نشریه منابع انسانی ناجا
پیاپی 76 (تابستان 1403)

The proper implementation of organizational missions of the police is based on the use of capable and efficient forces in the implementation ranks, especially It is important. Statistics show that the trend of employees with a healthy level in some provinces is higher than the national average, so the current research tries to what are the challenges of KOP in employing employees with a healthy level with an emphasis on law enforcement services?

The present research is applied in terms of its purpose and qualitative in terms of the nature of the data, in the form of an interpretive and exploratory paradigm, the research community is 16 people, specialists and experts in the field of prevention police of Alborz police command and Faraja prevention police. They were selected purposefully, data was collected with semi-structured interview tool and thematic analysis was used to analyze the data, two strategies of external review and pluralism were used to validate the research model.

The main and sub-codes from the interviews conducted with experts indicate that, in total, for the reasons of getting the health level, one dimension and two components and in the challenges of the coop in employing employees with a two-dimensional health level, which include the weakening of the coop's performance and tension and They were identified and classified with difficulty in the Koop mission.

The results of the research show that some employees for organizational and individual reasons seek to obtain a health level during their service and use its benefits, the existence of employees with a health level in the coop has an impact on the optimal implementation of the mission of this category, which is the most Face-to-face contact with people has a negative effect and weakens the combat power of Coop.

Some people are exposed to injury due to specific occupational and organizational reasons. The aim of the present study was to investigate the effectiveness of resilience training on the psychological capital and psychological flexibility of special unit employees.

The research design is semi-experimental and pre-test and post-test design with a control group. The statistical population of this research was all the rank-and-file employees working in the special unit in 1401. The statistical sample of the research consisted of 30 men who were selected using a multi-stage sampling method and were randomly assigned to two intervention and control groups (15 people for each group). The experimental group was exposed to resiliency training and no training was provided to the control group. To collect data, the standard psychological capital questionnaires of Mag Kay et al. Data analysis was done using the statistical method of univariate analysis of covariance.

The test results showed that there is a significant difference between psychological flexibility and psychological capital between the two groups, and resilience training has a significant effect on increasing psychological capital and psychological flexibility.

The results of the research showed that in order to promote psychological flexibility and psychological capital and reduce psychological problems of special unit employees, arrangements should be made to increase resilience in the form of training courses and psychological services.

The Islamic Republic of Iran's police force is one of the most important organizations in the country, which before carrying out its inherent and legal duties, must be able to maintain order and discipline in the entire body of the organization in order to prevent and reduce disciplinary violations that are the basis and The basis of the occurrence of crimes in the organization will be a useful and effective organization in establishing social order. Therefore, the present study was conducted with the aim of identifying factors affecting disciplinary violations among employees of Payor Fara.

Thematic analysis was used in this research. The statistical population was the employees of Payor Faraja, and 14 of them were selected as a statistical sample using a targeted approach and theoretical saturation criteria. The data collection tool was a semi-structured interview, which was used to determine its reliability and validity using the four criteria of credibility, transferability, verifiability and reliability. The data was also analyzed in the form of thematic analysis.

According to the obtained results, the most common violations are absenteeism, laxity and negligence in performing duties, not being on time at the place of service, not following the rules and regulations, and not feeling responsible in the service, and also in the order of significant relationship. between organizational (managerial and non-managerial),with the amount There have been widespread disciplinary violations among Payor Faraja employees.

In all societies, crimes and lack of organizational discipline are closely related, and from the point of view of management science experts, one of the most important issues in the improper design of the management process of organizations is lack of sufficient discipline.

In recent decades, empowering employees in organizations is one of the useful tools to promote organizational excellence and effectiveness. In fact, the empowerment of human resources is the most valuable capital of any organization and the most important sustainable competitive advantage of organizations.

In order to analyze the contexts and bottlenecks of the empowerment of Faraja employees, a qualitative method with grounded theory technique was used. For this purpose, semi-structured interviews were conducted with police officers of Ardabil province to collect research data, and the data were coded with Maxquda software.

In open coding, 229 events were identified, and in the axial coding stage, at a more abstract level, similar cases were integrated according to their similarity in content and organized around 25 subcategories and five major categories. The elements of the paradigm model of empowering Faraja employees are: Causal conditions (management style, interaction style, perceived structural obstruction), contexts (work experiences, position and service category), intervening conditions (ritualism, militaristic structure, difficulty in accessing information, lack of manpower, lack of facilities and equipment), measures and strategies (authoritarian organizational atmosphere, information sharing, perceived support, discretionary fire of employees, participation), consequences (feeling of meaning, feeling of competence, feeling of effectiveness, feeling of existential security) .

Based on the research findings, the empowerment of Faraja employees leads to the self-efficacy of individuals and the excellence of the organization.

The present study aimed to investigate the mediating role of psychological well-being in the relationship between personality traits and job burnout symptoms among law enforcement officers in Tehran. The correlation method was used to conduct the research. For this purpose, 265 were selected from among the employees working in Tehran using cluster sampling method. In the following three tools 1- job loss analysis questionnaire, 2- revised symptom checklist and 3- neo personality test were implemented on them. Alpha coefficient was used to check the reliability of the research tools. The results showed that the alpha coefficient is favorable and higher than 0.82. In order to check the validity of the research tools, internal consistency was used, and the results of the questionnaire show that there is a high correlation between the subscales of each tool and its total score. SmartPLS software was used to develop the structural model. The results of the research showed that the variables of personality traits and psychological well-being could explain 0.584 of the symptoms of job loss analysis of Faraja employees. In addition, the beta coefficient of the variable of personality traits on the symptoms of job loss analysis is equal to -0.350, and the beta coefficient of the effect of personality on psychological well-being is equal to -0.461. Also, the direct effect of psychological well-being on job burnout symptoms is equal to 0.536. In addition, the indirect effect of personality and psychological well-being on job burnout symptoms is -0.247. This result shows that 58% of the variance of job burnout symptoms can be explained based on personality traits and psychological well-being. In addition, the effect of personality on the symptoms of job loss analysis is negative and the simultaneous effect of personality and psychological well-being on the symptoms of job loss analysis is negative

Job motivation is always considered as one of the most effective factors in increasing the productivity of organizations. The aim of the present study is to systematically review researches on improving the motivation of police officers with the meta-composite method.

The current research is applied in terms of purpose; In terms of research method, it is qualitative; From the point of view of the data collection method, it is among documentary researches. The scope of the study includes all motivation articles at the level of the armed forces between 1392 and 1402 and all foreign articles on the motivation of police officers from 2013 to 2023, and it uses the meta-combination method. and systematic review has been used.Due to the time limitation and the massive volume of studies, only suitable articles in this regard were observed and firstly, and with the searches conducted in 4 internal databases and 4 external databases, 91 researches on motivation in police officers were found, of which 56 were 35 studies were selected due to defects and omissions.

The findings showed that improving the motivation of police officers had 3 dimensions, 17 components and 93 indicators. Individual dimension has six components of positive feeling towards job, work experiences, job motivation, resilience, trust and autonomy, organizational dimension has nine components of organizational atmosphere, job characteristics, organizational justice, organizational culture, work relations, leadership skills. Management support, reward system and job security and environmental dimension had 2 components of job opportunities outside the organization and social environment.

According to the findings, it can be stated that improving the productivity of the organization, increasing the quality level of employees' services, providing a suitable platform for their creativity and empowerment, and a positive view of problems and obstacles in order to improve work is

Organizational behavior plays a vital role in the growth and success of the organization. This research has been done with the aim of designing Faraja's organizational behavior model.Constructivist and inductive analogical research. The tools of data collection are the review of documents and documents, interviews and questionnaires, the statistical population in the qualitative phase is 20 people from the board of directors, deputies, chiefs of Faraja specialized police and professors of Amin University, and in the quantitative phase 46 people. who are familiar with organizational behavior and Faraja missions. The sampling method is targeted in the qualitative phase and full count in the quantitative phase. The mixed research method is used in the qualitative phase, document analysis, content analysis and coding, and in the quantitative phase, by determining the correlation of the pattern components, confirming and testing the pattern and classifying the dimensions, components and indicators. The data is pre-processed with spss and finally processed with smart pls measurement model or external and internal model in the form of inferential statistics to test hypotheses or relationships and process quality measurement.The designed model has 3 dimensions, 11 components and 80 indicators, the individual behavior dimension with the components (personality, perception, values ​​and attitudes, motivation), the group behavior dimension with the components (communication, conflict, power and politics) and the organizational behavior dimension with the components (organizational structure, technology , organizational culture, organizational change and improvement).The component of values ​​and attitudes in the dimension of individual behavior, the component of communication in the dimension of group behavior and the component of organizational culture in the dimension of organizational behavior are in the first ranks, therefore the necessity of prioritizing and paying attention to important components in human resource systems is effective in realizing the goals of this research.