نشریه منابع انسانی ناجا
پیاپی 31 (بهار 1392)

The purpose of this research is informing about the relationship between emotional intelligence and performance of Naja managers. The type of this research is applied and the data have been collected via descriptive – survey method. The universe of this study consists of all Naja middle managers in different ranks who had been worked in 2012 and they were 1500 people, 310 people were sample size and have chosen through random sampling method. Data collection tool was questionnaire which consist of 2 Sybria Shering emotional intelligence questionnaire with 36 question and annnal efficiency score or performance questionnaire which have an acceptable reliability and validity.
The results indicate that first, there is a significant relationship between managers performance and self – motivation, self- awareness, self – control, social awareness and social skills and emotional in intelligence. Second, however the average of managers emotional intelligence in different ranks are differ but according to T Test and significance level, this difference is not significant. In other hand there is no significant relationship between managers with different ranks from the view point of emotional intelligence.

In the area of police activity, knowledge is of great importance, the current of knowledge among individuals, groups and organizations is increasing this led to the creation, acquisition, sharing and use of information as an organizational capability is essential. Naja organization should have in order to succeed in this arena is constantly seeking knowledge and its management. Organizational culture is one of the factors that can affect knowledge management. Commandeers can identify with the culture of their organizations to implement knowledge management processes in your organization can help. The aim of this study was to investigate the relationship between organizational culture and the dominant culture in Golestan Province police knowledge management processes is. In this study, We sought to question the dominant culture, police culture model in Golestan province which Cameron and Quinn (tribal culture, hierarchy, market and Adhokerasy) is. After identifying the relationship between the culture of the dominant culture model of knowledge management processes Lawson (knowledge crstion, knowledge acquisition, knowledge organization, knowledge storge, knowledge sharing, knowledge application) has been paid. Was used to collct data from employees who are familiar with knowledge management. Population of about 400 and a random statistical sample size was determined according to Morgan. 200 questionnaires distributed 133 questionnaires that were returned. In this study, two questionnaires Cameron and Quinn organizational culture and knowledge management Lawson are used. For Data analysis, the mean and Spear man correlation test was used. Analysis o the results showed that the dominant culture of the organization, hierarchical culture, and this culture has a significant relationship with knowledge management processes

Pleasing military service is generally one of the main worries of general head quarter of armed forces and specially for military service organization. In a general view point youth lifestyle had been changed in different levels and dimensions in consequence of changes in knowledge & technology arena and these changes have created new inputs for armed forces system.
For this purpose it strongly requires using own youth opinions for general consensus on military service.
For achieving success in this important mission, move over than determining, explaining and using attitude modification methods about military service, the way of optimal usage of military service should be recognized and introduced. This study has tried to survey on the ways of pleasing military service with explaining and describing general attitude modification methods about military service and optimal usage of soldier lines period from the view points of graduated conscripts in Ardebil.
The research type was applied and the research method was descriptive and statistical universe consists of all graduated conscripts in 2009 in Ardebil province. 219 people were selected through simple random sampling and sample size determining formula. The research tool was researcher – made questionnaire. The reliability of questionnaire has been confirmed by face Validity and has determined %7 through Cranach Alpha. The data have been analyzed Via x2 statistical test and the significant results were appropriated salary incrementation of soldiers and insuring their families.

Considering merited people from selection and recruitment process to their separation process from organization is one of the most important matters which nowadays should be focused in all organization, especially in governmental organizations. Selection and retention of merited employees is very essential. In this research meritocracy has been analyzed in following dimensions: Demanding merited individuals, seeking for merited individuals, selecting merited individuals, appointing merited individuals, nurturing merited individuals and retention merited individuals in Isfahan.
The research method was descriptive – survey and statistical universe was all Naja employees of Isfahan.The sampling method was simple random sampling which 230 persons have been determined.The researchers have collected information via questionnaire with 24 questions among the employees.The research hypothesises have examined through one variable T test.The results indicate that there is no significaut relationship between Isfahan employees meritocracy level and all the hypothesized dimensions.In aforesaid organization, meritocracy in seeking for merited individuals and selecting merited individuals are located in high level but in demanding merited individuals, appointing merited individuals, nurturing and appointing merited individuals and retention merited individuals need more concentration.

The main purpose of this research was recognizing the relationship between attitude and performance. Among the types of attitude in management literature, job satisfaction job involvement and organizational commitment have a great importance. For collecting in formation a random sample has been choosed from Naja employees. For measuring attitude the researchers have used Bary field & Roth questionnaire and have used Naja performance indicators and interviewed with direct supervisors. The statistical universe consists of police academy employees. So people were selected on the basis of Morgan kerjcy table via stratified random sampling method among Naja employees. Each research triple questions has been examined the relationship between one of the organizational attitude and performance. Collected data have been calculated through SPSS- and the researcher have used descriptive analysis indicators (mean , mode, standard deviation and variance) and also inferential statistics indicators in ferential analysis of data, T test (for current status examination), pearson correlation coefficient (for determining correlation between attitude) and job performance variables, one- sided variance analysis (for years of services) and regression (for de terming effects of attitude on performance). Reliability coefficient of questionnaine through Cronbach Alph for testing Validity of a attitude questionnaire and employees job performance evaluation form are %96 and %97.The results indicate that there is a significant relationship between Naja organizational attitude and performance.

Organizations consist of a big reservoirs of employees in formation such as personal in formation, education, occupational & organizational records, educational periods and appraisal and etc. By exploitating valuable knowledge of inputs, we can assisted to managers decision making process in varions area such as organizations HRM, This study has done foe the purpose of specifying the role of Naja employees performance appraisal components on their selection and appointment.
In this study the researcher has tried to use clustering and k- means algorithm in the employees performance appraisal area. The type of research was applied and the research method was descriptive- analysis. The statistical universe consists of all employees of one of Naja general offices 10 officers have been selected and classified in 3 cluster. The data – gathering fool was their annual performance appraisal score on the basis of their average appraisal scores of past four years.
The results indicate that the persons in cluster 1 in comparison with other clusters approximately are wick in all agents the cluster 2 in the most important agents responsibility and proficiency and skill in doing job in comparison with cluster 3 hare a better preference and are equal with each other in power of planning and decision – making agent and in other hand innovation and creativity and cooperation and good manners in cluster 3 have a better preference and situation in comparison with cluster 2.

At the age of information, using computer and communication technology is a determinant tool for desired performance of any organization personnel and through the use of these system, organizations can be coordinated with rapid changes and fluctuations of the surrounding for the aim of delivering better services. The purpose of this research is surveying the effect of using human resources in formation system on the performance of Naja manpower deputy .The type of the present research is applied and the research method was descriptive – survey. Statistical universe of this research included 62 employees of Naja manpower deputy operators of Naja human resources system who were regarded as the sample of the research. Collecting information tool comprises researcher- made questionnaire with Cronbach Alpha %82. Data analysis was performed through descriptive statistics (frequency tables, frequency percentage and commulative frequency)and in ferential statistics with the use of SPSS.
The results indicate that , all the three hypothesis were approved, so there is a significant relationship between human resources information system and the factor of speed, precision and accuracy in Naja manpower deputy. The results could identify and assess the variables to determine this effect, which in turn made it possible to perform an influential work through offering applied suggestions for increasing the performance of human resources in formation system of Naja.