POLICE HUMAN DEVELOPMENT
Year:2010 | Volume:7 | Issue:31|Papers Count:8

Organizations are not able to develop effectively without the desire of individual volunteer to cooperatation. Because in obligatory status the person will do his duty according to law, regulation and standard acceptable to organization and merely he/she tries to observe the obligatory law, while in volunteer cooperation people attempt to use their energy and insight to flourish their potentiality in favor of organization. Organization-citizenship behavior is an idea and a thought that consisted of personnel different behaviors such as acceptance and holding additional responsibilities, adherence to organization procedures and law, preserve and develop positive attitude, patience and forbearance of discontent and difficulties at work. Consequently according to organization theories and hypotheses the organization citizenship behavior helps efficacy and efficiency of organization through resources development, innovatives and adabtibility. Therefore in this article the practical and theoretical foundations of organization citizenship behavior are deeply reviewed. Reviewing different resources of influencing factors on organization citizenship behavior the main constituents for measurement of organization citizenship behavior and also the consequents and the results of organization citizenship behavior were recognized. Finally a conceptual model consisted of influencing factors, constituents and consequences of organization citizenship behavior were introduced.

The purpose of this paper is to explain organizational commitment (OC) and explore the strategic role and application of HRMP in its control and improvement. First, this study reviews OC definition and various approaches to it. Then its dimensions (Affective Commitment, Continued Commitment, and Normative Commitment) based on Meyer Allen theory explained. Then effective factors on organizational commitment reviewed. Analysis of related researches and their findings and High Commitment HRM strategies in three subsystems (People Flow or Staffing, Performance management & Compensation and Employee Relation) explained. Finally, role of perception as mediator variable introduced and a conceptual model introduced.

Today the measurement of society satisfaction is one of the most important factors in success of public and private organizations in achieving their targets and missions. Because understanding people views is among the most important and beneficial tool for management, policy making, planning for managers and planning for organizations. Therefore the organizations should have clear picture about social feedback and public appraisal concerning implemented measures and policies at social level so that they can enact the required adjustments in their current and future plans and policies of their respective organization to reach to a favourite level. So according to its targets and missions and proportionate to other sectors of Iran police organization, the traffic police has more direct contact, interaction and close relation with people. The main target of this article is to provide and standardize the construction of correct and validated tool to measure satisfaction of people from traffic police through out the country. It is intended to use correlation research methods and survey criteria and constituents of society satisfaction to recognize the weak point of traffic police performance and increase its potentiality therefore the documentary and field methods are used to appraise and measure traffic police performance. Appraisal of the constituents has indicated that the factors of security establishment, mastery and skill, courtesy and politeness of traffic police have received the most level of satisfaction and the constituents of responsive, relatetioship and closeness with people and the constituent of traffic police clarity have received the least satisfaction respectively.

In recent decades the social capital has been one of the most important debates among thinkers of different humanities and social branches. The concept of social capital due to its nature and content has bearing on almost all issues and problems related to humanities and social sciences such as social harm. In this article we have attempted to study the role and the influence of social capital on police performance. Using Suggested model, Police performance has been studied in four fields such as rate of crime eradication, rate of crime perpetration, rate or the number of complaints against police and citizen trust in police. Descriptive method is used in this research.The results of this article indicates that the society with higher level of social capital its police probably has a record of higher rate of crime eradication. In society with higher level of social capital the number of citizen complaints against police due to misuse of authority and power will be less. Therefore the higher is the social capital of a society the less the rate of crimes and offences will be. So higher level of social capital has positive relation with citizen trust in police.

Prevalance of severe economic deprivation and high rate of unemployment in border regions have tremendious effect on human illegal transit and subsequently on increase of goods, narcotics, weapons, fuel and livestock smuggling and other issues intruder to borders security. Region frontiersmen are usually individuals that do not enjoy the appropriate conditions for healthy employment to lead their lives therefore they turn to illegal activities. Meanwhile goods smuggling high yielding is among the main reasons for this trend. This profit is the result of home and neighbouring countries markets price differences. Geograghical condition is the main factor contributes to escalation of goods smuggling in country and specialy in Sistan and Baluchestan province. The existence of thousands of kilometers of waterway and roads in borders and also neighbouring unstable countries have resulted in decrease of generative investment in border regions and subsequently contributes to boomless of border joint markets. In this article we have used library and documentary method to suggest different mechanisms such as borders blockage, establishment of required security in province and improvement of border markets to improve social and economical growth of the province and substantially contribute to region social and economical growth and flourishment and crack down on smuggling.

The purpose of present article is to study the research methodology in security domain. Research methodology is a process through which the required evidences are gathered and transformed into findings. Thus how data are gathered and interpreted to the extent that the least possible decreased ambiguity resulted from that is related to research methodology. One of the most important activities related to research methodology is the determination of type or research plan. Generally the research plans are divided into two quality and quantity groups. Historical research, initiative research and demography are examples of quality researches. The main quantity research plans are descriptive research, relational research (correlational, causal and comparative researches) and experimental research. In this article the application of comparative-causal research method orEx-post facto method in the security domain is discussed. Hence by using library method some of the researches that used comparative-causal method is studied and how this method applied in security domain is explained.

Career management has a special place in overall framework and practice of performance management. Career management is a greet source for employees to fufil their career asperations and to match their skill, interest and value with that of organization. Career management is a vital instrument for organization since it enables them to attain organizational objectives. The main purpose of career based performance management is the management of twin purposes of career development. First, career development has influence on attaining personnel higher motivational needs such as self esteem and self actualization. Second, meager of this motivation is used to increase personnel performance, organization efficacy and natural growth continuation. Regarding this purpose and appraisal of career development practice, two interventions are introduced by help of which career based performance management strategy is carried out in organizations. First intervention focuses on conceptualizing, developing, implementing and evaluating a tailor made career development plan for organization-wide application. Second intervention addresses the larger cause, i.e. using career development in institutionalization of performance management. Each intervention is made up of 10 drivers.