فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 34 (تابستان 1400)

One of the challenges of government organizations in Iran is the emergence and spread of unethical behaviors. Recently, a new type of these behaviors has been proposed as unethical pro-organizational behaviors, which is done for the benefit of the organization and its employees.

The present study aims to investigate the factors affecting the unethical pro-organizational behaviors. The present study is applied from the perspective of the purpose and descriptive-survey based on the level of analysis. The statistical population includes managers, professors and employees of government organizations. According to Cochran, 85 people were studied using simple random sampling method. The data collection tool was a researcher-made questionnaire whose apparent validity and content were based on the opinion of experts and its reliability was based on Cronbach's alpha coefficient of 78% which indicates the reliability of the questionnaire; In order to analyze the data, t-test and structural equation model were used.

According to the results of correlation coefficients, it can be concluded that all variables of research hypotheses at the 95% confidence level have a significant relationship with each other. Are situational factors.

Findings showed that individual and situational factors affect the mechanisms of moral non-commitment. Also, the mechanisms of moral non-commitment affect the occurrence of unethical pro-organizational behaviors.the results of this study will help domestic researchers In order to have a more comprehensive view of the history of literature in this field, they can eliminate the existing shortcomings

In recent years due to the significant growth in the use of management information systems in organizations researchers in this field have found an increasing tendency to improve the productivity of these systems. The purpose of this study is to identify the dimensions components and productivity indicators of management information systems in the field of human resources.

In this research a mixed exploratory approach has been used. First the conceptual model taken from previous sources was calculated using the qualitative Meta Synthesis method and then the model validation was performed using the fuzzy Delphi quantitative

This study while reviewing and analyzing the literature in the field of productivity of management information systems extracted the dimensions of "effectiveness efficiency quality innovation and intelligence" and then compares the similar and dissimilar results of the present study with other studies. Has been paid.

NAJA Manpower Deputy needs to improve its productivity for the optimal development of the comprehensive manpower system. In this regard the present study has provided guidelines by enumerating the conceptual model of management information systems productivity in the field of human resources. Therefore for researchers in the field of information systems both theoretically and applied research is useful research.

The study purpose is to investigate the impact of transformational leadership on innovative performance with mediating roles of culture and strategy innovation.

The present study is applied research and in terms of its nature and method is descriptive-correlational. The statistical population includes 316 employees of Cooperative Development Bank (central offices of Tehran branches). The sample size was 173 based on Cochran's formula and were selected by stratified random sampling method. The Bass and Avolio (1994) questionnaire was used to assess transformational leadership, and the Sattayaraksa and Bonit (2018) questionnaire to assess innovative performance, culture and innovation strategy. The validity of questionnaires was confirmed by content method and their reliability was confirmed by Cronbach's alpha test. Structural equation modeling has been used to analyze the data.

The research findings showed that transformational leadership has a direct and significant effect on innovation culture (with 0.58 coefficient), innovation strategy (with 0.53 coefficient) and innovative performance (with 0.64 coefficient). Also, the indirect impact of transformational leadership through innovation culture (with 0.298 coefficient) and innovation strategy (with 0.360 coefficient) on innovative performance and the direct impact of culture and innovation strategy on innovative performance (with coefficients 0.47, and 0.68) were also confirmed.

Due to the increasing changes in the banking industry, promoting the innovative performance of banks by applying a transformational leadership style and strengthening the culture of innovation and implementing innovation strategies can be a good way to adapt to these changes and respond to diverse customer requests.

The research was conducted with the aim of developing a self-assessment model of organizational performance based on the general evaluation framework approach in the field of enablers.

The present study is descriptive based on the nature of development and application and based on the purpose and is combined in terms of data collection and analysis. The statistical population consisted of faculty members of three provinces of Guilan, Mazandaran and Golestan. Interpretive structural modeling of ISM was used.

The self-assessment model in the field of empowerment was developed with three variables of responsibility, professional ethics and social capital, and the ranking of empowerment enablers, respectively, including leadership, strategy, processes, employees, social responsibility, professional ethics, partnerships and resources. And became social capital. The ranking results and weight of the enablers were used to determine their score in the developed model. Relationships between enablers were also obtained using interpretive structural modeling. Resource and Partner Enablers, Professional Ethics, Accountability, Leadership and Strategy had a strong influence on other enablers.

Ranking according to the weight and influence of variables indicates their importance and key enablers in the self-assessment model developed by Payame Noor at this time are at the discretion of experts.

Value-based management provides the possibility of better control and value creation in the management system with the aim of coordinating organizational decisions with value creation through the integration of different elements. The present research was conducted with the aim of designing a value-based management model and identifying the dimensions and components of value-based management.

The method of the present study is a qualitative research with the Theme analysis method, which is fundamental in terms of purpose and exploratory in terms of data collection.

According to the research method, the coding and classification process was performed based on three stages of open coding, axial coding and selective coding. The results of the three stages were presented in the form of key points, codes, concepts and categories. During the interviews and collection, data were several times reviewed and by identifying key concepts and themes, related themes were identified.

In this research, while classifying the dimensions of value-based management, an attempt has been made to relate the identified dimensions to the dimensions of management functions. For example, political values ​​as one of the dimensions of value-based management can affect the functions of public administration. In general, this research has tried to take the topic of "value-based management" one step further in a way that it can be used as a strategy to improve organizational and managerial performance.

Considering the importance and role of jihadi management in the resistance economy, the factor of strength of national power of management, and the special importance of managers' moral behavior, the moral hypocrisy of managers was investigated. The purpose is to designed the factors that reduce the moral hypocrisy of managers with a qualitative approach using the projection technique.

The research was interpretive and was organized with a qualitative approach and individual interviews and center interviews with projection technique in three parts: questions, word association and image capture. The statistical population was the managers of financial services who were selected by purposive sampling of 14 people until reaching theoretical saturation. The research tool was a semi-structured interview, using the four criteria of reliability, transferability, reliability and verification to evaluate the strength of the research and with the help of qualitative analysis MAXQDA software, data analysis was performed.

Qualitative analysis led to the design of a model of factors that reduce the moral hypocrisy of managers from the perspective of jihadi management, which shows that the reducing factors in 7 dimensions are value factors, managerial ability, responsibility, organizational justice, organizational transparency, work conscience and organizational commitment.

This study, by explaining the model of moral hypocrisy, provided the basis for recognizing the dimensions of the moral hypocrisy of managers as reducing factors of moral hypocrisy.

One of the important categories in training human capital and maintaining the capability of organizations is succession breeding and one of the methods of succession planning is to design the organization's jobs based on indicators that can achieve succession in the organization.
Research

This research is a qualitative-quantitative type and has been done by exploratory method. The statistical population of the research in the qualitative study section was related experts and in the quantitative section was a number of experts and managers of the mobile communication company.

This study showed the dimensions, components and indicators of job design in the mobile communication company and finally a model that can put job design in the path of succession and purposefulness was extracted and it was found that job design with an approach Succession planning requires a process of identifying key jobs as well as talented employees and then implementing it in the company and finally evaluating and measuring the success rate in implementing it through special tools.

In the mobile communication company, due to the specialization of jobs and reliance on human and technical resources at the same time, the job design process should be done in such a way that successive breeding can be done systemically at the company level and in key jobs.

Knowledge assets represent the capabilities and capacity of the country that are essential for economic growth, competitive advantage, human development and quality of life.The purpose of the present study is to measure the national assets in selected Iranian organizations.
Research

As the results are intended to be applicable in the studied organizations this study is applied in nature. In terms of the design and procedure, the study is descriptive using a survey to collect data and qualitative in terms of the analysis procedure. The population consists of four purposefully selected organizations operating under the official permission by Islamic Republic of Iran. Each of the organizations represents the public and private sectors. The selection criteria are access to information and the data is collected after contacting and sending the list of the measures to the relevant people of the organizations and the completed forms are received and analyzed according to the model of measuring national knowledge assets.
Research

Given the financial nature of the information, the data are collected mainly from financial, human resource, information technology and informant departments of those organizations.

The findings indicate that the level of attention to the components and dimensions of knowledge assets in these organizations is different and the value for some components of knowledge assets is zero because of the lack of processes to measure them, or because they are not measured separately.

knowledge is considered as the most important asset in societies. Organizations need a different management approach to the issues of the organization and its employees. Maintaining the employees of organizations and cultivating their intellectual capital has a decisive role in the performance of the organization. Therefore, The general purpose of this research is to explain the structural pattern of the relationship between knowledge management and intellectual capital with financial performance in the social security organization of East Azarbaijan Province.

This research is applied in terms of purpose and correlational in terms of descriptive-analytical method. The statistical population included all employees of the Social Security Organization of East Azerbaijan Province. A sample of 261 people was selected and evaluated by stratified sampling method. To collect data, standard questionnaires of knowledge management Sharon and Lawson (2005) model, application of knowledge and intellectual capital Buntis theory (1998) and financial performance Kaplan and Norton model (2000) were used.

The findings of this study showed that knowledge management and its dimensions have a positive and significant relationship with financial performance and also intellectual capital and its dimensions have a positive relationship with financial performance and finally the relationship between knowledge management and intellectual capital is confirmed.

By using the knowledge management system, the ground is provided for the creativity of employees and result, organizations can achieve more innovative solutions to solve problems by relying on appropriate intellectual capital and through better exploitation of new ideas. Improve their financial performance

 Cultural capital is one of the most important factors that can improve the efficiency of the police organization. Cultural Capital, also can be the main factor of the targeted studies to consolidate the police identity and prestige both inside and outside the organization. Therefore, the aim of this article was to formulate the model of cultural capital of the police of the Islamic Republic of Iran.

 this article was contacted by mixed method (qualitative-quantitative). The statistical population of this study is all experts in the NAJA. In the qualitative section, a sample size of 21 people was selected by non-probabilistic and targeted sampling.  In the quantitative section, 45 people were purposefully selected to confirm the model.  The research data have been analyzed in the interview section of experts by qualitative content analysis method and in the quantitative section by using structural equation model and using smart PLS software and especially confirmatory factor analysis test. 

 the cultural capital model of the police of the Islamic Republic of Iran has 3 dimensions, 8 factors and 82 indicators.  The three dimensions and eight factors are as follows: the individual and physical capital of the police including embodied, objectified and institutionalized); Organizational capital of the police including tangible and intangible); and socio-cultural capital of the police including social trust to the police, social interactions of the police and people-based in policing).

 The Police Organization, by inspiring and strengthening the cultural capital model of the police of the Islamic Republic of Iran, which has 3 dimensions, 8 factors and 82 indicators, can be placed in a more appropriate space in the future by establishing the concept of cultural capital and achieving organizational goals and tasks.  In particular, maintaining order and security should be supported by this concept.

 It is the disciplinary body of the Islamic Republic of Iran. This research is a qualitative research in terms of applied purpose, exploratory research method and data type. The population and statistical sample in the qualitative section including 20 martial arts experts and faculty members of the university by purposeful sampling, which was theoretically saturated with 17 interviews. The data collection tool in this study is a semi-structured interview based on the data theory of the foundation. For the validity of the interview, the method of validity, transferability, Based on the research results, causal factors 10 main concepts (infrastructure and facilities, education, research, public relations and information, economic factors, human factors, structural, individual, cultural and managerial factors), in the context section 6 main concepts (communication and interactions) Organizational support, structure and organization, management and planning, manpower and the existence of facilities and equipment), as well as 6 main concepts in the intervention sector (inappropriate perspective and attitude, poor interaction and communication, poor management and planning, individual factors, Lack of budget and credit, lack of infrastructure and facilities and lack of human resources), In the strategies section, 5 main concepts (establishment of management and planning system, training, equipment and infrastructure development, interaction development and research development) and finally, in the consequences section, 5 main categories (productivity increase, social development, communication development and Interactions, infrastructure and resource development and culture building) were identified.