جستجوی مقالات مرتبط با کلیدواژه "کارکنان" در نشریات گروه "علوم اجتماعی"

The aim of this study is the role of professional ethics and perceived organizational support in predicting the work performance of employees in coastal cities of Mazandaran province Police Command. This research is applied in terms of purpose, descriptive and correlational in terms of method, and field type in terms of data collection method. The statistical population of the research is all the employees of the coastal cities of Mazandaran police command, which are 253 people. The standard professional ethics questionnaire from Petty (1991), the standard questionnaire of perceived organizational support from Eisenberger et al (1986) and the work performance questionnaire from Alirezaei et al (2012) were used to collect research data. The validity of the questionnaires was confirmed by experts. The reliability of questionnaires was calculated using Cronbach's alpha coefficient for professional ethics questionnaire 0.79, perceived organizational support questionnaire 0.82 and work performance questionnaire 0.76. Data analysis was done using correlation and regression statistical tests through SPSS software. The findings showed that professional ethics has a positive and significant relationship with the work performance of employees. Perceived organizational support has a positive and meaningful relationship with employees work performance. According to the regression test, the work performance of employees can be predicted based on professional ethics and perceived organizational support

The employee performance evaluation model is a very complex, sensitive process and has a special place in the AJA headquarters, and considering that the future wars are mainly based on joint operations, the designers of military operations should use all the capacities of the real battlefields, including air, space, land and sea for to achieve victory and inflict heavy damage on the other party. The main purpose of this research is to design a model for evaluating the performance of the employees of the Islamic Republic of Iran Army in joint operations, and the research method is descriptive and of an applied development type. The statistical population for the qualitative part includes 10 experts, commanders and managers of strategic levels of AJA and 45 people for the quantitative part.To determine the sample population in the qualitative part, the whole number method and in the quantitative part, the distance estimation method of the mean was used. The data collection tool is library and field study. The experiences of professors and expert community were used for the validity of documents, interviews and questionnaires, and spss software and Cronbach's alpha calculation were used to measure validity.The results of this research show that performance evaluation is one of the most effective monitoring tools for efficiency, empowerment and development and improvement of individual and organizational performance and is associated with meritocracy and meritocracy, meritocracy, meritocracy, and accordingly, meritocracy and the creation of healthy classes. And fair relations motivate managers and employees to work hard

In the current research, the pathology of the physical fitness training of Bojnord police command staff in 2023 was discussed. Based on the subject and objectives of the study, this research is applied in terms of purpose and descriptive-survey in terms of the nature of the data. The statistical population was considered to be all managers, teachers and employees of the police force of Bojnord city, and their number was reported to be 274. According to the Morgan table, the statistical sample of the present study was estimated to be 160, and this number of questionnaires was selected through the snowball sampling method. The type of validity of the content questionnaire was confirmed by several experts in this field. And the reliability of questionnaires using Cronbach's alpha for manpower (0.836), structure and organization (0.769), facilities and equipment (0.769), physical injuries (0.841), training content (0.712), training method (0.759) , evaluation (0.765), government employee training process (0.736), employee training rules and regulations (0.742), government employee training system structure (0.768) and the entire questionnaire (0.940. Also, the results showed that the rules and regulations of employee training with an average rating of (1081.40), evaluation with an average rating of (981.28) and the structure of the government employee training system with an average rating of (973.41) are respectively more vulnerable. Physical components with an average rating (241.75( and human resources with an average rating (637.42) respectively have the least injuries in the physical fitness training of the police force of Bojnord.

The performance and job quality of people depends not only on the competencies of the employees but also on their job satisfaction. For effective work, the worker must be healthy and satisfied, and high job satisfaction leads to greater employee productivity in organizations.

This study employed a descriptive correlational design. The statistical population includes all the employees and managers of the Social Welfare Organization of Khorasan Rzavi Province, 44 managers and 1267 employees, of which 24 managers and 132 employees were selected through stratified random sampling. The instruments in this study include job satisfaction and mental health questionnaires, and the NEO Personality Inventory Test (the big five). Research data were analyzed through Pearson correlation, regression, and using SPSS-21 software.

The results showed that there is a positive relationship between job satisfaction and openness to experience, agreeableness, adaptability, and conscientiousness. There is also a negative relationship between the lack of mental health and neuroticism. Furthermore, there is a negative relationship between lack of mental health and openness to experience, agreeableness, adaptability, and conscientiousness. Moreover, there is a positive relationship between lack of mental health and neuroticism. The results also showed that managers’ neuroticism and flexibility were predictors of employees’ job satisfaction, and managers’ openness to experience and agreeableness and adaptability were negative predictors of employees’ mental health.

It can be said that managers are like parents in the family, and their personality, behavior and performance can play a significant role in the productivity of employees, therefore, it is necessary to pay attention to the personality and behavioral characteristics of people in choosing management positions in organizations.

The purpose of this study was to provide a model for enriching and promoting job aspirations of employees of universities and higher education centers. The method of this research was descriptive survey. The statistical population of this study was all the staff of universities and higher education centers in Tabriz and there were 400 people who were selected as a sample based on Krejcie and Morgan table from 196 people by simple random sampling method. For data collection, the standard 18-item job enrichment questionnaire Riff and Tynell (1973), the standard 25-item job aspirations questionnaire of Denziger et al. (2008) were used. The face validity of the instruments was confirmed by the supervisors and consultants and its reliability was calculated using Cronbach's alpha coefficient for the job enrichment questionnaire of 0.83 and the job aspiration questionnaire of 0.91 which was statistically significant. Descriptive statistics (graph, frequency, frequency percentage), inferential statistics (Kolmogorov-Smirnov, Friedman test and structural equation model) were used to analyze the data. Descriptive statistics (frequency, frequency percentage) and inferential statistics (structural equation model) were used to analyze the data. The results showed that the proposed model of enrichment and promotion of employees' job aspirations is at the desired level. Security-stability, entrepreneurial creativity, independence-autonomy, service and self-sacrifice, pure challenge and lifestyle) have been identified based on the prioritization of elements and components of the model of enrichment and promotion of job aspirations of technology component in the first place with the average and lifestyle are in the last rank with the average.

The purpose of the current research is the role of transformational leadership style of commanders and managers on the improvement of employees' organizational communication. This research is applied in terms of the purpose of the research, descriptive and correlational in terms of the method, and in terms of the data collection method, it is a field research method. The statistical population of the research is made up of all employees of the police headquarters of the coastal cities of Tunkabon and Ramsar, which is a statistical sample of 186 people. To collect research data, Barnett et al.'s standard transformational leadership questionnaire (2001) and Hadigal's standard employee organizational communication questionnaire (2014) were used. The validity of the questionnaires was confirmed by experts, and its reliability was obtained using the Cronbach's alpha formula for the transformational leadership questionnaire of 0.82 and the organizational communication questionnaire of 0.93, respectively. To analyze the data, statistical tests of correlation, regression and Friedman's test were used using SPSS software. The findings show that there is a positive and significant effect of transformational leadership style on organizational communication. In other words, transformational leadership style can develop organizational communication. Also, the dimensions of transformational leadership, apart from individual considerations and charisma, have a positive and meaningful effect on organizational communication, such as intellectual stimulation, inspirational motivation, and finally charisma. According to Friedman's test, the highest averages were assigned to individual considerations, intellectual stimulation and inspirational motivation, and finally charisma.

This article is done in order to identify the dimensions and indicators of the organizational health of police command forces for Mazandaran coastal cities. The research method is qualitative based on the content analysis theory, and the statistical population consists of all the commanders of the police command force of Mazandaran province in the coastal cities of Sari, Babolsar, Noor, MahmoudAbad, and Nowshahr. As a result, 10 individuals of them were chosen as a sample using the purposeful sampling method and taking into account the saturation law. The data collection tool is a semi-structured interview. To ensure the validity of the tools, it is reviewed by members, the peer review theory, experience, records of experts, and collaborative research. Also, the intra-subject agreement approach of two coders was used to confine the reliability. The results of the qualitative findings via the content analysis technique indicate that the organizational health model has two dimensions: "structural and managerial". The structural dimension has five components: "organizational atmosphere, organization structure, scientific emphasis, monitoring and evaluation, and organizational justice" and the management dimension has five components: "ethics, goal setting, resource support, effective leadership, and consideration". Since organizational health creates a pleasant environment for work, raising creativity and vibrancy, and achieving organizational goals in the organization of the police command, therefore, modeling the indicators resulting from this work could improve organizational health.

The purpose of the current research was to present and validate the model of prevention of Islamic Azad University employees' procrastination, which was carried out using the qualitative method of phenomenology. In order to identify the employees of Islamic Azad University who are procrastinating, first all the employees of Islamic Azad University in the year (98-99) were considered, then Using the multi-stage cluster random sampling method, 384 people were selected for preliminary investigation, and by implementing Takman's procrastination questionnaire (1991) on these people, 25 people were finally identified as eligible for this research. The research tool was a semi-structured interview, and the data reached theoretical saturation up to the number of 15 people. Data analysis was done based on the 7-step method of Claisey. To measure the validity of the data, two methods of review of participants and review of non-participating experts were used in the research. The revealed findings were 179 extracted key phrases (primary concepts), 292 secondary concepts (first category), 32 secondary concepts (second category) and 3 main concepts (dimensions). In order to confirm the reliability of the qualitative findings, a scale with a 3-option spectrum was used to measure the content validity ratio (Lavache coefficient estimation) and in order to ensure the reliability of the qualitative findings, the Holstein reliability coefficient was estimated at 0.97. The findings showed that the employee procrastination prevention model consists of 3 main dimensions including organizational dimension (with 14 components), individual dimension (with 15 components) and social dimension (with 3 components).

The purpose of this research is to examine the role of digital organizational voice in empowering employees by mediating the organizational acceptance of social media in sports organizations. This research is of correlational type, and the statistical population is all employees of sports and youth departments in the west of the country, numbering 885 people from which 370 people were selected through sampling using spss ample power software. The research tool for gathering data was a standard questionnaire. The method of structural equations was used to analyze the data. All the process of data analysis was done by SPSS, PLS software. The findings showed that digital organizational voice had an effect of 0.489 and social media adoption had an effect of 0.467 on empowerment. Digital organizational voice had a 0.830 effect on social media acceptance. Then, it was found that organizational adoption of social media in sports organizations plays a mediating role between digital organizational voice and employee empowerment. In other words, it is for the empowerment of employees, the digital organizational voice and the acceptance of social media.

The aim of this study was to design a performance model for female police officers during the corona.

The present study is a qualitative data type in terms of purpose, development-application and research method. The statistical population includes 12 female police officers who have worked in different parts of the police force. With at least 10 years of experience, they had a master's degree, and sampling in a non-random, targeted manner continued until the opinions of these experts reached saturation point. The interview data collection tool was open. The results of the interview were analyzed using the data-based method and using Maxioda software.

After conducting the interviews, 45 initial codes were identified and content themes were identified using the category review process, as well as frequent changes in the category titles and the relationship of the categories with the subcategories. Causal conditions including organizational factors and rewards, background conditions including job-related factors, strategic factors in both individual and organizational sections and consequences in both individual and organizational sections were identified.

The results showed that in order to improve the performance of female police officers in Faraja, paying attention to the underlying issues along with eliminating disturbing variables, one can hope for the future of female police officers through appropriate strategies.

Organizational envy, due to its more or less hidden nature, may be ignored in organizations, but this feeling is one of the negative consequences of social life and imposes heavy costs on the organization and society. The aim of this study was to model the factors affecting organizational envy among Farhangian University staff.

In terms of purpose, this study was part of applied research in which an exploratory sequential mixed methods research design was used. The statistical population in the qualitative section were specialists and experts in the field of educational sciences and organizational behavior management of Farhangian University in the northwestern provinces of the country in 2020-2021. The research sample was selected based on the principle of theoretical saturation; 24 people were selected using criterion-based purposive sampling. In the quantitative part, the statistical population include all staff and faculty members of Farhangian University in the northwestern provinces of the country in 2020-2021; that is, 287 people of which 130 subjects were selected using the Cochran's formula and stratified sampling method. Optimal assignment based on degree and gender were selected as the research sample. The instrument used in the qualitative stage was a semi-structured interview and in the quantitative part, a researcher-made questionnaire was used. The validity of the research findings in the qualitative part was ensured by the methods of review by members, peer review, and participatory research. Also, in order to measure the reliability of the codings, two methods of reliability of retest (stability index) and thematic agreement were employed, the results of which were 84% and 82%, respectively. In the quantitative stage, the content and face validity of the questionnaire were confirmed by the professors and its reliability was confirmed by Cronbach's alpha at 0.89. To analyze the data in the qualitative part, the content analysis method was used in MAXQDA 2018 software and in the quantitative part, structural equation modeling and confirmatory factor analysis in Smart PLS2 software were used.

This study explains the role of leadership styles of commanders and managers on organizational flexibility. The research is applied in terms of purpose and was conducted in the field by survey method with correlation analysis and its explanation in the statistical population. The statistical population of the study consists of all commanders and managers of the first and second tier of the Disciplinary Command of Mazandaran Province. The statistical sample using the Cochran's formula is equal to 223 people. To collect research data, Clark (1998) standard leadership style questionnaire and Penny Gardner (1999) standard organizational flexibility questionnaire were used, which is a quantitative research. The validity of the questionnaires was confirmed by experts and the reliability of the questionnaire was 0.84 and 0.92 using Cronbach's alpha formula, respectively. To analyze the data, correlation, regression and Friedman test were used using SPSS software. Findings show that there is a positive and significant effect of leadership styles on organizational flexibility. In other words, leadership styles can enhance organizational flexibility. Also, the dimensions of leadership styles (command, participatory and non-command) have a positive and significant effect on organizational flexibility. According to Friedman test, the highest mean was assigned to participatory leadership style, then non-command leadership style, and finally grammatical leadership style.

Today, organizational learning is recognized as one of the basic and essential tools for the performance of organizations and provides a basis for the survival and success of organizations in the future. The aim of this study was to determine the relationship between organizational Intelligence and organizational learning in Employees police force of sari city.

The research applied in terms of purpose and method was descriptive, correlation one. The statistical population consisted of all Employees police forces of sari city. The statistical sample was 234 participants that determined by the Cochran formula and selected by stratified random sampling according to gender. Data were gathered by using two standard questionnaires: organizational Intelligence and organizational learning questionnaires. Their reliability was calculated to 0.78 and 0.82 respectively by the use of Cronbach Alpha. Descriptive statistics and inferential statistics including Pearson correlation coefficient and regression were used to analyze the data.

The results indicated that there is a positive and significant correlation between organizational intelligence and its Dimensions with organizational learning of employees. Also, the contribution of each aspect of organizational intelligence in predicting organizational learning is different.

By strengthening organizational intelligence in employees, their organizational learning can be improved.

The present article aimed at determining the relationship between social capital and mental well- being of headquarter employees in social security organization. The method of research was survey and 291 employees during 2017 were selected in ratio stratified method through Cookeran formula. The information was gathered through researcher made questionnaire with content validity and 0.95 reliability for mental well- being and 0.91 reliability for social capital. The theoretical framework of the study was based on Philips` quality of life for mental well-being, Seligman and Diener`s happiness theory, Bourdieu`s social capital theory and Poktsone`s theory in subjective and objective dimensions. The obtained results of multiple regression and path analysis revealed that social capital indexes specify 39% of employees` mental well- being among them social trust with = β 0.4 had the most rate; after that social solidarity with = β 0.35, social commitments with = β 0.25, participation and social interactions with = β 0.185; Social awareness with = β 0.064 had the least portion in predicting employees` mental well- being.

In general, social and economic systems can be defined in terms of common sets of common expectations for each behavior. Therefore, accountability can be considered as a factor that connects the research and development system to industry. In this regard, after examining different models in the field of learning and innovation in society and research and development and accountability, a comprehensive new model that introduces important approaches in research and technology and organizational accountability including: managerial accountability, bureaucratic accountability Political and social accountability, market accountability and professional accountability have been extracted. Then, for each approach (dimension), ten components with different metrics (fifty metrics in total) are considered. In this research, acceptance of research and technology has been used as a new paradigm to make organizations more responsive to internal customers or employees. In this regard, after confirming the appropriateness and efficiency of the model by academic and gas industry experts (managers and experts), the main and secondary hypotheses in a field study using the gas industry data were tested and the results show that It is that the review of bureaucratic, economic, managerial criteria, market index, customer orientation and political, social approach and after reviewing through t-test, the coefficient of effectiveness of each of the indicators was measured and ranked. The basis of ranking, management index with a coefficient of 0.412 and bureaucracy with a coefficient of 0.571 in the acceptance status indicate that the research and development accountability model is successful and can be considered in policy and planning.

Today, the role of human beings in achieving the goals of organizations and promoting social capital is very clear. The main purpose of this study is to identify the factors affecting the components of social capital in education in order to provide a scientific model for its promotion. The research method in the qualitative part is based on the data method and in the quantitative part is of the survey type. Out of 1096 members of the statistical community of the quantitative section in three levels of senior, middle and executive principals (schools), 285 people were selected according to Morgan table. The research tool was a researcher-made questionnaire that was confirmed in the form of convergent validity and reliability with a coefficient of 0.881. Data were analyzed descriptively and inferentially. Out of 79 available indicators, 6 main factors and 13 components were identified. In causal conditions, social identity factor with coefficient (0.732), in the central category, social participation factor with coefficient (0.65), in background conditions, social networks factor with coefficient (0.694), in intervening conditions, harm factor Social factors with a coefficient (0.743), in strategies, social awareness factor with a coefficient (0.699) and in consequences, social responsibility factor with a coefficient (0.692) are effective in social capital. According to the results, the model has a suitable structure.

Social support is the establishment of a social interaction that, through continued communication, leads to empathy and ultimately to a safety net for the individual and helps him or her feels better about himself or herself. The purpose of this study is to determine the Predicting the social support of Staff based on the variables of flexibility and optimism. The statistical population consisted of 250 employees of the health center in Sari. Sample size according to Morgan and Krejcy table, 148 individuals were selected randomly (gender). The instrument for collecting data was three standard Questionnaires of Dennis & Vanderwall Flexibility, Noori Optimism and Sherborne & Stuart Social support. The validity of the tool is confirmed by the experts and Specialists. Their reliability for each respectively was 0.83, 0.80 and 0.96. For data analysis, descriptive statistics and inferential statistics of Pearson correlation and multiple regressions were used. The results of the research showed that: There is a relationship between flexibility (r = 515) and optimism (r = 0.392), with social support of employees; and the share of flexibility and optimism is different in predicting the social support of the employees. Also, the flexibility, optimism, and social support of employees Based on gender were not different.

Checkpoints are mission areas that are highly harmful to staff. The present study was conducted with the aim of "identifying the occupational injuries of the staff of the country's drug checkpoints and checkpoints in 1399".

This research is based on "applied" purpose and its data were collected with a mixed approach. The statistical population in the qualitative section was 13 elites of the anti-narcotics police according to the reputation rule, and in the quantitative section included the staff of five drug inspection stations (128 people), using Krejcie and Morgan table, 93 people were randomly classified. Fit was selected as the sample. Qualitative data were analyzed using textual content analysis from the interview and quantitative data were analyzed using SPSS software.

Friedman Prioritization showed that the factor of "mismatch between hard work and salaries and benefits received by the staff of drug inspection stations" with an average rank of 35.94 in the first place is important; The factor of "non-compliance with the necessary standards of drug inspection stations" with an average rank of 35.87 in the second rank; The factor of "lack of a bright future for employees working in checkpoints and drug checkpoints" with an average rank of 35.71 is in third place.

According to the results of the study, occupational injuries of the staff of drug checkpoints in the country have three dimensions of structural, behavioral and environmental injuries, the elimination of which requires the efforts of commanders and managers of high and middle levels of NAJA in order to eliminate these injuries, Suggestions are provided.

The purpose of this study is to investigate the effect of knowledge sharing on organizational learning process. This research is descriptive-survey in terms of data collection method and applied in terms of research purposes. The statistical population of this study was the staff of the police command of Mazandaran province in which 214 people were selected as a sample. For data collection, standard questionnaires of knowledge sharing Chang et al. (2013) and standard questionnaire of organizational learning Nif (2001) were used and the validity of the questionnaires was confirmed by respected professors and its reliability was used using Cronbach's alpha formula. 0.78 and 0.90 were obtained, respectively. Data were analyzed using SPSS24 software. Findings show that there is a positive and significant effect of knowledge sharing on organizational learning. Also, the dimensions of knowledge sharing (sharing of individual knowledge, sharing of learning opportunities, encouraging learning motivation) have a positive and significant effect on organizational learning. According to Friedman test, the highest average is allocated to sharing individual knowledge, then sharing learning opportunities and finally encouraging learning motivation.

The purpose of this study was to investigate the ways of psychological empowerment, and its relationship with knowledge management of police personnel in Mazandaran province. This research was a descriptive study and the correlation method and the statistical population included all employees of the Disciplinary Command of Mazandaran Province in 1399. According to Krejcie and Morgan table, 373 people were selected by simple random sampling method. Library and field data collection methods and data measurement tools included the standard Spritz (1997) standardized psychological empowerment questionnaire, and Newman and Conrad (2000) knowledge management questionnaires. The validity of the questionnaire was assessed by experts and law enforcement elites of the province and by calculating Cronbach's alpha, the reliability of psychological empowerment questionnaires was equal to 0.95 and knowledge management was equal to 0.92, which showed that the questionnaires have a relatively high reliability. Data analysis method was statistical methods using SPSS software program. Findings showed that the focus of control, self-esteem, access to information and rewards are the factors of cognitive empowerment. The results also showed that there is a relationship between psychological empowerment and knowledge management of Mazandaran police command staff. Also, there was a relationship between the components of psychological empowerment and knowledge management of Mazandaran police command staff.