نشریه منابع انسانی ناجا
پیاپی 44 (تابستان 1395)

This study aims to investigate the relationship between psychological empowerment and organizational commitment of Najapolice personnel.
To explain the concept of empowerment, a combination of theoretical models of Mishra and Spreitzer (1991), are used who consideredempowerment in five dimensions including:a sense of competence, a sense of autonomy, a sense of effectiveness, a sense of significance and confidence and to measure the organizational commitment concept, Allen and Meyer (1998) pattern was used which has identifiedorganizational commitment in aspects of affective commitment, continuous commitment and normative commitment.
The study was descriptive - correlationaland 317 questionnaires were distributed among the statistical population of police headquarter through classified relational and random sampling. Validity or the data collection tool was calculated through experts and its reliability through Cronbach's Alpha (0.84).
Results of testing hypothesessuggest that there is a significant positive relationshipbetween five dimensions of empowerment and organizational commitment. The findings also suggest that there is a relationship between a sense of competence, autonomy, significance, effectiveness and trust and organizational commitment, therefore, with regard to the empowerment of staff, it is considered a valuable strategy for improving organizational commitment of employees, that managers and commanders need totake steps in this direction by giving freedom of action, effective management, enhancing motivation, self-management power, in-servicetraining and so on.

Leaders of organizations have found that human resources are the main causes of success and competitive advantage of organizations. So HR professionals pay particular attention to staff development and by applying career planning management and reasonable staff development, to supervise to achieve the objectives of individuals and organizations. The aim of this study is to study the current status of police chiefs career path planning. The study is applied in terms ofpurpose and descriptive-analytical and survey in terms of method. The statistical population includes 84 police station chiefs in Tehran. The statistical sample was determined as 69 police chiefs using Cochran Formula. Data collection tool was a questionnaire with 34 questions that was analyzed usingSPSS software as well as t-test and Friedman test and also averaging. The validity of the researcher-made questionnaire was calculated using professors’ comments and its reliability using Cronbach's alpha (89%). As a result, all hypotheses were confirmed. In examining the responses given, self-assessment, recognition of opportunities, targeting, developing plans, implementation of plans in career path planning ofthe police stations’ chiefs are in good condition.

Since committed and capable human resources is a source of competitive advantage unique to each organization, this article examines the relationship between emotional intelligence and organizational commitment of staff. The study method is descriptive - correlational. The study population consists of headquarter staff of Mazandaran province police station that the sample size was randomly selected as 164 using Cochran formula. The information necessary to test hypotheses was obtained fromtwo closed questionnaires of emotional intelligence from Travis Bradberry and Jean Greaves and organizational commitment questionnaire by Allen and Meyer (1991). Test reliability coefficients were obtained 0.94 and 0.85, respectively using Cronbach's alpha method. For describing and analyzing the data, descriptive statistics and for analysis of information, correlation coefficient test and Friedman test with SPSS15 were used. The results show that there is a direct significant correlation between emotional intelligence and organizational commitment. The results of the Friedman ranking test, the status of the dimensions of organizational commitment from best to worst is as continuous commitment, normative commitment and affective commitment, respectively.

Satisfaction and motivation ofemployee to optimal utilization of organizational resources and assets are among irrefutable facts inany organization. This study was performed aiming to identify and prioritize the factors affecting motivation and satisfaction of the staff in NAJA headquarter. After defining the research objectives and questions, 359 questionnaires consisting of 35 questions set based on the theories of motivation and satisfaction of employees were distributed among the organizational staff as a class and 304 questionnaires were collected. The validity of the questionnaire was confirmed through content,form and structural validity, as well as its reliability was calculated and confirmedusing Cronbach's alpha. Cronbach’s alpha values was obtained 0.95 for the questionnaire.After collecting inventory data, theresearch questions were answeredusingstatistical tests with the help of SPSS and HOQ matrix.The results determined the factors affecting staff motivation and satisfaction and performance indicators to the factors within the organization and showed their prioritization using the HOQ model and based on organization performance. Three factors of communication and participation in decision-making, challenging, rich and purposefultask, total receipts and fairness in it are the most important factors influencing employee motivation and satisfaction, respectively and the organizational factors, nature of work and environmental factors were determined as the most important areas forimplementation of motivation and satisfaction in the organization.

How to meet the needs of special unit to female police for special missions in the white, gray, yellow and red positions is the purpose of this paper that was raised through three questions about attractingspecial units by organization andhow to use the existing capacities of women in this unit and evaluate the advantages and disadvantages of each method. To answer these questions, a qualitative research method by using the group discussion technique and elitefemaleworking in Revolutionary Guards and Basij Organizations, universities and Iranian police were used.The sample size was 22 who were selectedthroughimprobablejudgmental sampling method andwere participated in two separate discussion groups, each consisted of 11 people. Members of group discussion presented 6 methodsto recruit women in special units, which included hiring female officers, employingfemalenoncommissioned officer, using thefemale potential in the police in the form of secondorganization, taking advantage of the honorary police, Basiji sisters and experienced and motivated women conventionally.Advantages and disadvantages of each of these methods were investigated and it was concluded that incritical conditions, it is recommended to apply women working in police organization and Basiji women and in white and gray conditions,it is recommended to useconventional orhonoraryhonorary police.

Police Force of Islamic Republic of Iran, as the most important system to provide security and peace in society which is associated with all different walks of life,should increase its efficiency and performance to improve and increase organizational productivity. Among which the efficient use of human resources has necessitated considering theirjob wishes and views and planning and holding force on the basis of these demands and with regard to the fact that the issue of losses of human resources is introduced as an important part of the organization research needsto planthe program of improving the quality and retention of human resources, this study examines the factors contributing to the promotion of health and safety of Police Force personnel.
On the other hand, the Islamic Republic of Iran Police Force, like any organization,beforepreformingitsinherent and legal duties,should considerstaff health and safety managementto be a useful and effective organization inestablishingsocial order and discipline.So the aim of this study is to identify factors influencing the promotion of safety and health of NAJA personnelthat isfunctional in terms of the results and is done through qualitative approach using semi-structured interview technique.
In this study, sampling ispurposive and the researcher interviewed 31 experts and elites regarding the topic up to theoretical saturation.
Based on the results, training, safety and health, administrative factors, organizational culture and organizational structure have the highest impact on improving the safety and health of NAJA personnel, respectively.