Central Bank of Iran. In this research, to measure performance evaluation policies from the standard policy questionnaire adopted from Poon's (2013) performance evaluation including 15 questions, for employee creativity from Torrance's standard questionnaire (1979) with 20 questions in 4 dimensions of fluidity, flexibility, innovation, expansion and for The political behavior of employees has been used from Dobrin's standard political behavior questionnaire (1978) including 15 questions in three dimensions of individual, managerial and organizational factors. Considering the non-normality of the data distribution, structural equation method and SMARTPLS3 software were used to test the research hypotheses.

The findings of this research show that employees' perception of performance evaluation policies has an effect on creativity with the moderating role of employees' political behavior. Also, the perceived policies of evaluating the performance of government employees have a significant impact on creativity, fluidity, elaboration of details, initiative and flexibility.

Based on the results of this research, government organizations can influence their creativity by managing employees' perceptions regarding performance evaluation policies. But it is necessary to pay attention to the moderating role of political behavior.

Organizational performance evaluation is one of the key factors in optimizing, improving the quality of organizational processes and comparing the performance of organizations. The present study was conducted with the aim of explaining the indicators of performance evaluation and ranking of military universities.

The type of research is developmental in terms of purpose and practical in terms of results, and it is qualitative and quantitative in terms of data type. The statistical population of the qualitative and quantitative part of the research included 10 academic and executive experts working in military universities, who were selected by non-probability judgmental and purposeful sampling. The data collection tools in the qualitative part included semi-structured interviews and in the quantitative part, the researcher made a questionnaire. The validity of the interviews was confirmed through retesting. The content validity of the quantitative part of the questionnaire was also confirmed by experts. The method of data analysis in the qualitative part included theme analysis and in the quantitative part, hierarchical analysis (AHP) with Expert Choice software was used to prioritize identified factors.

The findings of the research indicated the identification of the key components of measuring the performance of military universities, which in order of rank are: educational activities, research activities, cultural-educational activities, military training and Physical fitness, extra-organizational image and facilities.

The results of this study can be useful for ranking military universities and improving their performance and provide a suitable field for other researches.

Ingratiation behavior has been one of the hypocritical and political behaviors in the organization and it causes employees who use this behavior receive more organizational benefits and privileges. The purpose of this study was to investigate the effect of performance evaluation system on the ingratiation behavior through mediation of organizational climate.

The research method was descriptive-correlation based on structural equation model. The statistical population was all teachers in Bonjar city (Sistan and Baluchestan Province) in the academic year 2021-2022 (N=575). By stratified random sampling 231 teachers were studied through questionnaires Performance evaluation system (Shields, 2007), organizational climate (Bock, Zmud, Kim &Lee, 2005) and ingratiation behavior (Bolino & Thornley, 1999). Structural equation modeling with the help of Smart PLS software was used to analyze the data.

Direct effect performance evaluation system on the ingratiation behavior (β= -0.298, t=5.188) was negative and significant, direct effect of performance evaluation system on the organizational climate (β=0.371, t=6.331) was posative and significant, direct effect of organizational climate on the ingratiation behavior (β= -0.510, t=9.638) was negative and significant. Also, the indirect effect of performance evaluation system on the ingratiation behavior through mediation of organizational climate (β= -0.189, t=5.248) was negative and significant.

Performance evaluation objectively rather than subjectively, direct correlation of rewards, promotion with the performance of individuals and selection of expert and motivated evaluators can lead the organizational climate to a healthy and ethical climate in which ingratiation behavior to influence performance evaluation results it will have little effect.

According to researches, various factors can affect the results of students' evaluations of professors' teaching. The main goal was to test the hypothesis that gender bias can affect the results of students' evaluations of professors' teaching. The first statistical population of the research is composed of 769 lecturers who have taught as professors at Kashan University for the past six semesters. For sampling, in addition to using the cluster method, the necessary conditionings were made according to the design and purpose of the research, and finally a sample of 443 professors was obtained. According to the fact that 3769 students had evaluated these professors during six semesters, finally a sample containing 23285 data lines was obtained. The validity of the evaluation form was also checked by confirmatory factor analysis. The findings showed that there are two types of gender bias in all the evaluation components of teaching quality. First, compared to female students who had a female professor, male students who had male professors evaluated their professors more poorly in all three components of "scientific mastery and expressiveness", "effective lesson and class management" and "student motivation and respect" which shows the bias of male students against male professors.

The purpose of this study was to investigate the factors affecting the management of organizational excellence in evaluation of the performance of public schools.(Case study: Secondary schools in Tehran).The study was done using the grounded theory method. The Statistical Society was consisted of experts who specialized in the field of educational sciences, educational management, human resources and higher education management (had a book or article).

Based on theoretical saturation criteria, 11 people were selected purposefully. Data were collected through semi-structured interviews using maxqda12 software.

form of a paradigm model including causal factors (Managerial with 3 indicators, organizational with 5 indicators), (Strategic planning with 4 indicators, structural planning with 2 indicators, education and development of excellence culture with 6 Indicators and factors of compensation for services and rewards materially and spiritually with 4 indicators), strategic factors (phenomena Social (social conditions) with 5 indicators, economic phenomena with 2 indicators, political phenomena with 3 indicators, structural dimensions With 5 indicators and process with 4), intervening factors (documents with 3 indicators of systems and information technology with 3 Indices, skills and capabilities with 4 indicators and organizational culture with 7 indicators) and outcomes (increasing community and employee satisfaction4 indicators, familiarity with new concepts and increasing capabilities with 5 indicators, cost reduction with 3 indicators and systematization of processes 4 indicators)

Education is one of the most important infrastructures for the all-round excellence of the country and the fundamental structure for the promotion of competent human capital in various fields. Therefore, the current research has been conducted with the aim of evaluating the performance of state and non-state Jihadi management in the implementation of the fundamental transformation document of the education system of West Azarbaijan province.

This research is a cross-sectional survey in terms of method and time frame of data collection. The statistical population of state and non-state education managers of West Azarbaijan province includes 4690 and 1217 people, respectively, and a random sample of 360 people was selected using the Cochran formula. A researcher-made questionnaire was used. Validity was assessed through confirmatory factor analysis and reliability was confirmed through Cronbach's alpha and using SPSS software.

The average optimal performance of state and non-state Jihadi management, respectively, is related to the variables of Islamic-Iranian growth and excellence; training amiable followers of a school of thought; promotion of social-family participation in the evolution of public formal education and training system; institutionalization of Islamic-Iranian management, promotion of educational-training justice; improvement of the efficiency of the public formal education and training system; achieving the first rank of education and training in the region, the Islamic world and the global level; the transformation of the educational, administrative and financial planning system.

All hypotheses were confirmed. The results indicate that the performance of state and non-state Jihadi management in the implementation of the fundamental transformation document of the education system is favorable.

Performance evaluation -at any level of organization- is influenced by some environmental factors that are usually less considered. Therefore, recognizing these conditions, paying attention to them and trying to neutralize them will increase the accuracy and precision of the evaluation results. Therefore, considering the importance of performance evaluation in high levels of public administration, this study selected Iranian Minister of Science, Research and Technology as a case study to identify the effective environmental conditions in evaluating his performance.

Thematic analysis is a method for identifying and analyzing patterns in qualitative data, by which qualitative data is divided, classified, summarized and reconstructed. Thematic analysis is essentially a descriptive strategy that facilitates the search for patterns within qualitative data sets.

The global and organizing themes of the research are as follows: a. Political conditions including politicization, influence of officials and institutions, and stability of position, b. Structure including ministry structure, government structure and system structure, c. Appointments, d. Legal / administrative conditions including lack of authority, and lack of a system for training ministers, e. Public image including acceptance, and reputation, f. society including inappropriate demands, and cultural-social-economic conditions, and g. international conditions including sanctions and international policies.

Considering the importance of performance evaluation of Minister of Science, Research and Technology and the need to increase the validity and reliability of its results, it is suggested that during evaluation, efforts be made to neutralize the effects of environmental conditions obtained in the present study.

The aim of this study was to evaluate the performance appraisal syndrome of teachers. The approach of the present study is the analysis of documentary content and its method is synthesis research. The research population is all articles (137 documents and studies) about teacher performance appraisal syndrome in specialized and scientific databases. The research sample is 23 documents and studies, which have been purposefully selected based on thematic monitoring, theoretical data saturation. Research data were collected from qualitative analysis of the studied documents. By analyzing the data, teachers' performance appraisal symptoms were classified into 4 dimensions, 15 axes. These dimensions include the individual dimension (including axes; personality, perceptual skills, and appearance), Organizational dimension (including factors; commitment, professional development, organizational participation, professional motivation, communication and satisfaction), It is the social dimension (including factors; social values and social relations) and the dimension of the teaching and learning process (including factors; observance of educational rules, teaching, Evaluation and research and writing).

The purpose of this study is to identify the components of professional ethics considered by school principals in evaluating teachers 'performance and to examine their impact on teachers' job productivity. The method of this research is mixed. The research strategy was in the qualitative part of thematic analysis and for this purpose 16 interviews were conducted with experienced school principals in District 1 of Bandar Abbas. By analyzing the content of the interviews, the components of professional ethics of human dignity, justice and fairness, fidelity and confidentiality, realism, attention to growth and excellence, compliance with rules and regulations, critique, commitment and expertise, honesty, and transparency to evaluate the performance of teachers are identified. The identified components were divided into three categories: ethical components considered in dealing with teachers, individual ethical components of the principal, and ethical components required in the school environment. The quantitative part of the research is based on two questionnaires, a researcher-made questionnaire to assess the professional ethics of school principals and a questionnaire based on the Hershey and Goldsmith productivity questionnaire, which is designed to measure teachers' productivity. With statistical analysis in the quantitative part of the research, the main hypothesis of this research was confirmed and there is a positive and significant relationship between the observance of professional ethics in teacher evaluation and their productivity

The aim of this study was to predict the performance of primary school principals in terms of components of brain executive functions. The present study is a descriptive-correlational and statistical population including all school principals in District 7 of Mashhad. The sample size of 106 people was determined by stratified sampling method using proportional calculation using Cochran sampling formula. Data were collected using the Executive Function Questionnaire with reliability (0.88) and the school principals' performance evaluation questionnaire with reliability (0.90). The results of Pearson correlation coefficient showed that there is a positive and direct correlation between executive functions of managers' brains and their performance (sig = 0.0001, r = 0.71) at a significant level (a = 0.01). Also, the results obtained from stepwise regression showed that in the best predictive model (fifth model) for the performance of primary school principals in District 7 of Mashhad, the component of Social cognition has the least predictive role (Beta = 0.156) and the flexibility component has the most predictive role (Beta= 0/482). According to the obtained findings, it is necessary to ensure the high level and quality of their functions in order to select and appoint school principals in order to perform their duties optimally.

The increasing need of organizations for capable and talented managers reflects the fact that identifying and utilizing qualified employees is a major challenge facing organizations. Thereof, designing and running scientific processes based on competency for evaluation, training and promoting managers has received special importance. Moreover, it requires identifying and prioritizing effective indicators in this process. The present study tries to provide the main competencies of promoting executive managers with the aim of optimal evaluation and job training with a scientific approach and using expert opinions. The following study goes under applied research method that has been carried out by descriptive survey approach. In the first step, by studying and reviewing scientific texts and reviewing the research background, the initial indicators were identified. Then, the indicators were refined and revised with the opinion of experts, and in the final step, the selected indicators were prioritized with the help of the latest multi-criteria decision-making method called "best-worst method". The results show that factors: "managerial, individual, organizational, social, technical and cultural" should be considered as the most important key criteria for evaluation, training and job promotion of executive managers, respectively. For this purpose, 27 main indicators have been introduced in 6 factors.

The university is an organization with a clear mission, which requires the evaluation of its performance in order to make the best use of its resources and to meet more and more goals. In the performance appraisal system, a balanced scorecard is one of the most popular tools but has some limitations. Therefore, the purpose of this research is to develop a hybrid model of balanced scorecard, hierarchical analysis and dynamic systems to evaluate the performance of University of Hormozgan efficiently and effectively.This empirical research applied descriptive-survey method. The target population of this study is university-aware experts. The sampling in this study is purposeful. In this study, factors affecting performance evaluation of Hormozgan University in Balanced Scorecard were first defined. Then the weight of the criteria and sub-criteria were determined by AHP method. Accordingly, five indicators that were more important in improving university performance were selected as the main and key indicators. Research quality from "Research, Innovation and Technology" position in student rating and satisfaction from "customer" aspect of university competitive "growth and learning" and service improvement from "internal processes" balanced scorecard as the most important performance indicators were chosen. The causal relationship between the indices was determined by system dynamics.After completing the model, the required data were collected from the university for a period of seven years (from 1390 to 1397). After simulating and modeling university success factors in Vensim software, simulation of changes in these factors from 1390 to 1406 was simulated. At the end of the simulation, it was found that research quality indices, ranking, competitiveness and service quality have had a moderate upward trend between 1390 and 1397, which is expected to continue upward with 1406. Then, based on the simulation results, the study of the University Strategic Plan and the opinion poll of experts, indicators of increased sabbatical leaves for academic staff members, and training courses for students and increased number of students  attendances to scientific and educational communities and conferences, increased funding for educational, welfare and research facilities from The financial dimension and the increasing number of recruited faculty members  from the internal processes dimension of the Balanced Scorecard for development of promotion have been introduced as improvement policies

The present study aims to "develop a model for assessing the performance of schools in the Islamic Republic of Iran" using the "Balanced Scorecard" model based on studies carried out in the National IMAWA Project (Pattern of an Iranian and Islamic School), and methodologically A hybrid approach. This means that in the first step (with a qualitative approach), first, the study documents and related researches and examination of the documents collected in the IMAWA project were dealt with, and then interviews collected in the project (491 interviews with managers, Deputy heads, teachers and parents of students) were evaluated by applying a targeted sampling method and by examining the texts, 100 interviews with the directors and vice-chairs of the research schools reached the stage of saturation. Accordingly, 54 indicators for evaluating the performance of schools in the Islamic Republic of Iran were identified as 15 categories and 5 dimensions of "financial", "internal processes", "growth and learning", "customer orientation" (dimensions of conventional balanced scorecard model) And then "management and schooling". In the second stage of the research (quantitative approach) using the "researcher-made questionnaire" and using the method of "hierarchical analysis and paired comparisons", the categories were compared by several experts. Since the categories have been obtained from the results of some examination of the documents and interviews, its content validity was examined based on the "expert view". Also, due to group comparisons performed using EXPERT CHOICE software, the results of the surveys showed that the "school goals and strategies" as well as "manpower management" of the "management and school" dimension are considered as the most important The categories and categories of "school health programs" are considered as the "least important" category of "internal processes".

Searching for ways to improve performance and use the maximum capabilities and ultimately increase the efficiency of employees to achieve organizational goals has been one of the constant concerns of the managers of Bushehr Ports and Maritime Authoriy; therefore, the purpose of this study is to prioritize factors affecting the performance of employees of Bushehr Ports and Maritime Authoriy. The present research is applied, based on its purpose, and its implementation method is descriptive-survey. In this study, using the conceptual model presented by Diamantidis and Chatzoglu (2019) and the opinions of the focus group, 16 factors were identified. These factors were designed in the form of a hierarchical questionnaire and were answered by 15 experts of Bushehr Ports and Maritime Authoriy and university professors. The validity of the questionnaire has been confirmed through face and content methods and its reliability due to the incompatibility rate of less than 0.1. The results showed that management support with a weight score of 0.288 is the most important organizational factor, job autonomy with a weight score of 0.319 is the most important occupational factor and motivation with a weight score of 0.254 is the most important individual factor affecting the performance of employees of Bushehr Ports and Maritime Authoriy.

In recent years, synergistic policies, regulations, and procedures have been developed in higher education that have resulted undesirable outcomes that have led the university to unethical behaviors in the research process. The irregular growth of universities and higher education institutions, changes in regulations of theses and dissertations, paper-based faculties promotion regulations are the drivers of these changes. The purpose of this study was to investigate the externalities and of this metamorphosis in higher education and the effect of these factors on the dynamic life cycle of research and its products, especially scientific papers. For this purpose, the consequences of these strategies were extracted by literature review. So, using the tools of cause-effect loops model in the form of 5 subsystems including:  dominance of poor quality research works, non-practical and similar research, increasing scientific journals and forming power networks around it to publish articles, spread of research misconduct and scientific violations, expanding the market for outsourcing research and ghostwriting and commercializing higher education and changing faculty members' views from a generous to an instrumental view to the students, integrated and final model also included 10 reinforcing loops and 3 balancing loops of the externalities of this change in policies and their interactions have been identified. Finally, with a holistic perspective, an interactive model of the potential externalities was developed.

The main objective of this research is to evaluate the efficiency of nine educational regions of North Khorasan Province in the academic year of 1996-97 by using data envelopment analysis method. In this method, a set of functions and features of educational areas are considered as input and output indicators. And, given the importance and impact of the indicators on total performance, the rational balance of outputs on the total amount of inputs is calculated and evaluated as the efficiency of the regions. To evaluate the efficiency of nine educational regions of North Khorasan province, data on teachers, schools, students and human resources from the Department of Education and Development of North Khorasan Province have been collected. Data envelopment analysis method has been used by using three inputs and two output indicators. In addition to assessing the efficiency of each area, efficient collections, reference patterns, desirable inputs and outputs, inadequate units, strengths and weaknesses of each region, and the status of resource use.

The purpose of this study was to examin the effect of performance evaluation on performance improvement with the mediating role of empowering elementary school teachers. This study was a descriptive-correlational one. The statistical population of the study included all elementary teachers in Zahedan city (N=200). Using Morgan and Krejcie's (1971) Table for determining sample size, 200 teacher were census selected. Spritzer empowerment questionnaire (2003), Zare'i Robat performance assessment questionnaire (2014) and Sung performance improvement questionnaire (2008) were used to collect the data of the study. The content validity of the questionnaire was reviewed and confirmed. Based on Cronbach's alpha coefficient, it was estimated that the reliabilities of the questionnaires were 0.769, 0.811 and 0.712, respectively. Using SPSS 23.0 and LISREL 8.8., data were analyzed at two levels of descriptive and inferential statistics, including Pearson correlation coefficient and structural equation modeling. The result of structural equation modeling indicated that performance evaluation has a direct effect on performance improvement and empowerment. However, the indirect effect of performance assessment on performance improvement through the empowerment was lower than its direct effect.

The purpose of this study is to present a local model of performance management with a human resources development approach in education in Tehran province. The method of the present study is a combination in which in the first stage the approaches and models related to performance management are examined and using the content analysis method, the themes extracted from the scientific literature in the form of two levels; "Organization" and "staff" were coded. In the second stage, the 32 variables were calculated in the form of a questionnaire and distributed among a sample of 120 people. The collected data were analyzed using LISREL software. The results showed that all 18 variables calculated in the form of the mentioned levels were approved as variables that should be considered in designing the optimal model. Also, considering that the value of t-value for all relationships between variables is obtained from the critical value of 1.96 and also all factor loads in the standard state is greater than 0.5, so none of the relationships are rejected and all variables and relationships Confirmed Finally, the initial model of realization was confirmed.

Performance appraisal is a systematic, data-driven approach to organizational management whose results can be effective in achieving organizational excellence, the quality of moving from status to desirable status, enhancing performance and improving service delivery. This study defines the issue of educational quality assessment in Rasht municipality in the form of a multi-criteria decision-making problem with 9 criteria and 11 alternatives. This paper is intended to analyze training courses and determine the orders of them based of some criteria in order to be used in future training programs.

For solving the problem, Shannon entropy is developed to determine subjective weights and TOPSIS method is used for finding the preferences among alternative (courses).

the results shows that in this municipality on the basis of criteria used in the study, the educational quality of firefighting course is the highest level and this state in transport and traffic management course is the lowest level.

This paper is intended to analyze training courses and determine the orders of them based of some criteria in order to be used in future training programs. The results shows that the mentioned methods can be used in organizational performance appraisal if they are defined in a multi-criteria decision making problems.

The present qualitative study aimed to identify the dimensions, components and indicators of research performance evaluation in Islamic Azad Comprehensive Universities of Tehran. Therefore, in the present study by literature and background of research, it was conducted to identify the factors influencing the performance evaluation of the university's research field and then by interviewing the experts and specialists of the field of research and performance evaluation and through three stages of coding (open, axial and interpretive), components and indicators of research performance have been identified.

The method of this research is applied development and in terms of performance is phenomenological, and also it has a qualitative approach in terms of data collection. Data collection tools were structured interviews with experts and specialists in research and performance evaluation. The data collection on the purposeful method of snowball sampling has continued until the theoretical saturation was reached. The data or the number of 12 experts has reached theoretical saturation and the data analysis process was carried out using the Corbin's Stross strategy.

The results of structured interview and its analysis in a qualitative manner through three coding stages, showed that evaluation of research performance in Islamic Azad universities affiliated to the three dimensions including: 1-Input with three components (a Component of the role of human resources (including 8 indicators), b) Management role and leadership component (including 5 indicators), C) The component of role of the infrastructure (consisting of 3 indicators), 2- Processes dimension with five components (a  the component of establishing motivation system and appropriate reward in the field of research activity (including 6 indicators), B) the component of knowledge promotion, insights and research skills (including 3 indicators), c) The component morality and observing national and professional values (including 3 indicators), D) the component of innovation, creativity and employment (including 3 indicators), E) The component of the use of collective wisdom, group and participatory activities (consisting of 3 indicators), 3- Results dimension includes a) the research effectiveness component (including 4 indicators), B) The competitive of the research component (consisting of 3 indicators), C)  Income generation component through research (including 3 indicators)  and D) Quantity and quality of activities and products of research (including 4 indicators). In total, triple dimension of research performance evaluation included 12 components and 48 indicators. Since the evaluation of the center of gravity of all policies and strategies of quality improvement is considered to improve the quality of one of the most important measures, and the assessment requires that the index is able to determine the strengths and weaknesses of the organization in addition to determining the efficiency and effectiveness, and provide the ways to resolve existing weaknesses. Findings of this study with a systematic review and considering the local indicators, theoretical and practical approaches to the qualitatively, planners and managers of university to identify the points of improvement in research performance and can be a platform in order to prepare its quality promotion.