POLICE crises are disruptive events of order and security that occur suddenly or predetermined and can have consequences. POLICE are considered to be the most important element in dealing with these crises. In times of crisis and in POLICE missions, what is important is to provide logistical services to support POLICE missions and operational forces. Therefore, this study seeks to provide a model for POLICE logistics in POLICE crises. This research is applied in terms of purpose and descriptive-survey in terms of method. The indices were extracted using the opinions of 22 experts in the field of POLICE logistics and through content analysis. In order to validate the designed model, the questionnaire was distributed among the statistical population of the study, including managers and senior experts. The sample consisted of 111 people who were selected using a simple random sampling method. The method of data analysis is the method of structural equations and PLS software. The results show that POLICE logistics have two internal and external logistics dimensions in POLICE crises. The sum of the components identified in both dimensions is: security, health, communications (ICT), finance and operational readiness, credit and finance, centralized purchasing, logistics, transportation, maintenance and repair, transportation and damages, reconstruction and sales.

NAJA is an organization with large volume of missions and disciplinary services and the relationship between public and NAJA through cyberspace has various advantageous for both parties. Creating and organizational portal is the first step in this relation and will bring different benefits including: 1) possibility of providing some services through this media such as introducing different services of NAJA and presenting family counseling; 2) informing parents, youths and teenagers about cyberspace damages and manner of self-protection in this space, results of criminal actions and etc.; 3) possibility of notifying the POLICE about minute crimes that mostly is not notified the NAJA because of long official stages; 4) possibility to employing public ideas about different affairs of NAJA is a magnificent potential that can elevate NAJA and also increase the effectiveness emotion among every member of society in providing discipline; 5) possibility to receive POLICE performance feedback in public that will improve NAJA performance. Definitely, we can even reach greater goals by appropriate planning. In this article we are introducing portal concept and its specifications and also providing a sample of Singapore POLICE portal. Then the advantages of POLICE portal are discussed and some recommendations are provided.

Selecting appropriate managers for each section will increase its efficiency and productivity. It is said that gender should not be considered as a determining factor in managers’ selection, but in some jobs, including POLICE job, women are necessarily better choices. Female POLICE officers work jointly with POLICE men in some positions, but in some specific special operations it is a need to utilize female managers. This study showed that women POLICE can be appropriate choices for management and should have characteristics such as patience, modesty and Hijab and religious principles, dignity and self-respect and dignity and so on.

Background & Objective: Proper implementation and utilization of managerial roles, while assisting the retention of employees, gives more confidence to POLICE departments’ employees to continue their policing activities, and in turn promotes POLICE departments’ employees motivation and performance on one hand, and decreases the vulnerability of POLICE employees. The present study aims at identifying the managerial role of POLICE department commanders and its impact on employees’ retention.Method: Within this descriptive survey, managerial roles of commanders of POLICE departments based on Mintzberg managerial role (interpersonal, informational, and decisional) are raised as an independent variable and employees’ retention as a dependent variable. The data collected using self ـmade questionnaire; its validity was controlled by experts and professors and its reliability approved (a= 0.91). The statistical society was employees from Hamadan Province POLICE departments in 1387 (2009). By using Cochran formula, 171 employees were selected through stratified random sampling method. The data was analyzed through using single ـvariable regression test.Findings:  The findings indicated that managerial roles of POLICE commanders had impact on employees’ retention. Amon 3 managerial roles (interpersonal, informational, and decisional, decisional roles) had the most impact on employee retention.Conclusion: POLICE department commanders should attend sufficient training courses on managerial roles. Special attention should be paid to the decisional roles on employees’ retention.

Increasing variety of the information sources and products in web, insufficiency of some motor searches, necessity of the coherence of information, the need to standard models and framework for reviewing the information all have confronted the POLICE managers with new challenges in controlling crimes and criminals.The present study tries to help POLICE use an approach named “Information Cloud” to get a full control over the process of crime completion and its control. This is an applied descriptive study. First, the process of formation of information cloud is clarified, then the current status of I.R.I POLICE information banks, the extent to which the officers are familiar with them, and the indices for the appropriate model of information cloud are elaborated on. Questionnaire was used to collect the required data. The findings demonstrat that a Coherent information system is a necessity. POLICE information cloud is proposed as the POLICE most appropriate strategy in dealing with the present challenges.

Living in the wide range of diversities and the recognition of these diversities is among the most characteristic features of the modern world. Because of extensive and permanent migrations and the extensive and international communications and the globalization of economic activities, more or less, every society around the world has become diverse and multiethnic society. On the other hand, if we define the function of POLICE institution as establishing order and security in a society, it become clear that this institution must be accommodated to the emerging trends and circumstances of its society. Accordingly, in many countries and even in many cosmopolitan cities, charters and codes of conduct has been designed, so that their aim being as making smoother and more effective functioning of POLICE institution. After a brief discussion on the meaning and the content of concept of diversity, in this paper, central and common themes of abovementioned charters and codes of conduct, which were proposed for more effective working of POLICE in diverse societies, will be examined.

Because POLICE work involves risky split-second deisions, officers become subject to a wide range of investigations, complaints, and legal against them When POLICE fail to  perform them negligently, or abuse their authority ,the possibility of civil liability exists. POLICE may be responsible in the following cases: civil liability for POLICE use of excessive force. POLICE civil liability for failure to protect, POLICE civil liability for negligent pursuits, POLICE civil liability for failure to arrest intoxicated drivers ,POLICE civil liability for failure to prevent detainee shicide and the liability of traffic officers. We have defind in the article legal foundations for POLICE civil liability and exemptions.

POLICE stations have important roles in provideng security and human resources are the most effective factors in POLICE stations productivity. The present paper evaluates the productivity of POLICE stations in Qom province.Evaluation and control are among management principles and it is not possible to plan without enugh information about resources. Thus, weak points and shortcomings of Qom plice stations will be shown through this research, so that necessary information be provided for decision makers. The research is an applied one in which participant are evaluated via questionairre. The findings show that productivity of Qom POLICE stations is above average and is under desirable level.

Background and Aim: Sustained security is possible through the cooperation of the people with the POLICE, and in this cooperation, the manner of communication, performance and appropriate and effective behavior of the POLICE with the citizens, plays a key role; Therefore, scientific identification and presentation of a practical model of transformation strategies in the relationship and behavior of POLICE officers and POLICE stations as the main purpose of this study, can help the POLICE in this regard. Method: This research utilized a mixed method (qualitative-quantitative). In order to confirm the enumerated components and assess the validity and reliability of the model, a researcher-made questionnaire was compiled and the collected data were used for confirmatory factor analysis. The statistical population includes experts, commanders and heads of prevention POLICE and POLICE stations of the Special POLICE Command in the west of Tehran province. In the first stage, 35 people and in the validity determination stage, 70 experts and specialists were selected as a sample as a purposeful method. Content validity was used to ensure the validity of the questionnaire and Cronbach's alpha coefficient method was used to assess the reliability of the scales used. Results: Based on the results of factor analysis, the amount of factor load of all factors affecting the behavioral change of employees including belief factors, management and role of commanders, psychological factors, training, organizational structure and job, supervision and control and extra-organizational factors greater than 0. 40 and It is desirable. Conclusion: In general, based on the findings and results of the study, three categories of factors (believing, motivating and inhibiting) affect the behavioral evolution of POLICE officers that the correct, effective and synergistic interaction of these factors, stabilizes and strengthens constructive, acceptable and standard behaviors. And the elimination of problematic and problematic behaviors in the organization becomes NAJA.

Background and objectives: Emotional intelligence enables one to avoid difficult situations before becoming uncontrollable and being more adaptable to the environment. Having patrol staff with this skill can prevent many problems in their relationships with the target community. Therefore, the present study was conducted to investigate the effect of emotional intelligence skills on POLICE patrol performance in the First Chief POLICE Station of Tehran Metropolitan POLICE. Methodology: In terms of its objectives this study is of an applied research type and in terms of the nature of the data it is considered as a descriptive-analytical study. The statistical population of the study consisted of all 61 staff members of the 1st Chief POLICE Station's Patrol Unit of Tehran Metropolitan POLICE who were selected. Data collection tool was standard questionnaire of Bradbury and Graves with 28 questions whose indices were localized according to the research topic. The validity of the instrument was determined by content validity (experts' opinions) and its reliability was calculated by Cronbach's alpha coefficient as 0. 76. Research data were analyzed using correlation test. Findings: The findings showed that emotional intelligence had a positive and significant relationship with POLICE patrol staff performance at 95% confidence level in the first Chief POLICE Station of Tehran Metropolitan POLICE. Also, the components of emotional intelligence namely, self-management, self-awareness, social awareness and management of relationship have a positive and significant relationship with the performance of the staff members of POLICE patrols. Results: According to the research findings, the more employees' emotional intelligence skills are increased in the individual and social dimensions, the better their individual and organizational performance will be. Therefore, with continuous planning, at all stages of the service, it is necessary for POLICE commanders and managers to prioritize personnel who have better emotional intelligence in employing the staff members of POLICE patrols.