Department of Construction and Real Estate, School of Civil Engineering, Southeast University, 210096 Nanjing, China.
School of Business, Nanjing University of Information Science and Technology, 210044 Nanjing, China.
Eval Program Plann. 2022 Apr;91:102022. doi: 10.1016/j.evalprogplan.2021.102022. Epub 2021 Oct 19.
The construction industry has been recognized as one of the crucial industries of a country. In large-scale public projects, it is frequently observed that the client, who serves the public, seeks the services of several sub-contractors (project outsourcing firms) to execute projects. It also seeks the consulting firms' services to monitor the progress and performance of these sub-contractors. However, performance evaluation of a large number of sub-contractors is not only a challenging phase but also a source of conflict and mistrust between the evaluators and evaluatees because of the subjectivity in the evaluation process. The current study classifies perceived organizational performance into two streams, arguing that the one involving the opinions from the independent evaluators is more objective than the self-evaluation one. The study also makes a pioneering attempt in post-qualification performance evaluation of sub-contractors through the Ordinal Priority Approach (OPA), a promising multi-attribute decision-making methodology. The deployment of the OPA allows the decision-makers to estimate the weights of the evaluation criteria, the sub-contractors to be evaluated, and the experts who evaluated them simultaneously. Thus, the methodology can minimize the causes of mistrust by uncovering unreliable experts and inappropriate criteria. Also, a novel Relative Performance Index (RPI) has been proposed to standardize the performance evaluation system. The results show that evaluation of the firms does not end at their evaluation as without evaluating the evaluators, such an evaluation is only partially effective.
建筑行业一直被认为是一个国家的关键产业之一。在大型公共项目中，经常可以看到客户（为公众服务）会聘请多个分包商（项目外包公司）来执行项目，并会聘请咨询公司来监控这些分包商的进度和绩效。然而，对大量分包商的绩效评估不仅是一个具有挑战性的阶段，而且由于评估过程中的主观性，也是评估者和被评估者之间产生冲突和不信任的根源。本研究将感知组织绩效分为两类，认为涉及独立评估者意见的一类比自我评估更客观。该研究还通过有序优先方法（OPA），这一有前途的多属性决策方法，对分包商进行了资格后绩效评估方面的开创性尝试。OPA 的部署允许决策者同时估计评估标准、要评估的分包商以及评估他们的专家的权重。因此，该方法可以通过揭示不可靠的专家和不适当的标准来最小化不信任的原因。此外，还提出了一种新颖的相对绩效指数（RPI）来标准化绩效评估系统。结果表明，如果不评估评估者，对公司的评估不会结束，这种评估只是部分有效的。
