A 360 Degree Performance Appraisal Model for Documents Digitizing Firms
Subject Areas : Business StrategyAmir Hossein Koofigar 1 , Mahshid Ghaziasgar 2 , Mahdi Karbasian 3
1 - Isfahan Payame Noor University,
Isfahan, Iran
2 - Isfahan Payame Noor University,
Isfahan, Iran
3 - Malek Ashtar University,
Tehran, Iran
Keywords:
Abstract :
[1] Abaspour, A. (1384), Manager Technical Manager Supervisors Employees.
[2] Ahanchian, M. R. (1382), Opposing effects of gender on student evaluations
of faculty members. Journal of Psychology and Educational Sciences,
183-199.
[3] Andres, R., Garcia-Lapresta, J. L., and Martinez, L. (2010), A multigranular
linguistic model for management decision-making in performance
appraisal. Soft Computing, 14 (1), 21-34.
[4] Andres, R., Espinilla, M., and Martinez, L. (2010), An extended hierarchical
linguistic model for managing integral evaluation. International
Journal of Computational Intelligence Systems, 3 (4), 486-500.
[5] Antonioni, D. and Park, H. (2001), The relationship between rater affect
and three sources of 360-degree feedback ratings. Journal of Management,
27, 479-495.
[6] Banks, C. G. and Roberson, L. (1985), Performance appraisers as test
developers. Academy of Management Review, 10, 128-142.
[7] Chang, G. (1381), 360-Degree Method to evaluate the performance of
service firms. (Translator ashkzari, J).
[8] Dessler, G. (2000), Human Resource Management. 8th ed., New Jersey:
Prentice.
[9] Espinilla, M., Andres, R., Martinez, F. G., and Martinez, L. (2013), “A
360-degree performance appraisal model dealing with heterogeneous information
and dependent criteria”. Information Sciences, 222, 459-471.
[10] Fisher, C., Schoenfeldt, L. F., and Shaw, J. B. (2006), Human resources
management. Boston: Houghton Mifflin Company.
[11] Hair, J. F., Black, W. C., Babin, B. J., and Anderson, R. E. (2009),
Multivariate Data Analysis. 7th Edition, Prentice Hall.
[12] Hinkin, T. and schriesheim, C. (2004), “If you don’t hear from me you
know you are doing fine”. Cornell Hotel and Restaurant Administration
Quarterly, Vol. 45.
[13] Javaherizadeh, N., Mehrabi, J., and Bazvand, F. (1390), Compare the
traditional method of performance evaluation and its relationship with
360 degree feedback and employee satisfaction, Lorestan University of
Medical Sciences. Journal of Development, 57-67.
[14] McCarty, M. and Caravan, T. N. (2001), “360 Feedback and processes:
Performance improvement and employee career development”. Journal of
European Industrial Training.
[15] Maund, L. (2001), Introduction to Human Resource Management.
[16] Millmore, M. and Biggs, D. (2007), “Gender differences within 360-
degree managerial performance appraisals”. The current issue and full
text archive of this journal is available at: www.emeraldinsight.com/0964-
9425.htm.
[17] Mum Ford, A. and Gold, J. (2009), “Management Development Strategies
for Action”. Chartered Institute of Personal and Development Cipd
house”. Camp Road, London, Sw 194 ux.
[18] Nelson, B. (2000), “Performance management. The use of informal
rewards in recognizing”. Performance; U.S.A. Available at:
http://www.pmanagement.com.articles/9902b.htm
[19] Sepehrirad, R., Azar, A., and Sadeghi, A. (2012), “Developing a hybrid
mathematical model for 360-degree”. Procedia-Social and Behavioral Sciences,
62, 844-848.
[20] Ward, P. (2003), “360 Degree feedback”. The Cromwell press.
[21] Weiss, G. (2004), “How to give and receive employee feedback: Tell staffers
early and often how they performing, and listen to their job-related concerns”.
Medical Economical, Vol. 81.