نشریه منابع انسانی ناجا
پیاپی 54 (زمستان 1397)

In today's high-level competitive world, organizations must seek to improve services quality in order to succeed. This will require more attention to the welfare service series. In this research, the evaluation of the quality of NAJA's services is considered from the perspective of service recipients based on the SERVQUAL model. The research is practical based on the descriptive-survey method. The statistical population consisted of all those who used NAJA welfare facilities from April 2016 to April 2017 of 129 thousand families. The sample size was 383 people based on Cochran formula, selected by stratified random sampling method. The validity of the tool used in this research has been verified by formal and structural and reliability of the questionnaire test through Cronbach's alpha. The data has been analyzed using the Kolmogorov - Smirnov test and independent T-test. The results of the research show that the expectations of guests of welfare facilities in NAJA in the main hypothesis with a gap of 0.6 are lower than their perceptions, and in the subjective expectations of the guests in terms of tangible factors and reliability are higher than their perceptions and indicate the existing service gap. By reducing the satisfaction of the guests from the services provided by NAJA welfare facilities is in the above dimensions (tangible and reliability factors), and in other dimensions there is no service gap and satisfaction, as well as in terms of the number of guests, the responsiveness dimension is the highest level in comparison to other dimensions.

Employee malfeasances are one of the most important issues of an organization human resources management. The lack of a mechanism to identify abusive employees causes the organization to face various challenges. Using data mining methods technicians can benefit from the bulk of information gathered by organizations. The purpose of this study is to investigate the relationship between violations and the individual information, using data mining method. This research is applied in terms of purpose and descriptive – analytical in terms of method, based on data mining procedure. There are 43 violations in the NAJA level. Five of these violations, which are more frequent than the incidence rate or objective statistical community, are referred to as "common violations" and include: 1) absenteeism 2) laziness and laxity in the performance of duties.  3) not to be on time at service place 4) failure to observe laws and regulations 5) lack of responsibility. The population of this research, Data on common misconduct of NAJA staff and sample size Data is 1395 years. Investigating different methods of data mining showed that the best method for the existing data and analysis of employee violations is the method of decision tree C5. In the research process, data is divided into experimental and educational categories and based on this prediction accuracy was determined in different situations. The results showed that the most prominent feature of employees in the occurrence of an offense is in the order of importance of (1) category 2) service unit and 3) service age.

The main objective of this research is to investigate the effective factors of compensating NAJA staff service and ranking. Service Compensation is any type of service or value that an employer or organization makes or pays for or creates for an organization service; Compensation of services that the organization provides involves financial services and non-financial services. This research is practical and descriptive-analytical in terms of method, and has been conducted through questionnaire survey of 42 questions.  A questionnaire was approved by qualified professors of related fields. After that in order to achieve the purpose of the research the questionnaire has been distributed among 141 staff members of the NAJA staff deputy from 500 people in the statistical population using stratified sampling methods and the simple random selection. To determine the reliability Cronbach's alpha method has been used, which according to 90% coefficient obtained is a desirable reliability. The data were analyzed by SPSS software and the research hypotheses were analyzed using regression correlation coefficient test and the effect of independent variables on the dependent variable will be analyzed. The results show that with 95% confidence and with a significance level of more than 0.05 of all variables, it can be stated that in terms of statistical society, all the factors of employee service has the significant effect on service compensating of employees in human resources deputation. On the other hand, based on the average of the calculated ranking

The present research seeks to investigate the effect of NAJA staff manner on their occupational attachment in hard living areas. Such research can help the NAJA organization to identify the factors affecting employee job interest, especially in geographic areas that do not provide the right conditions for living. The research method is survey based and in terms of purpose is applied and in terms of collecting data, it is based on the questionnaire's tool. In this research, two standard questionnaires of Leadership Assessment (Krasan and coworkers, 2016) and job interest questionnaire (Shawfli and coworkers, 2002) have been used. The statistical population of this study is descriptive and cohort workers of NAJA operational units in six provinces of WEST AZERBAIJAN, SISTAN VA BALOCHISTAN, KURDISTAN, BUSHEHR, KHUZESTAN, and HORMOZGAN. The total number of the community is 32,499 persons. The analyses showed that the effect of individuals conduct on their job interest is a significant effect. One of the most important results of this study is that some of the components of behavior such as humility, moderation, justice, accountability, and courage have a significant effect on their job interest in dimensions such as sacrifice, fascination, and vitality. The SHANON ENTROPY test on the collected data showed that the managers of the HRM (human resource management) in vast organization NAJA put their humility, moderation, justice, accountability, and courage in their priority during the selection and education of individuals.

The purpose of the present article is to design, explain and formulate a comprehensive system of desirable services to the employees of the service and NAJA appointees. Establishing a comprehensive system of services for the employees of the service and NAJA appointees is applied in terms of its purpose and its method considering the nature validation of the data collection is in an analytical form. In this research, by Determining previous actions and study and evaluating existing guidelines in terms of the employees of the service and NAJA appointees and print reading and comparing each of them a comprehensive system of services for the employees of the service and NAJA appointees has been designed and collected and will be done. The results of the analysis of the questionnaire as well as the interviews with the directors and deputies of the staff of the NAJA indicate that comprehensive system of services for the employees of the service and NAJA appointees, includes 5 legal, juridical sub-systems, operational, structural, strategic and operational. The results of the research showed that in the comprehensive system of services for the employees of the service and NAJA appointees, the legal and juridical system in comparison with other sub-systems is more important than the other sub-systems, in order to achieve the current status of this Sub-groups are emphasized by the NAJA Human Resource Officer, after which the operational and structural subsystems are the most important priorities for the provision of services to this group of employees, respectively.

Meta-analysis leads to a cumulative analysis of research on a particular topic. The main purpose of this paper is to analyze studies around the relationship between motivation and organizational obligation and the performance of NAJA’s personnel. This paper is practical research; therefore, the analysis unit of this meta-analysis is consist of the individual studies conducted by various researchers in the field. The statistical population includes 18 studies around the relationship between motivation and organizational commitment and the performance of NAJA’s staff. For a sampling of the mentioned population, 11 studies with a meta-analysis approach have been selected through targeted sampling that is eligible for selection criteria. The information is collected through the comprehensive research information system and the NAJA’s publications website. The data collection tool is a snippet and coding of relevant research. The findings of the research show that the independent variable of motivation with 6 statistics extracted from the hypotheses related to the motivation and performance of the employees, the size of the random effects is 0.312, which according to Cohen's interpretative table is in the medium range of (between 0.3 and 0.5) contract. The organizational commitment variable with 5 extracted statistics has a combined randomized effect of 0.535 that is in the range of 0.5 to 1. Considering the performed meta-analysis, it can be concluded that the organizational commitment variable with respect to the motivating variable has a greater impact on employee performance.