مجله نظارت و بازرسی
پیاپی 42 (زمستان 1396)

In this conceptual paper, we adopt a social-exchange theory perspective to explain the impact ‎of ‎talent‏ ‏management (TM) on the psychological contract and its outcomes. This relationship ‎is ‎supposedly‏ ‏moderated by generational effects and associated differences in work-related ‎values ‎and preferences.‎‏ ‏Thus, often-neglected individual-level variables are included in the ‎analysis. A ‎framework and testable‏ ‏propositions are provided. As a result, we propose that in ‎contexts where ‎a war for talent prevails, the‏ ‏strong interest of Generations X and Y in training, ‎development, ‎and career advancement make highly‏ ‏engaged and extensive TM activities even ‎more crucial for ‎retaining talented individuals than is the case‏ ‏for the so-called Baby Boomer ‎generation.‎

The existence of deviations and even inappropriate or divergent norms in ‎advisory-regulatory ‎organizations such as NGOs is far more harmful than other ‎non-governmental organizations. ‎Therefore, the need to combat diversion ‎norms in such organizations is twofold. On the other ‎hand, the capacity of ‎normativity (especially inappropriate and diverse norms) varies ‎among ‎individuals and employees. Some people are more resistant to admission of ‎deviant norms ‎in the work environment and some are less resistant. Therefore, ‎the purpose of this study is to ‎identify and investigate the factors affecting the ‎level of diversion of NAJA staff so that it can ‎prevent the spread of diversion ‎norms among employees and increase the level of organizational ‎health. In ‎order to achieve this goal, after studying and compiling the existing ‎background, a ‎mixed method design (sequential exploratory design) was used. ‎In the first phase of the design ‎‎(qualitative study), with 20 experts from NAJA ‎and academic experts, interviews were ‎conducted to identify the factors ‎affecting the diversion normativity, and then, based on the ‎analysis of these ‎qualitative data, effective factors were identified and a questionnaire for ‎data ‎collection in the second phase of design (quantitative study) was prepared. In ‎the second ‎phase, a sample of 990 people was selected using stratified sampling ‎method from the statistical ‎population of the study (i.e. all staff working in ‎NAJA at three levels of officers). The analyzed ‎data confirmed that among the ‎identified factors in qualitative study, subculturial pressure, ‎subordination ‎morale, utilitarian ethical thinking, and extreme supervision, have a positive ‎and ‎significant effect on the diversional normality of NAJA employees. Also, ‎based on the priority of ‎the action, the data obtained from NAJA showed that ‎the priority in the field of corrective ‎actions is first with a utilitarian ethical ‎thinking, and then with subordination and subculture ‎pressure. In addition, ‎comparing the comparison of sample subgroups showed that the effect ‎of ‎subculture pressure on young employees and employees with less education ‎was higher than ‎that of older employees and employees with higher education; ‎the deviant effect of ‎subordination morale was higher in employees with higher ‎education, and the deviant effect of ‎utilitarian ethical thinking on lower income ‎officers is far higher than those with higher incomes.‎

The purpose of this study was to identify and prioritize effective factors on decision making in ‎managers and commanders of forces Iran’s NAJA. The statistical population of this research ‎consisted of all managers and commanders of Najah. Of this society, 306 managers were ‎randomly selected. Semi-structured interviews and a questionnaires were used to collect data. To ‎identify the factors influencing decision making, a research background interview was used. ‎Finally, 11 factors of social consequences, managerial skills, behavioral skills, decision-making ‎style, rational factors, personality factors, external factors, creativity, religious factors and values, ‎organizational factors and cultural factors were identified as factors affecting decision making of ‎managers. To investigate the priority of these factors, the hierarchical analysis technique and ‎TOPSIS software were used. Data analysis showed that, in terms of NAJA's managers, cultural, ‎behavioral and social factors were first to third priority respectively. Therefore, it can be said that ‎issues such as the culture of organizational cooperation, trust in the organization, Islamic ethics, ‎trust, and attention to the consequences of decision are very important for managers. ‎

The purpose of this research is first of all to identify the factors affecting the self-monitoring ‎of ‎employees, and secondly, to develop an appropriate model for explaining and measuring it. ‎The ‎method of this applied research is mixed and the data is collected through library and ‎field ‎methods. In order to identify the factors affecting the self-monitoring of Naja staff, the ‎data ‎were collected through semi-structured interviews and the thematic analysis method was ‎used. ‎So they divided into five categories: individual factors, organizational factors, social ‎factors, self-‎regulation factors, and organizational performance factors. Then, by comparing the ‎data with the ‎theoretical framework, a systematic model was developed and its validity was ‎evaluated by a ‎questionnaire and analyzed through descriptive and inferential statistics by SPSS ‎and Smart PLS ‎software. The results of the study showed the significance rate of the value-‎individual factors ‎‎(0.220), the organizational factors (1.337), family-social factors (3.953), and ‎organizational ‎performance factors (58.37), from which it can be deduced that among the 5 ‎factors mentioned ‎above, only the organizational factor does not have a significant relation with ‎self-monitoring.‎

The purpose of this study is to measure the relative efficiency of police command units in ‎the ‎provinces of Iran. For this purpose, one of the deputies of 33 provinces has been considered ‎as a ‎decision-making unit and a statistical sample. The method of this applied research ‎is ‎mixed(quantitative and qualitative); therefore, based on documentary and library studies ‎and ‎interviewing experts and experts in this field, input and output indices were identified in the ‎unit ‎and using the interview sheets, the relative efficiency of the units was obtained ‎quantitatively. ‎Data analysis is based on their coverage analysis method, by which based on on ‎the inputs and ‎outputs of the units, it is possible to obtain the relative efficiency of each province ‎and compare ‎provinces with each other in terms of efficiency. The results indicate that 25 ‎province units have ‎relative efficiency and 8 units have relative inefficiency. As a result, due to ‎the improvement of ‎input and output indices, relatively inefficient provinces can be converted to ‎relative efficient.‎

This article seeks to examine the views and ideas of the Supreme Leader on the management of ‎intellectual capital in the armed forces of the country To use the content analysis approach to ‎extract the management factors of intellectual capital from the point of view of the Supreme ‎Leader, and with the help of the AHP method, it will prioritize the extracted components. This ‎applied research used descriptive-analytic method. The results showed that from ten extracted ‎factors (futurism, the need for attention to research, scientific independence, sientific ethics, ‎human resources, knowledge-based economy, the tendency of intellectual capital to needs, ‎incorporating knowledge, recognizing the enemy, and jihadi work) the factors of jihadi work, ‎recognizing the enemy, elite human resources have had the highest importance in views of Imam ‎Khamenei.‎