JOURNAL OF NAJA MANPOWER
Year:2019 | Volume:13 | Issue:57|Papers Count:6

The HR brand is defined as a set of functional, economic and psychological benefits provided by employment and identified by the company. The purpose of the present study is to investigate the relationship between human resource branding and organizational citizenship behavior, considering the mediating role of organizational silence. The research is applied in terms of purpose, and in terms of nature, it is descriptive-analytic; The statistical population of the present study is the staff of the rahvar naja police in Tehran. Sample size was determined using Cochran’ s relation and 140 individuals were selected by non-probability sampling method. Questionnaire was used to collect field data and Structural Equation Modeling based on Smart Pls software was used for data analysis. The findings of the present study showed that there is a significant and inverse relationship between human resource branding and organizational silence. There was also a negative and significant relationship between organizational silence and organizational citizenship behavior. That is, reducing organizational silence increases organizational citizenship behavior and vice versa. The results of this study indicate that organizational silence has a decisive role on employee citizenship behavior. Therefore, NAJA commanders are suggested to reduce the undesirable effects of organizational silence in order to increase citizenship behaviors in employees.

One of the pests of social life and family system is the problem of divorce. The purpose of this study was to investigate the organizational factors affecting the divorce of Naja staff. The research design was a descriptive-survey research with an applied purpose. The statistical population of this study consisted of divorced staff of Naja in the past 5 years and experts and experts in the field (professors of sociology and psychology science departments of Law Sciences University and a number of commanders and managers) in the year 98 (149). The instrument used was a researchermade questionnaire which used face validity to measure the validity of the instrument and Cronbach’ s alpha coefficient was 0. 857. In this study, descriptive statistics and inferential methods including Kolmogorov, Smirnov, one sample t and Friedman tests were used. The results showed that none of the components of management dimension of structural dimension, cultural dimension and education dimension had a significant effect on staff divorce. And only the mental health aspects of “ mental and physical” and “ physical security” have a significant impact on the divorce of staff, and mental health and physical security are important aspects of people’ s lives.

Empowerment is a tool for managers to enhance the skills, knowledge and ability of their employees. To this end, the NAJA diplomatic police, as one of the organizations influencing public order and security, should focus more on empowering and identifying the factors that influence the empowerment of its staff. This study is an applied and descriptive survey. The statistical population of this study is 200 diplomatic police officers. Simple random sampling and data gathering tools were questionnaires and references. Questionnaire reliability was calculated as 86%. Frequency descriptive statistics, percentages, and inferential statistics of T-sample and Friedman in SPSS software were used to evaluate the collected data. The findings of this study indicate a positive relationship for all research hypotheses (meaningfulness, competence, choice, effectiveness, and participation with others) with a significant level (sig = 000). The results showed that the effect of competence on the psychological empowerment of diplomatic police officers with 12. 416 and the effect of feeling effective on the psychological empowerment of diplomatic police staff with 12. 010 had the highest level of importance and effect among the staff. Research projects are dedicated. The results of this study indicate a positive and significant relationship between all research variables with the level of staff empowerment and by increasing or decreasing any of the mentioned variables, the psychological empowerment of the staff will be affected.

The purpose of this study was to design a model of empowerment of retirees (with emphasis on economic factors). This applied research was a qualitative and quantitative mixed research method. The population of the study consisted of 30 commanders and managers of the law enforcement agencies at the Pension Centers, Naja Retirees Center, Habib Ibn Mazaher Fund and faculty members of Amin University of Medical Sciences. Sampling was non-random and snowball. Given the need for a careful empowerment model for retirees (with emphasis on economic factors), we need a careful study of the organization. Therefore, information about this organization is collected through observation, interview and study of documents. Content analysis is used to analyze the interviews; and the latest empowerment achievement in the research literature will be analyzed by metacentrism. To validate, a member and expert survey questionnaire was used and interpretive structural modeling was used to design the model and identify the relationships among the model dimensions. The results showed that the effective dimensions of economic empowerment of retirees were respectively: honoring and providing services to retirees, compensatory payments to maintain acceptable standards of living; utilizing the expertise, skills and experiences of retirees, matching existing retirement plans with retirees’ conditions.

Special attention to the human resources at all stages of work, especially during the end of work, will cause calm and confidence and growth and excellence in different dimensions, which can improve the process of work and better service of the organization. Therefore, the purpose of this study is to formulate a retirement document in NAJA in order to provide welfare, support and relief services to retirees of the organization in an inclusive and coordinated manner. The current research is practical and development that is done in a mixed method. The method and volume of sampling used in this research, in the documentary sector, is the total number method, and in the expert and expert section, the method is a judgment and purposeful method of 30 people. In this research, the researcher utilizes both methods of collecting information-field techniques and scientific and libraries. In order to collect data, in the field method, the interviewing tool and the library method also used to scan all scientific and specialized books in the field of research, scientific articles and research papers, and organizational documents. In order to analyze the collected data, the method of establishing expert meetings was held with the participation of the honorary staff of the NAJA Center of Retirement Affairs and experts. According to the findings of this research, retirement issues can be considered in three phases as follows: 1. Pre-retirement with three issues and three operational strategies. 2. Retirement phase with four issues and six operational strategies. 3. After-retirement with six issues and fifteen operational strategies.

The purpose of this paper is to explore how sustainable human resource management (HRM) practices impact the innovation-customer satisfaction relationship in Swedish hotels. Responding hotels were profiled into four groups based on their involvement in two sustainable HR practices. The findings indicate the relationship between innovation and customer satisfaction is dependent on sustainable HR practices in the organization. Although innovation and sustainable HR practices impact customer satisfaction positively, their interaction suggests that the one can substitute the other to achieve superior customer satisfaction. The study concludes that sustainable HR practices enhance a hotel’ s capability to innovate and to have satisfied customers. The relationship between sustainable HR practices and innovation is discussed.