درخت حوزه‌های تخصصی

The legislator has adopted a policy of repression and aggravation of punishment in drug offenses. Undoubtedly, the legislator has adopted such measures due to the obscenity and severity of these crimes, as well as their danger to society. However, it seems that this penal policy is not useful for many reasons and does not move the legislator toward its goal (prevention of crime, recidivism, and reform of the offenders); It is probably due to the fact that imposing heavy punishments is reasonable and correct regardless of the causes and factors of the crime, as well as the circumstances in which the person committed the crime. The thing that prevents offenders and people from committing or repeating offenses is the speed and precision of executing the punishment, not the heavy ones. Hence, with regard to the shortcomings of this policy and the weakness of the deterrent theory against social, economic, cultural, and political crime factors at some periods of time, and in particular recently, the legislator has tried to moderate its penal policy. In 2017, an article was added to the Counter-Drug Law to undergo a fundamental change, including the significant reduction in cases of execution and life imprisonment. The moderation of penal policy against drug and psychotropic crimes plays a major role in the elimination of death sentences from the Iranian criminal justice system and promotes human rights status of Iran in the international community. This moderation is originated from the post-revolutionary criminal sociological study as well as internal and external criticisms of strict penal policy; internal criticism was from jurisprudential, legal, human rights, criminology, and criminal sociology circles.

Women have always been of cultural relevance as one of the most important elements of the society. The central role of women in cultural development has caused significant increase in the attention to these areas in recent years. The main aim of this research has been to interpret the women's status in cultural development and improvement. For this purpose, first based on theoretical principles and the literature available in this regard, the initial conceptual model was prepared. Then, based on the opinions of the statistical population of the research, as experts specialized in culture, interpretation of the indices of this model has been done. The sampling method in this research has been cluster, with the sample size determined as 384 using Morgan table. In this research, for measuring the research indices, questionnaire has been used. The reliability of this questionnaire was confirmed through Cronbach alpha coefficient, and its validity via construct validity method. The results of this research led to identification of the major indicators and components affecting the women's status in cultural development and improvement.

Purpose: Considering the importance of human resource planning for organizational citizenship behavior, the purpose of this study was identify, explain and prioritize human resource planning factors in order to occurrence organizational citizenship behavior by employees. Methodology: The present research was descriptive from type of qualitative-quantitative. The research population in the qualitative part was documents and texts related to the research and experts were familiar with the subject who tried to identify and explain the factors of human resource planning in order to occurrence organizational citizenship behavior and in the quantitative part were the experts who prioritized these factors. The research sample consisted of 20 research-related documents and 15 experts who were selected by purposive non-random sampling method. Data collection tools included taking notes of documents and texts and surveying about new effective factors and expressing the rate of importance of existing factors in Delphi. Data were analyzed by coding and factor analysis methods. Findings: Findings showed that for the human resource planning pattern in order to occurrence organizational citizenship behavior by employees in the human resource planning part were identified 67 indicators in 19 components and in the organizational citizenship behavior part were identified 28 indicators in 6 components. In human resource planning the 19 components respectively were include performance management, labor adjustment, organizational culture, strategic goals, organizational structure, human resource planning, recruitment, training and development, maintenance, external environment, supply, demand, human resource strategy, strategic planning, management style, flexibility, reward system, job analysis and individual factors and in organizational citizenship behavior the 6 components respectively were include altruism, work conscience, personal development, organizational loyalty, organizational obedience and citizenship virtue. Conclusion: According to the reported results, to develop the occurrence of organizational citizenship behavior by employees can be action through its effective human resource planning factors that was identified in the present research.