جستجوی مقالات مرتبط با کلیدواژه "police personnel" در نشریات گروه "مدیریت"

Job motivation is always considered as one of the most effective factors in increasing the productivity of organizations. The aim of the present study is to systematically review researches on improving the motivation of police officers with the meta-composite method.

The current research is applied in terms of purpose; In terms of research method, it is qualitative; From the point of view of the data collection method, it is among documentary researches. The scope of the study includes all motivation articles at the level of the armed forces between 1392 and 1402 and all foreign articles on the motivation of police officers from 2013 to 2023, and it uses the meta-combination method. and systematic review has been used.Due to the time limitation and the massive volume of studies, only suitable articles in this regard were observed and firstly, and with the searches conducted in 4 internal databases and 4 external databases, 91 researches on motivation in police officers were found, of which 56 were 35 studies were selected due to defects and omissions.

The findings showed that improving the motivation of police officers had 3 dimensions, 17 components and 93 indicators. Individual dimension has six components of positive feeling towards job, work experiences, job motivation, resilience, trust and autonomy, organizational dimension has nine components of organizational atmosphere, job characteristics, organizational justice, organizational culture, work relations, leadership skills. Management support, reward system and job security and environmental dimension had 2 components of job opportunities outside the organization and social environment.

According to the findings, it can be stated that improving the productivity of the organization, increasing the quality level of employees' services, providing a suitable platform for their creativity and empowerment, and a positive view of problems and obstacles in order to improve work is

Cyberspace is an emerging world that, along with its challenges, contains many opportunities that can be minimized by optimally using the opportunities in this space. Therefore, this research has been done with the aim of analyzing the experience of experts about the internal strengths and external opportunities of the police command of J.A. in the use of virtual space.

This research is applied-developmental in terms of purpose; In terms of data type, it is qualitative and in terms of nature, it is exploratory. Delphi and content analysis methods were used to analyze the collected data. The statistical population of this research is the police experts, from whom a total of 30 people were selected by targeted sampling and based on theoretical saturation. In the following, to ensure the validity of the tool, the opinions of expert professors and participants in data analysis were used, and to ensure reliability, the methods of recyclability and repeatability were used.

10 cases of strengths: monitoring of cyberspace by the police, the presence of expert staff in the field of cyberspace and prevention, the existence of technological infrastructure, proper interaction with institutions in charge of cyberspace affairs, the possibility of producing appropriate content, etc., and 10 opportunities : Utilizing the platform of safe virtual space in education, setting up native virtual networks, using emerging technologies, etc. were extracted in the use of cyber space.

Based on the findings, it was suggested to take advantage of internal strengths and potential opportunities in the environment in order to culture the use of virtual space by employees; awareness and education; the promotion of media literacy and other should be used.

Education and training of skilled manpower in the police considering the extent and complexity of tasks, the important objectives that should be paid special attention to it. Therefore, to enhance the ability and skills of police personnel Police University from 1377 to accept university students and professional education and training programs put top priority. In addition, short-term training courses held during the year and in different categories to graduates in the scientific, scholarly and scholarly specialization and dealing with social pathologies and increase the efficiency and abilities to perform the duties of lead. If you do not have confidence that the training course has done and the cost of investment and resources to plan and implement specialized training courses and it would be senseless. The reason for choosing this research is to know what problems in learning the skills necessary to the security personnel there and keep making positive changes in their behavior is a skill. The present study sought to investigate the structure and function of training courses in police science to answer this fundamental question that education on how much force officers has been successful in providing job skills?

Performance development is an undeniable need for organizations, and performance management is a tool for achieving the objective. The present research aims at reviewing the impact of performance appraisal on human resource development in terms of satisfaction, motivation, creativity, retention, and police personnel tendency towards training in a police organization. The present research was of applied type, but taking into consideration nature and method was of descriptive- survey type. Questionnaire was used for collecting data, and its reliability and validity were respectively confirmed based on experts’ supervision, and Cronbach’s Alpha (α=92.67). Data was analysed by SPSS, one-tailed and two-tailed t tests and single-item variance analysis. Statistical population includes contractor staff and police officers in IRI Police (IRIP) HQs; 108 samples were estimated and questioned through using statistical methods. Testing research hypothesis indicates that there was significant relationship between performance appraisal and quintable constituents for development of human resources. There was also difference between some pairs: police officers and contractor staff; men and women; and noncommissioned officers (NCOs), sub-lieutenants and top-ranking officers (brass hats) in terms of the constituents. Performance appraisal through impacting on motivation, job satisfaction, creativity and initiative, tendency toward training, and human resources retention on one hand and human resources development on the other. In line with this, performance appraisal has the most and least impact o job satisfaction, and creativity and initiative, respectively. In terms of consistent and tendency toward training, it affects permanent staff more than contractor staff.