Alternative approaches to include exogenous variables in DEA measures: A comparison using Monte Carlo

Ferrera, José Manuel Cordero; Chaparro, Francisco Pedraja; Santín, Daniel

doi:10.1016/j.cor.2008.11.019

Cited by 49 publications

(25 citation statements)

References 39 publications

(64 reference statements)

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“…The basic DEA models assumed that all inputs were discretionary and decision-making units could control them in order to produce the maximum output feasible. However, in practice, the results of production processes also depend on the effect of another type of variables which are beyond the decision-making units' control (Cordero, et al, 2009). These non-discretionary or external inputs affect the transformation of discretionary inputs into outputs (Ruggiero, 2005).…”

Section: Methodsmentioning

confidence: 99%

“…Tasks performed by nurse leaders in different hospitals are similar, as are their cultural and working environments. However, performance appraisals are also influenced by other types of variables which are beyond the nurse leaders' control (Cordero, et al, 2009). In such conditions, it is difficult to ensure the homogeneity of a larger group of leaders from different organisations.…”

Section: Limitations Of the Studymentioning

confidence: 99%

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A competency-based performance appraisal for nurse leaders

Kvas

Seljak²

2016

Obzor Zdrav Neg

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Introduction: An employee performance appraisal is used internationally to improve employee performance, productivity, efficiency and effectiveness in nursing care. The purpose of the study was to assess the performance and efficiency of nurse leaders at all levels of leadership, identify deficient areas for each individual leader and propose improvements. Methods: Two surveys were conducted in 15 Slovenian public hospitals. The sample from the first survey included 1311 nurses who assessed the level of competencies of their immediate superiors. The sample from the second survey included 236 nurse leaders. Data envelopment analysis is used in this study to develop a model of practice outputs and inputs to help identify the most efficient nurse leaders. Results: Significant differences exist in the performance appraisal among the leaders in nursing. A total of 203 (86 %) nurse leaders are defined as inefficient and could improve their leadership performance. On average, inefficient leaders could improve their behaviour most in the areas of generic leadership competencies (by 51.7 %) and interprofessional relationships (by 47.7 %). Discussion and conclusion: The areas with the worst performance are generic leadership competencies and interprofessional relationships where also the most significant improvements are possible. Nurse leaders and hospital managers can use the analysis results to determine in which areas the leaders in their organisation should improve the levels of their competencies. IZVLEČEK Uvod:Metode merjenja učinkovitosti zaposlenih se pogosto uporabljajo za izboljšanja učinkovitosti zaposlenih v zdravstvenih organizacijah. Namen tega članka je oceniti uspešnost in učinkovitost vodilnih medicinskih sester na vseh ravneh vodenja, ugotoviti slabše ocenjena področja in predlagati izboljšave. Metode: Dve anketi sta bili izvedeni v 15 slovenskih javnih bolnišnicah. V vzorec prve ankete je bilo vključenih 1.311 medicinskih sester, ki so ocenjevale ravni kompetenc svoje neposredno nadrejene vodje. Vzorec iz druge ankete je obsegal 236 vodilnih medicinskih sester. V raziskavi smo z uporabo metode analize ovojnice podatkov (data envelopment analysis) razvili model ocenjevanja učinkovitosti vodij v katerega smo skušali vključiti čim več vložkov in izložkov v procesu vodenja. Rezultati: Med ocenami učinkovitosti vodij v zdravstveni negi obstajajo pomembne razlike. 203 (86 %) vodij v zdravstveni negi je neučinkovitih in ima priložnost, da izboljša svoje vodenje. Neučinkoviti vodje lahko v povprečju najbolj izboljšajo svoja ravnanja in vedenje na področjih generičnih vodstvenih kompetenc (za 51,7 %) in medpoklicnih kompetenc (za 47,7 %). Diskusija in zaključek: Najslabše sta ocenjeni področji generičnih in medpoklicnih kompetenc, kjer so možne tudi največje izboljšave.Vodilne medicinske sestre in vodstva bolnišnic lahko na osnovi rezultatov učinkovitosti vodenja opredelijo, na katerih področjih naj vodje v njihovi organizaciji izboljšajo raven svojih kompetenc.

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Section: Methodsmentioning

confidence: 99%

Section: Limitations Of the Studymentioning

confidence: 99%

A competency-based performance appraisal for nurse leaders

Kvas

Seljak²

2016

Obzor Zdrav Neg

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“…However, in practice, the results of production processes also depend on the effect of another type of variables that are beyond the DMU control (Cordero, Pedraja, & Santín, 2009). These non-discretionary or external inputs affect the transformation of discretionary inputs into outputs (Ruggiero, 1998).…”

Section: Dea With Non-discretionary or External Inputsmentioning

confidence: 99%

“…Subsequently, a regression analysis is used in the second stage to decompose both of them. Therefore, exogenous variables (z j ) are explanatory variables, and the dependent variable is the first-stage efficiency score ( Θ  j ; Cordero et al, 2009):…”

Section: Dea With Non-discretionary or External Inputsmentioning

confidence: 99%

Three-Stage Data Envelopment Analysis as a Tool for Nurse Leader Performance Appraisals

Seljak

Kvas

2015

Sage Open

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As in other sectors, increasingly higher performance and efficiency are also being required from health care employees. To achieve this goal, every health care organization should have a suitable human resource management system. The selection, education, training, effective performance appraisal, and evaluation of leaders are particularly of key importance for every organization. Data envelopment analysis (DEA) is used in this study to develop a model of practice outputs and inputs to help identify the most efficient nurse leaders. The employees' performance appraisals are often closely related to their specific organizations. As leaders' behaviors are also influenced by external, non-discretionary factors, the three-stage DEA was used to include inputs not controlled by individual leaders. This article proposes a performance appraisal based on competency models of leadership for a larger professional group working across several different organizations, yet in similar professional and institutional environments. The empirical data in this article are based on two surveys that were conducted in 15 Slovenian public hospitals.

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“…As Muñiz et al (2006) and Cordero et al (2009) stated, models can be divided regarding the stages needed to perform efficiency analysis, one-stage and multi-stage models. They made a comparison and introduced new models for calculating efficiency with non-discretionary variables.…”

Section: Non Discretionary Models In Deamentioning

confidence: 99%