نشریه مطالعات حفاظت و امنیت انتظامی
سال شانزدهم شماره 2 (پیاپی 59، تابستان 1400)

Contexte et objectif :

 L'autonomisation des ressources humaines en tant que concept mental a un impact important sur la productivité de l'organisation et son efficacité, et en la mettant en œuvre, les employés auront plus de flexibilité dans le suivi et l'exécution de leurs tâches. À cette fin, les organisations de sécurité devraient doter les ressources humaines d'un processus conforme aux objectifs de l'organisation et aux systèmes internes, ainsi que compatible avec la structure organisationnelle et basé sur les ordres et les mesures du commandant suprême de la Forces armées dans le corps de l'organisation Institutionnaliser de la meilleure façon possible. Le but de cette recherche est d'identifier les dimensions, les composantes et les indicateurs des décrets et mesures du Commandement Suprême des Forces Suprêmes en matière de responsabilisation des ressources humaines dans trois sections comportementales, structurelles et contextuelles.

Méthodes : 

La présente étude est une recherche quantitative qui est une méthode descriptive avec des outils d'enquête.La population statistique de cette étude est de 30 experts et cadres supérieurs de l'une des organisations de sécurité et la taille de l'échantillon a été sélectionnée de manière ciblée et complète. Les informations ont été obtenues grâce à l'étude des bibliothèques et des sites Internet, ainsi qu'à l'analyse du contenu des décrets et des mesures du commandement suprême des forces armées, et les données ont été obtenues grâce à un questionnaire qui a une bonne validité ainsi que la fiabilité nécessaire et le coefficient alpha de Cronbach. / 0 ont été recueillis.

Résultats et constatations : 

En plus de reconnaître les dimensions, les composantes et les indicateurs de l'autonomisation des ressources humaines, les résultats de la recherche indiquent également leur hiérarchisation, de sorte que les mesures comportementales en première priorité, les commandes et les mesures structurelles en deuxième priorité, les commandes

The serious and sensitive tasks of security organizations require to use capable and efficient employees. The ability, productivity and motivation of these employees depends on the proper compensation of their services. Due to resource constraints, compensation for these services requires the identification of compensation strategies and its prioritization. Accordingly, the purpose of this study is to identify and prioritize employee compensation strategies. 

Research Methodology:

The present study is a qualitative research that is applied in terms of purpose and has been done by the classical Delphi technique. The statistical population of the study includes the staff of one of the security institutions of Qom province. The sampling method is purposeful and the sample size in this study is 15 people in four stages in the form of interviews and questionnaires. Research data were analyzed using mean descriptors and correlation tests for contextual variables.

39 strategies for compensating employees's services were obtained through interviews with experts and theoretical studies in 10 priorities. In the third stage of Delphi, 28 strategies were identified in 5 priorities and in the fourth stage of Delphi, 21 strategies were evaluated in 3 priorities. The solutions were divided into financial and non-financial categories. Financial solutions have a higher average than non-financial solutions, and among financial solutions, compensation for indirect and direct cash services has a higher priority. Reducing the retirement age is the most important indirect solution and increasing the quantity and quality of overtime and low-interest loans is the most important direct financial solution. Among non-financial priorities, job factors have a higher average than organizational factors, and the most important strategy in this category is to promote job position and service rank coefficient.

The issue of covert diplomacy is important at the forefront of strategic advantages. Based on a review of the literature and categorization of thinkers' views, the present study enumerates the key roles and functions of Dana Intelligence's success in the field of foreign policy, followed by designing a model on how to organize intelligence agencies in covert diplomacy. In what format can it be formulated and designed?

This research is a descriptive development goal, a tool for data collection, filing and the use of electronic and Internet resources. And the robotic model of covert diplomacy has been extracted and drawn with an information approach based on the existing literature.

The intelligence agency has nurtured, constructed and addressed the raw policy so that foreign policy makers can select the best and wisest decision from among other options, as well as the oversight role of intelligence agencies in feedback, review and reform of national and transnational policy decisions. Foreigners and the protection of the country's ideals are important; In other words, covert diplomacy is the art of concealing national interests.

Manpower in NAJA is the biggest asset and the main factor in maintaining and promoting public security. From the point of view of management science, employees treat clients in the way that they believe managers will treat them and will express this attitude and behavior in interaction with clients, which can result in the spread of dissatisfaction among citizens. Therefore, recognizing the job dissatisfaction of employees due to its undeniable effects on the performance and efficiency of the police is of particular importance.

The present study is quantitative in terms of data and practical in terms of purpose. The research community consists of employees working in the police stations under the auspices of the 5th, 4th, and 11th police stations of the Greater Tehran Preventive Police. Using Cochran's formula, the sample size was calculated to be 294 people and in the reliability of the 35-item questionnaire, it was determined with Cronbach's alpha 86%, and through Pearson correlation test, Kendallassi and Friedman rank test. The items presented in the research were evaluated and evaluated.

The collected data showed that: the highest dissatisfaction of employees is with the components related to organizational factors and factors of the nature of work and the least dissatisfaction is with environmental and individual components. It was also found that there was a significant relationship between dissatisfaction factors and degree, education and years of service of employees and the most dissatisfaction of police officers related to; The transfer of pressure from organizational work to the family environment is the existence of job stress in police stations and the mismatch between working hours in police stations and staff capacity.

In electronic surveillance technology, instead of depriving a convicted person of his or her liberty and imprisonment, the court restricts his or her normal freedom of movement in another way. Surveillance with electronic devices is in line with the principles enshrined in international law, especially in relation to light-hearted offenders such as the use of a minimum of imprisonment, non-labeling and separation of offenders from the family unless absolutely necessary. Also, considering the possibility of committing a crime by prison law enforcement officers, the use of electronic surveillance technology in prisons can play a significant role in reducing the crimes committed by them.

The present research is applied in terms of purpose and content analysis method. In organizing the research, the documentary method and libraries used and the analysis of the obtained information was qualitative and based on the researcher's inference from sources and texts; Therefore, it seeks to briefly introduce electronic surveillance technology as a new strategy for managing the prison population and reducing the crimes of prison law enforcement officers using this technology.

The findings of this study indicate that electronic surveillance technology can be a new alternative to prison prison management in Iran; Because a survey conducted in Iran shows that 62% of people believe that social punishments other than imprisonment can be used for criminals. Also, considering the explanation of crimes committed by law enforcement officers in prisons based on criminological theories and the effect of electronic surveillance as a new strategy in reducing their crimes and using this technology using checklists provided to reduce crimes of prison law enforcement officers is very effective. Similarly, reducing the prison population and controlling the prison environment with electronic surveillance technology will reduce the crimes of prison law enforcement officers.

There have always been obstacles to creating social security in Iran. The purpose of this paper is to investigate vandalism and its management with the approach of basic culture psychological operations.

This article is an applied type that has been done by using theoretical and library studies in the research literature section and conducting expert meetings with an open handbook with twenty elites and executives in the field of security and culture. The validity of the questionnaire was obtained through five elites and managers in the field of security and culture. Finally, the results of theoretical literature and interviews are presented in the form of a conceptual model.

According to statistical cases, the root of vandalism behaviors is mainly momentary emotions, criminal history, economic issues, cultural poverty and illiteracy along with media provocations. The proposed conceptual framework with the findings divided into three levels: strategic, tactical and operational with a culture-based psychological operations approach can be a basis for the prevention and management of social protests in the future society of Iran.