جستجوی مقالات مرتبط با کلیدواژه « discipline » در نشریات گروه « مدیریت »

Administrative discipline is one of the most important cohesive factors in the organization and plays a key role in improving the performance of organizations. It is necessary to identify the factors that strengthen it (drivers), so this research aims to identify the main and subcategories and key indicators of drivers of administrative discipline through a meta-synthesis method, one of the qualitative research and meta-study methods. In this research, some 67 scientific texts in Persian and English were discovered and extracted from reliable domestic and foreign websites and scientific databases between 2003 and 2022 AD and 1390 and 1401 AD. Finally, 28 research titles using the skills method critical assessment (CASP) were considered, and the main indicators were extracted through the document analysis method. After studying and extracting the key codes, these codes were aggregated and clustered, and the principal and subcategories were set. The findings showed that 12 main categories, 28 subcategories, and 120 indicators or primary codes were extracted. The main categories of drivers of administrative discipline included culture, trust, communication, order, empowerment, balance between life and work, spirituality, organizational participation, organizational justice, accountability, quality of work life, and motivation; the results of this research can significantly help managers and organizations develop and improve performance as the driving force of organizations and turn them into leading organizations in their field.IntroductionAdministrative discipline is one of the ways that guarantees order, efficacy, and observing regulations in the workplace (Ernest, 2021). If the staff has discipline, this will improve practical efficacy. (McCarter et al., 2022). Discipline is the key to a company's success in achieving its goals. (Astuti et al., 2020). Accordingly, during the last decade, numerous studies on administrative discipline have been done, whose common features are dispersion and lack of coherence in presenting the findings. This has caused problems for politicians and organizational administrators, as no coherent study synthesizes the past findings to present unified findings.Research questionsTherefore, the present study uses a meta-synthesis method and subsidiary indices and concepts of administrative discipline.Literature ReviewDisciplineAdministrative discipline consists of two words: discipline and administrative. In its common uses in the Oxford dictionary, discipline can mean rearing, taking care of regulations, approaching order, and even punishment. Referring to the etymology of this word and its idiomatic meaning will reveal its historical (meaning shift).The word discipline stems from the Latin discipulus, meaning follower, servant, and those around a religious agent. Also, the word discipline originates from the Indo-European’s dek or des, meaning derive, acceptance, and suitability (Tafazoli, 2014).Administrative disciplineThe issue of administrative discipline and how to tackle it is one of the responsibilities of personnel management in organizations. One responsibility of personnel management is determining administrative discipline principles, rules, and regulations to achieve organizational goals. Important issues exist in organizations, and administrative discipline is one of them. Administrative discipline is one of the prerequisites of any office and organization, and paying attention to it can be one of the main factors in organizational development (Daft, 2012).On the other hand, we witness many staff holding ideas, perspectives, and behaviors that dramatically affect the practical efficacy of various organizational units. Reforming staff behavior is among managers' main concerns and policies (Qolipour, 2019).MethodologyConcerning practical goals, this study is quality type and meta-synthesis in its strategy. This study uses the seven-stage method of Sandlooki and Burusu (2007). In this study, authentic scientific English and Persian texts have been considered. The period of this study was 2003 to 2022 and 1390 to 1401 solar years—the data analysis (previous documents). To have an organized scrutiny, the related articles and research, interior sites, Iran doc, Jahade Daneshgahi, and Civilica, and foreign sites like Emerald Inside, Scopus, and Science Direct have been used. The terms discipline, administrative discipline, and word discipline are used in the search process. Organizational discipline and staff discipline have been used. Based on the searches done, 126 articles, of which 40 (Persian) and 86 in English were found. Then, based on the acceptance criteria, 40 students for their titles, 20 for their abstracts, and 34 studies with the mentioned criteria were selected. Afterward, the texts' content was studied carefully, the main indices were derived, and the information was categorized. Then, all the determined components were derived based on meaning and summing up the given concepts. The researcher has tried to classify the concepts so that some were summarized into one component.Finally, to control the study's quality, the Kohen test and content validity have been used.ResultsFinally, the results showed that the issues of official regulations have five subsidiary titles consisting of centralized regulations (code 3), fair laws (code 6), supervision of laws (code 6), obeying the laws (code 4), and promoting the laws (code 5). The official control category has two subcategories: controlling efficacy (code 6) and preventive measures (code 4). The category behavior control has three subcategories: behavior evaluation (code 6), standardizing behavior (code 5), and self-control (code 2). The harmony category consists of two subcategories: internal harmony (code 5) and external harmony of behavior (code 2). Obedience has two subcategories: following the routines (code 5) and obeying orders (code 4). The responsibility category has two subcategories: responsibility toward the organization (code 4) and responsibility of duty (code 6). The category promotion has two subcategories: financial (code 5) and spiritual (code 5). Punishment has two subcategories: financial (code 5) and nonfinancial (code 3). Discipline routines have two subcategories: reconciliation (code 8) and forcible (code 4); self-discipline also has two subcategories: individual (code 3) and organizational (code 4). Guidance has two subcategories: giving directions (code 4) and attitude change (code 4). In order to control the study's quality, the Kohen test and content validity have been used.DiscussionThe main categories of administrative discipline were regulations and rules, official monitoring, harmony, obedience responsibility, promotions, punishments, discipline approaches, self-discipline, and official guidance.ConclusionBased on a comprehensive pattern that was attained from the meta-synthesis method and observing the commonalities of different ideas about administrative discipline, one can take more effective and purposeful actions to establish administrative systems, determine the laws of trial and discipline committees, moral manifesto, and finally unity of procedure and word. This comprehensive pattern can give managers and staff a more complete and more accurate definition of administrative discipline.AcknowledgementsHereby, we fully appreciate the efforts of all those who gave us a hand in doing this study.

The purpose of this study is to identify local indicators of talent management process optimization in Iran. The research method is a descriptive survey. The statistical population, managers, and experts in the field of talent management in Fajr Jam Gas Refining Company in the qualitative section and the staff of Fajr Jam Gas Refining Company in the quantitative section of 1000 people, of whom 278 were selected as samples and completed questionnaires. Finally, 250 final questionnaires were collected for analysis. The instrument of the present study includes a 42-item researcher-made questionnaire with a Cronbach's alpha for all dimensions of the studied model greater than 0.7. Therefore, it can be claimed that the questionnaire has acceptable validity and reliability. Smart PLS and SPSS software were used to identify the indicators and model the structural equations. The results showed that the indicators of personal development, organizational strategy, recruitment, performance management, training, service compensation, discipline, political factors, labor supply, and rules and regulations are identified and play a role in the local talent management model.

Because of the importance of observing disciplinary rules as one of the serious demands of commanders, recently, there has been an emphasis on the need to develop a well-defined mechanism for assessing disciplinary principles in the Naja. On the other hand, the effectiveness of implementing disciplinary codes, like any other objective measure, needs to be grounded and made appropriate by changing attitudes. Research aims to test police officers' attitude to discipline in the armed forces. In order to design a questionnaire for measuring employees' attitude to discipline codes, based on the existing literature, the primary tool was designed and for content validity, the Relative Content Validity Ratio (CVR) was calculated 0.98 with 10 experts. The reliability of the instrument was confirmed by Cronbach's alpha of 0.97. The statistical population of the study consisted of the staff of the five command staffs of the NAJA mission.Then the data were analyzed by t-test and Friedman tests using SPSS software. The research showed that police officers' attitude toward disciplinary codes was positive and moderate. Among the attitude dimensions, emotional, behavioral and cognitive attitudes are in good order, respectively. This result shows that the behavioral orientation of employees to comply with the Code is more emotional than cognitive, which confirms the need for investment to improve the employees' understanding of the usefulness of the Disciplinary Code.

Armed forces in different countries usually follow two main strategies to provide their personnel: professional and military. In the Armed Forces of the Islamic Republic of Iran, due to their high status, the issue of soldiers and their training is important. Therefore, one of the most basic issues of military training centers as one of the essential prerequisites of training is to meet the basic biological needs. This research focuses on the health factors of Herzberg theory and aims to compare the frontier military training centers of Iran Police. The purpose view is applied and in terms of descriptive-survey implementation, for data collection. Finally, the mean scores of the indices of each factor were considered as the factor score and the training centers were ranked using TOPSIS technique. Regarding the health factors, the training centers are as follows: Shahid Rajaie, Mohammad Rasoulullah, Shahid Madani and Valiasr (AS). In terms of preliminary results, the Mohammad Rasulullah Training Center ranks first and the Valiasr Training Center is in the last place. The Shahid Madani and Shahid Rajai centers are in the second and third places, respectively. Therefore, a higher score on health factors does not necessarily mean achieving higher scores on the primary outcome variables including 'overall satisfaction', 'discipline', and 'cleanliness', which necessitates research focusing on these relationships.

This investigation includes some issue regarding the causes and negative factors of the social discipline and security and it’s reflection in the most important farsi prose from the first until the eighth century and the necessity of this investigation is that there was no investigation like that before. This investigation aims to show the importance and reflection of caused and positive factors of the social discipline and security in Farsi prose.This investigation is applicative regarding the aim and is descriptive regarding the method innate which used the combination method (qualitative – quantitative) and the technique of content analysis to analyze and recognize cause and positive factors of social discipline and security between 59 books and main sources. In the theoretical and conceptual framework of the investigation, the positive procedure is the existence of threats and insecurities due to the negative function of different political, social, cultural, security based factors. According to the results, these words are ranked as first to tenth between 44 essential keywords and 1925 abundance number: king (sovereignty) repeated for 429 times (30/53 percents), religion, religiosity repeated for 244 times (17/36 percents), sugar repeated for 149 times (10/65), just repeated for 142 times (10/24), security repeated for 87 times (6/19),leader, governance repeated for 67 times (4/77), science, scientific repeated for 66 times (4/70), service repeated for 62 times (4/41), health, end, accuracy repeated for 55 times (3/91) and gift and minister each one repeated for 51 times (3/63).

one of the main pillars of human resource management, is the issue of improving management skills commanders, directors and managers.This study is applied and the data collection method of research is descriptive and cross-sectional survey.The study population of 189 people were from all the commanders, heads, managers and chiefs, senior officers, junior officers and noncommissioned officers of Semnan province police command center who were in different ranks, and To collect information a questionnaire has been used that is derived from assumptions. Depending on the type of research for data collection and field survey based on extensive literature survey, a questionnaire was used, and to test the hypothesis, the correlation coefficient test and independent sample T-test was used. Also structural equation modeling was used to investigate the suitability or unsuitability of the models and analysis that have been used. The findings of this study indicate that cognitive skill variables have the greatest impact in reducing employee disciplinary infractions of Semnan's Police Command Center, and human and technical skill variables are in the next order.

The job ethics is the most important cultural factor in economic development. Human resources are unique basic of the peoples. A country, cant develop its people’s knowledge and adroit and don’t use them in national economic effectively, cant develop anything. Organizational development count on organizational order and discipline. Ethics play role in implanting organizational order and discipline. The aim of this study is to perceive job ethics on organizational order and discipline and case study is police organization studied by Parsons Model. In this study, data was quantity, goals were application and nature was correlation study. The statistical population was commanders and executives in Khuzestan headquarters. The sampling was simple and included 75 personnel. The study tool was a questionnaire included 18 questions. tools reliability accepted by hypnosis reliability and its validities calculated by Cronbach's alpha that it is %84.the results showed that there is relationship between commitment, internal and external motivation variables and organizational order and discipline.it means that increasing each variables, organizational order and discipline enhance. Thus, developing these variables, organizational order and discipline level developed.

The main purpose of this research was to survey the effect of demographic standards (age, age of services and education) on the extent of submisiveness of official employees of Arak Malek Ashtar training centre.The current research method was descriptive- survey and applied. Statistical universe consists of all official employees of Arak Malek Ashtar training centre.Sample size were 82 cadre employees.The tool was a researcher- made questionnaire, the reliability of the questionnaire was calculated by Cronbachs Alpha in SPSS software was %924.The researcher used Watson and kolomogorov and smirnov and regression tests. The results indicate that all the hypothesises were confirmed in %1 of siginifcance level, so employees calendar age , age of services and education have a significant relationship with their submissiveness.

For achieving organization goals and expectations it has considered different and various duties for managers which one of the most important is control.Self control and self discipline are the most important tools for achieving organizational goals(efficiency and effectiveness)and also personal and divine goals in spiritual dimensions.In current era,organization strive to fulfill self-discipline in their employees via miscellaneous ways or improve it If the people of organization were self-controlled and self-disiciplined,at that time management would be so easy.And in this situation without presence of managers,employees do their task without fear of control in an optimal manner.In this paper the authors have tried to use library and documentary method for examining contingency proportionate variables with resource control and also emphasis on interior control or spiritual self discipline in any specific situation. So in this paper moreover than introducing importance and purpose of control and self-control in accordance with building self-disciline culture,this concept has been surveyed from Islamic culture and attend self-discipline system pattern has presented on the basis of Islamic values.

Discipline, arrangement and safety are significant factors in achieving success in organizations. The role of Discipline and arrangement are as such that they are considered in all models and organization excellent and management standards. Excellent organizations have done effective and serious measures in the field of order and discipline. Today, execution and customization of excellent models in organizations have dramatically increased the ability of different domains in organizations. Productivity increase and organization ascendancy are among concepts that organizations have always followed and expressed differently in each stage of history. 7S is among systems that is considered the cornerstone of other productivity and quality systems. Accidents, mistakes and errors reduced and work output, personnel motivation and morale and management performance increased because problems are visible and expenses and energy consumption and work redundancies decreased because of decent system. In this article, decent system concepts and principles and also excellent model constituents, structures and significance of combination model for order and productivity increase in organization introduced. In this research, a suitable execution method has been designed for execution of excellent model and decent system to introduce the technique and models and the way they are applied and internalized according to organizations conditions.

This study was conducted to explore relationship between emotional intelligence and honesty. As an applied research in design and a field study in method, the study was carried out through administering Shat's EM questionnaire and NEOPI-R to 32 army commanders and 539 staff members selected based on stratified sampling. SPSS analysis of data via Pearson-Product correction and linear regression analysis revealed that there is significantly positive correlation between the variable (r=0.31) at 0<05 level.

This study aimed at studying the relationship between three distinct variables including dutifulness, self-esteem, discipline and dimensions of military education (i.e. religiousness, organizational integrity and trust). As an applied research in purpose and field study in design and methodology, the study involved participation of 269 cadets selected based on stratified random sampling who attempted a questionnaire. The data were analyzed through pearson-product correlation and multi-variable linear regression techniques. The results revealed statistically significant correlation among discipline, self-esteem and dutifulness on one hand and religiousness, organizational integrity and trust on the other

The purpose of this paper is to figure out the influential factors in emergence of infringements in order to improve and consolidate the principles of discipline in the organization. The method of the study is descriptive which is implemented in an evaluative manner by means of questionnaires. The statistical population consists of the employees of NAJA out of which 380 people were chosen using stratified sampling from Azerbaijan Gharbi, Hormozgan, Khorasan Razavi, and Yazd provinces. The results indicate that organizational management, enhancement of religiosity, job security, organizational commitment, a social-economical base, the employees' awareness of the disciplinary rules and regulations, of the influential factors in prevention from emergence of some disciplinary infringements including, weakness and dereliction of duty, not respecting the rules and regulations, not holding accountable and indifference to the service can be influential and their improvement prompts enhancement in organizational discipline.

Evaluating and recognizing elements constituting culture and organizational conditions in IRRGC (Sepah) advanced educational centers are among the objectives of the research. The objective of this applied research is to promote productions in authentic situation. Descriptive and time measuring methodology is employed in the research. In general, it's found that cultural indicators in behavioral arena are better than the ones in structural domain. So, organizational culture and status quo are consistent and effective efforts should be implemented to get to better conditions.