مجله نظارت و بازرسی
پیاپی 49 (پاییز 1398)

The aim of this study was to build a standard tool for measuring the psychological credibility of NAJA managers and commanders. The purpose of applied research, and from a methodological point of view, is in the category of research mixed with exploratory model. The qualitative research community included all NAJA managers and commanders and academic elites in the field of psychological wellness. In order to conduct the research, first with twelve managers and commanders of NAJA and university professors as elite and expert people in the desired area, in-depth semi-structured interviews were conducted to determine the limits of the desired structure. After implementing open and centralized identification and the required qualitative analysis, a tool consisting of 32 items and four factors was made and once again 350 people were selected from the research community and the tools made on them were implemented. The qualitative analysis of the interviews indicated the four-sided structure of the psychological capital of the managers and commanders of the NAJA. In the quantitative section, the results of Cronbach's alpha coefficient and Landa de Guatman's coefficient of validity indicated the validity of the final form and 31 instrument questions and four factors, and the results of the exploratory factor analysis test indicated that the instrument was valid. Based on the findings, the scale developed had appropriate psychometric properties that can be used to measure the psychological capital of NAJA managers and commanders. Based on the results of the qualitative part of the research, psychological capital as an important psychological variable should be given more attention, and should be among the criteria for evaluating performance.

The purpose of this paper is to determine the effectiveness of NAJA's integration courses. The research is a descriptive survey and applied in terms of purpose. The statistical population includes all participants in the 11th period of NAJA co-operation. The sample size is 142 full-fledged learners and their direct commanders. Data collection tools are three researcher-made questionnaires for measuring satisfaction, measuring learning from the perspective of learners themselves, and measuring the effectiveness of behavior from the perspective of commanders. The validity of the questionnaires was confirmed through content validity and using the opinion of NAJA experts and experts, and their reliability was obtained using Cronbach's alpha test of 0.92. To analyze the data, Clomogrov-Smirnov test, paired t-test and t-test were used. According to the research findings, the level of learners 'satisfaction with the trainings, learning and the effect of the learners' trainings after the course have increased significantly compared to before the course. According to the results, the most changes after the course compared to before the course are the factors of educational and training duties of commanders and managers, psychological operations, executive actions of the commander and manager in special circumstances, the role of commanders and managers in disciplinary affairs, communication and interaction. Effectively related, and in terms of category and superior responsible, the most changes after the course compared to before the course were related to the factors of creativity and innovation, respectively, and the least changes were related to the factor of effective communication and interaction.

The purpose of this article is to explain the responsibility of employees with the attitude of reducing the costs of leaving their duties. The research is done in terms of collecting information in a documentary way and through books, articles, existing laws and regulations and statements of the Supreme Leader and the information is analyzed in a descriptive-analytical manner. The research findings show In addition to the harmful act of the employees of the Armed Forces, sometimes the omission of the act also causes harm to the persons, and therefore in the harm caused by the omission of the harmful act of the employees, if the omission of the act directly and through fault causes harm to the persons, the employees themselves. Reimbursement of damages to individuals will be required, so if they are not at fault, the relevant organization will be liable for damages, but if his indirect action causes damage, because the basis of liability in this case is the rule of discipline and condition. It is the fault of this rule that if they are not at fault, no responsibility will be placed on those employees. The results show that the authors of the Armed Forces Penal Code are responsible for the owners of objects, including weapons and ammunition and vehicles, military uniforms, documents and event records. ... in Articles 80 to 92 based on intention and fault of the building They have emphasized the issue of punishment and only in Article 85 of the law it is mentioned that it is necessary to compensate. Given the sensitivity of the actions of these employees, it is necessary to enact and enforce laws in this regard, which require them to pay compensation. Employee civil liability is based on the theory of fault, and the criterion for fault is the judgment of the conventional behavior of the professional armed forces officer.

This article is aimed at influencing the courses of NAJA insight on the excellence of the behavior of NAJA commanders and managers. The data collection method is descriptive-survey and its research method is quasi-experimental (and in terms of purpose, it is applied. The statistical population of the commanders and managers of NAJA headquarters had 17 positions. To determine the sample size, Cochran's formula was used). 300 people were randomly selected by stratified sampling method. The data collection tool was a 29-item researcher-made questionnaire. Cronbach's alpha method was used to evaluate the reliability of the questionnaire, which was calculated as 97.1. Also, the validity of the questionnaire was based on the content validity and the use of the views and opinions of experts in this field were confirmed. The findings showed that the two factors affecting the religious and epistemological level of insight seekers, respectively, were consider being patient in dealing with employees and dealing with People and taking care of the treasury in the organization. In terms of improving moral growth, the factors that encourage employees to be kind and tolerant of each other and the people and humility in dealing with employees and clients had the most impact. Also on the spiritual and behavioral excellence. Double reliance on God Almighty in all matters of work and anxiety AH had the greatest influence on the trustworthiness of employees, and finally had the greatest impact on the dimension of improving the level of insight and political insight, respectively, hostility and avoiding friendship with the enemy and trying to resist in defending the right. The results of the research showed that the greatest impact of the desired dimensions on the excellence of insightful behavior after spiritual and behavioral excellence, improving the level of insight and political insight, improving moral development and deepening the level of religion and knowledge.

This study was conducted to investigate the effect of effective factors on the succession of NAJA managers. The purpose of applied research and its method is descriptive-survey. The statistical population of this study includes all prevention police managers at the level of the National Anti-Corruption Agency and the provincial disciplinary command, who have been selected by all-round sampling method. The questionnaire was used to evaluate the validity of the questionnaire with the opinion of experts, supervisors and consultants, and 0.949 was used to measure the reliability of the questionnaire using Cronbach's alpha for all questionnaires. In order to analyze the data, chi-square test method was used using SPSS software. The research findings showed that with 95% confidence, three organizational factors, process and individual self-improvement of managers in NAJA prevention police are effective in such a way that in examining effective items, "optimal leadership style" in organizational factors, "staff readiness to improve Higher positions "in individual factors," "assessing the future needs of the organization's skills and required positions" are ranked first in the process factors. As a result, an organizational empowerment strategy is needed to focus on the distribution of competencies. Also, due to the nationwide transfer of employees to operational and difficult areas in order to prevent any problems in NAJA missions, non-breeding can be effective in preventing disruption in work.

Motorists deal with traffic police officers on a daily basis. In Russia, the operations of the traffic police are not transparent. Mass surveys show that contacts with traffic police officers represent a key source of corruption in this country. This article discusses the links between corruption in the traffic police and road safety. Corruption in the traffic police has a positive impact on road safety in Russia, a middle-income country. It suppresses economic growth and thus reduces the intensity of road use. In the current situation, Russian motorists have no incentive for fighting corruption: constantly growing fines and penalties for traffic offences increase the attractiveness of paying bribes compared to individual and/or collective protests. A vicious circle emerges as a result corruption becomes self-sustainable. The official statistical data and results of a nationally representative sociological survey provide the data for the analysis. An instrumental variables analysis and multiple regression modelling are used in this study.