فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 24 (زمستان 1397)

Effectiveness and efficiency of employees are important issues in human resources management theories and is one of the criteria for evaluating organizational performance. Considering the importance and role of the Ministry of the Interior, the main goal of this research is to design a model for improving the performance of employees in the Ministry of the Interior. The present research is based on the fundamental purpose of collecting qualitative information and using the grounded theory method. In this research, the snowball sampling method was used, to run deep interviews with 27 managers and experts of the Ministry of the Interior with managerial experience. Data were collected by semi-structured interviews. In order to obtain reliability and validity of the data, two methods of reviewing the participants and reviewing non-contributing experts were used. The findings of the research show that planning for improving the performance of employees in the Ministry of the Interior requires a model and process that can have organizational health, labor force growth and organizational optimism. The approach of improving the performance of employees from the causal conditions (individual factors, interpersonal and group factors, organizational and environmental factors), background factors (upstream and downstream documents and organizational climate), domain orientation (internalization of staff performance improvement), interventional variables (sustainability of the existing system Performance evaluation, social norms, organizational capability and management competence), strategies (designing a multiple employee training system, designing the process of multiple performance evaluation systems, institutionalizing employee talent management process, and institutionalizing employee performance improvement) and outcomes (organizational health, labor force growth and Huh Shbyny organization) has been formed for the Interior Ministry.

One of the most important areas in management is the issue of evaluating organizational performance. Organizations have specific requirements that prevent the full effectiveness of existing organizational performance evaluation models. For this reason, many of them try to achieve a native and specific pattern using existing patterns. The purpose of this study is to provide an organizational performance evaluation model for the purchasing organization of a military organization that processes procurement, warehousing and distribution management processes.
This research is descriptive in terms of nature, and applied in terms of objective. Using the meta-information system in the framework of a balanced scorecard, the evaluation indices and the multi-disciplinary method in this study are based on the Seven-step model of Sandlowski and Barroso. All components were classified into a "balanced scorecard" in a developed model. The Kappa Cohen index was used to measure the validity of this research section. Subsequently, by interviewing five of the experts in the supply chain and the organization under study, the components and indices were adjusted in accordance with the organization. A semi-structured interview was then used to identify the views of eight experts in supply chain performance assessment regarding the model. In order to validate this part of the research, CVI and CVR indices were used and in all cases, the indices were above 0.85 which means confirmation of the results of the research.
Findings and The significance of different components of supply chain performance evaluation based on literature was determined. Among them, productivity (with a focus on cost and time), customer and its satisfaction, as well as flexibility, were identified as the most important components of organizational performance evaluation. Also based on other components, a model for evaluating the study organization was presented.

In learning organizations, there is a common goal in the learning organizations that they believe in, and this leads to a balance between the energy and the ability of individuals and ultimately leads to the achievement of the main goals of the university. In this research, we tried to understand the impact of learning organizations on organizational intelligence with the role of mediating intellectual capital (studied by Islamic Azad University, Tehran South Branch) and was analyzed based on the framework and conceptual model.
The statistical population of the study consisted of all employees of the Islamic Azad University of Tehran's south branch, with 120 people. In this study, three questionnaires were used to collect data. Its validity was confirmed by experts and its reliability was confirmed by 87% Cronbach's alpha. To analyze the data SPSS and Lizrerl have been used. The analysis of data collected through a questionnaire has been done in two levels of descriptive and inferential analysis.
Results and According to the results of statistical analysis, learning organizations have an impact on organizational intelligence with the role of mediating intellectual capital. The learning environment affects organizational intelligence with the mediating role of intellectual capital. The learning process affects the organizational intelligence with the role of the mediating variable of intellectual capital. The strengthening of leadership learning has an impact on organizational intelligence with the role of the mediating variable of intellectual capital.

With the changes in the social and economic spheres, creating a balance between work and life of employees has become a complex and important issue in today's organizations. This complexity and importance in law enforcement agencies are doubled according to the nature of missions. Therefore, the purpose of this study is to develop a quality model of work-life balance of Iran police staff based on the pattern of human resources architecture.
Given the development of a new model based on previous patterns, this research is a kind of developmental research, and the research method is a qualitative type of thematic analysis. The statistical population of the study consisted of law enforcement experts who were involved in scientific and research work in the field of work-life balance studies as well as those involved in policy-making.
Findings and According to the results of the research and based on the combination of the unique and strategic value of the organization, four types of balance were identified in the final model of this research. In these four equilibrium, the two factors of the diversity and cost of the programs as well as the range of balance programs also determine the work-life balance programs of Iran police staff. Ideal balance, continuous balance, cross-sectional balance and dramatic balance are the four balance states in the organization in terms of human resources architecture.

The main objective of this research is to integrate the routing, location and inventory of the supply chain of service centers of the military vehicles of the headquarters of a military organization. This research is applied and developmental with a descriptive nature. The data needed in this study were collected through field study and reviewing the documents. In this paper, a two-stage model is developed. Firstly, this structure seeks to locate service centers from the proposed points and route vehicles to these centers in different time windows. The results of the first model are the second model factors. In the second model, there is a nonlinear inventory model. In this model, the order of equipment is obtained at each service center. After performing the model with available data in different sections of α, the optimal answer was obtained. By choosing the cutting surface of α = 0.75 which was the most conservative solution obtained from the slices, it was determined that the centers at points 2 and 4 were selected from the candidate points for launch at level 2. Then, by executing the ordered model, the optimal order quantity is obtained. In this research, after designing a car supply chain network, using the fuzzy optimization method for a military organization, the optimal amount of total ordered costs including purchasing and ordering equipment was obtained.

Police officers can increase their physical, mental, and physical fitness to overcome difficult tasks. A review of the studies conducted in this area can reveal weaknesses and strengths and necessitates highlighting the need to change the policy approach in this area. The research method was mixed, ie qualitative and quantitative. In the qualitative section, a group of 20 experts from the field was interviewed and the identified factors of the qualitative section were measured in a quantitative section. The quantitative part of the research was a descriptive and correlational type, which in terms of its purpose was field-based. For the measuring instruments, a researcher-made questionnaire with 7-value Likert scale was used. The statistical population of this study is the managers and command and control departments, professors, trainers and sports experts of Iran police, and sports experts who were familiar with the implementation of research projects in the field of sports management in military and law enforcement environments. 220 questionnaires were distributed, and the final 196 questionnaires were analyzed. The content validity of the questionnaire was based on Lavosh's validation (CVR = 0.85) and reliability of the questionnaire was based on the Cronbach's alpha coefficient (α = 0.82) which were analyzed using exploratory factor analysis and confirmatory factor analysis. Findings and According to the results, the KMO index was 0.746, indicating the adequacy of the sample size. Using the exploratory factor analysis, seven main components including human resources, management factors, structural factors, economic factors, facilities and infrastructure, cultural and social factors, and individual factors and 38 effective factors on the development of Iran police sports, were identified after factor analysis. Then the number of items was reduced to 37. In total, the predictive power of the development model of Iran police was 70.288% based on the total percentage of aggregation factor variance.

multidisciplinary staff can be a wish for any organization and in general for each military and can provide an opportunity to develop skills and motivation. Personnel recruitment is one of the most promising and creative human resources solutions available in the field of human resources. The purpose of this study was to explain the relationship between job rotation and the work of the staff of the Anti-Narcotics Police. The present study is a descriptive survey and the statistical population is the staff working in the anti-narcotics police. The method of collecting data is library, field and a questionnaire with Cronbach's alpha value of 0.884. Analyzing the data and verifying the hypothesis test is confirmed by a factor analysis and using structural equation method. The findings of this study indicate that job rotation clarifies approximately 62% of the change in the variable of innovation, and on the other hand, the job rotation variable affects approximately 52% on the satisfaction variable and approximately 56% on the quality variable. The results of the research indicate that the direct effect of job rotation on the variables of performance (innovation, satisfaction and quality) is significant.

The quality of teaching in universities is an important issue that has been emphasized in recent years. The purpose of this research is to develop a model for teaching quality of faculty members of Amin Police University. This research is applied in terms of purpose and in terms of data type is mixed. The collection of data was through the texts, theories, models, and related researches and the initial interview and the formation of a focus group with 6 people. Semi-structured interview with 15 university experts was performed to discuss the importance of dimensions, Identify the components and indices, and to identify the dimensions, components, and indices not mentioned in the question. To prove the validity of the data, review of participants and review of non-participating experts in research have been used. The data were analyzed by means of one-sample t-test and based on Max-Kyodi 2018 software, the final model was developed. Findings and The findings show that the proposed model of teaching quality in Police University has 4 dimensions of curriculum design, teaching, evaluation and individual characteristics of lecturer, 12 components and 63 indices. Among the components, syllabus design and the moral attributes of the teacher (average of 9/7) and among the indices of the quality of teaching, the interest in teaching (average of 33/9), developmental evaluation (mean 27/9), the use of educational technology, the experience of instructors, student interaction with the instructors (average 13.9), had the highest coefficient.

With the increasing use of organizational systems, it is important to check the security of these systems. Though there is currently wide-ranging research on the confidentiality of these systems, few studies have been conducted in the macro-security field, contrary to expectations. In this paper, the security aspects of organizational systems and their improvement and factors affecting the security of HR management systems are reviewed.
The research method is descriptive and of survey type and the research tool is a questionnaire. The statistical population of the research consisted of IT experts and faculty members of the Police University in the field of management and security in Iran Police. A total of 40 people were identified and the questionnaire was distributed among them in full scale. factor analysis has been used and the fitting of the final model has been reported.
The findings show that the components of security policy, law and regulations, security architecture and security education are factors that contribute to the security of the security systems of the Iran Police.
The results of the research show that the four components are of great importance in the security of human resources information systems and the electronic human resources system that Iran Police managers and security experts should take four components in their decisions to create, maintain or promote such organizations: Policymaking, laws and regulations, architecture and security education.

Nowadays, the importance of organizations' attention to improving the performance, effectiveness and satisfaction of stakeholders, especially in service organizations such as the police, is a very important principle. Human resources as the most important capital of organizations play the most important role in achieving the goals and mission of the organization. The purpose of this research is to identify the impact of organizational structure on the effectiveness of employees with the mediatory role of organizational trust in the police organization.
The present study is an applied descriptive survey. The statistical population of the present study is the officials of the specialized police and human resources of Iran police in the first half of 2018. Based on stratified random sampling, 102 samples represent the sample size. The survey instrument consists of a researcher-made questionnaire with 51 items. The reliability of the tool was calculated by Cronbach's alpha and its value was 0.81. The validity of the components of this questionnaire was verified by confirmatory factor analysis. To test the hypotheses, mean and structural equation models were used for multivariate regression.
The findings of this study indicate that organizational structure has a direct effect (0.61%) and has an indirect effect on the employees' effectiveness through an organizational trust (0.41%). Also, organizational structure can predict 71% of organizational trust changes.
The results of the research showed that the direct and indirect effects of organizational structure on the effectiveness of police personnel suggests that not only structural components and indices should be strengthened to enhance the effectiveness of police personnel in their legal tasks, but also to strengthen variables such as organizational trust that has entered into this study as an intermediary variable should be considered, revised and strengthened, because by reinforcing organizational trust indices, the indirect effect of the structure and the direct effect of organizational trust on the effectiveness of employees can be increased.