مجله مطالعات مدیریت راهبردی دفاع ملی
پیاپی 20 (زمستان 1400)

In today's competitive and dynamic environment, organizations desperately need to increase their entrepreneurial capabilities to maintain growth and profitability in corporate entrepreneurship, and this is only possible through the exchange of innovative ideas and the opening of organizational boundaries; Therefore, the aim of this study is to provide a model of corporate entrepreneurship in the banking of the Islamic Republic of Iran, to identify the conditions and factors that should be considered in corporate entrepreneurship. The statistical population included experimental and theoretical experts in this field. The data collection method was in-depth interviews with 18 experts active in the field of banking and sampling was done in a targeted manner. Data analysis was performed using Maxqda software in three stages of open, axial and selective coding. After open coding, categories and concepts are extracted. 65 open source, 19 concepts and 6 categories were extracted from the collected information based on the data theory process of the foundation. The results showed that in the phased coding stages of corporate entrepreneurship as the main category and causal conditions (corporate entrepreneurship capabilities, strategic innovation capabilities, and strategic entrepreneurship capabilities), underlying factors (structural, environmental, behavioral), intervention factors, strategies (innovation, coalition, networking, growth strategy) and outcomes (market, customers, economy, technology) are designed. In general, the corporate entrepreneurship model in banking is presented in the form of a paradigm model based on grounded theory.

The aim of this study was to identify the indicators of staff competency development in the center of evaluation and development in the judiciary affiliated to the judiciary in Yazd province. This research is a descriptive study with applied purpose and has been done in a mixed way (qualitative and quantitative). First, by reviewing the literature on the subject of research and then by Delphi method, indicators of employee competency development in order to create a center for evaluation and development are identified and in the next step, using interpretive structural modeling, relationships between dimensions and indicators are determined and analyzed. Is located. Based on the research literature and Delphi method, 7 dimensions and 32 indicators were identified. The main dimensions are structural factors, contextual factors, behavioral factors, factors related to the characteristics of evaluators, competency indicators, characteristics of those evaluated and competency assessment tools. The results show that in model leveling, competency assessment tools were identified in the first level as a dependent variable and structural factors in the sixth level as an independent variable. It is suggested that the improvement of structural factors that are the basis of the model be given priority and in accordance with the set indicators, measurement tools be developed and used for the development of employees and managers.

It is of special importance to study the common practice among the members of the anti-cultural security sect and the disorders in the vision of rehabilitation and reform, as well as to prevent the tendency towards these sects.The present study was a cross-sectional descriptive sampling method in which 100 members of the country's anti-cultural security sect were selected and answered the demographic information questionnaire and the short form of the Minnesota Multidimensional Personality Questionnaire. The profile of individuals was interpreted in two ways: the highest elevation and T scores above 65. According to the findings of this study, 77% of the members of the anti-cultural security sect had at least one type of scale on the rise. Depression, self-morbidity and hysteria were the most common disorders among members of the anti-cultural security sect, respectively, according to T-scores above 65Based on the obtained results, a model for reducing sectarianism was presented which was validated using fuzzy Delphi technique. The results showed that the strategies of setting up sectarian medical clinics, rehabilitation programs through prisons and correctional centers, as well as public education programs were effective in reducing sectarianism.

Attention to human resources and its development and empowerment, which is considered the most valuable organizational asset and is the center of ability and knowledge enhancement in the world class, confirms the fact that human beings are considered as a decisive and effective partner in organizations and human resource development leads to organizational development. Is. Now, considering that decent human resources are the competitive advantage of any organization, and the human resources unit plays a key role in the development of this advantage. The strategic human resources partner of any organization is very important. The issue of strategy and human resource development is doubly important, especially for military-related universities, where students are mostly researching in line with the university's mission policies. The purpose of this paper is to identify the components of human resources strategic partnering for North Tehran Azad University as a passive defense hub, with the Delphi approach. In this regard, with a comprehensive study of the literature, the components of the strategic partner of human resources have been identified and the Delphi approach has been used to localize them so that the experts' agreement on the indicators is the basis for decision. In this regard, 27 repetitive indicators identified Literature review and expert opinion Using the opinion of 23 experts, it reached 15 final indicators during 3 Delphi rounds.

Top executives are expected to have a better understanding of their business because of access to the company 's insider and confidential information, which will enable them to make better estimates and judgments. The main topic of this research is to examine the effect of managerial ability on fraudulent financial reporting. The role of political connections on the impact of managerial ability on fraudulent financial reporting was also examined. For this purpose, an example of 95 companies of listed companies in Tehran Stock Exchange during the period of 2009 to 2018 was investigated. The present research is descriptive from the point of view of purposefulness, quantitative from the strategic point of view, empirical from the perspective of approach and from the perspective of solution, field and library. To test the hypotheses, logistic regression is used. The results of the tests show that the relationship between managerial capability and fraudulent financial reporting is reversed. Also، political connections failed to significantly affect the relationship between managerial ability and fraudulent financial reporting

The homeland securety, in addition to the ability to manage gradual changes, must be able to quickly diagnose the discontinuity and manage a mutation shift by resorting to a defensive strategy. In the past years, the developments in the homeland securety field directed to recognizing the developments and threats of the environment need to strategic foresight by assuring that all activities that need to be taken to determine the goals and ways of achieving them.In the study, mixed- method are used to realize the objectives of the research. based on the systematic literature review of strategic- homeland securety foresight have been used, as well as profound interviews with 12 experts. In the next level, in order to explain the validity and explanation of correlation dimensions and components, sub-components by aid of friedman statistical analysis and partial least squares analysis with confirmatory structural equation (PLS) analysis has been made to confirm the views of 42 experienced experts. Cronbach Alpha and composite reliability of the research are equivalent to 0/824 and 0/828 respectively.The findings of the research, in the viewpoints of the experts including: the three dimensions, nine components and forty sub-components.Formolaion of robast strategy based on possible and preferable scenarios and Formolaion of flexible strategy based on wildcard scenarios based on indicators to face of uncertainty and dynamic environment from the innovations of this research.

Today, rapid and varied environmental changes have prevailed over all organizations, especially defense organizations, and therefore managers in such environments; In addition to constantly trying to guide the organization during these developments, they need to constantly compare the current situation with the desired situation using conventional tools such as strategic control. The present article is a research that has been done on designing and explaining the strategic logistics control model of a defense organization in conditions of stability and crisis.This research is field-based in terms of collecting theoretical foundations and backgrounds, and field-based in terms of collecting data. According to the type of research, on the one hand, it has a developmental orientation and on the other hand, it has an applied orientation. Data collection tools; Documentation, strategic control patterns, and interviews are semi-structured and in-depth. This research is one-piece in terms of time horizon and the population and its statistical sample are professors, managers and logistics experts in the studied defense organization. In this regard, with studies and interviews conducted with the participation of the focus group; Dimensions, components and indicators of the model were counted and in the form of questionnaires and opinions of 48 experts and using confirmatory factor analysis and other tests, the validity and reliability of the factors and their priority were assessed. The final model includes four types of strategic control: mission-oriented, process-oriented gradual, flexible-oriented, and humanistic-fundamental, each of which has components and indicators in a state of stability and crisis.

The aim of this study was to identify the factors affecting the development of managers in the Defense Industries Organization. The research method is applied from the point of view of purpose and is exploratory in terms of type. This research was in the framework of a qualitative approach that was conducted using the data theory approach. Data collection tool was a semi-structured interview and in order to collect data using purposive sampling method, 15 organizational experts and experts in the field of management training and development were interviewed using theoretical saturation method. Using MAXQDA software, data analysis was performed in three stages of open coding, axial coding and selective coding.Based on this, 679 primary concept codes, 216 concepts and about 23 model categories were extracted. In order to assess the validity and reliability of the coding, the participants' validation method was used. Finally, based on the calculated dimensions of the model by looking at the paradigmatic model of Strauss and Corbin, including causal factors (business strategies-leadership-stakeholders), intervention factors (management of organizational performance-participation and commitment of managers-resources resources), the central phenomenon (Needs Assessment Resources - Needs Assessment Tools - Education and Development Profile) Underlying Factors (Upstream Laws and Documents - Organizational Culture - Learning Environment) Strategies (Qualification - Competence - Succession - Learning Development) Consequences (Organization Development - Developed Managers) Compiled

One of the factors for quality improvement and development of any organization is the alignment between human resources strategy and organizational resources because human resources is the most important asset of an organization. Strategies drawn in the organization are developed by human resources, so it is necessary that the actions taken by human resources are in line with the goals of the organization. Alignment helps the organization use more efficient resources, thereby reducing its costs and increasing its speed in exploiting environmental opportunities. Banks are also one of the most important organizations whose growth and quality improvement can have a positive impact on the provision of social services. This research was conducted using grounded theory method with the aim of investigating and analyzing the relationship between the factors that create alignment between human resource strategy and organizational resources. The statistical population of this study included 15 experts who had at least more than 2 years of experience in the human resources department of the Welfare Bank in the field of human resources. The results showed that the most important factors affecting the alignment of human resources and organizational resources are causal variables including creating a suitable work environment, managers' morale, psychological security of employees, organizational support for forces, ethics, improving the quality of recruited forces, meritocracy, elimination Organizational deficiencies and employee satisfaction; Underlying conditions include employee ethics, employee welfare, credit, elimination of additional costs, coherent planning for the organization's goals, recognizing barriers to growth and improving the organization's technology; Intervening conditions include discrimination among employees, managerial tastes, and restrictions on suggestions and criticisms.