PerFORmance management is an ongoing process of recognizing, measuring, and individual and team perFORmance development and aligning them with the organizational strategic goals (objectives). ThereFORe the employee perFORmance APPRAISAL plays an important part in recognizing the strengths and weaknesses of the employees. On the other hand this task is done by individuals who are likely to make cognitive error including the leniency effect. With this error the appraiser evaluates all the employees with high scores regardless of their real perFORmance. ThereFORe in this paper the relation between political APPRAISAL, SUBJECTIVE, and the leniency effect in appraisers’ in Refah Bank is studied. To do so, 136 individuals among 278 appraisers (the principals and the vice principals) in Refah Bank in Tehran have been selected randomly to participate in this study. The results show that the political APPRAISAL with a partial correlation of 0. 613 and the SUBJECTIVE INDICATOR with a partial correlation of 0. 668 have a direct relation with leniency effect in perFORmance APPRAISAL in Refah bank.

The purpose of this study was to introducing perFORmance APPRAISAL questionnaire FOR sports federations. The research method was a mixed method that combines qualitative and quantitative methods. Population of study was experts assessing the perFORmance of sports federations at the Ministry of Sport (10 people), heads, evaluators and Secretaries of the sports federation in Iran (100 people) and University elite who have done research in the field of management and perFORmance evaluation in sport (50 people). The number of samples continued to reach the theoretical saturation FOR the interview (25people). In the quantitative phase, 130 questionnaires were collected. In order to analyze the data, confirmatory factor analysis and structural equation modeling using SmartPLS3 software were used. 124 questions were categorized into 32 sub-criteria and 9 criteria that included: Leadership (18 questions), Strategy (13 questions), Human resources (17 questions), Partnership and Resources (17 questions), Processes, Products and Services (18 questions), Customer Results (12 questions), Human resources Results (11 questions), Society Results (7 questions) and Key Results (11 questions). The results of this study showed that the perFORmance APPRAISAL (evaluation) questionnaire of sports federations is an appropriate theoretical framework and tool FOR evaluating organizational perFORmance in sports federations. It is suggested that managers and researchers in sport management use this questionnaire to evaluate the perFORmance of sports federations.

Background: One of the main factors that lead to weak productivity of the organization is the lack of desirable perFORmance APPRAISAL system. Discrimination and injustice in the organization, particularly in evaluating perFORmance of staff will be more important that will have effect on employees' motivation and inconsistency. The goal of this article is to get acquainted with the deliberate and unpredictable ethical errors of the perFORmance APPRAISAL system, and plans appropriate strategies FOR dealing with them. Method: This is an applied descriptive study that is perFORmed by quality and quantity method. Population of study includes all staffs of 5 governmental organizations. 12 qualified samples were chosen with result oriented method. Data gathering is accomplished with interview and questionnaire. FOR Data analysis, the fuzzy delphi technique has used. Results: After an interview with the experts and the initial extraction FOR improving ethical solutions in the perFORmance APPRAISAL system, a Fuzzy Delphi technique was implemented. Out of 23 initial solutions, 12 solutions FOR improving ethical dimensions in the employee perFORmance APPRAISAL system were finalized by experts. Among them, such issues scored the most: participation of all employees in the design of the perFORmance APPRAISAL system, education and training the evaluators and mechanisms FOR dealing with poor staff perFORmance. Conclusion: Ethical dimensions in the perFORmance APPRAISAL system should be investigated by the stakeholders in order to identify and implement solutions to improve them.

In an organization, employees are often evaluated (ranked) by multiple supervisors (or co-workers) in different time periods. Providing a single ranking based on these evaluations in such a way that it has the most compatibility and consistency with the provided evaluations is called rank aggregation. This rank aggregation problem, which has wide applications in various sciences, has been studied extensively theoretically in mathematics and computer science. In this paper, we study FOR the first time, the application of rank aggregation in the field of perFORmance APPRAISAL. In this application, the perFORmance rankings of employees are given by a number of evaluators and the goal is to provide a final ranking FOR the employees that has the most similarity to the given evaluations. Other than obtaining the most consistent rankings, we show that more inference results like the quality of the evaluators and inFORmal relationships between individuals can be obtained as by-product of this process of rank aggregation.

A great number of organizations have adopted e-commerce as one of the most vital innovations in carrying out their business processes across the globe. Every country's economy encompasses small and medium sized enterprises (SMEs) that play a fundamental role in development and improvement of that country's economic induces thus the prosperity of such enterprises is dependent on adopting new innovative ways. E-commerce is certainly an innovative way of perFORming business processes. In this study, taking advantages of literature review, the different models of e-commerce adoption by SMEs are surveyed and so analyzed in order to identify the most common and important components of them which are most effective on the SMEs perFORmance. Basing on the prior researches and the studies conducted by the other researchers, the primary model of e-commerce adoption by SMEs has been attempted to be defined. Technical implications, organizational factors, and inter-organizational systems have been recognized as the key components of the cited model. As the next step, the questionnaires have been designed according to the both model description and also expert opinions in order to gathering the related data from the statistical sample which encompasses both academician and also professional people familiar to the related subjects. By analyzing the gathered data, the effective variables with significant correlations with the e-readiness and perFORmance INDICATORs have been identified as the result of the study. With the help of such a model, the SMEs could be able to identify their perFORmance weaknesses and strengths and also FORmulation proper strategies and guidelines in order to enhance their perFORmance key INDICATORs related to adopted e-commerce. In this study the IT balanced score card (ITBSC) approach and its criteria have been leveraged in order to APPRAISAL the e-commerce perFORmance.