فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 35 (پاییز 1400)

knowledge-based firms institute for innovative outputs and lean to human capital for innovation. From other perspective, performance effectiveness of these assets and their innovational consequences are very important. This research aim to deliver a model for effectiveness in performance innovative human capital of knowledge-based firms.

This study is fundamental and performed in qualitative nature with ground theory . Research community involve health and drug experts. 15 of whom were selected using purposive sampling method and performed semi-structured interviews until recieving theoretical saturatin. interviews after recording immidiatly used for coding. data analysis was performed using three stages of open, axial and selective coding in the style of a systematic method of grounded theory.

The analyzing of interviews lead to a model with six main dimensions which are market-oriented learning challenges, human capital learning behaviors ,general rulling content of health, intervening conditions, new opportunist management strategy for sanction conditions of knowledge-based firms, effectiveness performance and 29 subdimensions.

Knowledge-based firms to overcome sanction conditions use new opportunist management strategy to educate human capital and lead to upgrade internal and external organizational performance of knowledge-based firms.

The present study seeks to identify and explain the public values that underlie decision-making and actions in public and governmental organizations. The formation of the research problem has been based on the concern that the general direction of the actions and decisions of government organizations should be. How should these actions and decisions be measured and evaluated? Also, what is the basis for allocating resources, measuring the consequences of services, measuring the performance of the administrative system?

To do this, 67 relevant policy documents (laws, regulations, guidelines, etc.) have been reviewed. The methodology used in this research is qualitative and in order to analyze these documents, the thematic analysis method has been used.

After counting, reviewing and analyzing valid policy documents, finally 398 descriptive codes, 38 basic themes, 7 organizing themes and a global theme have been counted and the framework of public values has been presented accordingly.

The organized themes are: public management behavior in the field of economics, public management behavior in the field of ecology, public management behavior in the field of culture, public management behavior in the field of politics and security, public management behavior in the social field, public management behavior in In the field of health, public management behavior in the field of citizenship is enumerated.

Today, human resources are considered to be the most important factor driving organizations towards organizational goals. In the meantime, the managers, as the main and driving forces of the organization, are trying to raise various issues and problems of the organization in the meetings by holding meetings and to take action to solve them. Therefore, this study is to identify the dimensions, components and indicators for evaluating the effectiveness of meetings. using thematic analysis, fuzzy Delphi method and fuzzy network analysis process.

This research is mixed and in terms of purpose is a type of development-applied studies. The qualitative part was done by the method of content analysis of literature and theoretical background and the quantitative part was done by descriptive-survey method by using thematic analysis, fuzzy Delphi method and fuzzy network analysis process.the statistical population of this research in the qualitative part, were articles and texts related to the subject and in the quantitative part, were the managers and experts of Tehran Gas Organization. The result of the analysis was the identification of 32 basic themes, 14 organizing themes and 3 comprehensive themes. Then, using the fuzzy Delphi method, the effectiveness of each of the indicators in evaluating the effectiveness of the meetings was determined.

In general, the research results indicate that there is no comprehensive model in the literature to evaluate the effectiveness of organizational meetings and the proposed framework can be very effective in evaluating and promoting the effectiveness of organizational meetings.

The purpose of this study is to identify the causes and contexts of the phenomenon of organizational forgetfulness in government organizations. In addition to examining the roots of the formation of this issue, this study seeks to explore its consequences and thus achieve the development of operational strategies to mitigate the negative consequences. The method of data collection in this study is in-depth interviews with experts. Twenty interviewees were selected based on saturation limit in this study. The data obtained from the interview were analyzed through the grounded theory. In the end, the main causal conditions include intra-organizational components such as organizational culture and personality, defective knowledge management cycle, employee inadequacies and difficulties of job status and extra-organizational components such as political pressures on the organization. Also, good governance and organizational independence are the main intervenors of the issue and effective cultural dimensions, organizational assets, internal organizational processes and systemic components should be considered among the main underlying conditions. Our findings show that organizational forgetfulness is an event with positive and negative consequences and we need to use short-term and long-term strategies to correct negative consequences and reinforce positive consequences.

The present study provides a model of organizational sustainability based on organizational generosity in Islamic Azad universities in northern Iran.

The qualitatively-quantitatively mixed method is used. In the qualitative part, the data grounded method is used according to the Glaser model. In the qualitative part, the statistical population is field experts. Also, the statistical population in the qualitative part includes all the 13255 staff of the Islamic Azad University of northern Iran. Twelve samples are selected based on the purposive sampling in the qualitative part. Also, in the quantitative part, the sample size is 374 based on Krejcie and Morgan's table by cluster random sampling method. Finally, 361 questionnaires are analyzed after being distributed and collected. The data collection tools are a semi-structured interview and a researcher-made questionnaire. Each of the research stages is analyzed using unique methods. In the qualitative part, the qualitative method of summary content analysis is used to analyze the data of the qualitative part during the open, axial, and selective coding process.

The results show that organizational generosity has a significant effect on organizational sustainability of 0.660. Therefore, it can be stated that organizational generosity increases organizational sustainability in Islamic Azad universities in northern Iran.

Behavior in organizations is simply not a function of formal expectations, individual needs and organizational goals. Rather, it is the result of the dynamic relationships of these elements. Research aims to study role of innovative behaviors and work engagement in the relationship between workplace spirituality on the unethical behavior in the banking sector.

The present study is applied in terms of purpose and in terms of method is a descriptive correlation. The statistical population includes all managers and employees of Ghavamin and Ansar banks in Mazandaran province. Statiscal sample of 183 people who were selected through Cochran formula and cluster sampling method. For this purpose, questionnaires were distributed among the statistical sample.to assess the validity, Confirmatory factor analysis test with Lisrel software and Cronbach's alpha with Spss were used. the results show the validity and reliability of the questionnaires.

The Results of Lisrel structural equations showed that workplace spirituality has a negative effect on the unethical behavior. workplace spirituality has an impact on work engagement as well as on innovative behavior. work engagement also does not influence unethical behavior. Innovative behavior affects unethical behaviors. Also, workplace spirituality, considering mediator role of work engagement and innovative behavior, has not effect on the unethical behavior.

To reduce unethical behaviors, we must strenghen workplace spirituality, also innovative behaviors and work engagement do not act as mediators in the relationship between workplace spirituality and unethical behaviors.

A review of the experiences of the developed countries of the world shows that their growth and development is due to the efforts of creative and innovative entrepreneurs, whose activities result in value creation and increase of public income, level of welfare and comfort of their society. Developing the performance of entrepreneurs is one of the main goals and programs of many international organizations of countries. The performance of entrepreneurs is influenced by several factors. Some researchers have mentioned factors such as goal complexity, self-efficacy and self-control that have a significant impact on the performance of entrepreneurs (Baron et al., 2016). Therefore the present study aimed to investigate the relationship between self-efficacy and performance of entrepreneurs by considering the variables Complexity of goal and Self-control in entrepreneurs Iranian.

This research is descriptive-survey based on the applied purpose and in terms of data collection. Its statistical population includes business owners of 122 companies located in the Science and Technology Park of the University of Tehran. The statistical sample of the research is considered as a census method. Research data were collected using a standard questionnaire and data analysis was performed using Smart PLS software and structural equation modeling by partial least squares method.

The results of data analysis showed that entrepreneurial self-efficacy is related to the complexity of the goal and the self-control feature has a moderating effect on this relationship. But goal complexity does not

Professional development is one of the most important issues in the field of human resource management, which results in the emergence of a level of professional competence in employees.The purpose of this study is to provide a model for the professional development of education managers.

This research is of applied type and from the methodological point of view, qualitative research and data foundation technique has been used to achieve the model.The research community consisted of education experts and managers. Purposeful sampling was performed. Therefore, 15 semi-structured in-depth interviews were interviewed to achieve convergence of answers. Open, axial and selective coding systems were used to analyze the data.

In this study, 16 subcategories and 44 subcategories (causal factors 8 categories, central phenomenon 7 categories, contextual factors 9 categories, intervention factors 8 categories, strategies 6 categories and consequences 6 categories) have been extracted.

Managers can be divided into two central categories: general competencies and competencies of managers, contextual conditions, three issues of community culture, environmental conditions and communities; Causal conditions in three general categories of tasks and missions of education, the nature and complexity of managers' jobs and job diversity; Strategies in both individual and organizational areas including maturity, managers, training of managers, modeling and criteria for development, selection and monitoring and evaluation, as well as the consequences in the three parts of education, individual and social attention.

Organizational affiliation can be defined as the connection and dependence of individuals on the organization in which there is a sense of job involvement, loyalty and belief in organizational values. Leaving the organization brings with it, in addition to numerous costs, also affects the morale of other employees. The purpose of this study was to identify the individual consequences of organizational indifference in the police force of the Islamic Republic of Iran.

This research is a survey that is applied in terms of type of purpose and descriptive in terms of data collection and correlational. The statistical population is 7000 NAJA employees with disciplinary rank. The statistical sample was evaluated by Cochran's formula of 365 people. A researcher-made questionnaire was used to collect data, the face and content validity of which was confirmed by 30 experts and its reliability was obtained in a preliminary test with 30 subjects for all variables studied above 0.7.findingsFindings showed that organizational indifference is greatly affected by demographic characteristics and has significant individual consequences in the organization.

Organizational indifference can lead to burnout, reduced quality of life, reduced citizenship behavior, lack of sense of belonging and attachment of NAJA employees. Demographic factors such as (age, background, education and gender) of employees affect organizational indifference of employees.

One of the most destructive natural phenomena is earthquake. The police force, based on its inherent duty as a security and safety force for the widespread operation and variety of tasks, is among the first forces to be present at any disaster. The purpose of this study was to evaluate the performance of Ilam Police Command in earthquake crisis management in Abdanan city.

This study is a descriptive-analytical and a descriptive-survey research. The study included two statistical populations of Najaf Operations Managers, Abadan Provincial and County Commanders, Provincial Operations Assistants, 65 Provincial Crisis Management Organization members, 200 people affected by earthquakes (between 20 and 50 years old), As a second society. The sampling method is simple random. Data were analyzed using mean and frequency distribution and T-test and Friedman tests.

Among the most important managers and commanders in the community include "timely presence of law enforcement officers in the affected area", "prioritizing traffic", "round-the-clock patrols", "deploying low-level forces". Affected locations ». The viewpoints of both statistical populations indicate the significant impact of law enforcement actions on the Abdanan earthquake crisis.

On the one hand, in order to gain authority and on the other hand, in order to gain people's satisfaction and trust, the police force should provide quality scientific services to the general population living in border areas. To achieve this, we must pay attention to NAJA organizational excellence in border areas. Identified the factors affecting its promotion. Based on the importance of organizational excellence as well as the increasing importance of cultural capital, the researcher seeks to experimentally test the regression effect of cultural capital on organizational excellence.

The present study is descriptive-correlational survey. A total of 375 border guards of NAJA in West Azerbaijan province were selected by multi-stage cluster sampling. The Cultural Capital and Organizational Excellence Questionnaire was used to collect information. The validity of the Cultural Capital Questionnaire (0.79) and Organizational Excellence (0.87) was calculated using Cronbach's alpha method.

A positive and significant relationship (0.79) was observed between cultural capital and organizational excellence. Cognitive, communication and structural dimensions of cultural capital had the highest regression effect on organizational excellence, respectively. In addition, all indicators fit the model , Indicated the high ability of the final research model in measuring research variables.

Considering that the level of cultural capital was assessed as moderate and all dimensions of cultural capital were significant predictors of organizational excellence, so upgrading the level of cultural capital, especially from a cognitive perspective, will promote organizational excellence in the border of NAJA West Azerbaijan.

The theory of organizational trauma is one of the newest topics in the field of organization that examines the impact of psychological trauma on the organization and its effects on individual and organizational functioning. Every organization with its own characteristics is exposed to organizational trauma. The aim of this study was to identify the factors affecting organizational trauma and organizational silence with respect to the mediating role of managers' emotional intelligence.

The study method is descriptive and qualitative in two stages Library and Delphi done. In the first stage, using the research literature, the components of organizational trauma, organizational silence, and emotional intelligence were identified, and then the proposed conceptual framework was obtained based on it.. The statistical population includes university professors and managers and experts of Mellat Bank and purposive sampling method has been used.

All items are meaningful and the factors of structure, technology, environment, people, goals and ethics in organizational trauma; Social, organizational, personality, managerial factors in organizational silence and the factors of self-awareness, relationship management, self-management and social awareness have the most agreement in emotional intelligence.

The consequences of organizational trauma have many destructive effects on organizations, especially human capital, the result of which is manifested in organizational silence. In general, it can be said that paying attention to emotional intelligence can have positive consequences such as satisfaction and performance and prevent negative consequences such as organizational trauma and organizational silence.