RÉSUMÉ Objectif: Évaluer l'efficacité du dépistage de l’hypertension gestationnelle par les caractéristiques démographiques maternelles, les biomarqueurs sériques et le Doppler de l'artère utérine au premier et au deuxième trimestre de grossesse. Élaborer des modèles prédictifs de l’hypertension gestationnelle fondées sur ces paramètres. Methods: Il s'agit d'une étude prospective de cohorte incluant 598 femmes nullipares. Le Doppler utérin a été étudié par échographie transabdominale entre 11 +0 à 13 +6 semaines (1er trimestre) et entre 17 +0 à 21 +6 semaines (2e trimestre). Tous les échantillons de sérum pour la mesure de plusieurs biomarqueurs placentaires ont été recueillis au 1er trimestre. Les caractéristiques démographiques maternelles ont été enregistrées en même temps. Des courbes ROC et les valeurs prédictives ont été utilisés pour analyser la puissance prédictive des paramètres ci-dessus. Différentes combinaisons et leurs modèles de régression logistique ont été également analysés. Résultats: Parmi 598 femmes, on a observé 20 pré-éclampsies (3,3%), 7 pré-éclampsies précoces (1,2%), 52 cas d’hypertension gestationnelle (8,7%) , 10 cas d’hypertension gestationnelle avant 37 semaines (1,7%). L’index de pulsatilité des artères utérines au 2e trimestre est le meilleur prédicteur. En analyse de régression logistique multivariée, la meilleure valeur prédictive au 1er et au 2e trimestre a été obtenue pour la prévision de la pré-éclampsie précoce. Le dépistage combiné a montré des résultats nettement meilleurs comparés avec les paramètres maternels ou Doppler seuls. Conclusion: Comme seul marqueur, le Doppler utérin du deuxième trimestre a la meilleure prédictive pour l'hypertension, la naissance prématurée et la restriction de croissance. La combinaison des caractéristiques démographiques maternelles, des biomarqueurs sériques maternels et du Doppler utérin améliore l'efficacité du dépistage, en particulier pour la pré-éclampsie nécessitant un accouchement prématuré. Mot clés: Hypertension gestationnelle, Doppler utérins, Biomarqueurs sériques maternels, Caractéristiques démographiques maternelles, Dépistage, Modèle prédictif Multivarié. / ABSTRACT Objective: To evaluate the screening efficacy of maternal demographic characteristics, serum biomarkers and uterine artery Doppler (uaD) during the first and the second trimester for the hypertensive disorders of pregnancy. To elaborate prediction models of these diseases based on the combination of selected maternal demographic characteristics, maternal serum biomarkers and uaD indexes. Methods: This is a prospective pregnant cohort study of 598 singleton nulliparous consecutive women. UaD investigation was performed by transabdominal sonography between 11+0 and 13+6 weeks, and between 17+0 and 21+6 weeks. All the serum samples for measurement of several placental biomarkers were collected at the first trimester. Maternal demographic characteristics were recorded at the same time. Receiver operating characteristic curves and predictive values were used to analyze the predictive powers of the above parameters. Different combinations and their logistic regression predictive models were analyzed. Results: Among 598 women, 20 developed preeclampsia (3.3%), 7 developed early-onset preeclampsia (1.2%), 52 developed gestational hypertension (8.7%), 10 developed gestational hypertension with delivery before 37 weeks (1.7%). Second trimester uterine artery pulsatility index was the best predictor with statistical significance for all the outcomes. In the multivariable logistic regression analysis, the best predictive value in the first and second trimester was obtained for the prediction of early onset preeclampsia. The combined screening showed significantly better results compared to either maternal parameters or Doppler alone. Conclusion: As a single marker, second trimester Doppler has the highest predictive value for hypertensive disorders, preterm birth and SGA. Combination of the maternal demographic characteristics, maternal serum biomarker and uaD improves the screening efficacy, especially when this necessitates early delivery. Key words: Hypertensive disorders of pregnancy, Doppler, Maternal serum biomarkers, Maternal demographic characteristics, Screening, Multivariable predictive model.

Le but de cette étude était de mesurer le niveau d’acceptation des rôles de l’infirmière praticienne de première ligne (IPPL) par les usagers de CLSC, selon les caractéristiques socio-démographiques de ceux-ci. La collecte de données pour cette recherche synthétique comparative s’est effectuée dans cinq CLSC de la région montréalaise par des questionnaires auto-administrés. L’échantillon accidentel est composé de 316 personnes de 18 ans et plus, se présentant au CLSC pour un problème de santé. Ces personnes étaient sollicitées par des affiches ou par des suggestions de la réceptionniste dans les salles d’attente. Les résultats révèlent que près de 40% de l’échantillon acceptent tous les rôles de l’IPPL. Des analyses de régression logistique montrent que les personnes ayant un revenu annuel élevé (supérieur à 40000$) sont plus susceptibles d’accepter tous les rôles de l’IPPL. Ces résultats vont permettre aux décideurs de prendre les mesures nécessaires pour implanter ce nouveau groupe professionnel ; ils peuvent également aider les IPPL à concevoir des stratégies pour faire une promotion efficiente de leur rôle en pratique avancée auprès de la population. / The purpose of this study was to measure the level of acceptance of the Primary Care Nurse Practitioner (PCNP) roles, by CLSC users, according to their socio-demographic characteristics. The data acquisition for this comparative synthetic research was carried out in five CLSCs in the Montreal region through a self-administered questionnaire. The accidental sample consisted of 316 people, 18 years and older, presenting to the CLSC with a medical problem. The sample group was propositioned by posters or through the suggestions of the receptionist in the waiting room. The results reveal that nearly 40% of the sample accepts every role of the PCNP. A logistic regression analysis shows that those earning a higher annual income (greater than $40,000) are more likely to accept all PCNP roles. These results will make it possible for the decision makers to take the necessary actions to establish this new occupational class; it may also help PCNPs to create strategies for efficient promotion to the general public, in regards to their advanced practice role.

<p>The purpose of this research is to study the effect of different demographic and socio economic factors on the contraceptive use among currently married women of age 15-49 in the two regions of Ethiopia, Amhara (17,214,056) and Oromiya (27,158,471). Data are obtained from the 2005 Ethiopian Demographic and Health Survey (EDHS). Information on contraceptive use was provided by current use 1334 (14.7), future use 4017 (52.0), unmet need for spacing 1817 (20.0) and limiting 1249 (13.3) currently married women aged 15&ndash / 49 interviewed in the 2005 Ethiopian Demographic and Health Survey (EDHS).</p>

Workplace bullying is creating negative physical and psychological effects on employees and has a serious impact on the organisations’ bottom line. Workplace bullying has been related to excessive absenteeism, high employee turnover and hostile work environments. However, no recent studies on the prevalence of workplace bullying in the South African context are available. This is important because of the multicultural, multiracial composition of the South African workforce, and socio–demographic factors such as race, gender, age, education level and type of industry should be investigated to determine if differences exist with regard to the experience of workplace bullying. The personality resource, sense of coherence, should add an important element to this study, as the results could offer an important indicator for managers to change the employee’s environment in order to render the stimuli to which they are exposed more understandable, significant and manageable. In South Africa, diversity, multiculturalism, affirmative action and equal employment opportunity are words in common currency in a newly democratic country. Literature suggests that if diversity within African organisations is positively experienced, it could enhance harmony and effectiveness within that organisation. The objectives of this study were to 1) determine the relationship between workplace bullying, socio–demographic characteristics, sense of coherence and diversity experiences according to the literature; 2) to determine how frequently employees in South Africa experience acts of workplace bullying; 3) to determine if there are significant differences between socio–demographic groups (including race, gender, age, education and industry) with regards to workplace bullying; 4) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regards to sense of coherence; and 5) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regard to diversity experiences. An availability sample (N = 13 911) was utilised to determine the prevalence of workplace bullying in a sample of South African employees. Frequencies were used to determine the prevalence of workplace bullying for the total sample and MANOVA was used to determine differences between the groups. The results indicated that workplace bullying is a prevalent problem in South Africa, as people experience frequent overall bullying (4% reported being often bullied; 31,1% reported being always bullied). On the socio–demographic characteristics, Blacks experienced a higher level of workplace bullying in comparison with the other race groups, and men and women experience statistically significant differences with regards to workplace bullying. It was evident that older employees experience statistically significantly lower levels of bullying, and a statistically significant difference between those employees with a secondary and tertiary education was found. It seems that the highest levels of direct bullying by supervisors occurred in the government industry, followed by the mining industry. Individuals with a higher SOC experienced lower levels of bullying compared to individuals with a lower SOC. Statistically significant differences were found on all bullying dimensions with regards to diversity experiences. Recommendations were made for future research and organisations. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Workplace bullying is creating negative physical and psychological effects on employees and has a serious impact on the organisations’ bottom line. Workplace bullying has been related to excessive absenteeism, high employee turnover and hostile work environments. However, no recent studies on the prevalence of workplace bullying in the South African context are available. This is important because of the multicultural, multiracial composition of the South African workforce, and socio–demographic factors such as race, gender, age, education level and type of industry should be investigated to determine if differences exist with regard to the experience of workplace bullying. The personality resource, sense of coherence, should add an important element to this study, as the results could offer an important indicator for managers to change the employee’s environment in order to render the stimuli to which they are exposed more understandable, significant and manageable. In South Africa, diversity, multiculturalism, affirmative action and equal employment opportunity are words in common currency in a newly democratic country. Literature suggests that if diversity within African organisations is positively experienced, it could enhance harmony and effectiveness within that organisation. The objectives of this study were to 1) determine the relationship between workplace bullying, socio–demographic characteristics, sense of coherence and diversity experiences according to the literature; 2) to determine how frequently employees in South Africa experience acts of workplace bullying; 3) to determine if there are significant differences between socio–demographic groups (including race, gender, age, education and industry) with regards to workplace bullying; 4) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regards to sense of coherence; and 5) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regard to diversity experiences. An availability sample (N = 13 911) was utilised to determine the prevalence of workplace bullying in a sample of South African employees. Frequencies were used to determine the prevalence of workplace bullying for the total sample and MANOVA was used to determine differences between the groups. The results indicated that workplace bullying is a prevalent problem in South Africa, as people experience frequent overall bullying (4% reported being often bullied; 31,1% reported being always bullied). On the socio–demographic characteristics, Blacks experienced a higher level of workplace bullying in comparison with the other race groups, and men and women experience statistically significant differences with regards to workplace bullying. It was evident that older employees experience statistically significantly lower levels of bullying, and a statistically significant difference between those employees with a secondary and tertiary education was found. It seems that the highest levels of direct bullying by supervisors occurred in the government industry, followed by the mining industry. Individuals with a higher SOC experienced lower levels of bullying compared to individuals with a lower SOC. Statistically significant differences were found on all bullying dimensions with regards to diversity experiences. Recommendations were made for future research and organisations. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Submitted by Priscilla Araujo (priscilla@ibict.br) on 2016-09-29T15:03:51Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) TeseArianeMaciel.pdf: 1872486 bytes, checksum: df51da50f60b3330c562ff42e441d2ca (MD5) / Made available in DSpace on 2016-09-29T15:03:51Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) TeseArianeMaciel.pdf: 1872486 bytes, checksum: df51da50f60b3330c562ff42e441d2ca (MD5) Previous issue date: 2015-03-20 / Este estudo buscou identificar as diferenças de gênero no uso e apropriação das tecnologias de informação e comunicação (TICs) disponíveis aos usuários do programa de inclusão digital do Governo Federal, Governo Eletrônico Serviço de Atendimento ao Cidadão – GESAC, utilizando-se os dados da Pesquisa Nacional de Avaliação do Programa - PNAG. Os processos cognitivos envolvidos no aprendizado e apropriação das TICs, e sua relação direta com a inserção dos indivíduos na sociedade do conhecimento pela via da inclusão digital são abordados no capítulo 2. Para tratar da questão de gênero, o terceiro capítulo traz um panorama das conquistas femininas notadamente nos dias de hoje, quando a inclusão digital mostra-se como ferramenta de aumento da cidadania das mulheres na busca da igualdade entre os gêneros. A pesquisa analisa os dados de 8483 usuários de pontos de presença do GESAC, coletados durante a PNAG. A abrangência nacional do programa e, portanto dos dados utilizados, contemplou os diversos pontos de presença, que se encontram instalados em laboratórios de informática de escolas públicas, Pontos de Cultura, unidades militares, sindicatos, associações e organizações não-governamentais. Estes dados secundários, disponíveis em software estatístico, permitiram a realização de análises focalizando as relações entre as variáveis sociodemográficas – gênero e condições sociais – e as variáveis que visaram captar as características do uso, as finalidades de uso e as opiniões dos usuários sobre o seu próprio aprendizado. Utilizaram-se classificações de finalidades de uso da internet: aquelas que contribuem para o capital social, para o capital cultural e aquelas que têm finalidade utilitária. Os resultados mostraram equilíbrio entre os gêneros em diversos aspectos do uso e apropriação das TICs. Entretanto, também foram observadas diferenças de gênero em aspectos que podem impactar em oportunidades para as mulheres, como a liderança masculina na busca por informações sobre trabalho e no uso do dinheiro e em iniciativas que exigem independência e pro-atividade no uso das TICs, como fazer downloads e criar blogs e websites, assim como manter-se informado e utilizar a internet para o lazer. As mulheres, por sua vez se destacam no uso das TICs para tarefas que estão ligadas a papeis tradicionalmente femininos, como o cuidado com o bem estar, além de uso para educação. As atividades que mais se destacaram para o incremento do capital social foram uso de mensageiros eletrônicos e sites de relacionamento. As contribuições mais expressivas na aquisição de capital cultural foram: fazer trabalhos escolares e ler notícias, enquanto que o uso da internet para realização de cursos online ainda apresenta valores muito aquém do desejável. / This dissertation focuses on social and gender differences in use and appropriation of information and communication technology (ICT) by users of a Brazilian federal government program for digital inclusion – Governo Eletrônico Serviço de Atendimento ao Cidadão (GESAC). The literature that considers social and cognitive problems involved in ICT learning and appropriation and its consequences for participation in knowledge society are discussed. Women conquests and gender problems related to ICT use are also considered. Data analyzed here were obtained from a research project aimed at evaluating the above mentioned government program – a Pesquisa Nacional de Avaliação do Programa – carried out in 2009 all Brazilian states, and obtaining information about program users of these “Pontos de Presença” (Presence Points), installed in a large range of institutions, including public schools, non-government associations, military units, etc. Several aspects users ICT knowledge, use and opinion about the program from 8483 program users. These secondary data allowed one to explore relationships between social-demographic variables that seek to detect ICT use appropriation. Based on the literature that discusses ICT impact in society, a classification of types of ICT were utilized in the analyses which therefore aggregates ICT uses that contribute to the “cultural capital”, “social capital” and to utilitarian purposes. Although gender differences were not outstating, results obtained suggest that mem use ICT and search information in the internet more independently and in a more or-active way, as it is case of downloads and blogs and websites creation, whereas women use it more for the fulfillment of tasks characteristics of women’s social roles, as information about wellbeing and education.

No description available.

Объектом исследования является общественная безопасность региона в условиях общества риска. Предмет исследования – управление социально-демографической безопасностью региона в условиях общества риска. Цель работы заключается в изучении социально-демографической безопасности региона в контексте общественной безопасности в условиях общества риска, оценке состояния социально-демографический безопасности и разработке рекомендаций, направленных на совершенствование системы управления социально-демографической безопасностью в Свердловской области. В работе раскрыта сущность риск-ориентированного подхода в управлении общественной безопасностью через призму теории общества риска, проведен анализ нормативно-правового регулирования социально-демографической и общественной безопасности; с помощью метода анализа статистических данных и экспертного интервью был составлен перечень угроз социально-демографической безопасности региона; проведена оценка социально-демографического положения Свердловской области; проанализирована система управления региональной общественной безопасностью; идентифицированы основные угрозы социально-демографический безопасности региона; составлен перечень критериев социально-демографической безопасности в системе общественной безопасности; предложен проект по созданию Межведомственного совета по обеспечению социально-демографической безопасности Свердловской области. / The object of the research is the public safety of the region under the conditions of a risk society. The subject of the research is the management of the socio-demographic security of the region in a risk society. The purpose of the work is to study the socio-demographic security of the region in the context of public security in a society at risk, assess the state of socio-demographic security and develop recommendations aimed at improving the management system of socio-demographic security in the Sverdlovsk region. The paper reveals the essence of the risk-oriented approach in public security management through the prism of the theory of risk society, analyzes the legal regulation of socio-demographic and public security; using the method of analysis of statistical data and expert interviews, a list of threats to the socio-demographic security of the region was compiled; an assessment of the socio-demographic situation of the Sverdlovsk region was carried out; analyzed the management system of regional public security; identified the main threats to the socio-demographic security of the region; compiled a list of criteria for social and demographic security in the public security system; a project was proposed for the creation of an Interdepartmental Council for ensuring the social and demographic security of the Sverdlovsk region.

Recent increase in widespread use of facial recognition technologies have accelerated the utilization of demographic information, as extracted from facial features, yet it is accompanied by ethical concerns. It is therefore crucial, for ethical reasons, to ensure that algorithms like face recognition algorithms employed in legal proceedings are equitable and thoroughly documented across diverse populations. Accurate classification of demographic traits are therefore essential for enabling a comprehensive understanding of other algorithms. This thesis explores how classical machine learning algorithms compare to deep-learning models in predicting sex, age and skin color, concluding that the more compute-heavy deep-learning models, where the best performing models achieved an MCC of 0.99, 0.48 and 0.85 for sex, age and skin color respectively, significantly outperform their classical machine learning counterparts which achieved an MCC of 0.57, 0.22 and 0.54 at best. Once establishing that the deep-learning models are superior, further methods such as semi-supervised learning, a multi-characteristic classifier, sex-specific age classifiers and using tightly cropped facial images instead of upper-body images were employed to try and improve the deep-learning results. Throughout all deep-learning experiments the state of the art vision transformer and convolutional neural network were compared. Whilst the different architectures performed remarkably alike, a slight edge was seen for the convolutional neural network. The results further show that using cropped facial images generally improve the model performance and that more specialized models achieve modest improvements as compared to their less specialized counterparts. Semi-supervised learning showed potential in slightly improving the models further. The predictive performances achieved in this thesis indicate that the deep-learning models can reliably predict demographic features close to, or surpassing, a human.

In today’s dynamic global environment, organizations need to be agile and adaptive by practicing innovative strategies in order to sustain and remain competitive. One indicator of organizational sustainability is its productivity, which translates into the productivity and performance of employees in the organization. Performance evaluation of employees is an important step in measuring the employee productivity. Such evaluations are in general conducted annually using a performance appraisal system (PAS). The annual appraisal using PAS has two major drawbacks. The first drawback is the long frequency of the appraisal process. As it is an annual affair, the errors such as subjectivity, recency error, bias, halo effect, stereotyping etc. creeps in, and as a result the evaluations will not be proper. The second drawback is with respect to fixation of target/goal achievement. While achieving the targets/goals which are fixed at the beginning of the appraisal period are important, any steps towards achieving such goals are equally important. These drawbacks can be addressed to an extent by having an ongoing or continuous method for performance evaluation of employees. Hence there is a need for continuous performance evaluation of employees (CPEE). Although the importance of CPEE has been highlighted in the literature, we are not aware of any process by which CPEE could be operationalized. In order to implement and sustain, any organizational process, it should produce certain periodic outputs, which is meaningful to its administrators and beneficiaries. In the case of CPEE one such output could be to provide a proper and timely rewards and recognition (R&R). R&R is a motivational tool used for appreciation which could boost employee performance and productivity. Research underline that R&R is strongly and positively correlated to the performance of employees. As defined in thesis, Reward is the materialistic part of the appreciation (such as memento, certificate etc.), while Recognition is the feeling of being appreciated (such as a pat on the back or a public applause). Both Reward and Recognition is considered in unison and considered as mutually inclusive in this thesis. There is some variation of R&R practiced in organizations, known as employee awards. Such awards are motivating enough for the employees. In general, the employee awards are based on nominations from the managers, which are scrutinized by an individual committee and one among the nominated employees is offered the award. Nevertheless employees are often clueless about what performance fetched them the award. In other words the criteria for such awards are often unknown. Similar to PAS, the criteria for such evaluations are developed mostly by the employers with hardly any input from the employees. Additionally the employee awards are heavily dependent upon the PAS and it is mostly an annual affair. Hence the drawbacks for PAS are also applicable for the existing employee awards process. In order to address these drawbacks, R&R should be given in an ongoing and continuous manner. Although the importance and the positive correlation between R&R and employee performance has been established, it has not known to be widely practiced in organizations. This could be due to a lack of proper framework to implement such programs. The CPEE process could be the basis for providing R&R. Therefore this thesis is aimed at developing a comprehensive framework for CPEE to offer R&R. Performance of employee is a sum total of the performances across various dimensions (such as knowledge, skills, attitudes and behaviours). As the performance for employees is a multi-dimensional concept, the criteria for evaluation using CPEE process should also be based on multiple criteria. Therefore in order to effectively address the operational process of CPEE to offer R&R, a multi-criteria decision making (MCDM) method based model needs to be developed. A focused review of the existing literature on performance evaluation of employees substantiated the research problem that there is a lack of proper framework for CPEE to offer R&R. In order to address this research problem, the main objective of this thesis is to develop a comprehensive, formal and objective method to evaluate the employee performance in a continuous manner based on multiple evaluation criteria from the perspectives of employees as well as employers to offer proper and timely reward and recognition to the best performing employee(s). In order to address the main objective of the research, the following objectives are envisaged: 1. To identify the set of variables/criteria with respect to both employees’ and employers’ perspectives and to propose an initial framework for CPEE to offer R&R. 2. To develop a final framework for CPEE to offer R&R based on the initial proposed framework and descriptive research 3 To develop a multi-criteria-decision-making (MCDM) method for the proposed framework for CPEE to offer R&R The scope of this research is limited to Information Technology (IT) organizations due to the alarming rate of attrition and the presence of younger population who are knowledge workers. They expect frequent appreciation and continuous feedback regarding their performance. In this thesis, employees are represented by Software Engineers (SEs) and the employers are represented by Project Managers (PMs). Research Objective 1: In order to address the first research objective a six phased approach is planned. In the first phase, the available literature on existing performance evaluations in general and employee motivations are reviewed to identify the possible variables/criteria for CPEE to offer R&R. This resulted in 51 variables for performance evaluation. As it cannot be confidently asserted whether these variables are applicable to employees of IT organizations, a set of unstructured interviews are conducted with Software Engineers to prepare Case-lets. This Case-let approach with Software Engineers is carried out in the second phase and 7 Case-let reports are prepared. From the analysis of the 7 Case-let reports, 27 variables are identified. As the variables identified from Case-let approach may not represent the entire IT employees, a series of semi structured interviews are conducted among 58 Software Engineers in the third phase to identify further variables/criteria and accordingly 35 variables are identified. In order to obtain the list of variables/criteria based on employers’ perspectives and to validate the set of variables/criteria suggested by Software Engineers, 31 Project Managers are interviewed following semi structured interview method in the fourth phase and 33 variables are identified. In the fifth phase, the variables identified from second to fourth phases are triangulated with those identified from literature (i.e. first phase) which resulted in 33 unique variables that could be used for CPEE of Software Engineers to offer R&R. The final set of 33 variables/criteria are appropriately grouped into variables relating to Demographic Characteristics of Software Engineers (DCSE) and Performance of Software Engineers (PSE). Accordingly, 5 variables related to DCSE and 28 variables related to PSE out of the 33 variables finalized for CPEE to offer R&R, are grouped. Utilizing these grouped sets of variables in DCSE and PSE, an initial framework for CPEE to offer R&R is proposed in the sixth phase. Research Objective 2: In order to validate and to statistically finalize the proposed initial framework, a descriptive research is conducted. For this the importance of each of the identified 33 variables are sought from 443 Software Engineers from 12 IT organizations. A bivariate analysis is planned to analyse the significance of variables of DCSE with the variables of PSE. As there are 28 variables in PSE, they are further grouped with respect to the latent structure using a factor analysis. The factor analysis yielded six factors for measuring PSE. The factors (called as main criteria) are Proactive, Prompt, Resourceful, Responsible, Diagnostic and Dynamic. Based on the bivariate analysis among variables in DCSE and the six main criteria, only three variables, out of five variables of DCSE emerged as significant. Based on the factor analysis and bivariate analysis, the proposed initial framework is modified. Appropriate hypotheses are proposed to indicate the relation between DCSE, PSE and R&R in the modified framework. The modified framework is validated by developing suitable Structural Equation Model (SEM) to verify the hypotheses. The relative influence of DCSE, PSE and R&R are identified based on statistical validation and the framework is finalized. Research Objective 3: As there are six main criteria identified in PSE for CPEE to offer R&R, the proposed framework could be appropriately modelled using MCDM method(s)/models(s). As CPEE is a continuous process, the performance evaluation using CPEE should take only a minimum time for completion of evaluation process, and it should be easy to implement and administer and also should be flexible to accommodate any changes in the criteria or alternatives. These are the preconditions to select the suitable MCDM method(s)/model(s) to operationalize the process of CPEE to offer R&R. In order to select a suitable MCDM method from the available methods, various MCDM methods are screened based on the expected preconditions of the framework. Pugh Matrix Method (PMM) is selected for the CPEE process and is modified to address the basic drawbacks of PMM so as to utilize in this thesis. Accordingly, the MCDM methods: AHP and a Modified Pugh Matrix Method (MPMM) (which are meeting the expected preconditions of the framework such as minimum time, maximum easiness and maximum flexibility) are considered to model the proposed framework for CPEE to offer R&R. The AHP is used to calculate the relative weights and the MPMM is used to compare the performance of employees to provide a relative score. Accordingly, the proposed MCDM based modelling framework for CPEE to offer R&R is demonstrated by developing a suitable example. The MCDM method for CPEE to offer R&R developed in this thesis provides a performance score for every employee for every performance-cycle of CPEE. This score could be stored in a database which could be appropriately utilized during the periodic performance appraisal process using PAS. Overall, the contributions of the research are: (i) a new research problem on CPEE to offer R&R is identified (ii) a set of variables/criteria are identified from both employees and employers perspective, particularly for IT Organizations and an initial framework for CPEE to offer R&R is proposed (iii) a statistically finalized framework for CPEE to offer R&R is presented with the variables/ criteria identified (iv) simple MCDM methods are developed for the operationalization of the proposed framework for CPEE to offer R&R and a possible integration with the organization’s existing PAS is also conceptually presented. (ii) Although the research has accomplished its objectives, there are certain limitations such as (i) the focus of research is limited only to IT organizations, and hence cannot necessarily be generalized, the sampling is based on convenience and assumed to represent the entire IT population in the country and (iii) other MCDM methods are not explored so as to develop the proposed framework. Addressing these could be some of the future research directions in this area.