جستجوی مقالات مرتبط با کلیدواژه "سازمان های امنیتی" در نشریات گروه "علوم سیاسی"

 The employees working in the country's security organizations are responsible for various missions in the field of community security. The rapid and complex changes and transformations, harms and security challenges in Iranian society cannot be controlled with traditional approaches of only mission or responsibility, or even with mere management and jihadist spirit; In better words, it should be said; Merely being authorized and excused or authorized and responsible for the employees of security organizations is not enough, and now We are facing a new theory called "Responsible Mujahid" which is derived from the statements of the Supreme Leader. Based on this, the purpose of this article is to find the answer to this question, what are the concepts, dimensions, indicators, components and characteristics of the theory of "Responsible Mujahid" in the thought of the position of supreme leader?

 The present article is a documentary research with an inductive approach, and in terms of its nature, it is considered an exploratory research, since it seeks to identify and analyze the concept of the Mujahid responsible in the field of order and security of the country, and so far there has been no deep knowledge about this. Data collection has been done through purposeful note-taking of documents and library resources. To achieve the result, the method of combining, inferring and analyzing information has been used.

 The most important finding of the current research was the identification of the "responsible Mujahid" model. In this context, first the six dimensions proposed by the researcher, which was the result of studying the literature and the theoretical foundations of the research, were given to the selected experts, and finally, by summarizing the opinions and adding one dimension, the examined dimensions were increased to 7 dimensions, which were again provided for final approval. According to the results of the research; Mujahid is responsible for a person who is "dear and proud", "invulnerable", "has a message", "disciplined", "responsible, not a debtor", "has a firm belief", "builder of civilization", "representative of the system", "executor of the policies of the Islamic Revolution" ", "people-oriented", "planner", "honest and faithful to the promise", "responsible for monitoring", "having a revolutionary identity" and "confrontational approach".

Security organizations, considering their special functions, should be able to develop the intelligence of their managers in order to develop and progress, because the efficiency of each of its employees is more than anything affected by the efficiency and intelligence of the managers of that organization. In this research, it has been tried to use a methodical research, first a macro component of managers of security organizations, i.e. intelligence, has been considered, and then its relationship with the job performance of managers has been investigated. In other words, the purpose of this research is to discover and identify the relationship between the intelligence of managers of security organizations and their managerial performance.

This research is applied in terms of purpose and descriptive-survey in terms of nature. In order to formulate the theoretical foundations of the research, the library studies method was used, and to test the research hypotheses, a researcher-made questionnaire with acceptable validity and reliability was used for the test. The statistical population studied in this research includes the managers of different levels of one of the security organizations in Khorasan Razavi province, where the cluster-class method is used according to the volume. In this research, confirmatory factor analysis method was used to ensure the validity of the data collection tool, and Cronbach's alpha method was used to determine its reliability.

The findings of the research showed that between the intelligence components of managers, including; There is a positive and significant relationship between having strategic vision, organizational spirit, change orientation, persuasiveness, courage, innovation and organizational learning and their managerial performance, and it can be concluded that managers with higher IQ increase creativity and innovation in the organization and They provide more appropriate management performance.

The main priority of security organizations is "prevention" of damage and threats that, if they are not paid attention to, may create serious challenges for the target community; Considering the importance of the issue and the need to pay attention to understand what it is, this research seeks to understand the comprehensive prevention in security organizations in order to discover and identify the main elements of this issue in the light of it; Therefore, the main goal is to expand the concept of "prevention" and strive to understand its comprehensiveness in the form of a scientific effort.

This research is based on a qualitative approach and qualitative content analysis in terms of its fundamental purpose and research method. An approach in which by analyzing the textual data taken from the interviews; Always looking for data reduction. The participants of this research purposefully include 25 experts from one of the security organizations; The reliability of the data has been done at several levels through the use of an interview guide, an exchange of opinions about the implementation of interpretation and coding, also in the discussion of the validity of the research, the validity assessment method has been used in the communicative (expert) method; In other words, the interviewees confirmed the consistency of the contents of the analyzed texts with their own statements.

The results of this research show that mainstreaming comprehensive prevention in security organizations requires the attention of managers of these organizations to different aspects related to the missions of these organizations. Paying attention to work processes, structural factors, behavioral factors and background factors are considered the main dimensions of comprehensive prevention. Among the structural factors, the sub-category of human resources structure; Among the behavioral factors; The subcategory of accountability towards the mission as well as capacity building and among the background factors, attention to social capital (especially trust building and participation) are the main categories of comprehensive prevention. Parallel to the results of this research, practical suggestions related to four areas related to security organizations including structure, processes, behavior and environment (context) have been presented.

The complexity and extent of the cyberspace and the maximum connection of the missions of the security organizations with this space has caused the security organizations to distance themselves from the desired cyber knowledge; Therefore, reducing the existing distance requires addressing the effective factors in the promotion of cyber knowledge, and the current research seeks to identify and discover these factors. The purpose of this research is to identify and introduce the factors affecting the promotion of cyber knowledge of security organizations. The statistical population of the research includes people from the information-security community who are aristocracy towards cyber knowledge. The current research is practical in terms of its purpose, which has been applied in the field method to collect information through interviews, questionnaires, library documents and websites. With a descriptive-analytical method for the analysis of the data obtained using SPSS software in such a way that in the descriptive statistics section, statistics such as frequency, mean, standard deviation, skewness and kurtosis are used, and in the inferential statistics section, chi-square test and Friedman test are used. . The results show that among the three areas of “human capital”, “educational structure” and “educational technologies”, attention to “human capital” is the most influential dimension in the promotion of cyber knowledge, and the index of “people’s sense of need” is at the top of other components of this field. Is placed; In the dimension of “educational structure”, “applicability of trainings” is a higher priority than other cases, and in the field of “educational technologies”, the index of “designing educational software in the framework of the internal network” has the greatest impact on the promotion of cyber knowledge of security organizations. Gave.

efficiency in any structure and organization as one of the important goals of that organization includes its essential nature (including tasks and missions with specialized and exclusive aspects) and its importance and sensitivity to the middle and strategic management levels and in the next stages. Employees and human resources are transferred, and in the way of fulfilling this need, the use of a set of factors and components are influential, which motivation and motivational topics are considered as an influential factor in improving organizational efficiency and effectiveness. Security organizations, as one of the types of organizations, are not exempt from the general rules explained.

The current research, focusing on analyzing the role of motivation in improving the efficiency of intelligence and security organizations, tries to ask the question, what is the relationship between the level of motivation management and the efficiency of the organization? Using the descriptive, correlational and experimental method, he analyzed the information collected by the library study technique, personal experience, interview and questionnaire (open and closed questions) from the statistical community of experts and related to the field of research until finally, the research hypothesis based on to prove the existence of a meaningful relationship between motivation and productivity in intelligence-security collections in a documented and substantiated manner.

The studied results indicated that it is important that the motivational management can use the resources, facilities, capacities, capabilities, forces and opportunities optimally, to the same extent that it will witness the development and increase of efficiency in the organization (in particular, intelligence- security sets) and on the contrary, if these resources, facilities, human resources, etc. are not used properly by motivation management in the system, we will witness a decrease in efficiency in the organization.

the application and use of new technology is widespread in the current era and the usefulness or necessity of using computers, internet and virtual space is discussed everywhere, that's why managers know the useful and effective use of information technology systems in organizations. which is one of the basic conditions of success for today's organizations. Determining the extent of this realization is one of the important concerns of organizational decision makers. Therefore, the purpose of this research is to investigate the effect of using information technology system on security warning in security organizations.

The research method is "applied" in terms of the goal and "analytical descriptive" in terms of the method using documentary and library sources.

The results of the analysis show that information technology has an impact on various dimensions of the organization, especially warning, and the intelligent use of information technology in intelligence and security organizations reduces centralization, reduces managerial layers (complexity) and finally increases the speed of decision-making and reduces formality in the organization, and with the automation of administrative and service processes and the development of extensive networks based on information banks, it causes an increase in managerial nobility of all levels of managers in protection and intelligence organizations and the elimination of redundant and parallel work.

Contexte et objectif :

 L'autonomisation des ressources humaines en tant que concept mental a un impact important sur la productivité de l'organisation et son efficacité, et en la mettant en œuvre, les employés auront plus de flexibilité dans le suivi et l'exécution de leurs tâches. À cette fin, les organisations de sécurité devraient doter les ressources humaines d'un processus conforme aux objectifs de l'organisation et aux systèmes internes, ainsi que compatible avec la structure organisationnelle et basé sur les ordres et les mesures du commandant suprême de la Forces armées dans le corps de l'organisation Institutionnaliser de la meilleure façon possible. Le but de cette recherche est d'identifier les dimensions, les composantes et les indicateurs des décrets et mesures du Commandement Suprême des Forces Suprêmes en matière de responsabilisation des ressources humaines dans trois sections comportementales, structurelles et contextuelles.

Méthodes : 

La présente étude est une recherche quantitative qui est une méthode descriptive avec des outils d'enquête.La population statistique de cette étude est de 30 experts et cadres supérieurs de l'une des organisations de sécurité et la taille de l'échantillon a été sélectionnée de manière ciblée et complète. Les informations ont été obtenues grâce à l'étude des bibliothèques et des sites Internet, ainsi qu'à l'analyse du contenu des décrets et des mesures du commandement suprême des forces armées, et les données ont été obtenues grâce à un questionnaire qui a une bonne validité ainsi que la fiabilité nécessaire et le coefficient alpha de Cronbach. / 0 ont été recueillis.

Résultats et constatations : 

En plus de reconnaître les dimensions, les composantes et les indicateurs de l'autonomisation des ressources humaines, les résultats de la recherche indiquent également leur hiérarchisation, de sorte que les mesures comportementales en première priorité, les commandes et les mesures structurelles en deuxième priorité, les commandes

The change in environmental factors and organizations, especially security organizations is very drastic. Thus, under these circumstances, two factors will determine the success of the organization; the first one is training and the second one is the personality traits appropriate for security - intelligent jobs. This study employed descriptive – survey and explanatory method and firstly investigates the role of in-service specialized training and behavioral components on personnel empowerment and then explains and measures the expected behavioral components in the study population. In this study, 104 employees of one of the security organizations with purposeful sampling were selected in order to investigate the impact of in-service specialized training on personnel empowerment that were studied by designing two questionnaires. Furthermore, expected behavioral components were identified by interview with elites and the under study sample was tested using MBTI personality test and emotional quotient test. The study results showed that in-service training is effective on the empowerment of the personnel of the study population and among the studied variables, professors and instructors of the course have an important role in personnel’s learning and empowerment. In the following, the results of the skill test showed that there is no employee, in the population under study, that fully meets the skills required for an intelligent expert (intelligent guerrilla) and only (11%) of the employees are in the relatively acceptable range and have the potential capacity to become a professional expert of intelligent operation.

Selection of decent and capable individuals for key positions and attention to the principle of merit selection in the distribution of power and division of duties and responsibilities among the elites of society, in addition to contributing to the growth, progress and stability of the country, is a code of the success and survival of the rulers. Choosing the decent individuals in the administrative system is a form of management in which personnel are employed for their individual competence and merits. The purpose of this study is to investigate the job position of employed personnel of the Islamic revolutionary guard corps (IRGC) based on individual characteristics as well as the use of data mining to predict the job position of new employees. For predicting the job position of each employee, after preprocessing steps, personnel's characteristics are supervised based on five machine learning algorithms and after analyzing them, the accuracy of each one of these algorithms is compared to be used in a recommender system. The decision tree algorithm is introduced with 97/90% classification accuracy as the best data mining algorithm in a recommender system for predicting the appropriate post of each employee, and also, on that basis, the Naive Bayes algorithm is the most inappropriate algorithm for this purpose. The value of the present study is that based on personal information, characteristics and competencies, determines the job position of current or new personnel and in this approach, relation is not preferred over specialty, education or other important individual characteristics. Also, utilizing algorithms that are mentioned in this article leads to optimal organization of personnel in a way that each person would be organized in the most appropriate Job position with the least error.