Feyzolah Akbari Haghighi; Hojat Zeraati; Saeid Karimi; Mohammad Arab; Marzieh Akbari Mousiabadi
Volume 8, Issue 5 , November and December 2011
Abstract
Introduction: Appraiser is the main interface between the performance appraisal system and those being appraised. Their views and behaviors have different effects on the performance of the evaluation system, as well as the reactions subjects of the appraisal make toward the system and their subsequent ...
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Introduction: Appraiser is the main interface between the performance appraisal system and those being appraised. Their views and behaviors have different effects on the performance of the evaluation system, as well as the reactions subjects of the appraisal make toward the system and their subsequent performance. Hence, appraisers need to be trained enough regarding the appraisal. Therefore, the present research reviewed the role of training managers and decision-making network (appraisers) in evaluating the new appraisal system of government employees in Isfahan hospitals. Methods: This was an applied cross-sectional study in which all managers and decision makers of hospitals associated with Isfahan University of Medical Sciences (198 subjects) were included. Data was collected by a questionnaire. The reliability of the questionnaire was evaluated by test-retest. The validity of the questionnaire was approved by the opinions of experts as well as a Cronbach's alpha equal to 0.95. Data was then analyzed by Pearson correlation test, t-test, analysis of variance (ANOVA) and backward linear regression in SPSS. Results: Findings of this study indicated no significant relation between management experience among managers and decision-makers and their viewpoints toward the new appraisal system of government employees. However, a positive relation was observed between the history of participating in training courses and opinions toward the new appraisal system of employees. The appraiser's experience only had a positive relation with his viewpoints toward the effectiveness of the system in evaluating organizational framework of the hospitals. Conclusion: Training can improve the opinions of appraisers, as one of the most important elements of the appraisal system, and result in correct and effective evaluations. Keywords: Training; Employee Performance Appraisal; Hospitals.
Mohammad Arab; Abolghasem Pourreza; Hojjat Zeraati; Ramin Ravangard
Volume 2, Issue 1 , March 2005
Abstract
Introduction : Hospitals like other organizations need to be evaluated continuously. This is of vital importance due to the critical role of the hospitals in the society. This study aimed to determine and compare the evaluation scores of hospitals affliated with TUMS with their performance. Methods and ...
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Introduction : Hospitals like other organizations need to be evaluated continuously. This is of vital importance due to the critical role of the hospitals in the society. This study aimed to determine and compare the evaluation scores of hospitals affliated with TUMS with their performance. Methods and materials : It is a cross - sectional study which was performed in 27 public and private hospitals affiliated with TUMS. The required data were collected through interviewing hospital authorities, observing hospital registries, statistical sheets and evaluation tables and using a questionnaire. Results : The findings reveal that there is no significant relationship between evaluation scores and the hospitals performance indices. However, there is a significant relationship between the suggested evaluation rank for the hospitals and their performance indices. In addition, in public hospitals ranked as one and three, there is a significant relationship between the current and suggested evaluation ranks. Conclusion : We can imply that the current evaluation ranks in private hospitals are more realistic and we need to revise the evaluation system is our hospitals. Key words: evaluation studies – program evaluation – hospitals, private – hospitals, public.
