نشریه منابع انسانی ناجا
پیاپی 61 (پاییز 1399)

Organizational conflict as one of the variables that is somehow present in all the above obstacles, if not managed properly can be an important obstacle in the implementation of organizational strategies. Therefore, recognizing the level of organizational conflict and its proper management can be effective in the effective implementation of organizational strategies. The purpose of this study is to investigate the relationship between organizational strategies and conflict management styles. The present study is a correlation in terms of applied purpose and descriptive research method. In order to collect data, the standard questionnaire of organizational strategy Miles and Snow (1978) and the standard questionnaire of conflict management Robbins (1994) were used. The statistical population of this study includes all employees of the Disciplinary Command Headquarters of Mazandaran Province in the number of 485 people, which is a statistical sample of 214 people based on Cochran's formula. The validity of the questionnaires was confirmed by respected professors and its reliability was obtained using Cronbach's alpha formula for the conflict management questionnaire of 0.90 and the organizational strategies questionnaire of 0.84, respectively. To analyze the data, correlation, regression and Friedman test using SPSS software were used. Data analysis was performed using correlation coefficient, regression and Friedman tests. The test results show that conflict management styles have a significant relationship with organizational strategies and its components (forward-looking, analytical and reactive strategies). Also, according to Friedman test, an analysis with a coefficient of 2.89 is in the first priority, as a result, it has the highest relationship with management, and then reaction or defense with a coefficient of 1.72 is in the second priority and prospectively with a coefficient of 1.39 is in the third and final rank. As a result, it has the least relation to conflict management.

The purpose of this study is to determine the effect of organizational pessimism on the performance of employees of the Disciplinary Command of Kurdistan Province. This research has been done with an applied purpose and with a descriptive survey method. The statistical population includes the staff of the Kurdistan Disciplinary Command. According to the Cochran's formula, 355 personnel were selected from the staff of the Disciplinary Command of Kurdistan Province by cluster sampling. The data collection tool is library studies and standard questionnaires. In the discussion of organizational pessimism, Dean Questionnaire (1998) with 13 items and Hershey and Goldsmith Questionnaire (2014) with 42 items were used for performance. The validity of the content of the questionnaires was confirmed by professors and experts. The reliability of the questionnaires was obtained through Cronbach's alpha for organizational pessimism 0.82 and performance 0.86. Data were analyzed by Klomogorov-Sminrov test and regression. The results show that organizational pessimism affects employee performance and the effect of organizational pessimism dimensions (cognitive dimension, emotional dimension and behavioral dimension) on employee performance has been confirmed.

This study investigates the effect of human resource development and social responsibility of the organization on the turnover intention with the mediating role of organizational commitment in the police headquarters in Mazandaran province. The method of the present study was applied in terms of purpose and according to the method, it was a descriptive-survey research. The statistical population in this study was 120 officers of the police headquarters in Mazandaran province, which was determined by placing the sample number of 105 people in the Cochran's formula. The study sample was randomly selected by simple random sampling. To measure human resource development strategies Shay Questionnaire (2005), turnover intention Thatcher et al. (2003), organizational social responsibility Pratihari and uzma Questionnaire (2007) and organizational commitment Alan Saks (2006) Questionnaire was used. The reliability and validity of the research instrument were evaluated using factor loading coefficient, Alpha cronbach, composite reliability, convergent validity and divergent validity. The obtained data were analyzed using smart-PLS and SPSS. Data analysis showed that the development of human resources and social responsibility of the organization has been effective on organizational commitment of employees. Also, the development of human resources has been effective on the tendency of employees to leave the service, but social responsibility has no significant effect on the turnover intention; Also, the results of Sobel test showed that organizational commitment with a significance coefficient of./6972 It does not play a mediating role in the causal relationship between human resource development and turnover intention, but organizational commitment with a significance coefficient of 2.43 plays a mediating role in the causal relationship between organizational social responsibility and the turnover intention. The officers of the police headquarters in Mazandaran province believe that in return for supporting them through human resource management measures, it can make them more committed to the organization,

Determinants of manpower productivity in organizations: A meta-analysis Abstract Since the productivity growth and development is one of the most important ways to achieve more production, and it consequently provides welfare and well-being for individuals in societies, the identification of determinants of productivity is among the researchers' main goals in this field. The effective use of various resources and facilities such as labor, capital, materials, energy and information is the main objective and mission of management in any organization. There are different views on determinants of productivity; and scientists and experts have considered different determinants in this regard. Therefore, the present research aimed to perform a meta-analysis of determinants of manpower productivity in organizations. This meta-analysis gathered and investigated 30 studies on determinants of manpower productivity. Finally, 17 studies were selected; and the meta-analysis was conducted on them. The research tool is a meta-analysis checklist. Based on obtained results of this study, the effect size was equal to 0.76. Among the identified factors, the job counseling and inter-organizational factors with effect sizes of 0.53 and 0.52 respectively had the highest effects.

Reconciliation in the criminal justice system, including the tolice, and even outside of this system and in the local non-formal systems, emthasizes solving the issue and satisfaction of the tarties to the lawsuit. The imtlementation of this attroach requires that educated and motivated staff members have attrotriate rules and regulations. This research is aimed at understanding the characteristics of emtloyees in the develotment of Police restoration measures.

This research is attlied in terms of turtose and in terms of data collection it is qualitative-extloratory. The statistical totulation of the study included exterts, managers, tolice exterts in the field of human catital and restorative justice, and snowball samtling was terformed and after terforming 22 interviews, theoretical saturation was obtained. For the imtlementation and intertretation of convergent interviews, using the views of the trofessors familiar with this field and the tolice stecialists who were well-known in this field were used. After collecting qualitative data, using content analysis method in the form of concetts, categories and indicators, coding was identified and analyzed.

In this study, 39 indicators were obtained after interviewing the elite. According to theoretical literature, knowledge comtonents with 13 indicators, skills with 13 indicators and restonsiveness with 13 indicators were categorized. . Therefore, the tre-requisite for the develotment of a tolice restorative attroach is to increase knowledge, skills and increase the catacity of tolice accountability to the stakeholders.

Suicide can be considered as a continuum from suicide ideation to committing suicide. This phenomenon has both psychological and sociological aspects, and as a result, a flow of thoughts, behaviors, situations and interpersonal relationships is formed that in some cases originates before the beginning of conscription. This study aimed to review related papers, dissertations and research projects, and to synthesis and integrate the results of those studies using meta-analysis method. The present study is a descriptive-explanatory research in terms of method and an applied research in terms of purpose. Using documentary method, the required data were collected from about 20 military, academic and research centers besides internet search which led to around 100 cases. After several screening steps 36 samples were selected to be included. Correlation Coefficient was used to analyze the findings and calculate the effect size (d). Based on the results of this meta-analysis, factors for suicide among conscripts are as follow: individual variables (i.e. aggression, sensation-seeking, narcissistic personality disorder, antisocial personality disorder, sadistic personality disorder, neuroticism, alexithymia, obsessive-compulsive disorder, phobia, psychosis, depression, mental disorder, non-interactive behaviors, impulse control disorder, histrionic personality disorder, borderline personality disorder, anxiety, extroversion / introversion, drug abuse, and paranoia), family-related variables (i.e. lack of social support, lack of family cohesion and family problems, managerial and organizational variables (i.e. the commander's behavior, service conditions, service location (e.g. border checkpoints) and problem solving skills training, which in drug abuse (r = 0.63), depression (r = 0.57), borderline personality disorder (r = 0.56), lack of social support (r = 0.37) and family problems (r = 0.31) were the most important variables affecting suicide among conscripts.