نشریه منابع انسانی ناجا
پیاپی 60 (تابستان 1399)

Experts in management science believe that in today's competitive world, organization management is based on applying new scientific principles of management. Employees as the most important capital of organizations need to direct an effective management to increase their efficiency and effectiveness. Identifying competency criteria is one of the most effective methods in human resource management that by expanding justice in all parts of the organization along with managers' decisions, can lead to increased productivity. The aim of this study was to determine the effective components in organizational productivity using the establishment of a comprehensive competency model. In order to design a native model of job competency, the research method was descriptive and qualitative and for data collection, unstructured interviewing was conducted using Strauss model (systematic) of foundation data theorist. The statistical population of this study is a group of 22 experts of Social Security Organization of Iran who were snowbullet sampling. Then, the related propositions were selected and based on the theory of foundation data, namely open, pivotal and selective encoding, specific dimensions and theoretical saturation were obtained. In the second stage, in order to increase the validity of the research, the concepts obtained by interpretive structural modeling were analyzed and another conceptual model was designed with the participation of the second group of organizational experts. Due to the same results of the two research methods, the validity of the findings and the final conceptual model were confirmed. The conceptual model of the research showed that concepts of effective management structure, competency system model, organizational justice, meritocracy system and human capital can increase organizational productivity as bed-based components.

Flexibility as a tool improves the capacity and capabilities of the workforce and enhances the ability of the organization to respond quickly and in a timely manner to environmental change. This research is one of the mixed quantitative and qualitative researches in the deductive deductive paradigm that is descriptive in terms of purpose, application and nature. The purpose of this study was to identify mental patterns in terms of human capital flexibility by applying Q method. The statistical population of this study consists of law enforcement agencies of Lorestan province twenty-one of their commanders and experts were selected based on the principle of theoretical competence using purposive sampling. In this research, deep interviewing has been used as the main tool for collecting data. Whose validity is based on a relative narrative approach CVR And its reliability is confirmed by the Kapa Kohn method. In addition to selecting the sample, Purposive sampling is used for non-probabilistic sampling. In the present study, using discourse interviews, using the views of the discourse, samples and options of Q and subsequently Q series were obtained. The results of the research include identifying the constituent factors Mentally in line with managers human capital Flexibility It also describes the managers' attitudes in this regard. The results indicate that promotes cardiomyopathy and the positive atmosphere, the knowledge and intelligence disseminator A supporter of learning and creativity, the developer and empowerer and the motivator and organizer of five patterns human capital Flexibility. Furthermore, Research proposals in two areas of applied and research For a more practical and efficient action in the field of human capital flexibility.

The purpose of this study is to identify strategies to improve the organizational culture of law enforcement. By reviewing the relevant theoretical literature, some common components of organizational culture among different theories and models were selected to provide solutions to improve them. These nine components are: organizational communication, monitoring and control methods, risk-taking and creativity, reward and reward system, identity and loyalty, motivation, emphasis on stability or change, attention to consequentialism or conscientiousness, and emphasis on organizational tasks or satisfaction They are employees.

This research is a qualitative research; In order to collect data, the semi-open interview method was used and also to analyze the research data, the qualitative content analysis method was used. The statistical population of this study is all commanders and middle managers located in the command headquarters of Yazd province, which in 1398 amounted to 43 people. The sample size was based on purposive sampling, which was synonymous with interview data saturation at the end of the study of 22 people.

Based on the interviews conducted on the nine dimensions and components of organizational culture and the analysis of the text of the interviews as research data, 142 codes and concepts related to strategies to improve the nine components of organizational culture were identified.

Finally, based on the research findings, it was determined that the most important strategies to improve the organizational culture of the police force are related to listening to the opinions and suggestions of employees; More use of incentive and persuasion methods by managers; Increase financial rewards in the organization; Considering organizational shortcomings and different needs of employees; Provide the necessary legal and organizational support to employees

The purpose of this study was to investigate the relationship between ethical intelligence and organizational intelligence with the job performance of staff members of the special police unit of Mazandaran province.

According to Morjgan and Morjgan (1970), 217 students were selected by random-stratified sampling in terms of educational qualification. To collect data, 40 questionnaires of ethical intelligence link and Kiel questionnaire (2008), Karl Al-Barakht questionnaire on 49 organizational intelligence questionnaires (2002) and Paterson questionnaire on 15 questions of job performance (2005) were used. To analyze the data, descriptive statistics (charts, abundance, percentage of frequency), inferential statistics (one sample T-test and Kolmogrov-Smirnov test, Pearson correlation matrix and regression test) were used.

The results of this study showed that there is a significant relationship between ethical intelligence and organizational intelligence with employees' job performance. There is a relationship between the components of moral intelligence (honesty, responsibility, compassion, forgiveness), and employees' job performance. Among the components of organizational intelligence (strategic insight, shared destiny, willingness to change, courage and agreement, unity and agreement, knowledge use, and Performance pressure) and employees' job performance.

The relationship between moral intelligence and organizational intelligence with the job performance of logical employees seems to be reasonable, as well as the audacity to strive to go beyond the standards and behaviors of organizational contracts. Job duties increase employee job performance.

Organizations try to select and attract qualified and effective employees and seek to improve and expand their capabilities and competencies, In this regard, NAJA is no exception to this rule and since Iran is an Islamic country and influenced by Islamic teachings, these teachings can be used for the meritocracy of human resources. As a result, the present study seeks to investigate the formation of the phenomenon of merit selection based on Islamic teachings in the NAJA organization.

This research is applied in terms of purpose and descriptive in nature and the research strategy of Grounded Theory has been used. Based on the analyzes extracted from the Holy Quran and Nahj al-Balaghah, the process of the phenomenon under study was discovered and then the findings were compiled as a set of theorems and drawn in the form of a model of causal relations.

In the open coding stage, 55 sub-categories were extracted in the form of 11 main categories. In the axial coding stage, a paradigm model was presented based on the concepts of axial category, causal conditions, strategy, context, intervening conditions and consequences, and in the selective coding stage, the theoretical model based on the research findings was explained.

From the results of the study, we can point to the patience and perseverance and spiritual characteristics of employees. They have the least slips in doing their job and become the most selected and well-known people in the organization in terms of commitment, loyalty and trustworthiness.

Organizations that place more emphasis on employee productivity are more dynamic than other organizations. This is because in such organizations, due to the productivity and use of knowledge, there is more learning, which in turn will lead to new solutions for doing things and intelligence in general. Considering that the police force is one of the large organizations with various technologies in order to provide services to the public and the main challenge in this study is to examine what changes can be made in the productivity of the staff of the police command of West Azerbaijan province. Exists. Hence, the importance of addressing this issue becomes more apparent. The present research design is descriptive-survey with an applied purpose. In order to identify these components, documentary library study tools and logical reasoning methods were used. The instrument used to measure and evaluate the obtained components and sub-components was a researcher-made questionnaire that was used to measure validity using face validity measurement tool and Cronbach's alpha calculation method was used for reliability. In this study, descriptive and inferential methods including: Kolmogorov-Smirnov test were used. In this study, using Cochran sampling formula, 306 employees were determined as the statistical sample size. The results of the research indicate that intelligence and its dimensions (competitive intelligence, emotional, technology, structural, organizational) have a relationship with the productivity of employees and has a positive and significant effect.