نشریه منابع انسانی ناجا
پیاپی 56 (تابستان 1398)

This research is studying pathology of The Compensation System in thePolice Force according to the research theoretical foundations. Theresearch method is descriptive-tracing. Also the present research findings arethe result of a qualitative interviews and quantitative data through the distributionof questionnaires among 250 staff of the Human Resources Deputy inThe Police Force in Tehran. Sampling was performed in qualitative sectionby a judiciary method and in quantitative section, stratified random samplingwas performed. The analysis of data in the qualitative section was done byGrounded Theory through Maxqda software, and in the quantitative part ofthe KMO and Bartlett tests to check the adequacy of sampling and validationof data And One-sample t-test and Friedman test were used to study theresearch questions. SPSS software was used for quantitative analysis. The resultsof this study showed that there are no significant vulnerabilities in Salaryand rewards domains in the compensation system of NAJA, and employeeshave a modest satisfaction with the status of payment and rewards. But thereare vulnerabilities in the welfare and health services of the compensation systemin Naja, and employees are dissatisfied with the status of these indicatorsin the organization.

One of the issues that managers of organizations are concerned with isthe staff performance. Social capital in organizations is a potentiallypowerful resource for improving organizational performance. On the otherhand, empowerment also leads employees to strive more from the outset andperform better in the workplace. This report aims to describe the effects ofintra-organizational social capital on employee performance with a role ofvigor moderating on Mashhad Samen-ol-Aeme special unit force.The study methodologically. In addition, the statistical society consists of special unitforces of Mashhad city. Among these, 300 individuals have been determinedthrough employees and then have been tested by a simple random samplingmethod. Using Cochran formula, 169 employees were selected using simplerandom sampling. Carmell et al. (2009), Paterson (1922) and Shirom (2003)questionnaires were used to measure intra-organizational social capital, joband reliability of these questionnaires, they were distributed among the samplemembers. Obtained data from our questionnaires, have been analyzed bythe means of structural modeling equations using Smart PLS software.The resultsof this study show that intra-organizational social capital has effects onemployee performance. Also vigor can moderate the impacts of intra-organizationalsocial capital on employee performance. According to the results ofour study, vigor causes the relation increments between intra-organizationalsocial capital and employee performance, which is effective on achieving theorganizational goals.Keywords: Intra-organizational social capital, Employee performance,

The purpose of this study is to investigate the relationship between organizationalvirtue and human resource productivity. This research isa descriptive-correlational one and has been done in the field. The statisticalpopulation consisted of managers and staff of Mazandaran province policeheadquarters and the sample size was 214 using Cochran formula. For thispurpose, the organizational virtue questionnaire of Carmen et al. (2004) andthe researcher-made productivity questionnaire were used. The content validityand reliability of the questionnaire were used by the coefficient, Cronbach’salpha coefficient which was 0.827, and productivity was 0.889. . The resultsshow that there is a relationship between organizational virtue and its componentswith productivity. Also, according to Friedman test, optimism with coefficientof 3.60 in the first priority and honesty with coefficient of 2.47 is in thefifth and final rank. As a result honesty is the lowest in ranking of relationshipbetween honesty and productivity in NAJA.

This Study investigates the impact of open innovation on organizationalperformance by explaining the role of social capital, ServiceOrientation and employee creativity in Etka chain stores. The present study isa methodological- tracing research, and an applied - developmental research.The Statistical population of this research is the staff of the Etka Chain Storein Tehran city with more than 2000 employees. Also, 420 people were selectedfor the statistical population using the Cochran sampling formula fora limited population with a percentage of more than 409 which were analyzeddue to problems such as non-filling of some questionnaires, validity(structure and content) and reliability. (Cronbach’s 70%) It has been proven.Hypotheses were analyzed using structural equation and LISREL software(version 8.7). The results show that in Etka Chain Stores, open innovation hasan impact on the social capital of the organization, as well as social capitalin two dimensions of communication and shared values affect the employeeService Orientation, but trust does not affect their Service Orientation. Socialcapital does not affect employee creativity. Also, in the culture of trust, it canenhance employee creativity. Employee creativity and Service Orientationinfluence organizational performance in chain stores.

The police, as an institution organized in the security process, try to takeeffective steps by participating in the people and society, that will notbe achieved except in the face of social trust. Trust is the most important factorin social relationships and attracts public cooperation and co-operation withthe police. A Community oriented police is a new police pattern that involvessecurity with people’s participation. Its main goal is to reduce crime and promotethe sense of security in society. The question is: What is the relationshipbetween the social trust and organizational success of the police in the IslamicRepublic of Iran? This article tried to analyze it with qualitative method. Findingsof the research show that there is a significant relationship between socialtrust and organizational success of the police. The police co-operation in socialissues and their presence in common problems, such as earthquakes andfloods, and their transactional measures, open the way to increase social trust.The conclusion is that strengthening the spirit of police co-operation with thepeople requires in-service training for staff, so it is suggested that NAJA personnellearn more about these issues through in-service training.

Nowadays, it is important for organizations to focus on improvingperformance, effectiveness, and stakeholder satisfaction, especiallyin police organizations. On the other hand, human resources as the most importantasset of the organizations play the most important role in achievingthe organizational goals and mission. Therefore, consideration of the factorsthat influence the effectiveness of human resources leading to increased organizationalperformance, including strengthening employees’ communicationskills, is an essential necessity. The purpose of this study was to identify therelationship between staff communication skills and the effectiveness of Alborzpolice units.The present study is quantitative in terms of data, practicalin terms of purpose, and correlational in nature. The statistical populationof this study consisted of all Alborz police officers who were selected basedon simple random sampling and Cochran formula. The research tool was aquestionnaire consisting of 26 questions of communication skills of staff and14 questions of effectiveness. The validity of both instruments was confirmedby face validity and their reliability by Cronbach’s alpha was 78% and 77%,respectively. Data were analyzed using statistical tests. The findings showedthat there was a significant relationship between the dimensions of staff communicationskills and the effectiveness of Alborz police units and its correlationwas 0.788. it has been shown.The results indicate that the police canincrease their effectiveness in achieving organizational goals by enhancingstaff communication skills in Alborz province.