نشریه پژوهش های مدیریت انتظامی
سال چهاردهم شماره 4 (زمستان 1398)

Sociologists view social capital, cultural capital, and professional ethics as one of the key benefits of achieving success in organizations. For this reason, one of the basic strategies of law enforcement for promoting order and security in the country is to promote professional ethics in the organization. Accordingly, the purpose of the present study is to investigate the relationship between social and cultural capital with professional ethics among the employees of Kermanshah Police Command.

The method of this research is descriptive - analytical and is of survey type. The statistical population includes all officers and ranks of Kermanshah Police Command Line. Of these, 351 individuals were selected as the sample size using proportional stratified random sampling. Questionnaires were used for data collection and the data were analyzed using regression method.

The data analysis showed that the structural dimension of social capital predicts 73%, the communicative dimension of social capital 92% and the cognitive dimension of social capital 93% predict changes in professional ethics. Also, embodied cultural capital accounts for 94%, objective cultural capital 96% and institutional cultural capital 89% of the variance of professional ethics.

Out of 6 variables included in the model, 89% of professional ethics changes were predicted in the sample. Therefore, we conclude that increasing the amount of social and cultural capital enables employees to adhere to the principles and standards of professional ethics in the organization. Keywords (English): Professional Ethics, Social Capital, Cultural Capital, Queue Staff, Kermanshah Police Command, Organization.

All organizations make the human resources function of the organization critical and programmatic and cost a lot of money. Considering the necessity of enhancing employee performance as a key factor in organizational excellence, one of the fundamental problems of organizations is determining effective factors on staff performance, especially specialized and valuable employees.

According to its purpose, this study is an applied one. The study population consisted of 80 studies related to the performance of law enforcement personnel. For the purpose of this population sampling, 68 purposive sampling were selected through meta-analysis approach through purposeful sampling. Data collection was done through the Comprehensive Research Information System and Law Enforcement System. Required information from each research was included including title, year, community and sample, sampling method and tests used in tabular format and then in CMA2 software. Entered and analyzed.

The findings showed that among the variables studied as independent variables of performance, personality traits with frequency of 8, motivation with frequency of 6, education with frequency of 5, organizational commitment with frequency of 5, leadership style with frequency of 5, education with frequency of 4, Job satisfaction with frequency 4, emotional intelligence with frequency 4, job burnout with frequency 3, and quality of work life with frequency 3, have been repeated more than twice, which can be meta-analytically tested.

Based on the findings, it can be concluded that variables such as quality of work life, education, organizational commitment, and job attitudes, high impact intensity; variables of talent management, emotional intelligence, motivation, burnout, conscientiousness, spiritual intelligence and knowledge management, severity of impact The mean and variables of organizational culture, social capital, job satisfaction, leadership style and personality have little effect on the performance of law enforcement personnel.

Knowledge transfer and sharing require sustained commitment, initiative and interactive learning processes. Therefore, identifying the barriers that affect people's desire for knowledge transfer and sharing is very important and organizations should pay special attention to it. The purpose of the present study is to analyze the impact of organizational commitment on knowledge transfer with the mediating role of phonetic behavior of staff in the University of Science. Law Enforcement: Research

This study is of applied purpose and in terms of descriptive survey data collection. The statistical population of the study consisted of 700 employees of Amin University of Medical Sciences who were selected using Cochran formula and simple random sampling method with a sample size of 248. The research instrument was a standard questionnaire whose validity was confirmed by content validity and its reliability through Cronbach's alpha and composite reliability. K-S test was used to test the data normality. Structural equation modeling approach and Amos and Spss software were used for data analysis.

The findings of the present study show that organizational commitment has a positive and significant effect on knowledge transfer among the employees of Amin Forensic Sciences University and their phonetic behavior. And all assumptions were confirmed at 95% error level.

According to the findings of the present study, appropriate mechanisms should be implemented to strengthen commitment and create a climate of trust in Amin Forensic Sciences University in order to enhance the phonetic behavior of employees and the willingness to share knowledge.

As a dynamic organization, the law enforcement agencies set up a system of police events to achieve the highest goals and achieve the full information of the internal and external environment of the organization. The purpose of this study is to understand the effect of the use of law enforcement systems in the management of law enforcement in Qom. The purpose of the present study is applied and the nature of the data is descriptive-analytical. The statistical population includes 120 commanders and managers working in the field of crime prevention in Qom province. 92 of them were selected as sample size using Krejcie-Morgan table through available sampling. Data were collected using two researcher-made questionnaires: "Applications of Law Enforcement System" and "Police Crime Prevention Management. Data analysis was performed by calculating the tilt and elongation of scores distribution, Pearson parametric test and regression analysis. According to the values of "r = 0.43 and sig> 0.01" the coefficient was significant and a positive relationship was obtained at 0.01 level. Therefore, there is a significant relationship between the use of law enforcement system and police preventive crime management and significantly increases the quality of law enforcement management by increasing the use of law enforcement system. According to the findings of the study, law enforcement officers can optimally use this system in crime prevention management by increasing their knowledge of the capabilities of the system and its application capability. And software is a tool that is increasingly used to empower police commanders and managers.

Human Resource Retention Architecture strives to help organizations utilize their most valuable resource by maintaining health, improving satisfaction, and enhancing employees' willingness to continue collaborating. The purpose of this study was to design an architectural model for the human resources retention of the Islamic Republic of Iran Police.

This research is an applied-developmental research with a mixed approach. In the qualitative part the case study method and in the quantitative part the fuzzy Delphi and Delphi methods are used. The statistical population in the qualitative section was law enforcement personnel and in the quantitative section police law enforcement personnel in fuzzy DEMITEL method, organizational and academic experts in fuzzy Delphi method. In the qualitative part, 22 employees were selected purposively and in the quantitative part, 22 employees were purposively employed in the fuzzy DEMATEL method and 16 organizational and academic experts in the fuzzy Delphi method. Data collection tools were semi-structured interviews in the qualitative section and Fuzzy Delphi and Delphi questionnaires in the quantitative section.

In architecture Findings in the qualitative part of the study indicate that human resource retention from the viewpoint of law enforcement personnel has three main dimensions of employee health with physical and mental health components, employee satisfaction with job satisfaction, manager satisfaction and organization satisfaction. And then, employee willingness includes the components of employee commitment, opportunities for development, livelihood and work-life balance, and quantitative findings showed that from the perspective of law enforcement personnel, maintaining the health of the most important dimension and creating opportunities for employees to be the most effective component of Retention is the organization's human resources.

From the experts' point of view, it is necessary for the architecture of human resources retention and achieving optimal conditions, changes in laws, policies, regulations and organizational procedures.

In recent years, attention to the productivity is becoming more and more important in policing. Lean Policing approach could be an effective solution for this challenge. Thus, in this research, we are trying to find answer for the following questions: What are the most important elements of Lean Policing? What are the problems of Iran police-courts' structures and processes according the Lean approach? What are some appropriate strategies to make improvement in Iran police-courts' problems in structures and processes by utilizing Lean approach?

This research is done in a qualitative approach and includes two phases: study of the literature in Lean. The second phase includes utilizing the devised model to find the problems in Iran police-courts.

According to Lean approach, we can achieve any level of optimization in any organization by continuously finding and decrease the waste elements as well as finding and increasing the value-maker elements. In this research, we utilized this approach to find the current waste and value-maker elements of Iran police-courts to devise some strategies for making improvements in structures and processes of them.

Lean, as a repetitive and continuous approach can be used either as a stand-alone strategy to make improvements in the organization, or on the other hand, with considering the current infrastructures that is prepared for current active improvement plans, Lean Policing can be used as a tool set in order to help achieving those plans. A strategical layout is suggested in this research for the second approach.

One of the reforms in our country's budgeting system, in accordance with Article 138 of the Fourth Development Plan Act, is the move to "operational budgeting" which emphasizes the performance of governments. Operational budgeting requires cost accounting to determine the cost of services provided by all NAJA subsidiaries, and the need to access the cost of services requires the use of accrual basis accounting as provided in note 26 The government's fiscal rules are those of the users of the public budget.

This study was applied in terms of purpose, and in terms of data collection method. In the qualitative section, using data base theory approach with purposeful and theoretical sampling, in-depth interviews and expert opinions (expert and academic) of operational budgeting were collected and data (barriers) were collected in three stages of open coding, axial and selective coding. Using content analysis of upstream documents, the design model and model validity were confirmed by fuzzy triangular Delphi technique by 25 knowledgeable operational budgeting elites. In the quantitative section, the barriers obtained by using the "A. H. Ranking, and finally, cluster analysis, provided guidelines for establishing and implementing operational budgeting.

The findings of the present study showed that the barriers and limitations of operational budgeting in law enforcement include: planning and policy making, management, organizations, regulations, preparation and approval, credit allocation, accounting and reporting system, supervision. And auditing, indexing and standardization are undergraduate work and education.

In the present study, barriers to establishment and implementation of operational budgeting were identified and after ranking barriers, guidelines and gantt chart of its establishment in the Police Prevention Police were compiled.