فهرست مطالب احمدعلی روح الهی

Aerodrome surface safety and in particular safety of flight environment around them are acknowledged globally as one of aviation's greatest challenges.
Aeronautical industries development within recent decays and employment of innovated technologies and procedures, encountered with multiple risk that threating the aviation safety.
The main purpose of this research was identification and priority of risky factors effecting on aircraft operation on aerodrome and flight environment around it.
In this survey, descriptive method was used and a questionnaire of 22 items prepared and distributed between the research statistical population including Tehran Province aeronautical personnel about 420 persons that 201 of them have been selected based on Morgan table as statistical sample. The reliability of the questionnaire have been confirmed by Cronbach`s alpha coefficients (0.8) and its validity checked by content, structural and Lawshe methods. SPSS software version19 plus SEM (LISREL 8/5) have been used for analyzing.
Research finding indicates that human factors, equipment factors, software factors and hardware factors have positive and direct effect on risk of aircraft operation on aerodrome surface and flight environment around it. Impact of human factors are 0.90, environmental factors .78, hardware factors 0.69 and software factors is 0.52.
Safety level enhancement is required on and in the vicinity of an aerodromes through planning and implementation of safety management system, knowledge and safety culture development for all human resources, in parallel to installation of new aerodromes equipment. At the end, it’s noted that coordination with relevant organization for preventing of potential danger shall be effected.

In today's changing world, training and development of staff is a key strategy for organizations to gain competitive advantage. But the advantage is not achieving only with training courses, Effectiveness of learning is attained if the staff imparts apprentices, knowledge, skills and attitudes which are learnt to improve their performance. The aim of the present study is applied research and it is descriptive and survey methods of data collection. In terms of the relationship between variables and specific correlation is based on structural equation modeling. Statistical population research is 460 persons of a military units, that 210 persons were selected based on Morgan table. A researcher-made questionnaire according to Baldwin, et al. (2009) was used to collect data and to test hypotheses with 20 questions about some indexes such as climate for imparting, support of managers, peer support, and action after the training. Data analysis showed that recognized indicators have positive and significant relationship with facilitating the imparting training to the workplace.

Suggestion systems are cohesive systems to utilize input from employees and improve organizational activities. However, establishing these systems without the prerequisite infrastructural conditions won’t be beneficial to any organization. Accordingly, the purpose of this research is to conduct a feasibility study of establishing suggestion systems at the Shahid Sattari University of aeronautical engineering within the framework of technical, legal, economical, human, cultural and strategic dimensions. The statistical population consists of the faculty members and personnel at the Shahid Sattari University of aeronautical engineering. This is an applied research by propose, and descriptive research by data collection method, in which a researcher-made questionnaire is used to collect data. The obtained results from the S.PSS software package indicate that the human and cultural variables are in desirable conditions; however, the technical, legal, economical and strategic variables don’t have appropriate conditions. Therefore, establishing effective suggestion systems in the statistical population requires targeted investments in the technical, legal, economical, and strategic variables.

Job satisfaction is an important factor in increasing productivity, caring staff to the organization, belonging and attachment to the workplace and increasing the quantity and quality of work and good human relations in the workplace, good communication, raising spirit, love and Interest of the job. The purpose of this study was to investigate the effect of psychological ownership on job satisfaction among airports supply chain staff.
Using random sampling, 59 employees were selected for this study. To measure psychological ownership and job satisfaction questionnaires Van Dyne and Pierce and Minnesota, respectively have been used.Data’s analyzed by correlation and regression and Structural Equation Modeling.
Result showed that psychological ownership with load factor (0.866) and had effect on Job satisfaction and organizational -based psychological ownership with beta (0.112) and meaningfully (0.002) follow job-based psychological ownership with beta (0.235) and meaningfully (0.001) has positive relationship with Job satisfaction.
Since there is a positive effect of job satisfaction on psychological ownership, and create a positive attitude toward employees and job creation in the ownership and belonging, increase productivity, increase organizational commitment, establish a good in person, the creation of a proper relationship raise morale and interest in the organization.

The aim of this study was to evaluate the impact of organizational intelligence on the empowerment of faculty members. The survey population consists of 140 faculty members of Shahid Sattari Aeronautical and Science University. 103 of the members have been selected randomly based on Morgan Table. In order to collect the organizational intelligence data, Albrecht organizational intelligence questionnaire was applied and to measure the empowerment variable, a self-made questionnaire was used. Collected Data was analyzed through the correlation and regression tests. The result showed that organizational intelligence affect the empowerment of faculty members and, among different dimensions of organizational intelligence, strategic vision, common fate, spirit, alliance, and consensus are the most influencing factors on the empowerment of faculty members. In addition, Friedman test indicated that strategic perspective is ranked as the first.

Aim: The purpose of this study was to investigate the relationships between organizational justice, organizational commitment and job burnout in military airports staff.
The method of this research was a descriptive-analytic one. The research sample consisted of 90 subjects who were chosen through a stratified random sampling. All participants completed the Niehoff & Moorman (1993) and Meyer, Allen, & Smith (1993) and Maslach Burnout Inventory (MBI). The results of the survey were analyzed by SPSS19 and SEM (Smart PLS).
The research findings indicated that organizational justice has an average of 45.67 and a standard deviation of 17.17, organizational commitment has an average of 65.14 and a standard deviation of 4.93 and job burnout has an average of (68.67) and standard deviation (4/93). Also, organizational justice has a positive and meaningful relationship with organizational commitment (path coefficient 0.507 and T- Value 14.436). Also, organizational commitment has a negative relationship with job burnout and a meaningful relationship (path coefficient -0.559 and T- Value 9.994). Besides, organizational justice has a negative and meaningful relationship with job burnout (path coefficient :(-0.559) and T- Value (9.994)).
According to the findings of this study, it can be understood that partnership organizational justice has an extremely important role in assist to Iranian aeronautical industry’s managers for identification of weakness and omitting of them and also it’ cause to increase flights safety coefficient.

Given the role of universities and higher education in all aspects of human social life, the function of justice in these organizations has become more obvious than the past. In fact, universities are the symbol of the community, and the realization and implementation of justice in it are regarded as the realization and implementation of justice in the society. To this end, the aim of this study is to investigate the role of citizenship behavior in relation to organizational justice and job stress with organizational performance in the higher education system. The population consisted of 260 administrative and logistic staff of one military university that quite randomly and based upon Morgan Table, 155 of them were selected as the sample of the study. The questionnaires of Organizational Justice by Niehoff and Moorman (1993), Organizational Citizenship Behavior by Podsakoff et.al (1990), Job Stress by Dupuy (1977) and Employee Performance by Williams and Anderson (1981) were employed as the instruments of this study. The data was analyzed using structural equation modeling (smart PLS) and SPSS 19. The findings have reported that there is a meaningful negative correlation between job stress and organization citizenship behavior on one hand, and a positive meaningful correlation between staff performance with organizational justice as well as organizational justice, on the other hand.

Employees comprise the most important assets of organizations. Scholars believe that managing human resources are now more difficult than managing technology or capital. Organizations can improve their competitive practices by utilizing their human resources. This research is intended to asset the effects of human resource management policies on organizational performance. The population included 550 employees at the University of Police from whom 226 employees were selected as the sample group according to Morgan table. Two questionnaires (human resource management policies and organizational performance questionnaires) were used for data collection. The face validity and content validity of organizational performance and organizational performance questionnaires were confirmed by Cronbach’s alpha (0.916 and 0.910 respectively). The results indicated that recruitment, instruction, performance evaluation with compensation of employees are significantly and positively related to organizational performance. If the university is to promote its performance, it should pay more attention to recruitment and instruction. Other factors including performance evaluation, employees’ participation, and compensation of employees are also effective in the university’s promotion.

Now day high education is fundamental matter toward obtaining national power. Therefore, science development and enhancement of training and research institutions’ can grader ways to development in science background those obtain by effective and efficiency high education. The main purpose of this paper is to investigation and identification of factors effecting on student’s researches development in a SATTAREE Air University. Present research is quantities form and descriptive type. Variable relationships are correlation and based on structural modeling equations. Many researches were developed for identification of factors effecting on student’s researches domain and every one introduce in different forms of factors effecting on student’s researches. This research was tried to use later researches and also investigation of organization studied for development of comprehensive model. After identifications of factors effecting on student’s researches, indexes factors defined. Confirmatory factor analysis was used for investigations of relationships between latent and observer variables. LISREL software is use for data analyzing and acceptance of theoretical model. Reliability and justifiability confirmed by LISREL and SPSS V: 19. Research finding shows that strategic, culture and human factors are more important than the other factors on student’s researches development in the SATTAREE Air University.

the multi-dimension role of higher education and universities in human social life has been revealed the role of justice in the organization more than ever. In fact universities are the symbols of the society and realization and implementation of justice in these places are considered as the realization of justice in the society. According to this matter, the purpose of this study was to survey on the relationship between organizational justice and organizational citizenship behavior (OCB) with organizational performance. The sampling universe of this research consists of 260 people of military university faculty members who were selected through stratified random sampling method and by Morgan table and the sample size of the research was 155 people. The tools of the research were Nihoff and Mormon (1990) organizational citizenship behavior and Anderson and Williams (1981) employees’ performance. The reliability of the questionnaires were calculated by Cronbachs Alpha and were %0/89,%0/89 and%0/87.The data analysis were accomplished through structural equation modeling method and SPSS software and at the end by using Sobel test, the author explained the rate and amount of the effect of OCB mediating variable in the relationship between organizational justice and organizational performance. The findings of the research indicated that organizational justice directly or indirectly has a significant relationship with employee’s performance through organizational behavior.

Safety climate is an important index for safety management performance appraisal and occupational health within the workplace that can be used for the evaluation of employee’s attitude toward safety problems. The aim of this study is the investigation of relationship between different dimensions of safety climate with safety performance among aeronautical industries. for measuring safety climate, Zaide et al. (2011) questionnaire with dimensions such as management commitment, safety problem communications, acceptance of responsibility by management, safe environment, risk perception, job satisfaction, safety issues awareness, and for measuring of safety performance, Arshadi et al. (2011) questionnaire based on Sui et al. (2003) were used. For investigation of relationship between safety climate factors and safety performance and for data analysis SPSS V: 19 and Structural Equation Modeling exclusively Smart PLS were used. Results of this research indicated that management commitment with path coefficient of 0.672 and T- Value of8.110; safe environment with path coefficient of (0.743) and T- Value of 16.362; safety problem communications with path coefficient of 0.677 and T- Value of 9.42; acceptance of responsibility by management with path coefficient of 0.577 and T- Value of 10.597; job satisfaction with path coefficient of 0.641 and T- Value of 11.847; safety issues awareness with path coefficient of 0.317 and T- Value of 2.536; risk perception with path coefficient of 0.444 and T- Value of 3.941effect on safety performance. The management commitment factor with the average of (4.29) was appeared to be the first priority and safety problem communications with the average of (2.22) was the last priority. Perceptions and ideas of employees indicated that safety performance depends on management commitment, safety problem communications, and acceptance of responsibility by management, safe environment, risk perception, job satisfaction, and safety awareness and effort of managers of airports for enhancement of safety climate are mandatory.

The main objective of present study is to provide applicable measures for betterment the job performance of faculty members, based on transformational leadership and job performance. With respect of objectives, this study is the applied research and with respect of methodology, is a correlation-descriptive one. In this paper, Firstly, the theoretical model and research hypotheses have been developed, and then by using structural equation modeling (SME), research hypotheses were examined. The statistical population of this study consisted of all faculty members of a military university which 210 person of them have been selected randomly via Morgan table. Research data were collected via questionnaires. For measuring job involvement Kanungo (1982) with 10 items, job performance form Paterson (1970) with 15 items and finally transformational leadership measured by Bass and Avoilo (2006)   questionnaire have been used. Reliability of research tools have been investigated by Cronbach’s alpha. Validity of them have been test by content and--.  Research finding indicated that all hypotheses were verified then: transformational leadership has positive effect on faculty member’s job performance and the role of job involvement as a moderator between transformational leadership and job performance was verified. In the other word, regression analysis shows that grower supporting component of transformational leadership has maximum effect on job performance.

In Knowledge- based era, implementation of Knowledge management is one of the key functions of organizations and a tool for survival and development. Correct implementation of Knowledge management requires applications of a mechanism for monitoring theses attempts and assessing knowledge management the organization provides such facilities. In terms of objective, the current study is descriptive and regarding function, it is applied research. The aim of this research is to assess the knowledge management in a military organization and finally providing recommendations. The population of this study consisted of the staff of the military organization. By using simple random sampling, 175 peoples through KUKRAN were selected. A research- developed questionnaire was used as data collection instrument. Its validity was confirmed by university teachers, experts, managers and specialists. To analyze data, Simirnov- Kolomogrov and ANOVA test were employed. Research finding indicated that, this organization has good condition in externalization dimension relative to the other dimensions. Therefore, knowledge management levels in fourth dimensions have long distance with idealistic levels; and also this organization is in best condition in externalization dimension and poor in combination dimension. With regard of the result of research, studied organization for enhancement of knowledge management dimensions should be having planning and interaction with credit science center.

This study aimed to investigate the effects of emotional intelligence on the performance of faculty members was conducted. The study from view of the purpose and use, and kind is applied and research method is descriptive and correlational. The population of study included 420 of faculty members of state university in Tehran for 201 samples were selected by using simple random sampling. Research tools are Cyber-shrink and self-made questionnaire for emotional intelligence and faculty member’s performance. Validity and reliability of questionnaire were confirmed by contents and Cranach’s Alpha (0.845 and 0.863). SEM, Pearson correlation coefficient and regression for data analysis and multiple regressions were used. The results showed that emotional intelligence is a good predictor of performance evaluation components faculty (academic skills, lesson plans, teaching methods, discipline and academic evaluation). Thus, university professors familiar with the components of emotional intelligence, such as the ability to understand their inner talents, according to the feelings and emotions of students and colleagues, effective and worthy of respect for his part in the activities of the Group introduced, they value their scientific stature can take effective steps to improve the performance of educational research.

efficient safety is not only need to establish appropriate organizational structure, rules emotion and procedures; but also need to real commitment of top manager. We can find Primary organizational commitment signals about organizational safety policies in Safety Culture. Safety Culture is important factors that can cause every employer have an important role in organizational safety. The purpose of this paper is investigation of safety culture Components in Aviation Industries and providing appropriate guidance for improving and enhancement of safety culture. Investigation method of this paper is Scrolling and Descriptive. Data is collected by questionnaire form and reliability is calculated by Cronbach number (0/8) and validity of questionnaire is obtain by content. Research statistical social is an airport maintenances shop. SPSS software version19 is use for analyzing. The output of software shows that safety target and policies with average of 3/31, deviation criteria 0/492, obeying of safety rules with average of 3/67, deviation criteria 0/88, personnel attitude toward safety problem variables with average of 3/98, deviation criteria 0/123, are in good situation, but risk management with average of 2/98, deviation criteria 0/0557, promotion and training of safety culture with average of 2/93, deviation criteria 0/0414, personal participation and commitment of personal about rules with average of 2/61, deviation criteria 0/5917 variables are in not good situation. Efforts of managerial and staffs of airport is necessary for enhancement of safety culture and also for obtaining and reaching to these level of safety, managerial can use many policies such as attention to training and promotion of safety following with risk management beside to the other components.

Due to importance of flight safety, “recognition of factors affecting on air accident and incident preventions” is crucial. Investigations show that the role of human factor is the main cause of air accident and incident. Among these factors mental stress has a considerable effect on aeronautical industrial specialist personnel. Identifying the causes of such stress can reduce such accidents and incidents. Research statistical population are air force air traffic controllers personnel’s that select via simple randomly method. Data are collect via Philip El. Rise. Questioner (1992); this Questioner gives us many information about job stress. Present research is analytically and descriptive type. For analysis, we use SSPS software version 19 by applying ANOVA and T- Test. The result of research shows that 13/4 percent of air traffic controllers have low stress, 16/7 percent of them have normal stress and remainder of them (69/9) have high stress. With regard research finding based in high job stress in air traffic controller, it’s necessary to execute stress managerial skills training, use of time managing and enhance job stress indexes. Moreover, mental health enhancement can improve job interest and job satisfactions. Finally, the result of them is increasing flights safety.