فصلنامه مدیریت نظامی
پیاپی 82 (تابستان 1400)

This study aims to identify and rank the factors affecting the retention of scientists in the scientific and research centers of the I.R. of Iran Army. In this descriptive-survey research, 152 people (based on the Cochran's formula) were selected from among professors, managers and specialized staff of AJA scientific and research centers who were acquainted with human resource management, by stratified random sampling. Factors affecting the retention of scientists in four dimensions including organizational, occupational, personal and environmental factors were extracted from the research related literature and approved by experts. Data analyzed through statistical analysis software: Excel 2013, SPSS24 and PLS- Smart. Based on fuzzy hierarchical analysis, flexible organizational structure with a weight of 0.086; transformational leadership and command style with 0.083; job development and opportunities with 0.081; service compensation with 0.074; and organizational reputation with 0.073 have the highest rank, respectively.

In the new millennium organizations, there is a strong emphasis on intangible assets such as innovation, creativity, entrepreneurship and knowledge capital. These organizations focus on human resources and thus take steps to overtake their competitors. Since the succession program trains and prepares the right people to fill key positions, it can be an effective strategy for nurturing competent managers and leaders. This study aims to design a model of talent-spotting and succession program in public organizations. In this meta-combination research, previous related literature and its findings analyzed with emphasis on public organizations. The research statistical population are related studies and the data collection tool are library secondary data studies. In this regard, 56 articles, in line with the purpose of the study, were selected from among 327 researches in talent-spotting and succession program and evaluated. Finally, the initial model was presented and the results of the meta-combined method validated by the opinion of experts. The results indicate a comprehensive model of talent-spotting and succession program in six categories including internal organizational factors; talent-spotting process; succession competencies; development and empowerment; sustainability and strategic alignment, with 20 concepts and 244 classification codes. The findings of this study can provide a good roadmap for identifying and establishing a talent-spotting and succession program in public organizations with a view to the future.

Interrelationship between man’s personality and his/her life or organizational context has been amongst the topmost issues in one’s personality trait development. In the meantime, military institutions are of crucial significance due to their particular expediencies in terms of their personals’ personality and educating institutionally compatible staff members for which huge investments are made. However, no integrative studies have been made to make sure of the goal achievement. In line with this trend, this study was designed to study the Iranian Army Imam Ali University Cadets’ personality trait development in the course of their BA education. For this purpose, totally 194 cadets composed of 65, 65, and 64 members belonging, respectively, to 2107, 2018, and 2019 academic years, attempted the NEO-RI-P 30-item personality inventory consisting both positive and negative traits. Besides descriptive statistics, MANOVA and post-hoc analysis were run to investigate the nature and process of development of 20 positive traits individually and totality of the personality trait. The results revealed not only an inconsistent and unsystematic trend of the cadets’ holistic personality trait development but also unexpected and though-provoking fluctuations in the development of the positive traits. These findings may have certain educational implications as suggested.

Defense equipment manufacturing industries are one of the industries in which attend to intelligence and ICT. In other words, due to the rapid and fundamental technological advances in military and defense equipment, the survival of these organizations depends on increasing their competitiveness and making the right and timely decisions against these changes through intelligence. In this regard, this applied research in a descriptive and survey method, design and explain the smart business model in the defense equipment manufacturing industry. 275 participants who were selected from among all senior technology managers of optical companies by available sampling method attempted a researcher-made questionnaire. The results of the test of the conceptual model indicate the significant role of organizational, process and technical and technological factors in the smart business of defense equipment manufacturing Industries.

This study aims to design a model for improving human resources in military organizations located in the northwest of the country. In this mixed method study, the purpose of the research is applied; and in terms of nature, it is descriptive-survey. Data analyzed through Delphi method, in which the opinions of experts of the organization selected by snowball sampling method, were used. In the qualitative part of the research, Kolmogorov-Smirnov test, exploratory factor analysis, chi-square test and t-test were run in SPSS software; and to prioritize the dimension, the hierarchical approach was run in Expert Choice software. Since the value of KMO index is 0.866 (more than 0.5); and the number of respondents is enough to run factor analysis and to form a model of human resource improvement; and the value of the significance level of Bartlett test is less than (0.05), the factor analysis test is suitable for identifying the structure of the factor model. Totally 5 factors were extracted from research questionnaire, which explained 91.326% of the variance of the effective factors. Finally, the dimensions of individual, organizational, educational, moral and professional improvement have the most effect on the improvement of human resources in military organizations, respectively.

Job motivation of organizations manpower as one of the most important assets can help them to achieve their goals. To improve the level of this variable in human resources, many studies have been done; but in the meantime, the role of spiritual intelligence as a factor affecting this variable has received less attention. This study aims to determine the effectiveness of training of the components based on spiritual intelligence on the job motivation of one of the armed forces units’ personnel. The present study was a quasi-experimental with a control and experimental group. 60 participants were selected by available sampling method voluntarily and assigned to the experimental and control groups randomly. Then the training of spiritual intelligence components for the experimental group was run for 7 sessions and the control group did not have any intervention. In this study, a questionnaire of job motivation levels was used and the obtained data were analyzed by analysis of covariance. The results indicate the effectiveness of training of the components of spiritual intelligence on job motivation (f = 72.124, Eta = 0.576, P = 0.0001) of military personnel. Findings define that training of the components of spiritual intelligence by influencing individual attitudes and behaviors, shapes the overall attitude towards the job and promotes individual behaviors in the workplace.