شناسایی و اولویت بندی عوامل مؤثر بر ارزیابی عملکرد اعضای هیأت علمی با رویکرد دلفی فازی
محورهای موضوعی : مدیریت(منابع انسانی)علیرضا حیدری 1 , رضا سپهوند 2 , شهاب کسکه 3 , حجت اله وحدتی 4
1 - دانشجوی دکترای گروه مدیریت بازرگانی ،دانشکده مدیریت و اقتصاد دانشگاه لرستان، خرم آباد، ایران
2 - استاد گروه مدیریت بازرگانی دانشکده مدیریت و اقتصاد دانشگاه لرستان، خرم آباد، ایران
3 - دانشیار گروه مدیریت بازرگانی دانشکده مدیریت و اقتصاد دانشگاه لرستان، خرم آباد، ایران
4 - استادیار گروه مدیریت آموزش عالی مرکز هیئت امنا وزارت علوم، تحقیقات و فناوری، تهران، ایران
کلید واژه: ارزیابی, ارزیابی عملکرد, اعضای هیات علمی, دانشگاه,
چکیده مقاله :
یکی از قدرتمندترین ابزارهای بهبود عملکرد سرمایه¬های انسانی، ارزیابی عملکرد است که این مسأله دربارۀ اعضای هیأت علمی دانشگاه¬ها -به سبب تاثیرگذاری این قشر بر بخش¬های مختلف اقتصادی، اجتماعی، سیاسی و فرهنگی کشور- بسیار حائز اهمیت است؛ لذا، پژوهش حاضر با هدف شناسایی و اولویت بندی عوامل مؤثر بر ارزیابی عملکرد اعضای هیأت علمی با استفاده از روش دلفی فازی صورت پذیرفته است. این پژوهش از نوع پژوهش های آمیخته با رویکرد کیفی و کمی در پارادایم استقرایی است که از نظر هدف، کاربردی و از لحاظ ماهیت و روش، اکتشافی است. جامعه آماری پژوهش را اعضای هیأت علمی دانشگاههای دولتی تشکیل داده‌اند که 60 نفر از آنها بر اساس اصل کفایت نظری و با استفاده از روش نمونه گیری هدفمند انتخاب شده اند. در بخش کیفی، برای گردآوری اطلاعات از مصاحبه نیمه ساختاریافته استفاده شده که روایی و پایایی آن با استفاده از ضریب CVR و آزمون کاپای- کوهن تأیید شده و داده های به دست آمده از مصاحبه، با استفاده از نرم افزار Atlas.ti و روش کدگذاری تحلیل گردیده و عوامل مؤثر بر ارزیابی عملکرد اعضای هیأت علمی شناسایی شده است. در بخش کمی برای گرد آوری اطلاعات از پرسشنامه دلفی فازی استفاده شده که روایی و پایایی آن با استفاده از روایی محتوا و آزمون مجدد تأیید شده و با استفاده از روش دلفی فازی اولویت بندی عوامل شناسایی شده انجام گرفته و مهم ترین عوامل آن مشخص گردیده است. نتایج پژوهش نشان دهنده آن است که از میان عوامل مؤثر بر ارزیابی عملکرد اعضای هیأت علمی، داشتن پژوهش¬های اصیل و پر استناد در زمینه تخصصی، رعايت اخلاق علمي و حرفه‌اي، معروف شدن در سطح ملی و بین¬المللی، داشتن آثار شاخص، تآلیف آثاري با ایده خود متقاضی و داشتن سهم بالايي از امتیاز آن و داشتن اعتبار و مرجعيت علمي مهم ترین عوامل هستند.
One of the most powerful tools to improve the performance of human capital is performance appraisal, which is very important for university faculty members because of the impact of this group on various economic, social, political and cultural aspects of the country. Hence, the present study aimed to identify and prioritize the factors affecting the evaluation of faculty members using the fuzzy Delphi method. This study has a mixed methods research design with quantitative and qualitative sections, in an inductive paradigm, which is applied in terms of purpose and exploratory in terms of nature and method. The statistical population of the study consisted of faculty members of Lorestan University, 60 of whom were selected based on the principle of theoretical adequacy using purposive sampling. In the qualitative section, semi-structured interviews were carried out to collect the qualitative data, the validity and reliability of which were confirmed using the CVR coefficient and the Kappa-Cohen test. The data obtained from the interviews were analyzed using Atlas.ti software and coding method in which the factors affecting the evaluation of the faculty members' performance were identified. In the quantitative part, a fuzzy Delphi questionnaire was employed to collect the data, the validity and reliability of which were confirmed by content validity and retest. Additionally, using the fuzzy Delphi method, the identified factors were prioritized and the most important factors were identified. The results show that among the factors affecting the evaluation of faculty members, having original and well-cited research in their fields, observing scientific and professional ethics, being known nationally and internationally, having prominent contribution to the field, having a work in which the applicant proposes an idea and has a high share of its credit, and having scientific credibility and authority.
Key Words: evaluation, performance evaluation, faculty members, university
- Introduction
Performance evaluation and providing feedback to employees improve the performance of employees, which in turn, leads to enhanced performance of the organization. The mechanism of performance evaluation, like other things that humans are involved in, is somewhat complicated and is not free of errors and problems. There are several models for performance evaluation that can be used in different organizations. The success of universities and institutions of higher education, research and technology, like any other institution, largely depends on the efficiency and effectiveness of the people working in it. The people of these institutions are their employees, students, and faculty members, among whom faculty members are considered as one of the most important and influential inputs of the higher education system that interact with other inputs. They have a significant role in the optimal implementation of the involved processes and the production of desirable outputs. In general, improving the quality of education, research and service delivery are considered as one of the indicators or criteria of validation and quality assurance. Therefore, the importance of evaluating the performance of faculty members and its necessity have always been the concern of experts in the field. Hence, the purpose of this research was to identify and prioritize the effective factors in the performance evaluation of faculty members with the fuzzy Delphi approach. Accordingly, the following research questions were posed:
- What are the factors affecting the performance evaluation of faculty members?
- What is the priority of the factors affecting the performance evaluation of faculty members?
- Literature Review
Saadat (2013) defines performance evaluation as a process by which employees are formally examined and evaluated at regular intervals. Performance evaluation can be considered a process to measure the effectiveness of the organization. By improving the performance of the individual, the performance of the organization also improves. Higher education is a system that trains specialized and knowledge-producing human resources and, accordingly, has a significant role in the economic, social and cultural development of any country. Therefore, the role of higher education in the future development of the country is undeniable. However, the quality of higher education is dependent on the quality of its faculty members, and without having academic faculty members who are acquainted with modern science and knowledeghave modern science and knowledge and are committed and motivated to achieve a quality higher education system, it is far from expected (Hosseini, 2016).
Ali-Arabi et al. (2013), in a research entitled "Prioritization of intellectual capital factors affecting university faculty performance; a case study", ranked the key indicators of academic and research performance of academic faculty and intellectual capital factors affecting it. Ebrahimi et al. (2013) carried out a research entitled "Assessment of professors' research performance using the method of data envelopment analysis, applied in the faculty of engineering at the Islamic Azad University, South Tehran Branch" with the aim of involving the effective factors and facilities available to faculty members in produced research works. Safari (2008), in a research entitled "Designing a model for evaluating the education of academic staff members in line with their growth at Shahid Beheshti University", seeks to identify the appropriate framework and components of the process of evaluating the education of academic staff members. Arnoto and Pank (2015), in a research entitled "Evaluation criteria for evaluating the performance of faculty members", concluded that the two needs of quality in education and efficiency in human resource management can be met through a performance evaluation system of faculty members.
- Methodology
The current research has a mixed methods design, including qualitative and quantitative sections, in an inductive paradigm. This research is practical in terms of purpose and exploratory in terms of nature and method. Considering that the current research is mixed research, therefore, the research methodology should be presented in a qualitative and quantitative manner. The statistical population of the research was made up of academic faculty members of public universities, 60 of whom were selected based on the principle of theoretical adequacy and using the purposeful sampling method. The data collection tool in the qualitative part of the research was a semi-structured interview, the validity and reliability of which were confirmed using the CVR coefficient and the Kappa-Cohen test, and the data collection tool in the quantitative part was the fuzzy Zulfi questionnaire, the validity and reliability of which were respectively confirmed by the use of content and test-retest validity. In the qualitative part of the research, the data obtained from the interviews were analyzed using the Atlas.ti software and the coding method, and the effective factors on the performance evaluation of the faculty members were identified. In the quantitative part of the research, by using the fuzzy Delphi method and interviews with experts (the sample members in the quantitative part were the same people in the qualitative part), the priority of the identified factors was determined and the most important factors affecting the performance evaluation of the faculty members were identified. Most of the domestic and international research conducted in the field of performance evaluation of academic faculty members have studied the educational performance, and in some cases, the research performance of academic faculty members whereas the research that paid attention to different aspects of their performance is scarce.
- Result
The performance evaluation mechanism, like other matters that humans are involved in, is somewhat complex and not free of errors and flaws; performance evaluation is more practical and measurable than mental. There are various models for conducting performance evaluations that can be utilized according to each organization. In general, it can be said that performance evaluation activities, like other human resource activities, will be more effective when aligned and coordinated with the organization's competitive strategy.
The present research has identified and prioritized the factors affecting the performance evaluation of faculty members. In this research, there are 43 factors that oversee the various duties of academic staff members, such as duties related to educational activities, research, social influence, etc. These were identified as the effective factors in the evaluation of faculty members' performance. Among these, the most important factors were having original and highly cited research in the specialized field, observing scientific and professional ethics, being known at the national and international level, having prominent contribution to the field , having a work in which the applicant proposes an idea and has a high share of its credit, and having scientific credibility and authority.
5.Discasion
The present research has identified and prioritized the factors affecting the performance evaluation of faculty members. In this research, there are 43 factors that oversee the various duties of academic staff members, such as duties related to educational activities, research, social influence, etc. These were identified as the effective factors in the evaluation of faculty members' performance. Among these, the most important factors were having original and highly cited research in the specialized field, observing scientific and professional ethics, being known at the national and international level, having prominent contribution to the field, having a work in which the applicant proposes an idea and has a high share of its credit, and having scientific credibility and authority.
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