جستجوی مقالات مرتبط با کلیدواژه « خدمات رفاهی » در نشریات گروه « مدیریت »

Motivation crisis is an important challenge facing the managers of organizations. One of the factors that can affect employees’ motivation is welfare services. This study is intended to investigate the components of welfare services and their relationship with the use of value engineering method in a defensive-research organization. Service components were considered for welfare services including loans, tourism and pilgrimage, consumption, housing, health insurance and retirement insurance the function of each of which was identified according to the value engineering method. To discover the most effective functions, a questionnaire was designed based on the function. After the confirmation of the validity of the research tool, a reliability 0.932 was achieved by Cronbach’s alpha coefficient. Effective functions in providing desirable services to employees in different aspects were identified. The results indicated that the function of facilitating living conditions in lending aspect, mental relaxation of employees in the dimension of tourism and pilgrimage, provision of essential employees’ needs regarding consumption, the achievement of relative welfare regarding housing, comforting the employees' concern relating to treatment challenges, providing health in the area of insurance, and guarantee of future in the area of pension insurance achieved the highest scores based on the views of managers and employees.  These findings are the indicators of effective functioning of providing services to employees.

This research is studying pathology of The Compensation System in thePolice Force according to the research theoretical foundations. Theresearch method is descriptive-tracing. Also the present research findings arethe result of a qualitative interviews and quantitative data through the distributionof questionnaires among 250 staff of the Human Resources Deputy inThe Police Force in Tehran. Sampling was performed in qualitative sectionby a judiciary method and in quantitative section, stratified random samplingwas performed. The analysis of data in the qualitative section was done byGrounded Theory through Maxqda software, and in the quantitative part ofthe KMO and Bartlett tests to check the adequacy of sampling and validationof data And One-sample t-test and Friedman test were used to study theresearch questions. SPSS software was used for quantitative analysis. The resultsof this study showed that there are no significant vulnerabilities in Salaryand rewards domains in the compensation system of NAJA, and employeeshave a modest satisfaction with the status of payment and rewards. But thereare vulnerabilities in the welfare and health services of the compensation systemin Naja, and employees are dissatisfied with the status of these indicatorsin the organization.

Context and

In this research, by understanding this fact that human force in police force organization is more important and considerable than the other organizations and human factor has a substantial role in advancement of NAJA organization’s goals and preserving and maintaining this valuable capital should be prioritized in human resources management, the pathology of human resources maintenance system in NAJA is studied with the objective of identifying the harms of human resources maintenance system in NAJA.

This research is an applied-survey study. The sampling group is consisted of 168 samples and the data was collected by researcher-made questionnaire including 34 closed questions and the validity of questionnaire was assessed by providing a pretest drafting test and taking the opinions of experts, advisor professors and counseling advisors and its reliability was computed by Cronbach’s alpha coefficient equal to 91.7%. The data was analyzed aiding Spss software and T test and Friedman test; ultimately all four hypotheses were confirmed.

Each one of hypotheses affected the maintenance of employees but their effect is not equal and the effect of fourth hypothesis “weakness in offering welfare services” is more than other hypotheses.

It was specified that the weakness of bodily and mental health, as well as weakness in salary and benefits payment system and welfare services offering system is effective on the human resources maintenance system of NAJA and inconsideration and any nonchalance leading to the increase of this weakness in NAJA Organization will impose different hurts to the human resources maintenance system.