A Qualitative Study of the Barriers Underlying Organizational Performance Measurement in Educational Systems Focusing on the Individual AndOrganizational Factors and Their Reciprocal Negative Synergy

Background & objective: the present study aimed to identify the barriers in the currentsystem of organizational performance measurement and determine the educationalchallenges within the framework of stufflebeam and coryn (2014) meta-evaluationmodel in 14 educational offices in zanjan province, iran.materials and methods: this exploratory study was performed using a qualitativeapproach and conventional content analysis. interviews were based on the stufflebeamand coryn (2014) meta-evaluation model. in total, 154 codes were verified by 10participators.results: among 154 acquired codes, the most important themes were deduced throughthe assessment of organizational performance measurement in the educational system.these themes included the ‘mutual incompetency between the individual andorganization’, ‘individual factors affecting the assessment’, ‘organizational factorsaffecting the assessment’, ‘imaginary-cognitive factors’, and ‘results and consequences ofestablishing a system for organizational performance evaluation’. in addition, fourthemes emerged regarding the problems associated with the measurement oforganizational performance, including the ‘individual and structural problems of theorganization’, ‘problems associated with the organizational culture and climate’, ‘conceptual (perceptional) challenges’, and ‘functional problems’. some researchsuggestions have also been provided.conclusion: according to the results, the efficiency of the organizational performancemeasurement system reduces due to barriers such as the low professional competency ofthe staff, poor technical skills in quantitative analysis, and inattention to the methodologyof organizational performance evaluation within the context of organizing andcoordinating the weaknesses of an organization without using the necessary tools toaddress the lack of priority in performance evaluation and poor organizational accountability.