مجله نظارت و بازرسی
پیاپی 69 (پاییز 1403)

The humanistic approach to management is one of the three specialized approaches to management, the focus of which is humanism and the result of which is the regulation of relationships between humans in society, organizations, and families. The first level is anthropology, which analyzes the philosophy of man from the perspective of different schools and provides various concepts and subsequent models about what a human is, which will have a direct impact on the second and third levels of human analysis. The second level is methodology. If we assume that a human being is a system, it has inputs that, after analysis, end up with outputs that are human behavior. This behavior is called social behavior in society and organizational behavior in organizations, etc. Therefore, organizational behavior management deals with changing existing behavior to appropriate behavior by recognizing existing human behavior in the organization and determining its desired behavior. The third level is resource studies. Human resources or capital are one of the four input sources of any organization. Human resource management, recruitment, training, performance evaluation, and compensation will greatly contribute to achieving the strategic and operational goals of any organization. Therefore, managers and commanders, by focusing on the human perspective (as one of the three specialized perspectives in management) and applying theories, models, and strategies and measures of strategic and operational management of organizational behavior and human resources, will play an effective role in achieving the missions and goals of any organization.

meritocracy in the appointment of managers of any organization is a fundamental pillar in the realization of organizational goals. In this study, the aim of the research was to identify the criteria for diagnosing the damage of meritocracy in the process of appointing police managers.

This research is a descriptive phenomenological qualitative research in terms of practical purpose and in terms of the nature of data collection. The population of this research was all the senior managers in Police, from whom 20 people were selected with the purposeful sampling method according to the theoretical saturation of the data. Semi-structured interview method was used for data collection and retest and repeatability technique was used for data validity and reliability, and theme analysis method was used for data analysis.

The results of the analysis of the interviews showed that; Strategies for promoting meritocracy, institutionalization of promoting meritocracy, flexibility and resistance, organizational planning for meritocracy, support of managers and senior commanders, rule-oriented and accountability, as well as job performance evaluation system from The most important criteria for diagnosing the damage of meritocracy is in the process of appointing managers.

The results show; Improving the indicators and criteria identified in the diagnosis of the harms of the appointment process can create and develop a positive atmosphere of the meritocracy system in the appointment of police managers in the public space of the organization.

The purpose of this research was to identify the dimensions and components of the career development path of managers and commanders and provide a conceptual model for it.

The research method, from the point of view of the objective, was practical, and from the point of view of the nature of the information and the method of analysis, it was a mixed method (qualitative and quantitative), which used the "classic Delphi approach" in the qualitative part and the descriptive method of causal correlation in the quantitative part. became. Factors and components were extracted using the classic Delphi approach using the dominant opinions of experts. The statistical population (qualitative part) includes all the opinions of 15 experts in the form of a classical qualitative approach based on the rule of theoretical saturation and in the form of a targeted sampling. Also, the participants of the quantitative part of this research included the staff of the organization's headquarters in Fars province, which according to Morgan's table, is estimated at 150 people.

According to the review of previous researches and referring to the documents of the organization in question, the dimensions and components affecting the path of career development were identified, which includes 37 dimensions and 119 components. And finally, 6 dimensions (individual ability and leadership, training, evaluation, job rotation, quality of life and extra-organizational factors) and 42 components were approved by the experts as factors affecting the career development of managers and commanders during three Delphi stages. And the results of the research showed that all 6 dimensions have a positive and significant effect on the career development of managers and commanders, and finally, according to the influence coefficients of the variables, the galaxy model was presented.

In order to help and develop the career development path of managers and commanders, Faraja organization can by strengthening individual and leadership capabilities, pay attention to the issue of employee training and optimal performance evaluation, as well as proper job rotation, pay attention to the quality of life of employees, and consider extra-organizational factors. Take a firm step in this direction.

One of the main concerns in the police command is the selection and appointment of competent people as future commanders in the police. Based on this, the main goal of the current research is to design a model of competencies of police commanders with a future research approach.

The present research is mixed in terms of the nature of the data and applied in terms of purpose, which was conducted in two qualitative and quantitative sections. In the qualitative section, there were 16 participants, including expert professors in the field of commanders, inspection managers, and university faculty members with The snowball sampling method was chosen and for the validity of this part, content validity and reliability were used by Rao and Perry method. After analyzing the content of the data using Max Kyuda 20 software, a researcher-made questionnaire was designed and used in the quantitative part. The statistical population in this department includes 220 commanders and managers of Faraja who have the position of brigadier and above, and the sample number was calculated using Cochran's formula to be 140.Sampling in this section was carried out by simple random sampling and data analysis using SPSS 22 software and multiple linear regression tests and redundancy criterion index. Questionnaire validity using construct validity and Cronbach's alpha reliability coefficient 76. Calculated.

By analyzing the content of the interviews, finally, 63 indicators, 14 components and 5 dimensions were obtained. According to the value of the standardized beta coefficient and the significance level of the variables, it was determined that all the variables are effective in the competence of police commanders, then the competence of intelligence with a coefficient of 429/. In the first place, knowledge competence with a coefficient of 409/. In the second place and environmental competence with a factor of 329/. It was ranked third. Also, personality and behavioral competence with a coefficient of 296/. In the fourth place, and finally, security-administrative competence with a coefficient of 0.263 was ranked fifth.

In order to select and appoint commanders and managers and to identify and choose the most qualified people, criteria and criteria are needed so that qualified and worthy people can assume organizational positions. Security can have a significant effect on the appointment of qualified managers and commanders.

employee health is one of the most important components of organizational health that increases productivity. The opposite point is the illness and disability of employees and referring to medical commissions to get the level of health. This research was conducted with the aim of analyzing the reasons for the tendency of employees to receive the level of health in Khorasan Razavi Border Guard Command.

This research is qualitative in terms of method, practical in terms of purpose, and exploratory in terms of nature. The statistical population of the research includes the commanders, managers, employees and doctors of the Health and Medical Department of Khorasan Razavi Border Guard Command, who were selected by a purposeful sampling method. and based on the "theoretical saturation principle" saturation was obtained after interviewing 26 people. In-depth interview tool was used to collect the data, and the data was coded with Max Kyoda software and thematic analysis method was used.

During interviews with experts, 69 basic themes were extracted and themes with the same concepts were integrated, and finally 6 organizing themes including educational factors (7 themes), nature-environmental factors of border areas (16 themes), individual and family factors of employees. Marzi (15 themes), command factors (10 themes), factors related to administrative structure (10 themes), mental and psychological factors (11 themes) were obtained.

Various factors such as personal-family, mental-psychological, educational, nature-environmental factors, command factors and factors related to the administrative structure have a contribution and influence in the tendency of employees to receive the level of health, according to their weight and role, but the role and contribution The employing organization (Marzbani and Faraja) and its management system are more prominent in the middle and executive levels that are directly connected with the employees of Safi Marzbani. And if you pay attention to the above, both the harms related to the organization and management will be removed, and a number of issues in the field of employees, which are now among the harms, will be turned into opportunities.

protecting employees, especially in cyber space, is essential. Enemies are trying to influence the beliefs of employees by using the capabilities of cyber space. Therefore, the aim of the current research is to analyze the factors affecting the increase of optimism of police employees towards security in cyber space.

The current research was conducted in terms of practical purpose, in terms of the nature of data, qualitative and in terms of data-based research method. The research tool is semi-structured interview. Using grounded theory, the data obtained from interviews with 10 police officers, experts of Jame Amin University and experts and trustees in the field of security and inspection were conducted during three stages of open, central and selective coding. The purposeful sampling method is non-random and it was also used to obtain validity from the point of view of experts up to theoretical saturation.

open codes of 34 concepts and 4 categories that include the characteristics of commanders and security ranks, environment and police facilities and equipment, security programs, police staff. "Attracting trust and the desire to increase the level of awareness of employees" was identified as the selected code.

Causal conditions: young human resources that encourage commitment, expertise, mobility and dynamism. Mediation conditions: the desire and effort of the organization to have knowledgeable, insightful and developed employees. Background conditions: The religion of Islam, which places a special value on being immune from crime and sin for humans. Implications: Increasing employees' optimism towards the cyber protection system. The core category (selected code) is "attracting trust and the desire to increase the level of awareness of employees" in cyber security. This category covers all other categories. The employees participating in this research explain the desire to increase the awareness level of employees in cyber protection as the main factor in increasing optimism.

The main goal of this research is to provide a model for improving administrative health according to the organizational structure in the Islamic Azad University, Research Sciences Unit, Tehran. This research deals with determining the current state of administrative health in this university, identifying the most important aspects and components of administrative health promotion and evaluating the appropriateness of the administrative health promotion model.

This research is of mixed and applied type. The statistical population in the qualitative part included heads of faculties, professors and public administration specialists, and in the quantitative part it included faculty members and experts in various faculties of the Islamic Azad University of Tehran Research Sciences Branch. In the qualitative phase, dimensions and components of administrative health were identified through library studies and semi-structured interviews. Then, in the quantitative stage, a questionnaire was designed and implemented on 136 people from the statistical sample in order to validate the resulting model.

The results show that the most important factors affecting administrative health in Islamic Azad University, Tehran Research Sciences Unit, respectively, include scientific-research development (β=0.891), organizational culture development (β=0.865), transparency (β=0.771), accountability (β =0.766), ethical orientation (β=0.709), organizational compatibility (β=0.663) and creativity and innovation (β=0.519). Also, the findings show that there is a positive and significant relationship between organizational health and productivity, so that an increase in organizational health leads to an increase in productivity. In addition, a positive relationship was observed between organizational health and managers' creativity.

The results show that the most important factors affecting administrative health in Islamic Azad University, Tehran Research Sciences Unit, respectively, include scientific-research development (β=0.891), organizational culture development (β=0.865), transparency (β=0.771), accountability (β =0.766), ethical orientation (β=0.709), organizational compatibility (β=0.663) and creativity and innovation (β=0.519). Also, the findings show that there is a positive and significant relationship between organizational health and productivity, so that an increase in organizational health leads to an increase in productivity. In addition, a positive relationship was observed between organizational health and managers' creativity.