نشریه مدیریت سرمایه انسانی دفاعی
پیاپی 4 (زمستان 1400)

Social adjustment, such as physical, emotional, and intellectual development, is a continuous quantity and is gradually perfected, and is achieved naturally throughout life and in dealing with experiences. With the passage of childhood and adolescence, psychosocial development changes from simple to profound and qualitative. The aim of this study was to investigate the relationship between social intelligence and hope and social adjustment of male high school students in 1400. The statistical population of this study included 45 male high school students in Lavizan organizational houses. The sample size was 207 based on Cochran's formula. The social adaptation questionnaire of Piquel and Wiseman (1999), the Simpson Hope Questionnaire (1999) and the Tromso Social Intelligence Questionnaire (1998) were used for collection. data analysis method; From regression analysis and Pearson correlation coefficient was used in Spss software. Data analysis showed that in all components of hope and social intelligence at the level of 159 confidence level is significant (pvalue = 0.05) and 11 and 209 changes in social adjustment of Lavizan boy high school students based in Tehran depend on the components of hope and Is social intelligence. These results show that the highest variable of hope of high school students in Lavizan dormitory located in Tehran is related to social sphere.

The present study has been done with a sociological approach and with the aim of formulating a national-defense strategy in intelligent confrontation with virtual social networks and with the method of quantitative content analysis and grounded theory. This study, while showing the need to change approaches from confrontational approaches to cultural and social approaches, examines cyberspace policy cycles in the country and strategies of other countries in the face of virtual social networks and introduces five strategies and finally reaches an approach. Instead of focusing solely on the sender of the message, it focuses on the recipient and the recipient of the message. For this purpose, through interviews with 63 professors in the field of media and communications and members of the Supreme Virtual Council of the country, a national-security strategy in the face of social networks has been developed. The results indicate that these strategies should be in the four areas of policy-making, hardware and software, culture, and awareness and education in order to empower the audience. To provide the ability to consciously and analytically deal with the dangers of social networks in the face of the harms of consuming this media. Therefore, it must be said that not paying attention or paying little attention to the audience of social networks can cause problems for our national security at the micro, medium and macro levels. Finally, it can be concluded that with a cultural and social attitude and with a determination to solve existing problems and problems, active presence, participation and confrontation in this area should be replaced by passive observation.

Organizational transformation is a planned and systematic process that seeks to increase individual and organizational effectiveness by utilizing the values and principles of applied behavioral sciences in organizations. Given the centrality of human capital in the transformation of organizations, attention to different areas of human capital can be the founder of change in the whole organization. Among these, the first part is the field of selection. Transformation in the field of recruitment and selection of Nezaja requires the development of special strategies in this field; Therefore, in the present study, an attempt has been made to formulate strategies in the field of recruitment and selection with the aim of achieving the desired conditions of human capital and fulfilling the principles of the Supreme Command regarding the renewal of human capital in Nezaja, using the opinions of experts. For this purpose, in the first step, by identifying the strengths, weaknesses, opportunities and threats in the field of recruitment and selection and the formation of the SWOT matrix, we have determined the current and desired situation of Nezaja. In the second step, by analyzing the gap between the current and favorable situation of Nezaja, strategies in the field of attracting and selecting Nezaja human capital have been developed. In the third step, with the aim of evaluating the strategies developed with the help of QSPM matrix, the strategies in this field are reviewed and prioritized. The results indicate that the reconstruction of Nezaja recruitment management structure and cultural context in order to institutionalize the concept of membership instead of recruitment through the formation of a strategic membership committee to better identify and attract talent and elite in grassroots groups, create a comprehensive system of recruiting specialists. In proportion to the needs of Nezaja and creating job attractiveness (facilities, benefits, etc.) in Nezaja compared to other government organizations are the most important transformation strategies in the field of attracting human capital in Nezaja.

This research has been done with the aim of designing a model for attracting and retaining talented manpower in Nezaja Ranger Training Center. To achieve this goal, a case study and a qualitative research method have been used. The statistical population of the study included all commanders and staff of Nezaja Ranger Training Center. Using snowball sampling, 18 people including 8 university experts and 10 commanders and human resources managers were studied. The method of data collection was field and the data collection tool was library studies and semi-structured interviews. Was In order to analyze the data, the content analysis method was used. Findings showed that the model designed in this study includes individual factors, organizational factors, communication and behavioral factors, environmental factors and consequences of employing talented employees.

Empowerment is defined as the ability of individuals to do work. Empowered employees will be able to save the organization from crisis by using the empowerment dimensions and show their commitment and loyalty to the organization by creating golden opportunities in business. Employee empowerment leads to increased job satisfaction, greater commitment to the organization, and reduced absenteeism, relocation, layoffs, and job stress. Therefore, in this study, we examine the factors affecting the empowerment of managers, commanders and its relationship with creativity in government organizations. The overall purpose of this study is to determine the factors affecting empowerment and its relationship with creativity. The present research is of an applied type and considering that the collection method Information in this research is possible through a questionnaire and its distribution, so the research is a survey. The sample size was 152 people and was selected by random sampling method and the results extracted from the research show that organizational factors, leadership, reward, job design and creativity have a significant relationship with the empowerment of managers and commanders. Hopefully, the results of the present study will be used by researchers, officials, managers, commanders and staff.