p指数运用于人才评价的有效性实证研究

Application of p-index to Evaluating Individual's Performances

h指数用于高发文、高引用的学者评价是有效的,但对低发文、高引用的学者进行评价存在缺陷,且数值易于雷同,不易区分。p指数在学者研究绩效评价方面具有同h指数相一致的维度,它不仅考虑学者的被引次数(C),而且考虑学者的研究质量指标——平均被引率(C/N)。以图书情报与文献学科领域49位专家为例,对比分析专家的发文量(N)、被引次数(C)、平均被引率、专家h指标、g指数、p指数,并进行相关性分析。结论:p指数优于现有的h指数、g指数,更具有评价的合理性,应在更大范围内进一步使用。

The h-index is effective in evaluating research achievements for scholars with more published papers and highly cited papers. But, the drawback of h-index can he found in evaluating research achievements for scholars with less published papers and yet with highly cited papers. Also, it becomes difficult to discriminate between these cases which many individuals land up with the same h-index. A new indicator called the performance index （p-index） can be used to evaluate research achievements instead of h-index because h-index and p -index have the same evaluation dimensions. The p-index strikes the best balance between citation quantity （total citations C） and citation quality （mean citation rate C/N）. In the paper, taking 49 researcher in library and information science field as an example, the authors compare some performance indicators, such as total citations C, total number of papers N, a mean citation rate （C/N）, p-index, h-index, and g-index. , and analyze the correlations of these indicators. The conclusion is that p-index is more reasonable than h-index and g-in- dex, and can be used in more extent.