CAJ | 학술논문

在绩效评价过程中,对于各级指标评价结果的处理,传统的方法均以打分后线性加权来比较评价对象的优差,以此确定其是否合格.一般的多层次多目标评价体系,不仅包括定性指标还包括定量指标,由于不同的量纲同时存在而无法用这种简单的线性加权方法得出合理的评价结果.文章引入格序决策理论,为解决这个缺陷进行了积极的探索,初次将模糊多目标多层次格序决策方法应用到管理者绩效评价中,以国有独资企业中7家有代表性的制造公司的总经理为例进行了算例分析.结果显示,这种方法克服了多目标之间的＂不可公度性＂和＂矛盾性＂特点,是一种客观合理、准确性较高的评价方法.
재적효평개과정중,대우각급지표평개결과적처리,전통적방법균이타분후선성가권래비교평개대상적우차,이차학정기시부합격.일반적다층차다목표평개체계,불부포괄정성지표환포괄정량지표,유우불동적량강동시존재이무법용저충간단적선성가권방법득출합리적평개결과.문장인입격서결책이론,위해결저개결함진행료적겁적탐색,초차장모호다목표다층차격서결책방법응용도관리자적효평개중,이국유독자기업중7가유대표성적제조공사적총경리위례진행료산례분석.결과현시,저충방법극복료다목표지간적＂불가공도성＂화＂모순성＂특점,시일충객관합리、준학성교고적평개방법.
In performance assessment,conventional ways adopt linear weighting to deal with the results of questionnaires or other data,then,to evaluate appraisees and judge them qualified or not.An multi-objective and multi-level rating system,including qualitative elements and quantitative ones,is difficult to use this simple linear weighting method to achieve appraisal results because of different dimensions of the index co-existing.The study introduced Lattice-order decision theory to investigate general managers＇ performances under the fuzzy multi-objective and multi-level environment.The authors conducted research on the performances of 7 general managers selected from seven State-owned large and medium enterprises in manufacturing industry.The empirical process shows that this appraisal method overcomes the characters of＂incommensurability＂and＂contradiction＂among multi-objectives,and the results show that it is an objective,rational and effective assessment method.