The Effectiveness of Organizational Intelligence Training Program on Job Compatibility and Organizational Commitment of Employees in the Police Command of the Islamic Republic of Iran

The performance of organizations, including the Police Command responsible for creating security and enforcing the law, is significantly influenced by the performance of human resources and processes. This research aims to assess the effectiveness of an organizational intelligence training program on job compatibility and organizational commitment of employees in the Law Enforcement Command.

This research, based on its objectives, is practical and semi-experimental in terms of research method, with pre-test, post-test, and follow-up in experimental and control groups. The study population consisted of employees in the Law Enforcement Command. In this research, employees who joined the Law Enforcement University in the years 1400-1401 for a bachelor's degree were considered as the study population. Using convenience sampling, 32 individuals were selected and randomly assigned to experimental and control groups. The experimental group received an organizational intelligence training program in eleven sessions, while the control group received no training. Both groups completed pre-test, post-test, and follow-up questionnaires on job compatibility (Davis & Luthans, 1984) and organizational commitment (Allen & Meyer, 1990). The data collection tools included the Job Compatibility Questionnaire by Davis and Luthans (1984), the Organizational Commitment Questionnaire by Allen and Meyer (1990), and the organizational intelligence training package by Yazdani and colleagues (1400). Data were analyzed using descriptive statistics (frequency, percentage, mean, and standard deviation) and inferential statistics (multivariate analysis of covariance and Bonferroni-adjusted post hoc test) with SPSS 24 software.

The research findings indicated a significant difference between the experimental and control groups in job compatibility and organizational commitment variables during the post-test and follow-up stages. The mean scores of the experimental group in these components were higher than those of the control group in the post-test and follow-up stages. Furthermore, the effectiveness of training programs on organizational commitment was greater than job compatibility (P ≤ 0.001).

Among the factors influencing the increased productivity of organizations and the desirable performance of employees are job compatibility and organizational commitment. Therefore, implementing measures such as organizational intelligence training in employees is essential to enhance these variables.