مجله نظارت و بازرسی
پیاپی 52 (تابستان 1399)

The purpose of this study is to identify the factors affecting the stress resulting from NAJA public oversight for NAJA staff and to present the structure of this impact. The purpose of the article is applied, and its implementation method is descriptive-survey. The statistical population of the study consists of employees of the Greater Tehran Disciplinary Command, from whom 252 people have been selected as a sample size based on Cochran's formula as a sample size and multi-stage cluster sampling method. In this study, a researcher-made questionnaire was used and in order to assess the validity of the questionnaire, two methods of content validity (with face validity method) and construct validity (with confirmatory factor analysis) and the reliability index of the assessment tool based on Cronbach's alpha coefficient Is 0.85. Data on the effect of contextual variables (service history, education and staff rank) on the dependent variable (feeling of stress from public oversight) show that this effect is significant at the confidence level of 0.99. Based on regression analysis, the variables of feeling of being supervised, feeling of responsibility, feeling of internal control and job satisfaction of employees at the level of 0.99 confidence had a great effect on the feeling of stress resulting from public supervision. This effect was positive for the feeling of being monitored and negative for the other variables.

The purpose of this article is to answer the question of how it is possible to compensate the detainees after the acquittal. The article comparatively examines the reasons for compensation in jurisprudence (the perspective of Imam Khomeini) and international documents. The method of collecting information and data is library and documentary. The information has been analyzed in an argumentative and inferential manner. Findings showed that people who are detained under certain conditions have rights such as compensation for material and moral damage during their detention in case of acquittal at the end of the investigation and this is rooted in jurisprudential rules and international documents and the Charter of Citizenship Rights and Liability Laws. The Civil Code and the Code of Criminal Procedure have provided for it. The results also showed that the detention of defendants and suspects is exceptional and in case of acquittal or prohibition of definitive prosecution of the accused, he is entitled to compensation for material damages according to jurisprudential rules such as the rule of respect, the rule of loss and the rule of no harm And it is spiritual.

One of the most important components of organizational performance is the financial performance of the organization. Accumulation or waste of financial resources in one organizational unit can endanger the whole organization. In order to improve the financial performance of the police force of the Islamic Republic of Iran, the first and most important step is to improve the performance of commanders and managers of the organization. In terms of purpose, this article is a development research that uses a mixed method. In the research process, first, the list of factors affecting the financial performance of commanders and managers was extracted by meta-analysis method and the factors were classified according to the three-pronged model. Then, in order to discover the hidden factors and to modify the factors extracted from their meta-analysis method and their localization, from the statistical community of scientific and executive experts of NAJA headquarters as well as university experts who were experts in the field of financial resources management and had relevant work experience, 18 People were selected by purposive sampling method and an open questionnaire was distributed among them. Using Cronbach's alpha, two factors "age" and "client satisfaction" were removed from the model and according to experts, two factors were "adherence to religious principles" and "program". Job path "was added to the model that the reliability of the questionnaire regarding the approved factors was calculated more than 0.7, which has a good validity. After this step, in order to rank the confirmed factors, the method of hierarchical analysis has been used. The software output shows that the factors are ranked with a compatibility rate of 0.842 and are approved by the model. The results show that in general, "behavioral factors" have the greatest impact on the financial performance of NAJA commanders and managers, followed by "structural factors" and finally "land factors" are factors affecting financial performance.

The purpose of this article is to recognize the role of NAJA commanders and managers in preventing violations and crimes of NAJA employees by achieving an appropriate model. This research is a mixture of quantitative and qualitative in terms of practical purpose and method. Using descriptive-analytical methods through interviews with 25 elites and experts in the field of crime prevention and also referring to religious and Islamic authorities from value points of view. And revolution, individual, behavioral, and functional empowerment. Findings showed that commanders and managers should be serious about selection at the beginning of employment, in-service training, paying attention to employees' belief in God Almighty and the hypothesis of enjoining the good and forbidding the evil based on Islamic management indicators from the Qur'an. Infallibles and superior commanders should be at the top of the agenda and have more direct supervision and control over it. The results showed that commanders and managers have a very important and key role in preventing employee misconduct and crimes according to credible Islamic and religious sources as well as interviews with prevention experts.

This study investigates the role of organizational culture as one of the main preventive factors in reducing corruption. The research is applied in terms of purpose and its method is descriptive-correlational. In order to collect data, the standard questionnaire of Denison Organizational Culture (2000) and the standard questionnaire of Abdollahi Corruption (2013) were used. The statistical population of this study included all employees of the Hormozgan police headquarters. The statistical sample is 195 people based on Cochran's formula who were selected by simple random sampling. The validity of the questionnaires was confirmed by professors and experts and its reliability was obtained using Cronbach's alpha formula for the organizational culture questionnaire of 0.91 and the corruption questionnaire of 0.78, respectively. SPSS software and Spearman correlation coefficient, regression and Friedman test were used to analyze the data. Findings showed that organizational culture and its factors (participatory, stability and integration, flexibility and mission) have a significant effect on corruption. Also, according to Friedman test, flexibility with a coefficient of 2.82 is the first priority. As a result, it has the greatest effect on corruption, followed by stability and integration with a coefficient of 2.68 in the second priority, and a mission with a coefficient of 1.96 in the fourth and final rank, which has the least effect on corruption in the NAJA. As a result, the article has tried to highlight the role of the desired organizational culture, to create a good environment to increase the knowledge of managers of organizations to prevent the occurrence of undesirable phenomena called corruption.

This paper examines attitudes towards police ethics and integrity using the responses of police officers and support staff to some ethical dilemmas via an online questionnaire. The aim of the study was to explore potential connections between respondents’ beliefs about the seriousness or type of misdemeanour and their likelihood of reporting the behaviour. Using a series of scenarios, we explore professional ethics and integrity by analysing the evidence from our survey of around 1,500 police officers, police community support officers (PCSOs) and police support staff. Throughout, we aim to show which of the scenarios were considered the most ‘serious’, which are more likely to be reported, and offer some suggestions as to why the ‘blue code’ is significant. The findings suggest the persistence of a reluctance to report some misdemeanours; of the 10 scenarios created for the survey, there was a great deal of certainty around the reporting theft of cash, but respondents were less likely to report a colleague keeping a ‘found’ watch. Accessing the Police National Computer without due authority was seen as relatively ‘serious’ and covering up for a drink-driving colleague and use of excessive force were both likely to be reported. We discovered ambiguities in responses around sexual touching of a colleague in an office setting, but a lower level of concern regarding an officer who forms a romantic relationship with a victim of crime who he met in a professional setting. Respondents expressed distrust in the force’s anonymous messenger system, set up for reporting a colleague’s behaviour without revealing their own identity and said they could treat a whistle-blower with respect or caution, depending on the circumstances of the individual case.