نشریه منابع انسانی ناجا
پیاپی 66 (زمستان 1400)

NAJA is an important institution in the society that has the serious task of establishing order and security and one of the problems in this regard is the flight of soldiers from the service of the soldier due to problems for the soldier himself. And the organization creates is of great importance. As a result, the present study has been conducted in order to identify and prioritize the factors affecting the escape of duty employees.

Based on the research background and interviews with 30 soldiers and commanders of Estahban city commanders as selected research experts, using targeted sampling method, the key factors affecting the escape of soldiers are identified and prioritized. , Five-choice questionnaires based on Likert scale were provided to 11 law enforcement experts and soldiers. Fuzzy topsis fan was used to analyze the data.

49 factors affecting the escape of soldiers were identified in 5 dimensions (structural factors, individual factors, environmental factors, managerial factors and psychological factors).

Among the identified dimensions: "managerial factors", "individual factors" and "structural factors" were the most important and "environmental factors" and "psychological factors" were the least important among the other studied dimensions. As a result, commanders, chiefs, and managers of the NAJA should show such things as: empathy with soldiers to reduce their anxiety, reduce excessive rigidity, not to treat the commanders' degrading and degrading treatment with subordinates; and ... make it the headline of their work.

Efficiency and effectiveness as the output of human and organizational systems is achieved when work and behavioral processes are modified, on the other hand, a key factor in the successful implementation of key improvement strategies as well as adaptation to the growing environmental turmoil with which modern organizations Facing reform in organizational culture. Therefore, the purpose of this study is to explain the executive strategies of organizational improvement based on culture for the effectiveness of human resources. In this research, the framework of competitive values of Queen and Cameron has been used. The statistical population of the study includes law enforcement personnel of Sistan and Baluchestan province, of which 384 people were selected as a sample. The method of the present research is in nature among field and survey researches and is based on applied purpose. For data analysis at the inferential level, Pearson correlation coefficient, regression, Friedman, skewness and elongation statistical tests were used. Cronbach's alpha coefficient was used for the reliability of the research and CVR and CVI coefficients were used for the content validity. The correlation coefficient and regression tests show that there is a positive and significant relationship between the research variables. This means that the conceptual model of the research is 95% significant and based on the available data, this model is able to express changes. The research results introduce rational culture as the dominant organizational culture. E-Government and power distribution.

The increasing importance of performance appraisal in government organizations has led to an ethical vacuum, attention to social responsibility, and setting criteria for these factors in the performance appraisal process. Common performance appraisal models in organizations are not able to identify and evaluate these criteria. Therefore, the purpose of this study is to design a balanced scorecard model developed at three levels of management in Iranian government organizations to identify and determine ethical criteria and social responsibility to fill the gap. The research method in this research is exploratory in terms of nature and in terms of implementation method, and the data collection method in this research is a field that was first modified, expanded, developed, and developed with semi-structured in-depth interview tools with experts of identified variables or factors. Then, to find the pattern of relationship between factors, a researcher-made pairwise comparison questionnaire was designed, which was determined using the fuzzy hierarchical evaluation method. Analysis of data and information was also performed by Expert Choice software. Findings from the design of the model show that in Iranian government organizations, top managers in the field of ethics and social responsibility by the criterion of "employee satisfaction", middle managers to "minimize the costs of procrastination and harm" and basic managers to " "Self-audit of managers" should be given the most attention.

Electronic human resource management (E-HRM) as a method based on information and communication technology can have many effects on organizations. Due to the novelty of the issue in Iranian Public organizations, gaining an understanding of what effects electronic human resource management can actually have on such organizations is important and will increase the motivation of top managers to move towards this issue. In this regard, the present study was conducted to determine the effects of implementation and implementation of electronic human resource management in public organizations. The research method in the present applied research was a descriptive survey and the statistical population was all employees and managers of the Social Security Organization of Tehran province with about 3457 people. To collect the data, first the initial sampling was done by distributing the researcher-made questionnaire among 30 people and the reliability with Cronbach's alpha 0.9 and content validity were confirmed by experts. Then, by obtaining the variance deviation of the results obtained from the prototype and using the Cochran's formula, through the available sampling method, questionnaires were distributed among 183 managers and employees of that organization and due to the normal distribution of data, research hypotheses using 19spss software was tested and confirmed by Pearson correlation coefficient and multivariate regression. Finally, the results showed: By implementing electronic human resource management systems and increasing the strategic role of human resource units, the organization can use its benefits including cost reduction, time management, information security, customer satisfaction and productivity of the organization.

Managers of organizations seek to increase productivity in their employees. Human capital is also known as one of the most effective and valuable resources and one of the most important tools to increase productivity in human resources is to promote motivation. The purpose of this study is to identify and prioritize employee motivational factors based on the value system of military research organizations. Due to the many similarities that military research organizations have with each other, managers of other similar organizations can improve and enhance the motivation of their employees with the help of identified and prioritized factors in this research. This research in terms of collecting data is applied and in terms of purpose is descriptive-exploratory. The method of collecting data is library and field data and the collection tool is a questionnaire whose validity has been confirmed by the opinions of 32 members of experts and academic professors and has been used for its reliability by Cronbach's Alpha. In this research, using relevant backgrounds all components of motivation were identified. Finally, after interviewing the experts, five main factors including "managerial and structural", "scientific", "welfare facilities", "individual-motivational" and "psycho-motivational" and 43 sub-factors were selected. The data analysis method is used to identify the motivational factors of a single sample T-test and for prioritizing motivational factors is used the Friedman test. Therefore, 32 responses of experts were collected and tested with a single-sample t-test using SPSS software. The result of the research shows that the impact of each of the five main factors and 42 sub-factors is on the motivation of the organization's employees. The result of Friedman's prioritization also showed that the "individual-motivational" factor has a top priority.

The purpose of this paper is providing a new vision about relationship between company performance, time- oriented activities and information technology in the Iranian industrial companies. So, this study examined the temporal changing and environmental disturbance effect on information technology and company performance companies by the role of career decidedness mediating in the Shiraz industrial company. From the point of objective, this study is applied research and from the point of methodology, it is descriptive- correlative research. The statistical population is Research and Development units (R & D) in Shiraz industrial companies. Using stratified sampling Method and data collection tools is questionnaire. The content and appearance validity of questionnaire were measured by experts and construct validity was measured by confirmatory factor analysis. The reliability was confirmed by Cronbach's alpha and composite reliability. In order to investigating hypothesis, Structural Equation Modeling and Partial Least Squares were used. The results show that the Turbulence of environment market has a positive and significant effect on time pacing and information technology. Time pacing has a positive and significant effect on information technology but it doesn’t impact on organizational performance. Information technology has a positive and significant effect on organizational performance. The mediating role of career decidedness in the relationship between information technology and organizational performance was not confirmed.