Performance Evaluation
Reza Sotudeh; ALIREZA HIRAD; ELAHEH SARHADI
Abstract
Background and objective: monitoring and evaluating organizational performance is very important, because these activities help organizations to recover, improve their performance and achieve organizational goals. Therefore, the main goal of the current research is to explain the pattern of monitoring ...
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Background and objective: monitoring and evaluating organizational performance is very important, because these activities help organizations to recover, improve their performance and achieve organizational goals. Therefore, the main goal of the current research is to explain the pattern of monitoring and evaluating the organizational performance of commercial companies.
Methodology: The qualitative research method was conducted through the method of content analysis and sending questionnaires and interviews with 14 professional and university experts in 2023. Also, Friedman's test was used to rank the components of the organizational performance monitoring and evaluation model.
Findings: According to the results of the research, 2 dimensions of monitoring and the dimension of performance evaluation, 10 components which are in the monitoring dimension, operational monitoring component, ethical monitoring component, strategic monitoring component, information monitoring component, financial monitoring component and financial monitoring component and in the evaluation dimension Performance, the component of achieving organizational goals and strategies, the component of achieving organizational performance and feedback, the component of continuous performance improvement, and the component of achieving organizational performance indicators and 33 indicators were extracted.
Conclusion: Organizational performance monitoring and evaluation are very important tools in the management of organizations, because through these activities, organizations can measure their performance, identify their shortcomings and problems, and apply the necessary improvements. In general, the monitoring and evaluation of organizational performance not only help to improve the organization's performance, but also provide managers with the necessary information for strategic decisions and help organizations to get closer to achieving their goals.
Performance Evaluation
Samira Soltanieh; Nader Sheikholeslami Kandelousi
Abstract
Purpose: Organizations require effective human resource management to achieve productivity and results. Human resource management can influence organizational performance and cause the survival of organizations and competitive advantage in a dynamic environment. A high-performance work system is a coherent ...
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Purpose: Organizations require effective human resource management to achieve productivity and results. Human resource management can influence organizational performance and cause the survival of organizations and competitive advantage in a dynamic environment. A high-performance work system is a coherent set of related actions in human resources management that selects and develops effective workforces to achieve the organization's goals and objectives and keep and motivate them. This research aims to investigate the effect of high-performance work systems on organizational performance with the mediating role of organizational ambivalence in the future bank.Methodology: The research applied a descriptive survey regarding its statistical population. The sample size of 278 was selected by simple random method. The field method was used to collect primary data using a five-choice Likert questionnaire, while the library method was used to collect secondary data. The structural equation modeling method and Smartpls3.0 software were used to test research hypotheses.Findings: The research findings demonstrate that high-performance work systems have a substantial impact on organizational performance and organizational ambivalence. Additionally, organizational ambivalence significantly influences organizational performance, and high-performance work systems have a significant effect on organizational performance, with organizational ambivalence acting as a mediator. These results hold significant implications for the banking industry.Originality/Value: The research, conducted in the unique context of Eindeh Bank, contributes to the existing body of knowledge by investigating the effect of high-performance work systems on organizational performance, with a specific focus on the mediating role of organizational ambivalence.
Abbas Ghaedamini Harouni; Mehrdad Sadeghi De Cheshmeh; Samaneh keldani; Ghulam Reza Maleki Farsani
Abstract
Purpose: The purpose of this study was to investigate the effect of organic and mechanical structures on organizational performance with the moderating role of organizational culture.Methodology: The present study was conducted by descriptive correlation method. The statistical population of the present ...
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Purpose: The purpose of this study was to investigate the effect of organic and mechanical structures on organizational performance with the moderating role of organizational culture.Methodology: The present study was conducted by descriptive correlation method. The statistical population of the present study included Toka Foolad (public joint stock) investment companies with 24 companies with 5340 employees, which was extracted by stratified sampling method with a volume of 363 samples. In order to determine the sample size, Cochran sampling formula was used. The collection tool of this research is standard questionnaires including; the organizational structure was Vega and Januzas in 1979, Denison's organizational culture in 1999 and the organizational performance of Nadi and Hazeghi [1]. The content validity of the questionnaires was confirmed by the supervisor and several thematic experts and the face validity was confirmed by several members of the statistical community 0.839, 0.820 and 0.868 were estimated. Analysis of research data at two descriptive levels using statistics such as mean and standard deviation and inferential using structural equation model, etc. was performed by SPSS 26 and warp pls 6 software.Findings: The results showed that Mechanical and organic structures affect organizational performance with coefficients of -0.37 and 0.32, respectively, but organizational culture does not moderate these relationships.Originality/Value: In this research, the effect of organic and mechanical structures on organizational performance with the moderating role of organizational culture has been studied and analyzed.
