优化多层次分析法的影响因素绩效评价模型  

Optimizing performance evaluation model of influencing factors of AHP

作　　者：王子慧 任宁宁 周毅 吴帅 王辉 WANG Zi-hui;REN Ning-ning;ZHOU Yi;WU Shuai;WANG Hui(School of Information Engineering,Henan University of Science and Technology,Luoyang 471023,China;Network Information Center,Henan University of Science and Technology,Luoyang 471023,China)

机构地区：[1]河南科技大学信息工程学院,河南洛阳471023 [2]河南科技大学网络信息中心,河南洛阳471023

出　　处：《计算机工程与设计》2023年第7期2039-2046,共8页Computer Engineering and Design

基　　金：河南省教育厅重点基金项目(2019SJGLX023Y)。

摘　　要：为解决传统层次分析法的绩效评价模型存在权重设立主观性强、评价结果不全面等问题,提出一种优化多层次分析法的影响因素绩效评价模型。对传统层次分析法进行优化,利用五标度法代替九标度法进行专家打分,降低建立一致性矩阵的难度,五标度法能够保持该方法的精确性,有效减少计算量。在此基础上,对输出成果与影响因素进行关联度计算,完成关联度排序。该模型以某高校研究生教育数据为例,验证了其可行性和有效性。To solve the problems of strong subjectivity in weight setting and incomplete evaluation results in the traditional AHP performance evaluation model,an optimized multi-level AHP performance evaluation model for influencing factors was proposed.The traditional AHP was optimized,and the five-scale method was used instead of the nine-scale method for expert scoring,which reduced the difficulty of establishing a consistency matrix.At the same time,the five-scale method can not only maintain the accuracy of the method,but also effectively reduce the amount of calculation.On this basis,the correlation between the output results and the influencing factors was calculated,and the ranking of the influence degree of each factor on the output results was completed.The model takes the postgraduate education data of a university as an example to verify the feasibility and effectiveness of the method.

关 键 词：影响因素分析 优化层次分析法 熵权法 灰色关联度分析 绩效评价 指标权重 研究生教育 

分 类 号：TP391[自动化与计算机技术—计算机应用技术]