Gotowe bibliografie tematyczne / Appraisals

Gotowa bibliografia na temat „Appraisals”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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Artykuły w czasopismach na temat "Appraisals"

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Hergovich, Andreas, Ulrike Sirsch i Martin Felinger. "SELF-APPRAISALS, ACTUAL APPRAISALS AND REFLECTED APPRAISALS OF PREADOLESCENT CHILDREN". Social Behavior and Personality: an international journal 30, nr 6 (1.01.2002): 603–11. http://dx.doi.org/10.2224/sbp.2002.30.6.603.

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The relationship between children's self-perceptions, children's perceptions of others' appraisal (i.e., reflected appraisals) and others' actual appraisals reported by mothers, fathers and teachers were examined. The Self-Description Questionnaire 1 (Marsh, 1988) was presented to 428 children. Parents and teachers were given an adapted form. Additionally, children were asked for reflected appraisals of their mothers, fathers and teachers according to the scales of the SDQ1. Results suggest that the reflected appraisal process is in fact more complicated than originally assumed by the theorist of symbolic interactionism. Thus, besides direct effects from actual appraisal on reflected appraisal and reflected appraisal on selfappraisal, there are also indications of an effect by actual appraisals on self- and reflected appraisals, especially for academic self-concept. Furthermore, results indicate that different significant others have a different impact on the self-perceptions of preadolescent children.
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Dhiman, Amit, i Manjari Singh. "Appraisal Politics: Revisiting from Assessors' Perspective". Vikalpa: The Journal for Decision Makers 32, nr 1 (styczeń 2007): 75–88. http://dx.doi.org/10.1177/0256090920070106.

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Politics is a bane of administrative systems such as performance appraisals. It not only debilitates the system's credibility in the eyes of various stakeholders, but also adversely affects the employees' morale and the organizational effectiveness. While admitting that rooting it out completely is impossible, it is in the organizational interest that it is mitigated to a large extent. In case of performance appraisals, assessees and assessors, both try to influence the assessees� performance rating to advance self-interests. The former typically aims at higher ratings/rewards, and uses informal influence means such as upward connections, ingratiation, etc., to achieve it. The latter may use appraisals to fulfil their vested interests like building in�groups by rewarding certain favoured assessees, and projecting good departmental performance, by manipulating assessees� ratings (inflation or deflation). Some managers consider these actions legitimate because it helps them manage effectively. While these manipulations may fulfil the assessors' short-term goals, it hurts the organization in the long run by compromising performance culture, demoralizing genuine performers, discrediting pay for performance policies, etc. This paper focuses on the assessors' perspective and conceptualizes their perceptions of politics in appraisals (PAPS). We argue that PAPS constitutes the assessors' perception about political behaviours of other stakeholders�reviewers, assessees, and fellow appraisers�and shapes their own perceptions. These perceptions will be influenced by certain contextual factors in which appraisals are conducted. We have focused on four such factors: ambiguity about policies, procedures, performance standards, criteria, etc. assessors' accountability with respect to appraisals assessors' and assessees' instrumentality linked to appraisal organizational support in terms of assessors� training to conduct better appraisals. We argue that these are key variables closely related to many job and organizational characteristics, and thus are fair representation of the appraisal context. In relation to these antecedents, we propose that these reduce assessors� PAPS when: Appraisal process and system ambiguity is low. The assessors are accountable to a neutral authority for following appraisal procedures which enhance rating accuracy; on the other hand, assessors' outcome accountability accentuates politicking. Some of the procedures which enhance accuracy are frequent feedback, 360-degree feedback, assessees' involvement in the process, etc. The assessors are trained to conduct fair appraisals. The assessors' and the assessees' appraisal instrumentality directly affects PAPS as well as moderates the above relations. It is further proposed that PAPS predict the assessors' intentions to pursue certain appraisal goals. It can be rating accuracy if political perceptions are low; and, it can be other political goals, if these perceptions are high. These intentions predict actual assessor actions. This paper contributes to appraisal literature and informs managers about mitigating appraisal politics.
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Liao, Hsueh-Fei, Nan-Yu Chu: i Chien-Wen Peng. "International Real Estate Review". International Real Estate Review 21, nr 3 (30.09.2018): 295–316. http://dx.doi.org/10.53383/100263.

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Previous studies on the impact of clients on real estate appraisals have been limited in terms of their research method and selection of variables. They have been unable to effectively measure the impact of clients on the behavior of appraisers, and also neglected the influence of appraisers on their own behavior. The objective of this study is to therefore focus on real estate appraisers in Taiwan by investigating their awareness of appraiser independence and the factors that influence such independence through a questionnaire survey. The results show that appraisers generally agree that they are highly independent of the decision regarding the final appraisal, but the actual appraisal may be affected by the behavior of the client. The most critical factors that affect the awareness of appraiser independence of appraisers are the size of the appraising company, impact of the behavior of other appraisers, and extent to which appraisers are affected by industry regulations. Accordingly, we recommend building an external environment to make independent appraisals and a third party who plays an intermediary role during the process of appointment to reduce the pressure by clients on appraisers.
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Sillars, Angela A., i Elizabeth L. Davis. "Children’s challenge and threat appraisals vary by discrete emotion, age, and gender". International Journal of Behavioral Development 42, nr 5 (7.11.2017): 506–11. http://dx.doi.org/10.1177/0165025417739178.

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Three decades of research have examined children’s challenge and threat appraisals, yet unresolved issues remain. This study provides new insight about three central, open questions in this field: How do challenge and threat appraisals relate to events eliciting discrete negative emotions? How do challenge appraisals develop across childhood, and are there gender differences across development? In this cross-sectional study, 172 children (three age groups: 3–5 years, 6–8 years, and 9–11 years) and 89 young adults (ages 17–26) described sad, scary, and anger-provoking autobiographical experiences and were asked whether the event was something they could handle (a challenge appraisal) or whether it was just too much (a threat appraisal). Challenge appraisals were associated with anger-eliciting events more often than with sad or scary events. In line with predictions, challenge appraisals steadily increased across age groups. In early childhood, girls made more challenge appraisals than boys, but young adult men made more challenge appraisals than young adult women. Findings highlight the importance of understanding the developmental progression of appraising difficult events and experiences as a challenge rather than a threat, and provide new information about the etiology of adaptive appraisal processes in early life.
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Watson, Gary. "A Study of CTLA Formula Values". Arboriculture & Urban Forestry 27, nr 6 (1.11.2001): 289–97. http://dx.doi.org/10.48044/jauf.2001.032.

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Appraisal records dating from 1980 to 1995 were acquired from 51 casualty loss appraisers (usually for privately owned trees) and 24 municipal inventories (primarily for street trees). The final database consisted of 3,966 casualty loss appraisals and 129,880 inventory appraisals. The data from this study were used to develop a reference table of tree appraisal values grouped by size and species classes. The table does not eliminate the need to use the formula, but it does provide an individual an opportunity to compare his or her appraised values to values of similar trees. Appraised values of inventory trees were significantly higher (P < 0.001) than values of casualty loss trees. The difference is partially explained by larger size and higher location rating of inventory trees. The average condition of all the trees appraised was rated as fair.
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Cumming, Samuel J. D., Martin J. Turner i Marc Jones. "Longitudinal Changes in Elite Rowers’ Challenge and Threat Appraisals of Pressure Situations: A Season-Long Observational Study". Sport Psychologist 31, nr 3 (wrzesień 2017): 217–26. http://dx.doi.org/10.1123/tsp.2016-0087.

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Challenge cognitive appraisals are associated with superior performance compared with threat (Jones, Meijen, McCarthy, & Sheffield, 2009). However, research has not examined longitudinal temporal patterns of challenge and threat appraisals. In this study, 14 (five female) elite rowers (Mage = 25.79 years, SD = 2.67) provided self-reported appraisals data at four time points (baseline; before national trials; before the second world rowing cup regatta; and before the world rowing championships). The rowers’ predisposed appraisal style predicted subsequent appraisals. Challenge and self-efficacy increased while loss and avoidance appraisals decreased over time. The rowers were highly predisposed to challenge, becoming more challenged through events of increasing magnitude. This suggests that athletes’ predisposed appraisal style can predict their approach to competition. Future studies could identify protocols for encouraging challenge states in athletes, observe the physiological indicators of challenge and threat longitudinally, and consider the interaction between challenge and threat appraisals.
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Ramsay, Ian, i Mihika Upadhyaya. "An Analysis of Board of Director Appraisal Disclosures in Australia and the United States". Business Law Review 41, Issue 5 (1.10.2020): 160–71. http://dx.doi.org/10.54648/bula2020114.

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Appraisals of boards of directors are now well established and viewed as important contributors to the effectiveness of boards. Because board appraisal practices vary between companies and the benefits of an appraisal will only be obtained where an appropriate practice is followed, there is significant interest in the board appraisal practices adopted by companies. The authors first outline the benefits and challenges of board appraisals and identify the key features of an effective board appraisal. They then present the results of their study of how board appraisals are conducted in Australia in relation to large and small listed companies and compare the findings with the board appraisal practices of US Fortune 100 companies.
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Szymona-Pałkowska, Katarzyna, Konrad Janowski, Agnieszka Pedrycz, Dariusz Mucha, Tadeusz Ambroży, Piotr Siermontowski, Jolanta Adamczuk, Marta Sapalska, Dawid Mucha i Janusz Kraczkowski. "Knowledge of the Disease, Perceived Social Support, and Cognitive Appraisals in Women with Urinary Incontinence". BioMed Research International 2016 (2016): 1–7. http://dx.doi.org/10.1155/2016/3694792.

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Social support and knowledge of the disease have been shown to facilitate adaptation to a chronic disease. However, the adaptation process is not fully understood. We hypothesized that these factors can contribute to better adaptation to the disease through their impact on disease-related cognitive appraisal. To analyze the links between social support and the knowledge of the disease, on one hand, and disease-related appraisals, on the other hand, one hundred fifty-eight women with stress UI, aged 32 to 79, took part in the study. Questionnaire measures of knowledge of UI, social support, and disease-related appraisals were used in the study. The level of knowledge correlated significantly negatively with the appraisal of the disease as Harm. The global level of social support correlated significantly positively with three disease-related appraisals: Profit, Challenge, and Value. Four subgroups of patients with different constellations of social support and knowledge of the disease were identified in cluster analysis and were demonstrated to differ significantly on four disease-related appraisals: Profit, Challenge, Harm, and Value. Different cognitive appraisals of UI may be specifically related to social support and knowledge of the disease, with social support affective positive disease-related appraisals, and the knowledge affecting the appraisal of Harm.
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Gerich, Joachim, i Christoph Weber. "The Ambivalent Appraisal of Job Demands and the Moderating Role of Job Control and Social Support for Burnout and Job Satisfaction". Social Indicators Research 148, nr 1 (11.10.2019): 251–80. http://dx.doi.org/10.1007/s11205-019-02195-9.

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Abstract Within an extended challenge–hindrance framework, it is assumed that job demands are subjectively appraised both as challenges (that is, as working conditions that are associated with potential personal gains) and hindrances (as working conditions associated with constrains) at the same time. In accordance with transactional stress theory, the association between demand intensity and work-related attitudes (work satisfaction) and psychological strain (burnout) is expected to be mediated by individual appraisal. Moreover, because curvilinear relationships between demand and challenge and hindrance appraisals are assumed, and appraisal is expected to be moderated by job control and social support, we tested complex nonlinear moderated mediation models for four types of job demands (task difficulty, time pressure, interruptions, and responsibility). Based on cross-sectional data of a heterogeneous sample of employees, we confirmed simultaneous challenge and hindrance appraisals. Challenge components are positively associated and hindrance components are negatively associated with favorable outcomes (higher work satisfaction and lower burnout). Challenge appraisals are found to be more relevant for work satisfaction, while hindrance appraisals are more relevant for burnout. The relationship between demand intensity and challenge appraisal is confirmed as curvilinear, whereas hindrance appraisals are approximately linearly related to demand intensity. The relationship between demand intensity and outcome variables is partly mediated by challenge and hindrance appraisal, and significant interaction effects suggest that the appraisal process is moderated by job control and social support.
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Pineda, David. "Emotions, Appraisals, and Embodied Appraisals". Crítica (México D. F. En línea) 47, nr 140 (6.12.2015): 3–30. http://dx.doi.org/10.22201/iifs.18704905e.2015.494.

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Jesse Prinz’s recent perceptual theory of emotion honors the central Jamesian claim that the emotion follows, and is actually caused by, the syndrome of bodily changes which are typical of emotional reactions. Prinz also thinks that emotions essentially involve appraisals of the object of emotion but, in the light of certain arguments supporting the central Jamesian claim, he concludes that these appraisals must be in any case embodied. In this paper, I will first raise three concerns with Prinz’s view and, second, I will present an alternative, the multidimensional appraisal theory of emotion, and argue that this alternative can accommodate successfully the Jamesian arguments without any need to honor the central Jamesian claim.
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Rozprawy doktorskie na temat "Appraisals"

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Moss, Carolyn Ann. "Sibling and self appraisals". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ53507.pdf.

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Milosevich, Jodi. "Investigating the relationship between personality dimensions, level of self-efficacy and perceived performance appraisal satisfaction: a case for individualised performance appraisals". Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30977.

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Orientation: For decades, organisations have implemented performance management systems in order to promote an environment focused on performance enhancement and employee development. Performance appraisals have consistently been at the centre of performance management systems. However, they are often perceived as being ineffective or unsatisfactory, resulting in dissatisfaction and contributing to financial and time losses. Performance Appraisal Satisfaction (PAS) amongst employees is, therefore, vital if organisations want to achieve desired outcomes. Limited research was found that explained or described methods which organisations can utilise to increase PAS amongst employees. Research rationale and objectives: As organisations become more global, innovative and employee-focused, the need to cater to individual needs and desires has significantly increased. This study aimed to investigate ways in which PAS can be increased through the individualisation of three performance appraisal aspects namely; number of raters; method of feedback and frequency of feedback. In terms of the individualisation factors, this study has focused on; level of perceived self-efficacy and the Big Five personality dimensions. Research approach: Given the limited pre-existing literature on this topic, the present study used an exploratory research approach to engage with the results in an in-depth manner. Qualitative and quantitative data was collected from employees and Human Resource practitioners in order to establish performance appraisal preferences and the viability of implementing individualised performance appraisals. Composite questionnaires consisting of Likert-type questions, choice-based conjoint tasks and open-ended questions, were distributed utilising a convenient and snowball methodology. Completed questionnaires were analysed by means of descriptive and inferential and statistics, conjoint analysis, as well as by means of a thematic analysis. Semi-structured interviews were conducted with Human Resource practitioners and analysed using a thematic analysis. Main findings: Results from the descriptive and inferential statistics indicate that the level of self-efficacy and personality-type are significant in predicting certain performance appraisal preferences. For example, respondents with increased levels of perceived self-efficacy significantly preferred face-to-face feedback from a manager (p < .05) while respondents with low levels of perceived self-efficacy significantly preferred impersonal feedback (p < .05). Results from the composite questionnaire’s open-ended items indicated that employees prefer performance appraisals which considered their personality type and level of self-efficacy. However, the thematic analysis conducted on the HR practitioner interviews revealed that HR practitioners are hesitant to implement a novel performance appraisal system for reasons including; gaining top-management support and the additional time and administrative burden it would likely impose on the HR practitioners themselves.
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Root, Carol Ann. "The relationship between parental appraisals, children's appraisals, and patterns of emotionality in children". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0003/MQ33997.pdf.

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Taylor, Richard Lawrence. "Occupational Bias in Performance Appraisals". Diss., Virginia Tech, 2010. http://hdl.handle.net/10919/29454.

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This dissertation investigates the question: are mission critical occupations more favored than other occupations in performance appraisals in pay pools? While many types of bias in performance appraisals occur, such as gender or race, occupational bias--favoring or showing preference for one occupation over another in performance appraisals and subsequent ratings-- has not been fully examined. There is a lack of empirical evidence that addresses occupational bias in performance appraisal and ratings in the Federal civil service sector, and more specifically the Department of Defense. The importance of occupational bias in performance appraisals is seen in the cost to organization and taxpayer, the degradation to fairness and trust in the workplace, and the erosion of organizational values. The methodology used to address this dissertationâ s hypothesis is a quantitative-qualitative inquiry that investigates performance ratings of the engineering occupational series within three Department of Defense (DOD) engineering agencies. The methodology is comprised of three parts: quantitative analysis of pay pool rating data and qualitative analysis of archived documents and expert interviews. Each part of the methodology is intended to be mutually supportive. The quantitative analysis yields a null finding of the hypothesis based on two findings. First, indicators of occupational bias were not found using differences of average occupational performance ratings between engineers and other occupations in three DOD engineering organizations. Second, Fiscal Year 2008 engineer occupational series performance ratings in three Department of Defense engineering agencies did not show statistically significant differences when compared to occupations such as personnel management specialists and accountants. This may be due to privacy act limitations in the data set used. Anecdotal evidence of preferences for mission critical occupations in performance appraisals and ratings was found to support the hypothesis.
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Busch, Hillevi. "When pain remains : Appraisals and adaptation". Doctoral thesis, Stockholm : Dept. of Psychology, Stockholm University, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-6992.

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Rosen, Kate Victoria. "Outcome and illness appraisals in psychosis". Thesis, King's College London (University of London), 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.416952.

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Brown, Lindsey. "Women's Intimate Partner Violence Experiences and Health and Vocational Outcomes: The Role of Trauma Appraisals". Thesis, University of Oregon, 2016. http://hdl.handle.net/1794/19655.

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Intimate partner violence (IPV) is a public health concern in the United States that puts women at increased risk for negative health and vocational outcomes. Severity and duration of negative outcomes, however, vary widely among trauma survivors, with some women developing more severe, negative outcomes and others developing less severe or fewer negative outcomes, or none at all. The study of cognitive appraisals for trauma, or an individual's assessment of her/his beliefs, feelings, and behaviors after a traumatic event, shows promise for illuminating what, and how, post-trauma outcomes develop for trauma survivors. Few studies have examined cognitive appraisals of trauma in relation to IPV, and none to date have examined them in relation to physical health and vocational outcomes. The purpose of this dissertation study was to use a correlational, descriptive, non-experimental, survey research design to examine whether trauma appraisals mediate the relationships among a broad range of IPV experiences and mental health, physical health, and vocational outcomes for adult women IPV survivors. Participants were a community sample of 158 women who had experienced IPV in adulthood. Participants were recruited from multiple community organizations and completed surveys online or in-person or over-the-phone with the principal investigator. Stepwise linear regressions were used to analyze the mediation models, and linear regressions were performed to examine how specific trauma appraisals predicted physical health and vocational outcomes. Dissertation study findings showed that trauma appraisals significantly and fully mediated the relationship between IPV experiences and mental health outcomes for women, with appraisals of fear, alienation, and anger significantly predicting mental health outcomes. When childhood betrayal trauma was controlled for within this model, however, trauma appraisals only partially mediated the relationship between IPV and trauma-related mental health. A mediation model was not used for physical health and vocational outcomes, but findings revealed that appraisals of self-blame and anger significantly predicted physical health outcomes, and appraisals of anger and shame significantly predicted vocational self-efficacy outcomes. These findings highlight the importance that trauma appraisals play in the development of a broad range of outcomes for IPV survivors. Implications for future research and practice are discussed.
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Prather, Tracy. "The Perception of Fairness of Performance Appraisals". Cleveland State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=csu1273175369.

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Murmann, Anja Carina [Verfasser]. "An Appraisal Model of Criminal Decision Making : How Person Factors Affect Decisions through Cognitive Appraisals / Anja Carina Murmann". Bonn : Universitäts- und Landesbibliothek Bonn, 2021. http://d-nb.info/1229989072/34.

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Marshall, Rachel Elizabeth. "Measuring appraisals following acquired spinal cord injury: A psychometric analysis of the primary and secondary appraisals of disability scale (PSADS)". Thesis, University of Oxford, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.490733.

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Described as one of the most challenging events an individual can face (Evans et al., in press), the legacy of impairment following Spinal Cord Injury (SCI) often has lifelong consequences. Appraisals have been highlighted as a potentially important, but under researched construct, with regard to adjustment to SCI (Pollard & Kennedy, 2007). Furthermore, it has been argued that self-report measures specifically designed for SCI should be developed (Elfstrom et al, 2002). The current study aimed to develop a -reliable and valid appraisal scale (The Primary and Secondary Appraisals of Disability Scale; PSADS) for adult SCI populations.
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Książki na temat "Appraisals"

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Hillingdon, London Borough of. Teacher appraisal, guidelines for appraisals and appraisees. South Ruislip): London Borough of Hillingdo (c/o Deansfield, Queens Walk, South Ruislip. HA4 0LR, 1992.

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Devitt, Michael R., i Lawrence A. Sannicandro. Qualified Appraisals and Qualified Appraisers. Hoboken, New Jersey: John Wiley & Sons, Inc., 2017. http://dx.doi.org/10.1002/9781119449379.

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Appraisals. Multan: Beacon Books, 2000.

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L, Minnich Joseph, red. Understanding limited appraisals and appraisal reporting options. Chicago, Ill: Appraisal Institute, 1996.

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Performance appraisals. London: Kogan Page, 1995.

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Association, American Management, red. Constructive appraisals. New York: AMA, 1999.

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1951-, Resnick-West Susan M., i Lawler Edward E, red. Designing performance appraisal systems: Aligning appraisals and organizational realities. San Francisco: Jossey-Bass Publishers, 1989.

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Powerful performance appraisals. Hawthorne, N.J: Career Press, 1995.

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Sachs, Randi Toler. Productive performance appraisals. New York: American Management Association, 1992.

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Maddux, Robert B. Effective performance appraisals. Wyd. 4. Menlo Park, Calif: Crisp Publications, 2000.

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Części książek na temat "Appraisals"

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O’Regan, Gerard. "SCAMPI Appraisals SCAMPI Appraisals". W Introduction to Software Quality, 253–69. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-06106-1_15.

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Lude, Peter. "Appraisals". W Klinische Psychologie bei Querschnittlähmung, 541–45. Vienna: Springer Vienna, 2014. http://dx.doi.org/10.1007/978-3-7091-1601-2_58.

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Guenther, Corey L., i Abigail Laudi. "Self-Appraisals". W Encyclopedia of Personality and Individual Differences, 4650–54. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_1156.

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Pickering, Kenneth. "Critical Appraisals". W The Tempest by William Shakespeare, 74–80. London: Macmillan Education UK, 1986. http://dx.doi.org/10.1007/978-1-349-08336-7_7.

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Casey, Francis. "Critical Appraisals". W King Lear by William Shakespeare, 86–90. London: Macmillan Education UK, 1986. http://dx.doi.org/10.1007/978-1-349-08342-8_6.

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Evans, Ray. "Critical appraisals". W The Mayor of Casterbridge by Thomas Hardy, 85–87. London: Macmillan Education UK, 1987. http://dx.doi.org/10.1007/978-1-349-08513-2_7.

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Draper, R. P. "Critical Appraisals". W Sons and Lovers by D.H. Lawrence, 78–82. London: Macmillan Education UK, 1986. http://dx.doi.org/10.1007/978-1-349-08704-4_6.

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Pattison, Julian. "Critical Appraisals". W Mrs Dalloway by Virginia Woolf, 73–78. London: Macmillan Education UK, 1987. http://dx.doi.org/10.1007/978-1-349-09357-1_6.

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Boardman, Marty. "Influencing Appraisals". W Fixing and Flipping Real Estate, 137–41. Berkeley, CA: Apress, 2012. http://dx.doi.org/10.1007/978-1-4302-4645-9_14.

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Boardman, Marty. "Low Appraisals". W Fixing and Flipping Real Estate, 143–46. Berkeley, CA: Apress, 2012. http://dx.doi.org/10.1007/978-1-4302-4645-9_15.

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Streszczenia konferencji na temat "Appraisals"

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Hoyle, Christopher, Wei Chen, Bruce Ankenman i Nanxin Wang. "Optimal Experimental Design of Human Appraisals for Modeling Consumer Preferences in Engineering Design". W ASME 2008 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2008. http://dx.doi.org/10.1115/detc2008-49561.

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Human appraisals are becoming increasingly important in the design of engineering systems to link engineering design attributes to customer preferences. Human appraisals are used to assess consumers’ opinions of a given product design, and are unique in that the experiment response is a function of both the product attributes and the respondents’ demographic attributes. The design of a human appraisal is characterized as a split-plot design, in which the respondent demographic attributes form the whole-plot factors while the product attributes form the split-plot factors. The experiments are also characterized by random block effects, in which the design configurations evaluated by a single respondent form a block. An experimental design algorithm is needed for human appraisal experiments because standard experimental designs often do not meet the needs of these experiments. In this work, an algorithmic approach to identify the optimal design for a human appraisal experiment is developed, which considers the effects of respondent fatigue and the block and split-plot structure of such a design. The developed algorithm seeks to identify the experimental design which maximizes the determinant of the Fisher Information Matrix, labeled as the D-criterion of a given design. The algorithm is derived assuming an ordered logit model will be used to model the rating responses. The advantages of this approach over competing approaches for minimizing the number of appraisal experiments and model-building efficiency are demonstrated using an automotive interior package human appraisal as an example.
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Dong, Andy, Tomonori Honda i Maria C. Yang. "Time-Based Modeling of Linguistic Preference to Preferential Probability". W ASME 2011 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2011. http://dx.doi.org/10.1115/detc2011-47074.

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In this paper, we present a method to estimate the likely concept a committee of designers will select given their verbalized preferences toward each alternative. In order to perform this estimation, we present a new method of preference elicitation based on natural language. First, we show a way to model preference in the natural language of appraisal, which describes the degree of intensity and the uncertainty of preference based upon gradable semantic resources to express appraisals. We then show a way to map linguistic appraisals into probability distribution functions. Finally, we present a Markov model that utilizes these probability distribution functions in state transition matrices to calculate in a time-varying manner the change of preference over time. We present a case study to illustrate the validity of the method.
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Klise, Geoffrey T., Jamie L. Johnson i Sandra K. Adomatis. "Standardizing appraisals for PV installations". W 2013 IEEE 39th Photovoltaic Specialists Conference (PVSC). IEEE, 2013. http://dx.doi.org/10.1109/pvsc.2013.6745191.

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Gustavson, J. B., i D. J. Murphy. "Risk Analysis in Hydrocarbon Appraisals". W SPE Hydrocarbon Economics and Evaluation Symposium. Society of Petroleum Engineers, 1989. http://dx.doi.org/10.2118/18905-ms.

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Abed, Amani A., i Alaa M. El-Halees. "Detecting Subjectivity in Staff Perfomance Appraisals by Using Text Mining: Teachers Appraisals of Palestinian Government Case Study". W 2017 Palestinian International Conference on Information and Communication Technology (PICICT). IEEE, 2017. http://dx.doi.org/10.1109/picict.2017.25.

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Kokal, Sunil Lalchand, i Abdullah Ghamdi. "Performance Appraisals of Gas/Oil Separation Plants". W SPE Annual Technical Conference and Exhibition. Society of Petroleum Engineers, 2006. http://dx.doi.org/10.2118/102854-ms.

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"Accounting for uncertainty in real estate appraisals". W 19th Annual European Real Estate Society Conference: ERES Conference 2012. ERES, 2012. http://dx.doi.org/10.15396/eres2012_387.

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"Appraisals, Mortgage Transactions and House Price Indices". W 5th European Real Estate Society Conference: ERES Conference 1998. ERES, 1998. http://dx.doi.org/10.15396/eres1998_130.

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Fanourakis, Marios, Rayan Elalamy i Guillaume Chanel. "Modeling Emotions as Latent Representations of Appraisals". W 2021 9th International Conference on Affective Computing and Intelligent Interaction Workshops and Demos (ACIIW). IEEE, 2021. http://dx.doi.org/10.1109/aciiw52867.2021.9666198.

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"Highest and Best Use Problems in Market Value Appraisals". W 21st Annual European Real Estate Society Conference. ERES, 2014. http://dx.doi.org/10.15396/eres2014_230.

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Raporty organizacyjne na temat "Appraisals"

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Cappelli, Peter, i Martin Conyon. What Do Performance Appraisals Do? Cambridge, MA: National Bureau of Economic Research, lipiec 2016. http://dx.doi.org/10.3386/w22400.

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Doyle, Victoria, i Abhay Bhargava. Role of Appraisals in Energy Efficiency Financing. Office of Scientific and Technical Information (OSTI), maj 2012. http://dx.doi.org/10.2172/1044443.

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Doyle, Victoria. The Role of Appraisals in Energy Efficiency Financing. Office of Scientific and Technical Information (OSTI), maj 2012. http://dx.doi.org/10.2172/1219710.

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Owens, K. L., i B. R. Troup. A Practical Guidebook for Performing Software Capability Appraisals. Fort Belvoir, VA: Defense Technical Information Center, wrzesień 2003. http://dx.doi.org/10.21236/ada418135.

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Marmar, Charles R. Basic Cognitive Neuroscience of Memory and Self-Appraisals in PTSD. Fort Belvoir, VA: Defense Technical Information Center, luty 2014. http://dx.doi.org/10.21236/ada600461.

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Marmar, Charles R. Basic Cognitive Neuroscience of Memory and Self-Appraisals in PTSD. Fort Belvoir, VA: Defense Technical Information Center, luty 2015. http://dx.doi.org/10.21236/ada616429.

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Powell, Aric. Studying the Effects of Motivated Reasoning on Appraisals of Message Strength. Portland State University Library, styczeń 2000. http://dx.doi.org/10.15760/etd.6591.

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Marvin, Michael A. Value of 360 Degree Employee Performance Appraisals in the United States Army. Fort Belvoir, VA: Defense Technical Information Center, kwiecień 1996. http://dx.doi.org/10.21236/ada309370.

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Hendershott, Patric, i Edward Kane. Office Market Values During the Past Decade: How Distorted Have Appraisals Been? Cambridge, MA: National Bureau of Economic Research, lipiec 1992. http://dx.doi.org/10.3386/w4128.

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Barisas, S., J. Polich, T. Surles, L. Habegger, D. Anderson, J. Opelka i T. Frangos. Environmental protection appraisals: a suggested guide for US Department of Energy field organization. Revision 1. Office of Scientific and Technical Information (OSTI), marzec 1985. http://dx.doi.org/10.2172/5484302.

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