performance evaluation

The purpose of this research is to analyze the various dimensions and components in the performance evaluation of effective schools from the perspective of both domestic and international experts using a qualitative meta-synthesis method. The statistical population of the study includes relevant English books and articles from the years 2013 to 2022 and Persian articles from the years 1392 to 1402. The findings indicate that out of a total of 117 identified articles, after three stages of screening and content review, 39 articles were selected for final analysis. These articles were examined using the meta-synthesis method to identify the various dimensions and components in the performance evaluation of effective schools. The results showed that the performance evaluation of effective schools includes five dimensions: active participants such as effective managers, effective teachers, effective parent-teacher associations, and effective teaching and learning processes; components and elements of performance evaluation including setting standards and evaluation indicators, determining evaluation methods, identifying evaluators, defining areas of performance evaluation, selecting evaluation tools, scheduling, and conditions for conducting evaluations; principles and values of an effective school including alignment with Iranian Islamic criteria, wisdom, establishing balance and coherence, respecting educational actors, and foresight; and finally, the results of the evaluation include identifying the current and desired educational status.

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.

This research has been compiled with the aim of investigating the effect of web-based academic textbooks on facilitating learning. The current research is of applied type and descriptive-survey method. In this research, two statistical societies of experts and experts (Tarbiat Modares and Allameh Tabatabai universities) of Tehran were used, and finally 168 small samples were obtained in the second group. The sampling method in the field of experts was by snowball method and in the field of experts, it was simple random. The data collection tool was a questionnaire, the Cronbach's alpha coefficient for the questionnaire was 88. Obtained and using statistical analysis, the data obtained from the questionnaire were analyzed with the help of SPSS and descriptive software at two descriptive and inferential levels. At the level of inferential statistics, regression was used. The findings of the research showed that the web-based academic textbook leads to the facilitation of learning performance.

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 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 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 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.

The importance of knowledge-based companies in the economies of the countries and their role in GNP has increased in recent years, and many efforts have been made to develop a comprehensive and consistent indicators for evaluating these companies. The issue of performance evaluation of these companies is still new in Iran, and in the past, many studies have not been conducted on suitable examples of these companies. Therefore, the purpose of this research is to identify and categorize the most important and effective indicators in the performance of knowledge-based companies, in line with the industry conditions in Iran. Initial indicators are extracted from literature review, related documents and initial interviews with experts in this field. Then, final indicators are determined through designing and distributing questionnaires, structured interviews with experts and analyzing the results of received questionnaires. After validating the final indices, 22 indicators are verified and categorized into 5 groups, and finally, by computing the coefficients of variance (CV), the indexes are arranged from the most important to the least significant. Accordingly, the added value resulting from the technology used in the product, the level of education of the employees and the number of R & D staff are the most important, respectively. Due to the fact that these results are directly related to the experts in this field, it is expected that using the data of knowledgeable companies and implementation on one of the appropriate models of performance evaluation will result in meaningful result.

The purpose of this study was to design and validate a model for evaluating the performance of organizational managers in the general Inspection Organization in 2018. The research method was applied in terms of purpose and in terms of the method of data collection, it was exploratory. The statistical population in the qualitative section consisted of 15 organizational experts and pundits (key informants and focus group) who were selected by purposive non-probability sampling method. In the quantitative part of 240 managers at different levels (high, middle and basic) of the General Inspection Organization in central (Tehran), 170 persons were selected proportionally using stratified sampling method. Data collection tools were exploratory semi-structured interviews. Experts, pundits, and management experts were used to ensure the validity of the qualitative section and to ensure that the findings were accurate. In the quantitative part, a researcher-made questionnaire was used for data collection. In the quantitative part, a researcher-made questionnaire was used for data collection. For data analysis, systematic coding method was used in qualitative part and descriptive statistics (average and standard deviation) and inferential statistics (confirmatory factor analysis and structural equation modeling by PLS) in quantitative part. Bootstrap and Friedman tests were used to calculate significance of path coefficients and rankings of indices and components. SPSS22 and smart - PLS 3 were used for data analysis. From the analysis of interviews, performance evaluation indices of managers were identified in three main components of personal, analytical and specialized skills. Based on the identified dimensions and components, the research model, while developing a theoretical concept in this regard, provided an indigenous model for evaluating the managers which effectiveness of the performance evaluation model of the designed managers will be effective on improving performance.

Designing a model for evaluating teachers' effective performance is a major challenge in the Ministry of Education, and stakeholders in this field are dissatisfied with current evaluation methods. Therefore, the aim of this study was to provide a model for evaluating the performance based on the competence of high school teachers.

To do this, a combined qualitative-quantitative exploratory method was used. The qualitative part was based on Strauss-Corbin's Grounded theory approach and experimental data obtained from open interviews with 20 experts. A theoretical model emerged from the interviews obtained through an open, central, and selective coding analytical process. From open coding to saturating concepts and creating categories, axial coding to raise categories and the process of relating them to their subcategories to select the central phenomenon and from selective coding to create a theoretical arrangement of categories The original was used to build the model.

As a result of constructing the model, competency-based performance criteria were explained with the subcategories of behavioral-moral-emotional competencies, knowledge, professional, attitude, general and specialized performance criteria as a central phenomenon. Also nine strategies of targeting, determining design considerations, comprehensive design of performance appraisal, guide and consulting, laying the groundwork for improving performance appraisal, improving the quality of performance appraisal, selecting appraiser, designing performance appraisal tools, determining how to conduct performance appraisal It resulted. The results show that performance appraisal occurs under the influence of causal, intervening and contextual conditions that affect selecting appropriate strategies and consequently the consequences. The validity of the model was evaluated with Lincoln-Guba indices and its reliability was assessed with a Creswell-based dual coding strategy. By distributing 360 cluster questionnaires randomly among teachers in 11 provinces, the theoretical model obtained by quantitative methods of structural equations was tested and confirmed through PLS3 software. Structural validity was performed using confirmatory and exploratory factor analysis and factor loads were higher than 0.4 and subscription values were higher than 0.5. The combined reliability and Cronbach's alpha values for all variables in the model were above 0.7. The structural model fit test used indices of significant coefficients t, all t values were above 1.96 and confirmed the relationships between variables. Suggestions and guidelines for future research were also provided.