نشریه آموزش علوم دریایی
سال چهارم شماره 1 (پیاپی 8، بهار 1396)

The Navy's core concerns and concerns have urged commanders and authorities to reform the educational system. One of the most important factors in reforming the system is the existence of a desirable curriculum model used to design curricula. In this regard, the researchers, in light of their knowledge of this field, sought to resolve the vacuum of a desirable pattern in the organization. The present study was carried out with the aim of achieving a patterned curriculum using exploratory method through the "whole number" method. The content validity of the researcher-made questionnaire was based on the opinions of 14 experts and the calculation of Lusheh coefficient was about 0.9 and the reliability of the questionnaire was confirmed based on the views of 30 sample subjects with 0.77 Cronbach's alpha coefficient. The total number of samples was 110. Data analysis was done using the SPSS and PLS software. The obtained data based on the findings showed that the final model includes the basics, approaches and guidance of the curriculum, the need for resources, design and compilation, elements of drawing up and designing a curriculum, producing teaching materials, implementing and evaluating and reviewing the curriculum, and the final model has a high degree of robustness for assessing the IRI Navy's curriculum.

The purpose of this research is to provide a template for the dimensions and factors of empowerment of IRI Navy managers. This research is of a mixed type. In the qualitative section, document analysis methodology and deep interview with experts have been used and in the quantitative part, we test the validity of the pattern obtained among the Navy's officers and managers. The statistical population of the qualitative section consists of 20 Navy administrators and officers. And a small part of them are Marine Force Managers who were selected by stratified random sampling of 120 people. Data was collected by the interview method in the qualitative section and a researcher-made questionnaire was used in the quantitative part; reliability and validity in the qualitative section were calculated through two methods of review by contributors and the review by non-attending experts and in the quantitative section using the Cronbach's alpha which was 0.91. For analysis of qualitative data, organizational document analysis method and deep interview with experts were used and confirmatory factor analysis and structural equation method were used for confirmation and testing of conceptual model.The results of the research indicate 6 variables that are in the form of a structural model including: 1- Management effectiveness 2- Knowledge and skills 3- Risk acceptance 4. Access to information 5. Participation in decision making 6. Organizational culture 7. Faith.

Maintenance and repair, which is abbreviated as (MR), is one of the basic concepts in advanced and moving organizations to a world class, which has a special place in the level of managers, especially senior executives and staff members of the organization. In the past, organizations have the concept of maintenance in the form of repairs, but nowadays, with the development of scientific concepts and advances in the field of knowledge and knowledge-based structures, thinking about repairs has generally changed, and approaches to the formation of maintenance instead of repairs have been changed. The purpose of doing this research is to present an agile maintenance model in the shipping industry in particular, the military shipbuilding industry. The community is a survey of all specialists in the field of maintenance in the IRI navy. For sampling, 59 of these experts have been selected by means of the Cochran relationship. They are targeted in order to identify the factors were used by the Fuzzy Delphi method in order to list them in line with the ProMet's method. The results of the research showed that the ability to be repaired, organizational learning and, finally, maintenance and repair work as the three main factors affecting the agility of the MR in the shipping industry.

The main objective of this study is to provide a valid scale for measuring productivity in Universities. In this research, the statistical society is all employees of different departments of Universities and maritime unites of Roodehen, Damavand, Firouzkooh, Pardis and Bomehen and Nowshahr branches. The sample group is estimated to be 270, using a categorical method. The present study is an applied study and based on exploratory method. The instrument used in this study was a productivity questionnaire based on the Achho Hersey and Gold Smith model, with dimensions of power, resolution, role, aid, motivation, evaluation, validity and environment (α = 0.93). The results of the factor analysis showed that the dimensions of the efficiency of Islamic Azad University are validity (Questions 24-32-33-34-35-36-37-40-41-42-43-47), power (Questions 1- 2-4-5-6-8-18-21), motivation (questions 9-26-27-28- 29), evaluation (questions 15-30-31), help (questions 11-13-14), environment (Questions 19-23-46) and clarity (Questions 3-7). And credit has played the most roles in the formation of productivity at the university. Regarding the results of this study, it is suggested that manager's decisions regarding the professional paths of individuals (such as job analysis, employment, evaluation, training, promotion of the organization) are documented and legal. People know how to do work and are encouraged to learn more about them through an agreement that has already been made on the goals.

The purpose of this study was to investigate the effect of knowledge management components on the decision making power of managers and commanders of I.R.I Navy and provide a suitable model for their better decision making. The methodology was descriptive-survey and its statistical population was managers and commanders of the I.R.I Army headquarters, I.R.R Navy headquarters and I.R.R Navy affiliated areas, who are in managerial jobs, subject to an understanding of the concepts of knowledge management, which 66 people were selected through stratified sampling. Data collection tools were library documents, interviews and researcher-made questionnaires, which contained 49 questions and had validity and reliability. Data analysis was performed using descriptive and inferential statistics and one-sample T-test, correlation and multiple variables. The findings of the research showed that at present, managers and commanders do not use the knowledge creation, sharing, and use indicators in their decision making, but they use the knowledge storage component Also, based on the opinion of experts in this study, the component of knowledge sharing has the greatest influence on decision making. And the effect of the knowledge management system on the decision making of military personnel is greater than the staff of other organizations. In the obtained results, there is a significant difference of using Knowledge management in decision making between the views of holders of bachelor and master degree in applying knowledge and knowledge sharing, and between a group of more than 25 years old and employees under 25 years of age, and ultimately between operational staff and other occupations. The overall suggestion is that, given the manager's satisfaction for using the knowledge of knowledge management in decision making, they should be more inclined to review their policies and to formulate supportive and mandatory policies in order to guide the staff in applying the indicators and components of knowledge management such as , Exploiting knowledge sources outside the organization, giving attention to research in the field of decision making, collecting the experiences of the organization's individuals for better decision making, setting up support databases for decision making, etc.

The main purpose of the present research is to investigate the effect of organizational learning on job enthusiasm among employees of Imam Khomeini Naval Academy in Nowshahr. This research is an applied study and based on the descriptive data collection method, and it is a correlational study. The standard organizational learning questionnaire (negation) and employability standard of employment of employees (Shafily et al.) Have been used. Data analysis was performed using regression method. The statistical population of the study was 220 staff of Imam Khomeini Naval Academy in Nowshahr, of which were140 selected, according to Morgan's table as samples. Sampling was done by simple random method. The results indicated that learning organization and its seven components (vision integration, learning organization culture, group work learning, knowledge sharing, systematic thinking, participatory leadership and employee competence development) has a significant effect on job enthusiasm for employees of Imam Khomeini Naval Academy.