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The purpose of this paper is to characterize performance evaluation dynamics developed in Lisbon Municipal Libraries Network (LMLN) over a two-decade period (1989-2009), using a specific model and tools of (meta-)analysis.

Based on a methodology eminently qualitative supported by a combination of research methods (literature review, construction and application of conceptual models for analysis and case study), the author examined LMLN's performance evaluation progress, focusing on the diachronic study of evaluative processes – the performance evaluation dynamics.

Between 1989 and 2009, LMLN developed four main performance evaluation dynamics. The most significant results that emerged from the examination of these dynamics relate to the following elements of the model of analysis Dynamics and Impacts of Library Performance Evaluation (DILPE): evaluation objects and methods; organization; and dissemination of results. The study also emphasized the importance of some factors to dynamics sustainability: the presence of a permanent coordination team, in the direct dependency of the head of library services, with the right competences; the existence of a culture of assessment; and the commitment of leadership with performance evaluation.

The meta-evaluative approach and particularly the focus on the long-term development of evaluative theories and practices, contributes to the enlargement of the international corpus on library performance evaluation. On the other hand, the analytical model and conceptual tools created might be useful to other researchers/practitioners willing to meta-evaluate library performance evaluation dynamics.

Performance measurement and programme evaluation have been promoted as a central mechanism of recent Australian public sector (APS) reform. Outlines recent reforms in the APS and identifies links between evaluation and performance information. Identifies the major issue of credibility, when performance information is produced internally and not verified externally. A lack of performance systems and standards can create difficulties for both internal and external programme evaluations. Concludes that: reforms introduced to evaluate performance in the APS were promoted with high expectations which have only partially been fulfilled; the present system is internally focused with a narrow role for evaluation and a lack of credibility because of the independence issue; the present systems associated with the performance approach and its evaluation are not providing enough information to deal with the tough questions of the effectiveness of government programmes. Proposes that a middle ground between internal and external programme evaluation strategies be adopted. This allows the strengths of internal evaluation to be retained. At the same time, it allows the possibility of improving programme evaluation by adding external independent verification and an extended effectiveness role.

This study aimed at developing and testing a model to evaluate employee performance in Isfahan municipality.

A mixed-method design is applied in this study. To extract the model, a semi-structured interview based on the thematic analysis approach was employed. The qualitative data were obtained using a researcher-made questionnaire from a sample of 12 municipal experts selected based on purposive sampling. In the quantitative phase, the sample consisted of 76 managers and interim managers. The validity of the questionnaire was determined by the content validity index, while the structural validity was tested based on structural equation modeling using SmartPLS software. The reliability of the questionnaire was confirmed using Cronbach's alpha and composite reliability indices.

The factors obtained in the qualitative model included performance evaluation criteria, the desired time interval for performance evaluation, results announcement, performance evaluation approach, performance evaluation method and evaluator-related variables. There should have been an agreement between evaluators and those who were evaluated in all components of the model. In the quantitative section, performance evaluation criteria, evaluators, the evaluation method and time interval were confirmed with coefficients of 0.871, 0.815, 0.646 and 0.615, respectively.

The novelty of this study is that it uses a mixed-method research approach to extract a performance evaluation model that is specific to the Isfahan municipality.

The novelty of this study is that it uses a mixed-method research approach to extract a performance evaluation model that is specific to the Isfahan municipality.

This study aims to examine performance evaluation measures across private sector companies in an Egyptian context and pinpoints obstacles that may limit the adoption of the balanced scorecard (BSC).

Uses a questionnaire that was mailed to a sample of 150 companies listed in the Egyptian stock exchange market. The analysis is directed at determining managers' perceptions of performance evaluation measures within the Egyptian private sector. Descriptive statistics, frequency of use of companies' practices and possible relationships between variables provide the basis for discussion.

Companies rely on both financial and non‐financial measures of performance evaluation. The profit margin, as a financial measure, is also the most commonly used performance measure. Customer satisfaction is the most commonly used non‐financial measure of performance evaluation. The BSC has wide spread use in the Egyptian companies surveyed, but the level of use of multi‐dimensional indicators is significantly low. The survey provides considerable insight into obstacles inhibiting the adoption of the BSC. The most significant obstacle is the inadequacy of implemented information systems.

Survey results restrict generalization, as the sampling design cannot be claimed to represent all Egyptian companies. Also a relatively low response rates must be taken into account.

Provides an insight into performance evaluation practices in the private sector in a developing country.

The purpose of this paper is to know what scientific literature presents about the theme evaluation of seaport performance, thus enabling the construction of knowledge in the researchers and the identification of gaps in the research that will lead to advances in the area from the identification of the characteristics of a portfolio of relevant international publications.

From the basic philosophical (constructivism), of the kind strategy (research-action) and the method used for the accomplishment of such strategy (structured process knowledge development process – constructivist (ProKnow-C)) the current research has a qualitative approach.

From the analysis of the bibliographic portfolio composed of 23 articles, the main results were: focus of the evaluation of seaport performance is on operational and tactical efficiency rather than on strategic and global performance; the majority of the studies does not relate to the reality experienced by seaport managers due to the limited interaction with these managers, evidencing a distance of the researchers from the object of their research; and performance evaluation was barely used/explored as a tool to support management, only for the sake of evaluation itself.

The search occurred in the databases Web of Science, Scopus, Proquest, Ebsco, Sciece Direct and Wiley.

The identification of gaps that might promote advances in this field of knowledge, once the seaport segment is not exploring the potential that performance evaluation can offer and is already available in literature.

The purpose of this paper is to illuminate how supplier evaluation practices are linked to supplier performance improvements. Specifically, the paper investigates how performance information travelling between the evaluating buyer and the evaluated suppliers is shaped and reshaped in the evaluation process.

The paper relies on a multiple, longitudinal case research methodology. The two cases show two companies' efforts in designing, implementing, and using supplier evaluation in order to improve supplier performance.

The findings show how the dynamics of representing, reducing, amplifying, dampening, and directing shape and reshape supplier evaluation information. In both companies, evaluation practices were defined, redefined, and re‐directed by the involved actors' perception and decision making, as well as organisational structures, IT systems, and available data sources.

The identified factors and dynamics could be empirically tested on larger samples to increase generalisability.

The results provide insights into how an evaluating buyer may analyse and control supplier evaluation processes thereby improving their effects. Managers must know how performance information is altered before reaching key supplier actors in order to optimise supplier performance.

Current studies on supplier evaluation practices are limited in their focus on design, implementation, or use. This paper explores all three phases empirically, and proposes a set of dynamics to better understand and control the often taken for granted link between intentions and outcome of such practices. In relation to future research, the authors propose a more holistic direction, which will take the entire supplier evaluation process as its unit of analysis.

The study attempts to examine the viewpoints of those involved in evaluating the performance of section heads in Kuwait secondary schools; mainly section heads themselves, supervisors and principals. It sets out to determine the strength and weaknesses in the performance evaluation form designed for section heads.

A study was conducted on a sample of section heads, principals, and supervisors at secondary schools, six educational districts in Kuwait via a 15‐item questionnaire.

The sample believe that the performance evaluation form designed for the section head: enables self‐evaluation; contributes by content to the principle of self‐evaluation; encourages discipline at work by minimizing absence; enables them to develop their performance in the next semester of the study year; contributes to defining training requirement; and encourages taking training courses.

This study is important for several reasons. First, according to researchers, this is the first field study that examines the viewpoints of section heads, supervisors and principals collectively about the performance evaluation form designed for section heads at secondary schools in the State of Kuwait. Second, it provides recommendations and proposals for designing an evaluation form for section heads based on the outcome of a field survey and previous studies. Third, it helps lay down criteria for selecting and training section heads. Finally, it examines the viewpoints of researched participants involved in the evaluation of section heads, showing potential differences of opinion with regard to the performance evaluation form designed for section heads.

The topic of employees’ unethical pro-organizational behavior (UPB) has attracted more and more interest in both practice and academic fields. However, previous studies have mainly investigated the antecedents of UPB and little research has discussed the outcome variables. This study aims to provide a comprehensive understanding of the effect mechanism of UPB on employee performance evaluation rated by a supervisor through a leader-member exchange (LMX) and the moderating role of supervisor bottom-line mentality (BLM).

This study used a sample consisting of 304 employees and 96 supervisors in several manufacturing firms in China. The authors used hierarchical linear modeling to test the hypotheses, as this was cross-level research. In addition, this paper also uses Mplus7.4 to test the moderating effects of supervisor BLM on the indirect effects between the UPB and performance evaluation by a moderated path analysis.

The results confirm that UPB is positively related to performance evaluation rated by supervisors. Additionally, the mediating effect of LMX in the relationship between UPB and performance evaluation is successfully demonstrated. Furthermore, supervisor BLM cross-levelly moderates the relationship between UPB and LMX, as well as moderates the mediation effect of LMX on the correlation between UPB and performance evaluation.

The primary contribution of this research is building a cross-level model for the effect of UPB on followers’ performance evaluation scored by the supervisor and thereby extending the nomological networks of both UPB and performance evaluation literature. Another contribution the study makes to the literature is that it provides a new perspective to understand how UPB relates to followers’ performance evaluation.

This is the first study about how and when UPB predicts followers’ performance evaluation rated by the supervisor.

Managers can influence the evaluation of their performance by advancing various reasons for or making attributions regarding their financial achievement or the financial achievement of their divisions. In this study, an experimental design is used to determine the effect that the advancing of controllable reasons versus uncontrollable reasons, of which evaluators are either aware or not aware, has on the evaluation of managers’ performance in conditions in which they had recorded financial results that are lower or higher than the budgeted figures. The experiment reveals that performance evaluations are higher when variances are explained by means of controllable reasons in the abovebudget setting, whereas higher evaluations result in the below‐budget setting when variances are explained by means of uncontrollable reasons. Furthermore, the evaluator’s prior knowledge of these reasons results in a difference in the performance evaluation rating. Specifically, known reasons result in higher manager evaluation ratings. The experiment reveals that managers that record above‐budget performance are given higher evaluation ratings than managers that record below‐budget performance, even when variances are explained by means of reasons that the managers cannot control. This is known as the outcome effect. However, the findings indicate that the outcome effect is smaller when the evaluator has independent knowledge of the reason(s) advanced.

This paper, with the tobacco industry as the background, establishes an indicator system for tobacco supply chain performance evaluation using the FAHP method.

Based on the relevant data of tobacco enterprises in Guangxi, the paper calculates the performance values of tobacco companies in various cities of Guangxi, and through the analysis of each indicator and the performance values of each city, the authors find that the improvement ability has a major impact on tobacco supply chain performance. Then, the paper establishes a system dynamics model to further demonstrate the impact of information digitalization on the performance of the tobacco supply chain in Guangxi, thus providing theoretical support for building digital tobacco logistics in Guangxi.

The findings of the study show that the performance of the tobacco supply chains in various cities of Guangxi is generally at the level of “Pass–Good,” which can barely meet the requirements of tobacco supply chain operation, but there is still plenty of room for improvement.

The authors show that digital and IT-based empowerment can maximize the performance of Guangxi's tobacco logistics performance.