RESOURCE MANAGEMENT IN POLICE
Year:2019 | Volume:7 | Issue:2|Papers Count:8

Background and objective: Today's agile organizations increasingly need the conceptual structure of new leadership to create lasting competitive advantage in today's fast-paced business world, so exploring and decoding the conceptual structure of new leadership can be advanced to be effective in achieving the growth and excellence of these organizations. Among the new theories of organizational leadership, the theory of "lean leadership" has attracted the attention of many human capital scholars. In this study, by reviewing the theoretical literature and examining different types of pure leadership models, 8 factors affecting pure leadership structure were identified with the most understanding. Method: Factors affecting lean leadership structure were identified and corrected by means of a questionnaire at the expense of incubator experts. In the next step, the relationships between factors were analyzed through the use of a soft operational research approach, and the interaction between factors and the effects of each factor was also revealed. Findings: The findings showed that the most important factors affecting lean leadership in organizations in terms of interacting with other factors in order of priority are: continuous improvement, vision, organizational culture, lean implementation, support structures, team performance, the day-to-day management and development, and is also the most influential outlook and the most influential contributor to lean execution. Conclusion: The fundamental changes in the paradigms of today's organization of organizations require the application of new leadership styles in these organizations. Accordingly, the new lean leadership theory and identifying the factors influencing it will be fruitful in response to these increasing changes.

Background and objective: Anchors of the progressive pathway are inspirational factors of work which are the cause of the existence of a strong sense that make the job relaxing, interesting and exciting. The purpose of this study was to present a process model of job anchors for employees of the Tehran General Education Department. Method: This was a qualitative study using purposive sampling and semi-structured interviews with 15 experts from the General Department. Continuous comparative method was used for data analysis in Strauss and Corbin's grounded theory approach during three stages of open, axial and selective coding. In order to further validate the results of this qualitative research that was conducted after extracting the main concepts and sub-categories, the Delphi method was used to perform the necessary adjustments. Findings: The job anchors of the General Department staff have the dimensions, technical-functional competence, managerial competence, security, creativity, independence, self-sacrifice, self-sacrifice, sheer challenge and style. Also, causal conditions, contextual factors, strategies, confounding conditions, and outcomes of job anchors were extracted using the foundation data theory method. Results: If the organization focuses on its employees' job anchors based on the factors influenced in this model, it will be a civilized organization in which organizational hope and human resource sustainability can be achieved and employees attain personal growth.

Background and Objective: The nature of the police job is such that its employees are at risk of burnout and occupational characteristics play a key role. The purpose of this study was to investigate the relationship between the dimensions of job characteristics, job burnout, willingness to quit, and early retirement of employees. Method: This study is applied and is a survey in terms of data collection. The statistical population of this study includes all law enforcement personnel of North Khorasan province. Using Cochran sampling formula, 232 individuals were selected as the sample size. A questionnaire was used for data collection and structural equation modelling with partial least squares approach was used for data analysis. Findings: The findings of this study indicate that growth opportunities, challenging work and job independence are inversely related to burnout, and physical aspects of work have a direct relationship with burnout. Job burnout is also highly influenced by employees' desirability of retirement and early retirement. Conclusion: Organizations should take steps to reduce their employees' burnout earlier in order to reduce their tendency to quit and retire early, one of the strategies of which is to properly define job characteristics.

Background and objective: Paying attention to deviant behaviors in the workplace in terms of cost and achievement is critical for organizations. The main purpose of this study is to investigate the path model of employees' deviant behaviors in organizations. Method: This study is applied based on purpose and descriptive-survey based on the nature of the method. The statistical population of this study consists of staff of one of the military organizations in Tehran and using Morgan table, 234 people were selected for the study sample. The sampling method is also simple random sampling. Data gathering tools in this study were standardized questionnaires of Golparvar and Salahshur (2016), Abbasikhah and Ganjeh (1395), Abdi (1396), Allis et al (2013), Peng et al (2016) and Harvey et al (2017). The content validity of the research questionnaires was confirmed by expert and the construct validity was confirmed using confirmatory factor analysis. The reliability of the questionnaires was confirmed by combined reliability and Cronbach's alpha coefficient. Structural equations have also been used to analyze the data. Findings: The results showed that there are seven variables in the path model of employees' deviant behaviors. These seven variables include malicious leadership, organizational injustice, unfair rules, instrumental use, negative attitude, organizational cynicism and job dissatisfaction. Conclusion: In order for government agencies to avoid employees' deviant behaviors, they need to pay more attention to culture; reinforcing cultural indicators in organizations can greatly protect the organization against these trends.

Background and objective: Governance is a positive approach in the decision-making process in which decisions are made. The purpose of this research is to study and identify the factors that influence the design of a good governance model for establishing good governance in the defence sector of the country. Method: The present study is a qualitative and applied one. The statistical population of this study consists of good governance experts in the defence sector of the country, out of which 15 experts were identified using the Snowball method and were considered as the statistical population of the study. Data gathering tools were interviews and questionnaires and paired comparisons which have been analyzed using Excel software using fuzzy multi-criteria decision making. Findings: The basics of quantitative analysis of the present model, based on the interpretation and analysis of data collected from the expert community, were combined in the form of analytical statistics with five main components: organizational culture, organizational management, rules and regulations, social stability and strategy which were identified as key components in designing this model. The results showed that all of these components have a significant impact on the design of a good governance model. Conclusion: According to the findings, it can be concluded that among the factors of good governance in the defence sector of our country, the main component, laws, and regulations and then organizational culture have the most influence on the formation and design of governance model.

Background and objective: The success of large organizations is due to the competence and competence of their managers. The stronger the organization in terms of management, the more successful it will be in achieving its goals. Amin Police University is no exception. The purpose of this study is to provide an expert system for selecting the appropriate managers of the university. Method: This study is applied in terms of purpose, and in terms of method, it is descriptive and in terms of data collection method it is a survey. The statistical population consisted of 21 experts from Amin Police University including senior officers of the university's deputy of inspection and human resources. Cronbach's alpha coefficient was calculated to be 0. 910 for the researcher-made questionnaire indicating high reliability. The expert system was also based on fuzzy inference. Findings: The components of the model of competent managers include value, personality, behavioral, managerial, discipline and compliance characteristics, commitment to university goals, and physical fitness. The Delphi method also resulted in the identification of 40 indices. The fuzzy rules of the system are designed by Tselagami Takagi, Kang, Sugigno, and finally, by taking into account the calculated weights of the final staff score. Conclusion: Innovations in the combination of the seven components in the fuzzy expert system, applying changes and calculating and applying the coefficients for the components and indicators, led us to conclude that the designed expert system can be used by university officials regarding the performance status of managers, to compare the performance of managerial staff candidates, managers' awareness of their weaknesses.

Background and objective: The purpose of this study was to investigate the causal relationship between growth components and learning performance management at the individual, group and organizational levels based on the structural-interpretive approach. Method: This is an applied research. The research method is a mix. In the qualitative section, the statistical population of the study includes managers and deputies of the Institute of Higher Education in the Water and Power Industry with a Master's Degree with at least 5 years of executive and management experience in the Institute. Purposeful sampling with a judgmental approach was used. In the quantitative section, the statistical population of the study consisted of 254 managers, deputies and experts of the Institute of Higher Education in the utility industry. 10-25 people as the sample size in the quantitative section using the ISM technique is adequate. In the qualitative phase, the researcher achieved a network of performance management themes in the dimension of growth and learning by using content analysis method. In the quantitative phase, using the ISM technique and MICMAC analysis, relationships between themes were identified. Findings: The three factors of training of the agents, designing and deploying the system of selection, appointment and promotion of the faculty and establishment of management information system have had the most influence of other factors and exerted the least impact on other factors. Conclusion: The establishment of human resource-related growth centers is a fundamental determinant of performance management in terms of organizational growth and learning. This determines the competitiveness of the sixth level compensation system.

Background: Charismatic leadership is also a widely held theory that charisma is a documentary phenomenon. According to this theory, the charismatic attributes of a leader are determined by the followers on the basis of their leader's behavior, allocation, and position. Facilitates. Entrepreneurs and leaders are different. Entrepreneurs own the business and strive for risk and money while the leaders are people who manage, mentor, and inspire others. Objective: In this study, we sought to gain insight into the role of charismatic leadership and its impact on strategic entrepreneurship with emphasis on network communication approach in an electronic communications company. This research has three main hypotheses. Methodology: The statistical pop scriptive analysis and inferential analysis. Results: According to the results of charismatic leadership statistical analysis, it has an impact on strategic entrepreneurship. Charismatic leadership has an impact on network communication approach. Network communication approach is effective on strategic entrepreneurship of organization.