نشریه توسعه سازمانی پلیس
سال بیستم شماره 2 (پیاپی 85، تابستان 1402)

Today, in any organization (for example, the police), it is very important to satisfy the clients. Therefore, the current research was carried out with the aim of explaining the effect of citizenship behavior of Coop employees on client satisfaction through the mediation of service quality.

This research is applied in terms of purpose and descriptive-analytical in terms of data collection method, which was implemented with survey technique. The statistical population of this research consists of all the clients of Fateb's fourth chief police station in the research period (1401-402) and 384 people were selected and evaluated using Cochran's formula by regular (systematic) random sampling. To collect data, customer satisfaction questionnaires (Malvas) with Cronbach's alpha of 0.72, service quality evaluation (Hajizadeh, 2014) with Cronbach's alpha of 0.79 and organizational citizenship behavior (Bell and Mangok, 2002) with Cronbach's alpha of 82% were used to collect data. . In the descriptive statistics section, tables and graphs of frequency, mean and standard deviation and inferential statistics of correlation, regression and structural equations tests were used.

The findings of this research show that citizenship behavior has a direct effect on service quality (T=5.95) and client satisfaction (T=6.12). It also has an indirect effect on client satisfaction with the mediating role of service quality (T=5.37). According to the results of the tests, the restoration and reconstruction of the citizenship behavior indicators of the employees can lead to the satisfaction of the clients and the improvement of the service quality in the coop. As a result, by improving and expanding citizenship behavior in the organization, it is possible to help improve services and increase the level of client satisfaction.

According to the results of the research, it should be said that in order to obtain the maximum satisfaction of the clients to the executive ranks of the police, in addition to strengthening the indicators of the citizenship behavior of the employees, more attention should be paid to the indicators of the quality of service provision.

The capacity to solve problems in the organization is known as one of the key capacities that is necessary and of particular importance to achieve success in organizations. The main purpose of this research is to study and extract effective factors on improving problem solving capacity in the organization.

The method used in this research is a systematic review. According to the method of systematic review of foreign and domestic databases as well as the Google Scholar scientific search engine using the keywords "problem solving and organization", "problem solving and management" and "problem solving capacity" in English and Persian languages from 1970 to April 2023. found articles were screened in several steps.

As a result of the search in the internal and external article databases, 611 article titles were found, and after screening, the full text of 36 articles on the factors affecting the improvement of problem solving capacity in the organization were reviewed, of which 12 articles qualified in terms of quality. They met the necessary conditions and criteria and were examined. The research findings led to the extraction of 35 effective factors that were classified in 5 dimensions.

In order to increase the capacity of problem solving in the organization, attention should be paid to management and leadership dimensions, system factors, employees and skills, organizational culture and structure. The identified factors are very important to improve the problem solving capacity in the organization because the organizations are in a complex and competitive environment and are looking for a competitive advantage.

The purpose of this research is that the dimensions of organizational culture have an effect on knowledge components. or not Also, according to two hypotheses, the first hypothesis; There is a relationship between the dimensions of organizational culture and the components of knowledge transfer, and the second hypothesis; There is a significant relationship between the effectiveness of the dependent variables (components of knowledge transfer) and the independent variable (dimensions of organizational culture).

This research is of an applied type that was studied with a quantitative approach and a survey strategy in several universities and organizations. Using Cochran's formula, 50 people were selected as a statistical sample by simple random sampling, and the research materials were collected using both library and field methods. In the library method, that was used, and in the field method, a researcher-made questionnaire was used. Content validity was determined using the Delphi technique, and Cronbach's alpha coefficient was used to measure its reliability. Analytical statistics such as regression were used for descriptive data. Kolmogorov and Smirnov tests were used for the normality of data distribution so that parametric statistical methods such as linear regression can be used.

Organizational culture as a general concept has a path coefficient of 79% on knowledge transfer components in the studied organization, which shows the very high role of this concept in knowledge transfer between organizational units. Among the dimensions of organizational culture, the"trust-building" variable has the greatest effect on knowledge transfer components. It is noteworthy that based on the value obtained for the R2 statistic or coefficient of determination, the dimensions of organizational culture explain 62% of the changes related to knowledge transfer components in the study cases, which indicates a very high impact of this concept on the successful implementation of the component. It has the ability to transfer knowledge.

In the learning culture, efforts are expand public trust in the university and targeted organizations. The culture supporting learning creates an atmosphere of trust in the selected samples where people can freely explain their opinions. They share each other's mental models and knowledge and are not afraid of punishment.

The purpose of this study was to present the hegemonic model of professional ethics culture in auditing, process factors and individual education.

This study is a descriptive study and qualitative in terms of purpose. In order to collect data in the qualitative part of the research, 16 accounting and financial management specialists were selected based on purposive sampling in order to perform meta-synthesis and Delphi analyses to develop a scoring review. Then, in the quantitative part of the study, 20 certified accountants with the necessary experience were used. In the first step, based on meta-synthesis analysis, the same research was screened Delphi analysis was then used to achieve theoretical adequacy and it was found that 4 of the 10 selected propositions were omitted and a total of 6 propositions in the form of process factors and individual education to present the hegemonic model of professional ethics culture in audit to enter the structural interpretive analysis (ISM).

The findings of this study reduce the gap in theories and actual applications in audit profession, in other words, reduce the depth of the gap in audit expectations between auditors and stakeholders due to homogenization of social mutual values with professional values.

The results of this study showed that the most effective causes of process and individual education are the strengthening of behavioral abilities and auditors' decision making. The individual issue and the sum of factors related to increasing the level of individual capabilities are among the human resources strategies of each organization and institution to increase the efficiency and effectiveness of the organization. In other words, training and increasing the level of effectiveness of individual functions will strengthen the motivation of the individual. At the same time, it causes more dynamism in the field in the organizational structure. The audit profession is not without this issue and the existence of individual training and focus on the appropriateness of audit characteristics with the person selected as the audit manager can lead to more dynamic quality functions of the audit.

The third millennium is the era of fundamental changes and transformations. These changes have affected all aspects and dimensions of organizations. Therefore, in order to adapt to these developments; the structures and architecture of organizations have also changed. Multipurpose organizations are the newest types of organizations that have emerged in the present era. While maintaining the existing situation, these organizations are taking steps towards their development and transcendent, which are dynamic and flexible organizations. The main goal of the current research is to identify and explain the dimensions and components of the concept of multi-purpose organization, which can be effective in creating transcendent and development-oriented organizations of the third millennium. The current research is of basic type and investigates the issue using the qualitative method of grounded theory. The participants of the research are professors and experts in the field of organization basics and management, organizational structure, development management, and transcendent management, who were selected using theoretical sampling. The main tool used in this research is a semi-structured interview that was collected from 13 experts in this field and analyzed using the approach of Strauss and Corbin. According to the findings of the research, after analyzing the collected interviews, 106 open codes, 42 central codes and 19 selective codes were obtained, which were categorized in six main categories. The results of the present research show that in the third millennium, multi-purpose organizations will be the new generation of organizations that, by turning to the chaotic and changing conditions of the current world, while maintaining the status quo, will step towards the desired situation and continuously seek development and transcendent.

In today's era, the dynamics of the organization depends on the optimal use of human capital, which depends on various factors, including having satisfied employees; It depends on organizational commitment and job satisfaction. This makes the employees take steps in a dynamic environment for the greater efficiency of the organization and strive for the development of their professional competence. Accordingly, the purpose of the research; Explaining the effect of job satisfaction on organizational responsibility and commitment with the mediating variable of professional competence of Jam Petrochemical Company employees.

This research; functional and in terms of type; It is descriptive-survey. Statistical Society; All 3500 employees of Jam Petrochemical Company were selected by simple random sampling method and 346 people were selected based on Cochran's formula. research tools; Fieldworth job satisfaction questionnaires (1951), employee responsibility; Glenn and Nelson (1998) and the professional competence of Motahrinejad and Jahangard (2017), which was used to analyze structural equation modeling and path analysis with the help of Lisrel software.

The findings of the research showed the mediating effect of professional competencies in the relationship between job satisfaction and organizational commitment (0.42) and employee responsibility (0.43). The direct effect of job satisfaction on professional competence of employees (0.69), organizational commitment (0.72) and responsibility of employees (0.52) and the direct effect of professional competence on organizational commitment (0.61) and responsibility of employees (0.63) were also confirmed.

According to the results of the research, employees' enjoyment of job satisfaction can be effective in their responsibility and organizational commitment, thus increasing their productivity level in the organization. having professional competence; Enables employees to perform responsibilities at a higher than average level. Managers can try to develop professional skills and responsibility of employees by designing and preparing various programs and increase their organizational commitment and job satisfaction.