مجله نظارت و بازرسی
پیاپی 31 (بهار 1394)

The purpose of the study is to design a growth and enhancement model for the strategic managers and commanders in NAJA. This research is an applied research and uses descriptive methods to collect data. Considering the study’s purposes, the study employs quantitative methods in order to validate the model, weight and determine the influencing factors. Data analysis was done through structural modeling and Friedman test (ranking factors). The results show that the structural variables have more weight in comparison with demographic variables in enhancement of NAJA’s managers. Among influencing factors, spiritual aspect has the most weight in elevating NAJA’s managers and commanders. Family relations, as a factor, have the second place. In general the study’s results show demographical variables as the suitable ground for improvement of NAJA’s commanders and is also important in their accomplishing physical and psychological betterment, personal, professional, and spiritual enhancement. The validated model has 8 dimensions, 23 factors, and 122 indicators that shape the framework for NAJA’s managers and commanders’ enhancement.

The main purpose of this study is to determine the current and desired states of inspection in preventing crime and law infringement of NAJA personnel. The study population comprises NAJA’s commanders and personnel from five different police headquarters which were chosen through cluster sampling and included Tehran, Hormozgan, Khorasan razavi, and Mazandaran. Further commanders and personnel were chosen randomly. Results indicate that though organizational supervision has an important role in crime prevention, it does not affect it in the same way. It takes different forms as follows: 1) type 3 prevention (supervising experienced personnel) 2) type 2 prevention (supervising endangered officials), 3) social prevention (preventing the suitable ground for crime to grow), 4) type 1 prevention (supervising all personnel), 5) conditional prevention (supervising the preventing of crime situations).

Today, human resources is one of the most important resources of organizations.paying attention to the needs of the staff can increase the efficiency and organizational performance. The purpose of this study is to investigate the potential effects of psychological empowerment on organizational performance. For this purpose, the relationship between variables such as job stress, job satisfaction, and organizational commitment were studied. According to these variables, 10 hypotheses were developed to examine the relationship between these variables mutually. Questionnaires were distributed among police staff. In order to test the hypothesis, in the end, LISREL software and Path Analysis Model (PAM) are used. The findings indicates that psychological empowerment has a significant positive effect on organizational performance, organizational commitment and job satisfaction; and hasa significant negative effect on job stress. Job satisfaction has a significant positive effect on organizational performance and organizational commitment and negative effect on job stress. Organizational commitment has a significant positive effect on organizational performance and has a significant negative effect on job stress. And job stress has a significant negative effect on organizational performance. Psychological empowerment plays an important role in other variables of human resources. Psychological empowerment is useful for themselves and their organization.

This research aims to determine the relationship between the performance of NAJA’s managers and personnel who are employed by NAJA organizations, specifically focusing on 110 police forces. The study’s population consists of 2800 individual which are divided into three groups of workers, clerks, and conscripts. Of these groups, 1200 individuals were chosen through systematic random sampling. Correlational method was used and questionnaires included work life quality (21 questions), performance of senior managers (18 questions), and performance evaluation of personnel (12 questions). In order to test the reliability, Cronbach alpha was used. Their respective values were .94 for performance evaluation of personnel, .91 for work life quality, and .89 for performance of senior managers. Results show a positive correlation between salary payment and the quality of work life and performance of senior managers. There is also a direct and positive relationship between the capacity for growth, democracy at work, performance of senior managers, and output of personnel.

In order to save organizations we need employees that are responsible for the challenges of the environment. The employees who in order to improve services of their community, are responsible against any possible deviation and abuse of co-workers, managers. Nevertheless, pathological symptoms can be seen in today’s organizations. Organizational silence is a symptom for the diagnosis of organization illness. Accordingly, this paper is going to investigate the concept of organizational silence in the institutions that have a critical role as police, and also study police misbehaviors in the world. Finally, effective factors of organizational silence in the face of these kinds of misbehaviors are identified and classified.

Using the experience of other militaries in the world, this article tries to, scientifically, investigate “inspection” in military organizations. For this purpose, the article starts by defining inspection and the approaches to it, and also defining its place in military organizations. It then moves on to study the relationship, and interaction, of inspectors with important figures such as commanders or the inspection personnel. The characteristics and the duties of inspectors are also studied and the executive and operational processes of it are presented as a logical model.