Scientific Journal of Rescue Relief
Volume:9 Issue: 2, 2017

The earthquake is one of the saddest and most terrible natural disasters that every year kills many people around the world. And it causes a lot of damage. These damages are not limited to material damage, but also many injuries and social damage bring to the community. Although the earthquake is a natural disaster, but due to this various social effects become a social subject and created vulnerable groups. One of these groups is Rescuers. The present study aimed to investigate the social vulnerability of rescuers in the earthquake.
The present study involved a cross-sectional qualitative-quantitative method. population was comprised of all the Rescuers in Kerman and East Azarbaijan provinces.In the qualitative part, in order to identify social problem of Rescuers who experienced earthquake ,categories has been collected by focus group for this purpose seventeen people were selected by purposive sampling method for focus group of rescuers and identified of social damage of the earthquake .In the quantitative phase, ninety Rescuers who have experienced the earthquake of Bam, Varzaghan and Ahar selected randomly, also ninety rescuers who have not experienced an earthquake selected and matched with the first group. Both groups answer to questionnaire of social isolation, social anomalies and burnout questionnaire. The collected data was analyzed by SPSS software (version 21) and T test.
Findings:In the qualitative part, social damage of earthquakes, including social isolation, Social anomalies and burnout were identified through interviews. In the quantitative results the average of Social anomalies was(78/23± 46/74) social isolation was(63/2± 9)and burnout was (91/18± 93/80)among Rescuers in the earthquake but the average of Social anomalies was(27/22± 2/50)social isolation was(34/2± 7)and burnout was (77/17± 03/40) among other Rescuers. Than the rate of social isolation, Social anomalies and burnout of the Rescuers who have experienced the earthquake are more than other Rescuers (P

The importance of attracting and sustaining volunteers and people’s participation is so much that all the efforts and activities of the Red Crescent population are defined. The present study investigates the effective factors of attracting and maintaining volunteers in the Red Crescent society of Khorasan Razavi province.
This study is conducted as a cross-sectional survey, in which 350 of questionnaire were completed among volunteers from the Red Crescent Society of Khorasan Razavi. Studied sample was selected among the branches of high potential, low potential and semi potential areas of Khorasan Razavi province using stratified sampling method.
Findings: Volunteers attract to Red Crescent to aiming to learn about the safety. Having the appropriate skills for the activities of the Red Crescent, mouth-to-mouth advertising through friends and other family members, and media and environmental advertising are considered as effective factors in attracting volunteers. In addition, satisfaction of the nature and content of the activity has been the most important factor to maintain volunteers. It means that if the activity which a member performs is happier, more transparent (in terms of description of tasks) and appropriate to his interests, likelihood of maintaining is increased.
Enhancing the motivation of volunteers is a key trend in social development and participation in society, then it is necessary to think of achieving to goal in a desirable manner. Lots of solutions in attracting and maintaining volunteers is refers to promote and improve the awareness and recognition of members of the goals and activities about Red Crescent before and after of membership. On the other hand, whit proper planning of activities Red Crescent would be able to use interest of volunteer’s in cautiously and targeted manner to achieve its goals.

Implementing of strategic human resource planning considering futures studies concepts requires some prerequisites and requirements. Hence, the study aims to identify Individual / behavioral, Organizational / structural and Infrastructural / environmental prerequisites and requirements to implement this process in Isfahan Red Crescent organization. To achieve this goal, we used questionnaires by using of partial least squares methods, confirmatory factor analysis, the average variance extracted, share index, convergent validity, divergent validity of Fornell and Lacker, one-sample t-test and Smirnov Kolomogrov test. Finally, the prerequisites and requirements levels in all three categories was evaluated slightly higher than average. Therefore, organization should prepare small workshops to increase the knowledge about the futures studies concepts, the strategic orientations of organization, and its Institutionalization in organization and human resources department. Also increasing the flexiblity of organization and human resources programs and establishment of environmental scanning unit should be considered as the agenda of the organization.

The establishment of any fundamental transformation can only be achieved through the precise knowledge of the strengths and weaknesses of organizational culture. The unpredictability of continuous change at various levels also requires organizational agility. In order to reduce the risks of natural disasters and the resulting crisis, which creates sudden and unpredictable problems, the organizations involved in the crisis need to be agile.
This research is an applied type and its method is a descriptive correlation type. The statistical population of this study was 250 people. The sample size was 148 with Krejcie and Morgan tables and simple random sampling method and the main instrument of research was Cameron & Quinn model organizational culture questionnaire (2006) and organizational agility Sharifi and Zhang (1999). Content validity was confirmed by experts and reviewers. The reliability coefficient of the internal consistency (Cronbach's alpha) for the questionnaires was 0.88 and 0.89, respectively, and for the whole tool was 0.92. In data analysis, frequency, percentage, mean, standard deviation, Pearson correlation coefficient and two-variable and multiple regression are used.
Findings: culture market (Competitive) with the average (2.85) achieved the highest rank of organizational culture. The significance of the F test statistic for determining the relationship between organizational culture and organizational agility is 105.611 at the level (P-VALUE = .000). The results of multiple regression showed that the market subculture (competitive) with coefficient (β = 0.47), and (β = 0. 473) and (β = 0.51) predicted Responsibility, speed and flexibility indicators The agility of enterprise is. And hierarchical subculture (β = 0.397) and market subculture (competitive) (β = 0.91) predict organizational agility. Also, the market subculture (competitive) (β = 0.251) and hierarchical subculture (β = 0/230) are also predictors of organizational agility flexibility.
The results showed that market culture (competitive) is the culture that governs the headquarters of the Red Crescent Society. Also, organizational culture (β = 0. 672/0) can positively and significantly predict organizational agility. 45% of organizational agility variance is explained by organizational culture. The value of R2 indicates that 0.44 of the variance of the response index, 0.41 of the variance of the competency index, 0.18 of the flexibility index variance and 0.24 of the organizational agility flexibility of the variance by organizational subcultures are explained. Among the organizational culture types, market culture is the best predictor of Responsibility indicators, the speed and flexibility of organizational agility and hierarchical culture as the best predictor of the organizational agility competence rating in the Red Crescent's headquarters.

This research was aimed at designing a model for institutionalizing organizational learning and analyzing its relationship with self-efficacy in the Red Crescent Organization of the whole country.
The research method is exploratory. Using the Cochran formula, the sample size was determined to be 215 people. In order to design an organizational learning institutionalization model, after studying the general texts of sociology and scientific bases, 450 concepts have been extracted about the institutionalization of culture. Through the Delphi method, academic researchers and researchers from the Red Crescent Society were put in place to confirm the experts, then, based on the confirmation of the components by the experts, about seventy-three concepts in the field of institutionalization of the organizational learning culture were agreed by the experts and a questionnaire was prepared In the first stage, considering the exploratory analysis of the software using seventy-three concepts, five main components including management, goals, cultural, strategic, and learning components were identified and named according to the research authors. In the second stage, the methodology and software used to determine the significance and impact of the criteria were used to determine the significance and impact between the criteria. In the third stage, using the LaserLes software, the organizational learning institutionalization model was designed.
Findings: After designing the institutionalization model of organizational learning In response to the first hypothesis of research based on the relationship between the components of the institutionalization model Organizational learning (cultural factors, management, goals, strategic and learning) has a relationship with self-efficacy dimensions (successful experiences, verbal or social persuasions, emotional and physiological states), confirmed.
The results of the second hypothesis are based on the relationship between the components of organizational learning institutionalization with the automatic multi-factor input.
Based on the results of step-by-step regression analysis, the relationship between the organizational learning institutionalization components with auto-earning factors (successful experiences, verbal or social stimuli, emotional and physiological states) is significant have been.

Solving problem is a feature that everybody needs in her/his personal and occupational life. One of the areas that its employees are in conflict with complicated problems and working to these areas require appropriate strategies for solving problem is Crisis and Relief and Rescue management and consequently relevant academic disciplines such as Relief and Rescue and Disaster Relief. The purpose of this study was to investigate the relationship between emotional intelligence and endurance with strategies of undergraduate students’ problem solving in Relief and Rescue in the Red Crescent of Tehran Province who are current or future crisis and rescue workers.
This study was from correlation in terms of purpose, function and descriptive method. The statistical population consisted of undergraduate students of Relief and Rescue in the Red Crescent of Tehran Province and the volume number of sample was 88 according to the Cochran formula that responded to three questionnaires consist of Connor and Davidson (2003), Bradbury and Garyves (2005) and Cassidy and lung (1996). Regression analysis was used to analyze the data.
Findings: The findings showed that the level of emotional intelligence, endurance and strategies of undergraduate students’ problem solving who were under research is at the desired level and above average. Also the relationship between these variables was statistically significant (p Based on the research results, it is recommended to maintain and also all-out efforts of the Red Crescent educational centers and other organizations related to Crisis management.

One of the most important characteristics in organizations is the ethical feathers of the human resources in workplace. Work commitment is one of the important areas of work ethics that is influenced by a variety of factors in macro levels of community, organizational and personality. Work commitment in Parsons’ AGIL schema is defined as a set of individual moral and emotional attachments toward organization, colleagues, community, and job. However, this research investigates sociologically the factors affecting the performance of duties and job obligations of firefighting personnel in the east of Tehran.

In this descriptive-correlation research, which is applied in terms of purpose is presented in the form of ten hypotheses. All fire department personnel in the east of Tehran were studied by stratified random sampling and finally 300 persons were selected. Data were gathered and analyzed by using questionnaires, SPSS software, and statistical tests such as Pearson correlation coefficient, multivariate regression analysis, and path analysis. Validity and reliability were investigated by examining a sample of the population (30 persons).
Findings: According to the results, the correlation coefficients between six variables including group identity (relational), social identity, professional identity, organizational identity, organizational participation, and job satisfaction have a meaningful relationship with job commitment variable. Moreover, the multivariate correlation coefficient between the dimensions studied coefficient of determination were r= 0.820 and R2=0/673 respectively that means 67% of the variation of the dependent variable of job commitment is covered by the mentioned independent variables.

Organizational justice is one of the most important factors in forming a work commitment. According to the results, the level of justice is not optimal in view of employees and needs to be reviewed. In addition, work commitment is on a good level among employees of firefighting organization based on the research. However, there is a direct and positive relationship between variables. Moreover, as much attention is paid to the components of organizational participation, group identity relational identity, social identity, professional identity, organizational identity, organizational participation, organizational justice, and job satisfaction better results are achieved and the employees of fire department will have a greater work commitment

The present study aims to explain the relationship between the dimensions of work ethics, the individual background of worker's ethic beliefs and staff behavior. This study was carried out in service providers’ organization (water, electricity, gas and telecommunication organization). Since the service type of these organizations are significant for community members and play very important roles in their daily life, any weakness, including moral weakness, causes lots of problems as well as dissatisfaction among the wide range of people. The discussion of work ethics has particular importance in these organizations and consequently, ignoring the ethics of work, either hidden or obvious work ethics, will increase the costs and expenses. These expenses can be identified in different fields, such as reduce in productivity, slowness of organizational dynamics, lack of transparency and disorganization of corporate communications. Considering the history of the researcher's activities in Kerman province's executive agencies and their problems and dissatisfactions over the years, the researchers decided to do research on work ethics.
In terms of method and nature is descriptive and in terms of purpose, it is applied. The population of the study consists of 521 employees and managers of these service provider's organizations. Two hundred and two participants were chosen based on Cochran formula. To determine the reliability and validity of the questionnaire, Cronbach’s alpha coefficient and confirmatory factor analysis have been used. The collected data were measured by SPSS and LISREL.
The results revealed that there is a positive and significant relationship between the dimensions of work ethics, the individual background of work ethics beliefs and the behavior of the employees.
Creating appropriate ethical work atmosphere is necessary for any organization and every individual: since the ethical workplace is influenced by employee's attitudes and feelings about how they perceive dealing with clients and their other associates. Therefore, organizations aim to develop acceptable ethical norms and expect employees to work in line with ethics until the created ethical atmosphere make an ethical workplace. Thus, based on the previous researches that examined the implications of faculty member's pessimism in their work place and found that the ethical workplace has a profound effect on behavior and attitudes of the organization. When employees fully understand their organizations, by having emotional attachment, they will be more committed toothier organizations and as a result, the organization's success will increase dramatically. Therefore, creating appropriate ethical workplace will increase the commitment in the organization.