نشریه منابع انسانی ناجا
پیاپی 41 (پاییز 1394)

According to the importance of human resources in an organization and its role on improvement and realization of organizational goals, dealing with the issue of employee’s productivity is one of the most important concerns of today's managers. Naja manpower deputy, as a policy-maker and executer of related affairs of working manpower in all affiliated units across the country has a great importance. Therefore the purpose of this research was to determined and recognized the effective indicators of employees productivity and after that designing productivity pattern of manpower in Naja manpower deputy. This research was applied and the research method was descriptive-analytical. The sampling universe of the research consists of all Naja manpower deputy employees and the sample size was 176 people who were selected through random sampling method. After reviewing different manpower productivity models and extracting its indicators, the authors have used Delphi model in two phases for naturalizing of the components according to Naja manpower deputy condition and classified them according to balanced score card dimensions and the data were gathered through researcher-made questionnaire and analyzed by structural equation method and using PLS software. The results indicated that Naja manpower deputy productivity pattern consists of customer, financial, internal processes, growth and learning.

work pressure and organizational justice are two most important attitudinal variables among the employees of the organization, which could have a relationship with people organizational behavior such as performance and productivity. The matter which to some extent employees could consider themselves in work pressure and the kind of their concept about organizational justice could change job satisfaction and organizational commitment. This research was applied and the data were collected through library study and field study with questionnaire tool for data-collection. The sampling universe of this research consists of all Khuzestan province police employees which 198 people were selected through proportional stratified sampling method..The collected data were analyzed by SPSS software. The result of regression analysis indicated that there is a significant relationship between work pressure and job satisfaction with organizational commitment of employees and ultimately there is a significant relationship between job satisfaction and organizational commitment of the employees.

the purpose of this study was an overview on modern models and theories which have introduced in flexible complex systems for applying and operating in HRM of organizations, especially in Naja HRM.Due to the flexible complex systems functions and mechanism which are proposed through clear and dynamics properties of this theory, agile organizations have been established and dramatic changes were seen in the way of HRM and structuring of organizations. The current research methods was descriptive and documentation which consists of library study and documents analysis with a qualitative approach. The tool of this research was document-mining. The findings of the research indicated that the flexible complex system mechanism which including strategic conformity, interconnection of the events, formation of pattern and facilitating behavior could have a relationship with product innovation in an organization. Human resources management of military and disciplinary organizations could utilized these mechanism in accordance with achieving to their organizational goals in the form of presented conceptual model which it s expected that the more understanding of this theory, the most applying it in HRM.

the purpose of this research was to survey in the relationship between organizational justice and organizational commitment among Police academy employees. Among 200 employees of police academy who were worked in 7 colleges, 132 people were collected randomly by using Q-Cochran formula for answering the considered questions of the questionnaires. The author has used Nihoff and Mormon (1993) and Allen and Mier (1999) questionnaires. The reliability of these questionnaires calculated through Cranach's Alpha which was 0/857 that indicated appropriate reliability of the questionnaires. The findings of the research indicated that there is a moderate and direct correlation (0/435) between police academy employee’s organizational justice and organizational commitment and there is a weak and direct correlation (0/161) between police academy employee’s distributive justice and organizational commitment and there is a weak and direct correlation (0/422) between procedural justice and organizational commitment. There is a moderate and direct correlation (0/363) between police academy employee’s interactional justice and organizational commitment. The results from regression analysis indicated that there is a significant relationship between organizational justice and justice variable, procedural justice with organizational commitment of police academy employees. It s suggested that work-life quality improvement programs was executed in organization that a sense of ownership among employees was created by involving them in decision-making processes in such a way that they are the owners of police academy and make all their effort for it.

One of the main pillars of management is planning.Planing is a process which organizations integrate all activities and efforts for achieving to their considered goals its objective is accessing to organizational results. The purpose of this research was to survey on the necessity of strategic HR planning development and its relationship with organizational commitment. This study was applied and the research method was descriptive-correlation. The sampling universe of this research consists of all staff managers of Mazandaran province police headquarter. The sample size was 85 people who were randomly selected through Q-Cochran formula. The research tools for data-gathering were strategic HR planning standard questionnaire and Allen and Mier (1990) organizational commitment questionnaire. The author has used internal consistency method of Cronbachs Alpha for reliability measurement which obtained Alpha coefficient was 0/97 for strategic planning and 0/46 for organizational commitment. The findings of this research indicated that there is a significant relationship between strategic HR planning and organizational commitment. Also among organizational commitment omponents, only there is a significant relationship between affective commitment and strategic planning.

the multi-dimension role of higher education and universities in human social life has been revealed the role of justice in the organization more than ever. In fact universities are the symbols of the society and realization and implementation of justice in these places are considered as the realization of justice in the society. According to this matter, the purpose of this study was to survey on the relationship between organizational justice and organizational citizenship behavior (OCB) with organizational performance. The sampling universe of this research consists of 260 people of military university faculty members who were selected through stratified random sampling method and by Morgan table and the sample size of the research was 155 people. The tools of the research were Nihoff and Mormon (1990) organizational citizenship behavior and Anderson and Williams (1981) employees’ performance. The reliability of the questionnaires were calculated by Cronbachs Alpha and were %0/89,%0/89 and%0/87.The data analysis were accomplished through structural equation modeling method and SPSS software and at the end by using Sobel test, the author explained the rate and amount of the effect of OCB mediating variable in the relationship between organizational justice and organizational performance. The findings of the research indicated that organizational justice directly or indirectly has a significant relationship with employee’s performance through organizational behavior.