فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 36 (زمستان 1400)

The role of human capital in achieving goals at the organizational and national levels is irreplaceable. In this regard, the present study seeks to achieve the desired human capital competencies to realize the statement of the second step of the revolution and move towards the formation of a new Islamic civilization.

This research is an interpretive research in terms of research philosophy and an exploratory research in terms of purpose; the research strategy is qualitative and uses the method of content analysis. The method of data collection has been in-depth analysis and analysis of the text of the statement of the second step of the Islamic Revolution. The validation of the research findings was also confirmed based on the specific components of qualitative methods.

In the first step, by studying and reviewing the second step statement several times, the initial codes were extracted as basic themes. In the next step, by categorizing the initial codes, organizing themes were formed, and finally, by thematically categorizing the organizing themes, eight comprehensive themes were obtained. Finally, the theme network is mapped using Xmind 10 software.

The final model proposes the model of competence of desirable human capital in order to fulfill the declaration of the second step of the Islamic Revolution based on the competencies of revolutionary insight, justice, scientific jihad, dignity and independence, jihadist spirit and practice, ethics, spiritualism and economic purity. Using it, an important step can be taken towards the realization of a new Islamic civilization.

The present study seeks to identify the dimensions and components of entrepreneurial university development with a systemic approach in order to expand entrepreneurship.

This research is exploratory based on the purpose of the research and library and field data collection method. Also, a qualitative approach based on content analysis has been used. For this purpose, after searching the databases, based on the relevant keywords, a number of sources in the field of entrepreneurial university were selected with a purposeful approach, due to the specialized field of research. In order to extract the concepts, three open, axial and selective coding were applied and finally, to confirm the importance of the dimensions, components and indicators of the entrepreneurial university, the Delphi method was used with eighteen experts in the fields of entrepreneurship, educational management and higher education as examples. Statistically, they were considered using the snowball method.

According to the findings, five economic-financial dimensions with four components, structural and organizational with five components, socio-cultural with six components, education and research with twelve components and human resources with nine components, for the development of entrepreneurial university, with a systems approach , is identified.

According to the studies conducted in the present study, despite the emphasis of the government and higher education institutions on the change of educational approaches, gaps are still seen in this regard. Accordingly, in order to strengthen the entrepreneurial ability of the graduates, it is necessary for the trustees to take steps to develop the entrepreneurship university with a systems approach that includes the five dimensions extracted.

One of the axes of the roadmap for reforming the administrative system and the macro policies of the administrative system of the country is the issue of justice-oriented and meritocracy in the system of recruitment and employment of human resources. Accordingly, the purpose of this study is to design a justice-oriented human resource recruitment system based on competency models, Islamic values ​​and creating equal opportunities for government organizations.

This research was conducted in the framework of a qualitative approach and the method of data theory. For this purpose, by selecting fifteen experts and human resource managers of the top executive bodies in Shahid Rajaei Festival who have experienced first to third ranks in terms of general indicators (administrative transformation) for three consecutive years, by theoretical sampling, in-depth interviews and semi-structured.

The data obtained from the interviews were analyzed in three stages of open, axial and selective coding. Finally, one hundred initial codes, forty-two concepts and ten categories were counted.

Based on the results of the study, the model of justice system based on attracting human resources based on Islamic competencies and values ​​with causal conditions of individual and organizational barriers, underlying conditions of individual and organizational characteristics, individual and organizational intervention factors, organizational action strategy and internal and external consequences.

Proper knowledge management supports the success of the organization. By evaluating knowledge management and identifying factors for progress, the organization can more effectively achieve its goals. The present study was conducted to design a knowledge management evaluation model in a grassroots organization with a focus on human resources.

The type of study is a range of qualitative studies with a data theory approach. The statistical population includes all knowledgeable people in the field of knowledge management of the organization under study. Sampling is a purposeful method and the sample size is determined using this method and reaching a saturation limit of forty-two people. The data collection tool is in-depth and semi-structured interviews. To analyze the data, a systematic approach of data-based theory has been used.

According to this approach, in the open coding stage, the phrases extracted from the interviews were summarized in one hundred and ninety main codes and sixty categories, and in the axial coding, twenty-four categories were identified. In the visual description stage, the model is designed using the balanced scorecard method in four aspects.

Based on the results of the research, the obtained evaluation indicators affect each other in a chain and their growth promotes factors in the four dimensions of the knowledge management evaluation model. Thus, if the infrastructure and support factors are properly prepared, then the proper implementation of knowledge management processes with a focus on human resources leads to improved morale and services and ultimately, the realization of the consequences of divine knowledge and spiritual growth, becoming a leading and knowledge-creating organization, increasing trust. The public becomes the organization as well as the national pride and despair of the enemies.

In order to retain their knowledge-based, valuable and talented employees, organizations should pay special attention to the important component of job motivation; Therefore, the purpose of this study was to identify and analyze the factors affecting the job motivation of employees in Golestan governorate.

This research, in terms of implementation method, is a descriptive-survey that has been done by exploratory mixed method. In the qualitative stage, the research group consisted of ten academic and organizational experts who were selected by judgment and snowball. In the quantitative stage of the statistical population, all employees of Golestan Governorate were four hundred people. The sample size was determined according to Krejcie and Morgan table one hundred and two hundred people and for sampling, a simple random method was used. To identify the factors, the content analysis method was used and to analyze the relationships of the variables, the structural equation method was used with "Smart Payals" software.

The results showed that leadership (0.496), work environment (0.355), employment (0.372), human resource systems (0.381), personality traits (0.340), job significance (0.308) 0) Perception of organizational justice (0.512), organizational capital (0.469), psychological capital (0.373) and organizational commitment (0.325) have a positive and significant effect on employees' job motivation.

In general, it can be concluded that paying attention to the effective factors is important on job motivation and employees with high job enthusiasm have a correct understanding of the organization's vision and tasks and are accompanied and assisted by their managers with perseverance and perseverance.

The present study aimed at developing a model of competencies of strategic managers in public organizations.

This research was developmental in terms of purpose and in terms of data collection was done qualitatively. The semi-structured interviews were conducted with 21 experts in the field of strategic management, experienced executives in public management strategic positions, and faculty members of public universities in Tehran (Management and accounting disciplines). Data analysis of semi-structured interviews was conducted using thematic analysis by the thematic network method. The internal validity of the analysis of the interviews was confirmed by the peer review method and with the triangulation method was tried to use various sources of data collection in conducting interviews.

According to the data coding and categorization, one global theme (competencies of strategic managers), four organizing themes (general-specialized competencies; psychological-behavioral competencies; managerial competencies; strategic competencies) were 16 basic themes and 127 categories resulting from 437 initial codes and the competency model of strategic managers was developed.

In identifying and reviewing the competencies of strategic managers in public organizations, it is necessary to consider various dimensions in relation to each other and pay attention to strategic competencies along with other individual and general dimensions.

Knowledge, spiritual orientation, and action are the determinants of human spiritual health. Considering the "requirements of police work" which can cause physical, mental, psychological and social injuries in police officers, the present article, on the one hand, seeks to "assess the state of knowledge, orientation and spiritual action, and finally, determine the health status of students' spiritual field."

This research is "applied" in terms of purpose, "descriptive" in terms of nature, and "survey" in terms of data collection method. The statistical population included students approved by Amin University of Law Enforcement Sciences who were studying in three levels: associate, bachelor and graduate. The sample size was calculated using Morgan table, two hundred and eighty-two people. For sampling, stratified random method was used. The data collection tool is the "Standard Questionnaire of the Department of Spiritual Health of the Academy of Medical Sciences of the Islamic Republic of Iran". In order to analyze the data, statistical tests, Kolmogorov-Smirnov test were used to check the normality of variables, t-test was used to test the research hypotheses, independent t-test was used for comparative test and Friedman test was used for ranking.

Students scored high and acceptable scores in the section "Spiritual Knowledge and Orientation", however, their scores in the section "Spiritual Performance and Action" were lower than their knowledge and spiritual orientation.

According to the field findings, it is necessary to consider appropriate practical programs to promote knowledge, orientation and spiritual action, especially in students. Accordingly, "religious literacy" must be transformed into "religious knowledge" in order to turn "spiritual knowledge and tendencies" into "spiritual practices."

The present study aimed to investigate the moderating role of the demand-job competency ratio in the relationship between role overload and work-life balance regeneration strategies among faculty members of northeastern Iranian public universities.

In this research, analytical survey method was used. The statistical population of the study was faculty members of Ferdowsi University of Mashhad and Birjand who had the academic rank of assistant professor or associate professor with at least one year of work experience. The sample members were selected by available means and by taking a questionnaire, which includes two hundred and sixty-six numbers.

The results of data analysis showed that the relationship between role overload and work-life balance regeneration strategies is positive. The moderating role of the demand-job-proportionality variable in the relationship between role overload and work-life balance regeneration strategies was also confirmed.
 

The results can help us understand and manage individual-situational factors such as the proportion of demands-job abilities in facilitating work-life balance among faculty members.

Policy evaluation is very important because it prevents the deviation of goals and makes it possible to improve the process of policy development and implementation. In the meantime, public safety policies are very important in society. The main purpose of this study is to identify and describe the dimensions and components related to the model of evaluation of public security policies in the police force of the Islamic Republic of Iran.

The method of this research is qualitative based on content analysis strategy and data collection method, field with semi-structured in-depth interview tools. Participants in the study included law enforcement experts and university professors. Purposeful sampling was performed and the interviews continued until the theoretical saturation and the eighteenth interview. In order to answer the research questions, Atrid and Sterling theme analysis technique was used.

Based on the research findings, three comprehensive themes and fourteen organizing themes (dimension) were extracted from the sixty basic themes (components) related to the evaluation model from the public security policy evaluation model. In order to validate the extractive factors, the agents were presented to twenty elites and academic and disciplinary experts, and finally, sixty-four of the components were approved.

The evaluation model of public safety policies includes the dimensions of pre-implementation, during-implementation and post-implementation evaluation. The use of dimensions and components presented in this model, in order to evaluate the policies, promotes a sense of security in society.

An important issue that should be constantly considered by managers in any organization is the strengthening of existing human resources; therefore, the purpose of this study was to analyze and identify the factors affecting the job competencies of principals (knowledge, attitude and skills) in the ten axes of school management excellence.

The research method was descriptive survey. The statistical population of this study, including the manager's sample and sampling method, was census. The data collection tool was a researcher-made questionnaire based on the ten axes of EFQM. The validity of the questionnaires was confirmed by professors in the field of educational management. Cronbach's alpha coefficient of collection tool was 0.97 in the field of knowledge, 0.96 in the field of skills and 0.95 in the field of attitude. Bartlett test was used to determine the adequacy of sampling in factor analysis. To analyze the data, SPSS software, Bartlett test, Pearson correlation coefficient test and heuristic factor analysis were used.

The research findings showed that skills, then knowledge and finally attitude, respectively, among principals, have a decisive role in the axes of school management excellence.

Increasing the quality of education in schools requires improving the job competencies of school principals implementing the management excellence plan. Based on the findings of the present study, it is worthwhile for those involved in the education system to pay special attention to their views on the promotion of job competencies in order to empower managers.

The general purpose of this study is to investigate the effect of competitive intelligence with social responsibility on strategic human resource management in technical and vocational colleges in North Khorasan province.

This research is applied in terms of purpose and descriptive in terms of method. The statistical population consists of professors and staff of technical and vocational colleges in North Khorasan Province, numbering six hundred and fifty people who according to Cochran's formula, two hundred and forty-two people were selected by stratified random sampling. To collect data, the Competitive Intelligence Questionnaire with fifty-five questions and the Strategic Human Resources Management Questionnaire with sixty questions were used. The face and content validity of the tools were confirmed by experts and their reliability was calculated using Cronbach's alpha coefficient for the Competitive Intelligence Questionnaire of 0.90 and Strategic Human Resource Management 0.87. T-test and structural equations were used to analyze the data.

The findings of the path analysis show that there is a factor load of 0.784 between the latent variable of exogenous (competitive intelligence) and the latent variable (strategic management of human resources) based on path coefficients, also because The t-value (28.718) is outside the range (2.58 and 2-58), so at the 99% confidence level, the relationship between competitive intelligence and strategic human resource management is significant.

The results showed that the status of competitive intelligence and strategic management of human resources in technical and vocational colleges is above average. Competitive intelligence also has a positive and significant effect on the strategic management of human resources in technical and vocational colleges.

Balanced Scorecard offers a diverse set of performance indicators in four groups, including financial performance indicators, customer indicators, business process internal indicators and growth and learning indicators. The use of a balanced evaluation model has made good progress in evaluating organizations, but nevertheless, there has been a large gap in the field of social responsibility and ethics, and the developed model has been a response to this gap. This research seeks to design a developed model for evaluating the performance of government organizations.

In this research, the exploratory method and the field branch are used; Data collection was performed by field method and paired comparison questionnaire tool and then using multi-criteria decision making models (MCDM) and AHP model with fuzzy approach, the weight of the obtained indicators was normalized and displayed in five main areas as a dashboard. The statistical population of this study also consists of ten experts in the field of public administration in Tehran, who have an associate degree or higher with a history of more than ten years and have been selected by judgment.

The final weight of the criteria showed that at the level of senior managers, the criterion of "relationship with profiteers", at the level of middle managers, the criterion of "equality of social rights and non-discrimination" and at the level of basic managers, the criterion of "workplace accidents" have the highest priority and importance and the criteria of "product reliability", "customer satisfaction index regarding product delivery time" and "number of complaints", respectively, have the least importance among senior, middle and grassroots managers. The results showed that by comparing the final weight of the criteria in the whole model, the criterion of "workplace accidents" has the highest and the criterion of "number of complaints" has the lowest weight in the identified criteria.

The rapid changes of the present age, along with the great differences in the different generations of available manpower, have doubled the importance of studying the future status of manpower for a work-oriented organization, such as law enforcement; Therefore, this study was conducted with the aim of future research on the situation of human capital in the Disciplinary Command of the Islamic Republic of Iran.

This research, in terms of type, is analytical and exploratory, which has been done using a combination of quantitative and qualitative models. Field method and questionnaire and interview tools were used to collect data. The questionnaires were completed in two stages by human resource professionals who are familiar with police issues, and interviews with a number of law enforcement experts of the Islamic Republic of Iran who were employed by police at the time of the investigation or before and in the field of management. Human resources in police have been knowledgeable and experienced.

Based on the research findings, the key drivers of the future of human resources in police include social, economic, technological, political and internal key drivers. Also key factors affecting the future of the police manpower are the use of new technologies instead of manpower, the development of electronic exchange, the speed of change in society and its impact on community culture and the dominance of electronic space and the use of new technologies.