نشریه توسعه سازمانی پلیس
سال هفتم شماره 1 (پیاپی 28، فروردین و اردیبهشت 1389)

Leadership as one of the important and influencing organizations factors has been studied extensive. The extent of organization success in achieving pre-determined goals, the amount of employee efforts for organization success and the influence of leader on staffs depend on leader behaviors and style. Theorists have stated numerous leadership styles that have been investigated in this study. Also Full Range Leadership Model that involve Transformational and Transactional leadership styles and their relative behaviors and the influence of these styles on three leadership outcomes such as the amount of employee effort, their perception about leader effectiveness and employee satisfaction rate has been studied. The results of this study showed that Transformational and Transactional leadership behaviors that followed by exception based management (active) are most influential leadership behaviors. Reverse passive/avoidant and Laissez-faire leadership behaviors are least influential leadership behaviors. Also, a leader can use both Transformational and Transactional leaderships, especially conditional reward that is one of the Transactional leadership behaviors. The most influencing leaders are those who regularly use both Transformational leadership (Individualized Consideration, Inspiration, Intellectual, Stimulation, and Charisma) and conditional reward of Transactional leaderships. In this case, Transformational leadership is complement for Transactional leadership.

Job satisfaction is considered to be the most significant invariants in the domain of organization behavior and the realization of organization objectives without job satisfaction is impossible. One of the most important tasks of managers in organization is to identify the employees potential and provide the field for their growth and self actualization and thereby provide the field for optimization of productivity. Regarding the significance of managers roles in creation and advancement of organization employees job satisfaction, in this article the relation of different leadership styles (fielder leadership style) and employees job satisfaction have been research by studying descriptively and statistically the leadership style questionnaires and the completed job satisfaction questionnaires of Iran police department of programming and planning personnel. Sperman coefficient test was used to examine the relation between two invariants and the data analysis by SPSS soft ware showed that there is a meaningful relation between leadership style and job satisfaction. In Iran police department of programming and planning there is also a positive relation between relational leadership style and job satisfaction.

The base of any science, theory and thought is that management science as a significant branch of humanities has been the focus of centralized and scientific research from 1900. In other words the beginning emerge of new management began at this year. From then on different theories have proposed by management scholars which they all can be classified into intellectual, natural and systematic. It is clear that the above mentioned three layers approaches have fundamental differences with one another and have contaminated in totally different and some time contradictory results. Therefore the constituents effects of these approaches on innovation should be researched and studied and their results should be utilized so that the foundations of organization will be reinforced and will pay the way for the emerge of an innovative organization. So the study and the research on different characteristics of three layers approaches of intellectual, natural and systematic will shed the light on the effects of three layers (type of communications, centralized or non centralized, formality and non formality) on innovation. This research is progressive type with metrical method which its data has been gathered through library research, the results indicated that the afore mentioned constituents create hindrance from intellectual point of view and the natural approach since it focused more on human characteristics, it has been more effective in encouraging and driving the employees to innovative practices but the systematic approach considering its all helping attitudes that can be seen in its views can better lead to emergence of innovation in organization.

Today, organizations invest a lot in technology to increase their access to information. Computer has become one of the important tools used in the areas of organizational and individual fields and different organizations have used it for different goals that police organizations are not exception, but the final outcome that organizations are expected from this technology is improve efficiency, quality and promoting the impact of organization. This is achieved only if this system technology could be used. Therefore its adaption and application is important as the technology itself. Knowing the factors that influence the acceptance of IT we can anticipate the amount it is used. This paper tries investigating the factors influence the acceptance of IT by the user and specially police officers. For this study, four models: reasoned action, planned behavior, theory of decomposed planned behavior and the technology acceptance model were studied. The results showed that perceived usefulness, subjective norms, perceived ease of use, previous experience and self-efficacy are the factors that have influence on acceptance of IT by the police.

Ethical behaviors and ethical values are important issues in many researches related to business ethics. Ethical basis of all values in organization is ethical values. These values contribute to establishment and sustenance of standards which can be influential in leading people to initiatives which are favorable to organization. In particular the organization success has increased once the standards or the organization ethical values are wide spread among its members. In this article it is attempted to study the organization ethical values consequences and their interrelations (organization equality, organization commitment, organization behavior and organization citizenship behaviors). The results of this research showed that the organization ethical values have positive influence on equality process and equality distribution. Equality process and equality distribution also have positive influence on employees organization commitment. Organization commitment also has positive influence on employee ethical behavior. Ethical behavior has also positive influence on organization citizenship behavior philanthropic and manliness dimensions.

Description standardization and statistical item concepts are considered to be as one of the neccessities in the document of organized system of registrated records of Iran statistical center. Also in designing the Iran police statistical comprehensive system which took place between the year 1383 to 1385, the standardization of statistical item concepts and descriptions were stipulated as the first steps in realization of this system. in standardization of statistical item concepts and description in one hand and vebal necessities and logical principles on the other hand a macro view to efficiency and efficacy should be considered. These two issues are not contradictory therefore they should be collected as two bases by an intelligent method. So two groups of organization experts and profetionals provided their views through logical, tested and sustained processess so that each item will recieve the best definition.

Police agencies have, for the most part, not yet integrated the principles and methods of problem-oriented policing into their routine operations. This is so for several reasons. First, many police officials lack a complete understanding of the basic elements of problem oriented policing and how problem solving fits in the context of the whole police function. Second, the police have not yet adequately developed the skill sets and knowledge bases to support problem oriented policing. And third, the police have insufficient incentives to take problem-oriented policing seriously. This paper begins by articulating what full integration of problem-oriented policing into routine police operations might look like. It then presents one framework for integrating the principles and methods of problem-oriented policing intothe whole police function. The paper then explores the particular skill sets and knowledge bases that will be essential to the practice of problem-oriented policing within police agencies and across the police profession. Finally, it explores the perspectives of those who critically evaluate police performance, and considers ways to modify those perspectives and expectations consistent with problem-oriented policing.