A Case of Ministry of Foreign Affairs of Viet Nam

학위논문 (석사) -- 서울대학교 대학원 : 행정대학원 글로벌행정전공, 2020. 8. 김봉환.The study aimed to explore whether or not objective performance appraisal affected the performance of public sector employees by using data gathered from public servants in various departments of the Ministry of Foreign Affairs. The objectivity of performance appraisal consisted of three main factors, which are goal setting, consistency of performance criteria and fairness of the appraisal process. Therefore, this research also intended to investigate the impact of three components of objective performance appraisal on public servants performance. The major findings of the study revealed that all three factors Goal setting, Consistency of performance measures and Fairness of performance appraisal were observed to have significant and positive effects on the performance of public officials. Furthermore, the overall objectivity of performance appraisal also presented a significant and positive relationship with individual performance. Drawing from the findings of the study, it was recommended that performance appraisal objectivity played a vital role in the work performance of individuals in the public sector. In order to enhance public officials performance, the performance evaluation process should be more objective.연구는 외교부 공무원들로부터 수집된 자료를 활용해 객관적 성과 평가가 공공 부문 직원들의 실적에 영향을 미쳤는지 여부를 조사 하기 위한 것이다. 성과 평가의 객관성은 목표 설정, 성과 기준의 일관성, 평가 과정의 공정성 등 세 가지 주요 요소로 구성된다. 따라서 본 연구는 객관적 성과 평가의 3가지 요소가 공무원의 성과에 미치는 영향을 조사한다. 연구결과, "목표 설정", "성과 측정의 일관성", "성과 평가의 공정성"의 3가지 요인 모두 공무원 성과에 긍정적인 영향을 미치며 그 결과가 유의미한 것으로 관찰되었다. 더욱이 성과평가의 전반적인 객관성도 개인 성과와 유의미하고 긍정적인 관계를 나타냈다. 연구 결과를 토대로, 공공 부문 개인의 업무 수행에 있어 성과 평가 객관성이 중요한 역할을 한다는 결론을 도출했다. 공무원의 성과를 높이려면 객관적인 성과 평가가 선행되어야 한다.Chapter I. Introduction 1 1.1. Overview of the Performance appraisal process in the Vietnamese Civil Service system 1 1.2. Context of the study 4 1.3. Objectives of the study 7 1.4. Research contribution and significance of the study 7 1.5. Structure of the study 8 Chapter II. Literature Review 10 2.1. Performance and performance management 10 2.2. Performance Appraisal 11 2.3. Employee's performance 21 2.4. Previous studies 23 Chapter III. Methodology 24 3.1. Research Framework 24 3.2. Hypotheses 27 3.3. Data Collection and Data Analysis 31 Chapter IV. Data Analysis Results 34 4.1. Measurement purification: Pilot study 34 4.2. Main study findings 39 4.3. Summary 62 Chapter V. Recommendation and conclusion 63 5.1. Discussion of main findings and Recommendation 63 5.2. Conclusion 68 5.3. Limitations of the research 69 Bibiography 71 Appendix 82Maste

The Effects of COVID-19 on Staying Alive NBME Performance and Exam Testing Conditions

Objective: This study will study the impact of COVID-19 on Wright State University BSOM class of 2023’s performance on the SA NBME exam and whether there was a difference in the scores between the group who took the test at school compared to at home. Methods: independent samples t-test was used to analyze SA NBME exam scores from BSOM class of 2022 and class of 2023 (n = 231) and also from students in the class of 2023 who took the SA NBME from home and at school. Results: The class of 2023’s performance on the SA NBME exam was comparable to the year before. Members of the class of 2023 who took this test at school did better than those who took it at home

A note on testing AR and CAR for event studies

Return event studies generally involve several companies but there are also cases when only one company is involved. This makes the relevant testing problems, abnormal return (AR) and cumulative abnormal return (CAR), more difficult since one cannot exploit the multitude of companies (by using a relevant central limit theorem, say). We propose a permutation test that is valid under weaker conditions than the tests that have previously proposed in the literature in this context. We address the question of the power of the test via a brief simulation study and also illustrate the method with two applications to real data

Incidences between points and generalized spheres over finite fields and related problems

Let $\mathbb{F}_q$ be a finite field of $q$ elements where $q$ is a large odd prime power and $Q =a_1 x_1^{c_1}+...+a_dx_d^{c_d}\in \mathbb{F}_q[x_1,...,x_d]$, where $2\le c_i\le N$, $\gcd(c_i,q)=1$, and $a_i\in \mathbb{F}_q$ for all $1\le i\le d$. A $Q$-sphere is a set of the form $\lbrace x\in \mathbb{F}_q^d | Q(x-b)=r\rbrace$, where $b\in \mathbb{F}_q^d, r\in \mathbb{F}_q$. We prove bounds on the number of incidences between a point set $\mathcal{P}$ and a $Q$-sphere set $\mathcal{S}$, denoted by $I(\mathcal{P},\mathcal{S})$, as the following. $$| I(\mathcal{P},\mathcal{S})-\frac{|\mathcal{P}||\mathcal{S}|}{q}|\le q^{d/2}\sqrt{|\mathcal{P}||\mathcal{S}|}.$$ We prove this estimate by studying the spectra of directed graphs. We also give a version of this estimate over finite rings $\mathbb{Z}_q$ where $q$ is an odd integer. As a consequence of the above bounds, we give an estimate for the pinned distance problem. In Sections $4$ and $5$, we prove a bound on the number of incidences between a random point set and a random $Q$-sphere set in $\mathbb{F}_q^d$. We also study the finite field analogues of some combinatorial geometry problems, namely, the number of generalized isosceles triangles, and the existence of a large subset without repeated generalized distances.Comment: to appear in Forum Mat

Survey of domestic and work life experience and reproductive health of women workers of selected industrial compounds in Ha Noi

The Population Council Viet Nam and local stakeholders undertook a collaborative project in Ha Noi entitled “Improving the health care response to gender-based violence.” The study’s objectives were: 1) to assess the knowledge and experience of female workers about gender-based violence; 2) to assess knowledge and practice of women workers on reproductive health focusing on abortion; and 3) to make recommendation for the Ha Noi Health Service to improve the women workers’ knowledge on gender-based violence, choice of contraceptive method, reproductive health care, and abortion. The women factory workers, who have higher levels of education than their peers in the national sample, have the strong potential to be agents-of-change in spreading the message regarding the effectiveness of modern family planning methods through examples from their real lives. However, it is essential to supply them with complete information about such methods as well as more in-depth information about specific clauses in the Law of Domestic Violence regarding protection and prevention and provide them information on where to access treatment

The validation of organisational culture assessment instrument in healthcare setting : results from a cross-sectional study in Vietnam

Background: Organisational culture (OC) has increasingly become a crucial factor in defining healthcare practice and management. However, there has been little research validating and adapting OCAI (organisational culture assessment instrument) to assess OC in healthcare settings in developing countries, including Vietnam. The purpose of this study is to validate the OCAI in a hospital setting using key psychometric tests and confirmatory factor analysis (CFA). Methods: This is a cross-sectional study. Self-administered structured questionnaire was completed by 566 health professionals from a Vietnamese national general hospital, the General Hospital of Quang Nam province. The psychometric tests and CFA were utilized to detect internal reliability and construct validity of the instrument. Results: The Cronbach's alpha coefficients (α-reliability statistic) ranged from 0.6 to 0.8. In current culture, the coefficient was 0.80 for clan and 0.60 for adhocracy, hierarchy and market dimension, while in expected culture, the coefficient for clan, adhocracy, hierarchy, and market dimension was 0.70, 0.70, 0.70 and 0.60, respectively. The CFA indicated that most factor loading coefficients were of moderate values ranging from 0.30 to 0.60 in both current and expected culture model. These models are of marginal good fit. Conclusions: The study findings suggest that the OCAI be of fairly good reliability and construct validity in measuring four types of organisational culture in healthcare setting in resource-constrained countries such as Vietnam. This result is a first step towards developing a valid Vietnamese version of the OCAI which can also provide a strong case for future research in the field of measuring and managing organisational culture. © 2020 The Author(s). **Please note that there are multiple authors for this article therefore only the name of the first 5 including Federation University Australia affiliate “Nguyen Huy” is provided in this record*