مجله نظارت و بازرسی
پیاپی 59 (بهار 1401)

The administrative system in the country, due to its wide and effective role in doing things, is one of the important infrastructures of development that neglect or lack of attention to it, irreparable damage in the implementation of programs, satisfaction It will lead the people and prevent the formation of corruption. The purpose of this study is to identify the strategic dimensions affecting the level of health in Iranian government organizations.   Research

The present study is a developmental application in terms of applied type and in terms of combined method is a sequential type that in the qualitative section, the statistical population includes managers, policy experts, experts of regulatory institutions and organizations as well as scientific experts and University related to administrative and organizational health was used and in four stages, an expert panel with 20 experts was reviewed and the data were analyzed using SPSS software and factor analysis. The method of data collection is library, theoretical foundations, background, expert questionnaire and considering that the average of managers and professionals working in government organizations has been determined using the Cochran's 338 formula, the strategic dimensions of administrative health in organizations The Iranian government has been identified. 

The findings of this study show that the strategic dimensions of the organization (creating equal opportunities in employment and promotion, preserving human dignity and rights, fair and equitable behaviors in interaction, distribution and procedures, transparency, participation In decision-making,) and external organization (public oversight, integration of work and life, disproportion between growth rate and salary rate, positive work attitude, media and trust and confidence), is effective in promoting administrative health and innovation. The research is the design of a model for measuring the strategic dimensions of administrative health in government organizations, which has not been found in previous research.

Global events in recent months, such as the Quid 19 epidemic, have put pressures on the public budget that have made it more difficult to understand and measure. On the other hand, the large share of state-owned companies in the public budget and the need for their continuous monitoring and inspection in the country's economic policies, has led to more attention paid to the financial discipline of state-owned companies and the need for applied research in this area. In this regard, the main purpose of this study is to investigate the relationship between the components of supervision, inspection and financial discipline of state-owned companies. This study is a quantitative research and has been done using pairwise comparison questionnaire and Demetel method as one of the multi-criteria decision making techniques to determine the effectiveness and effectiveness between the components. The experts of this research include 12 experts on financial and control issues of state-owned companies who have been selected by snowball sampling method. The instrument used in this research is a researcher-made questionnaire and the validity and reliability of the research results have been confirmed by experts by CVR and retest methods. The results of this study indicate the effectiveness of the components of "continuous monitoring", "external inspection" and "subordinate and upstream inspection" and the high effectiveness of all three components "financial discipline before spending", "financial discipline during spending" and "financial discipline after" Expense. This research with a different approach to the literature, focusing on the differences between the two concepts of supervision and inspection, in addition to the development of public sector accounting literature for financial discipline, the pattern of relationships between research components for better supervision and inspection.

The aim of this study was to analyze the experience of experts on the types of threats against the employees of FARAJA in the use of cyberspace. These employees, who use cyberspace, which is outside the scope of their job descriptions, are part of cyberspace users, and hence, all kinds of security and non-security threats from this emerging space are also concerning to the police personnel.

This research is qualitative. Sampling was purposeful selection, and participants were selected based on the theoretical saturation rule of ten experts and cyberspace experts with a supervisory role in the police. Content analysis method was used to analyze the information. The research tool is a semi-structured interview which includes open-ended questions. To assess the validity and reliability of the interview, its content was provided to three experts and their views on the interview were applied and participants were assisted in analyzing and interpreting the data.

The findings included 87 simple concepts, of which 53 concepts were related to cyber threats, which in the later stages, they were categorized into 12 general concepts (themes).

The results showed that threats to employees include the risk of recruiting and invitations, break and disclosure of information, being a user in cyberspace, the prevalence of moral corruption, emotional rupture and divorce, being imposed to values​, morals and behavioral patterns of Western societies, changing national and religious identity and the emergence of Western cultural identities, encouragement of employees to participate in political affairs, isolation and distance from the family, lawlessness in employees, dissatisfaction of employees, disregard for their duties and distrust of commanders.

One of the best management strategies, which allows the organization to respond effectively and continuously to opportunities and environmental threats, is human resource agility; therefore, the purpose of this study is to design a model of human resource agility in the Iran’s Ministry of Agricultural.

This research is developmental in terms of purpose, and qualitative in terms of approach. The experts of this research are 14 managers active in the field of human resources of Ministry of Agricultural who were selected through purposive sampling and theoretical saturation rule. Data were collected using in-depth semi-structured interviews, the validity of the interview questions was confirmed using the views of university professors and its reliability was confirmed by a review of research participants and experts and university professors. Method of data analysis was thematic analysis and performed using three-stage coding of qualitative data at open, axial and selective levels. Model validation by Delphi method and expert opinion were also used.

The research findings indicate the identification of four inclusive themes(and not the main themes). Inclusive themes include "individual traits, interpersonal traits, strategic traits and job-related traits" each of which includes several main themes. "Individual traits" include "personality, performance and productive skills", "interpersonal traits" include "group and communication skills", "strategic traits" includes "planning, and contemplation skills" and "job-related traits" including "job traits" and “perceptual skills”.

The results showed that personality, communication skills and job skills are the most important themes of human resource agility in Ministry of Agricultural. The model of this research, in addition to the richness of human resource agility literature, can help Agriculture managers to plan improving human resource agility and achieving organizational productivity and employees to know more about their abilities and purposeful guidance in self-improvement.

The feeling of everything being fair has a strong effect on employees' behavior and attitude. When employees see that they are treated fairly in organizations, their sense of attachment fortifies; Therefore, the purpose of this study is to investigate the effect of organizational justice on employee attachment with to the mediating role of anomie and organizational trust in Yazd University of Medical Sciences.

The research is applied in terms of purpose, descriptive-correlative in terms of data collection and quantitative in terms of data analysis. The statistical population is all 300 staffs of the Yazd University of Medical Sciences which were analyzed based on Morgan's table with 170 questionnaires and by simple random sampling. The measurement tool of this study was a 65-item questionnaire. For assessing organizational justice and its variables, the Niehoff and Morman (1993) questionnaire, for assessing employee’s attachment, the Shuffle et al. (2003) questionnaire, for assessing organizational trust, the Kanavatanachi and Yu questionnaire and for assessing organizational anomie, Lara Wardriguez (2007) questionnaire were used. Their validity was content type, which was confirmed by experts. In order to assess the reliability of the questionnaires, Cronbach's alpha coefficient test and also to analyze the data, structural equation modeling test with AMOS software was used.

The findings indicate that organizational justice has a positive effect on organizational trust and job attachment and has an inverse and significant effect on organizational anomie. Also, organizational trust has an adverse effect on organizational anomie and has a positive and significant effect on job attachment. Organizational anomie also has a significant and inverse effect on job attachment. The results also showed that organizational anomie cannot mediate the effect of organizational trust and organizational justice on job attachment; but organizational trust plays a mediating role in the effect of organizational justice on job attachment.

With the increase of justice in organizations, employees feel more attached and trusted; thus, the level of anomie decreases. Plus, organizations with high organizational justice and trust can effectively fight against organizational anomalies.

Establishing a merit selection system is one of the most important issues to improve the quality and quantity of any organization. One of the most important effects that merit selection has on the organization is the improvement of service performance or the efficiency of employees, which can play a significant role in advancing the goals of the organization; Therefore, the main purpose of this study is to investigate the role of competencies of commanders and managers in increasing the efficiency of employees in Lorestan province.

The present study is an applied research in terms of purpose, descriptive in terms of method and cross-sectional in terms of type of study. The statistical population of the study included 636 employees of the Lorestan Disciplinary Command who, using the Cochran's formula, 240 people were considered as the research sample. In this research, simple random sampling method has been used. The data collection tool was a researcher-made questionnaire including the dimensions of meritocracy and efficiency. The validity of the research instrument based on face validity and its reliability has been evaluated and confirmed by Cronbach's alpha test. Descriptive statistics as well as inferential statistics including Kolmogorov-Smirnov tests, confirmatory factor analysis and structural equations were used to analyze the data.

The research findings showed that the appointment of managers based on competency characteristics including: managerial characteristics with a factor load of 0.94, personality traits with a factor load of 0.94, value and insight characteristics with a factor load of 0.78 on increasing Employee efficiency including speed of action with a factor load of 0.88, accuracy of action with a factor load of 0.89, accuracy of action with a factor load of 0.91, motivation with a factor load of 0.84 and responsibility with a factor load of 0.92 A positive and significant effect had.

The results of this study showed what components play an increasing role in establishing a meritocracy system and on the other hand increasing employee efficiency. These results will provide theoretical and practical achievements in the field of strategic management for organizations.

preventing the crime of self-injury among the conscripts when on duty plays an effective and significant role in establishing an integrated behavioral and disciplinary system in the military environments. The purpose of this article is to prevent the occurrence of self-injury crime among conscripts and to address behavioral issues and problems and their criminal factors.

This research is applied in terms of purpose and descriptive-analytical in terms of method. The data were prepared and evaluated using library study through collecting fiche cards and referring to legal sources and intra-organizational documents.

The results showed that intra-organizational and extra-organizational factors have a significant effect on self-injury among the conscripts. Individual, social, situational, welfare factors along with the quality of life of conscripts while serving play an important role in preventing self-injury. Regarding controlling the facilitating causes to this crime and in order of priority, adopting preventive measures, teaching, counseling and increasing the level of mental health of conscripts, and supervising the behavior of managers and officials have a direct effect and quick return.

Management issues and problems arising from the interaction of commanders and conscripts as well as special training for commanders on how to deal with conscripts and supportive measures in terms of intellectual strengthening and cultural training, spiritual development and correction of individual behaviors of conscripts play an important role in preventing the crime of self-injury in the conscripts. Therefore, serious and appropriate measures should be taken by the officials to minimize the thoughts of self-injury in the conscripts.