دکتر حسین دامغانیان

This research investigated the political behaviors present within the Ministry of Education, aiming to identify the different types and their relative prevalence among employees.
The study employed a mixed-method approach to gain a comprehensive understanding of the phenomenon. In the first phase, semi-structured interviews were conducted with fifteen administrative staff members holding extensive experience (over 5 years) within the Ministry in Semnan city. Thematic analysis of these interviews provided a foundation for the development of a questionnaire. This questionnaire was then distributed randomly to a larger sample of 220 participants, encompassing both administrative staff and high school teachers within the Ministry of Education. Data analysis was conducted using SPSS2020 software to identify patterns and trends in the reported behaviors.
Seven categories of political behaviors emerged: image management (of others), organizational manipulation, preferential treatment, coalition building, undermining colleagues' competence, opportunistic behavior, and dominance displays. Image management was the most frequently observed behavior, while manipulation tactics were reported less frequently.
Interestingly, some participants in the study denied the existence of political behaviors within the Ministry. This suggests a potential blind spot or normalization of certain political tactics by some employees. The research also highlights the diverse range of political strategies employed within the organization. Further investigations are warranted to explore the motivations driving these behaviors and their potential impact on the Ministry's overall effectiveness and employee well-being.

In recent years, human resources have been given a lot of attention as a key factor in the success of the organization. Therefore, businesses should seek to retain employees by fulfilling their needs. The aim of the current research is to investigate the factors affecting the use of Sustainable Human Resource Management (SHRM) in the oil industry with a Qualitative approach. To collect data, semi-structured interviews were used with 5 groups of experts through two types of targeted and theoretical sampling. Ecological validity and members' validity were used for validity and Holstein's coefficient was used for reliability. Interviews were analyzed with Grounded Theory and MaxQDA10. During open coding 102 codes were identified and then reduced to 56 more abstract concepts. Finally, 4 concepts as causal, 19 concepts as intervening and 33 concepts as contextual conditions on the application of SHRM were identifie d, which lead to the performance of SHRM.

Knowledge hoarding by knowledge workers deprives the organization of very valuable resources and can have many direct and indirect consequences. This research was conducted with the aim of identifying and validating its. This applied research has been done with a mixed sequential exploratory approach. Factors have been identified with a qualitative approach using thematic analysis method. The participants of this stage were the selected technical experts of Nahaja, and a semi-structured interview was used to survey their views. The quantitative stage was carried out in order to validate the identified factors. For this purpose, a questionnaire distributed among selected thecnical experts. These data were analysed through structural equation modeling (confirmatory factor analysis) and Smart Pls version 3 software. The findings showed that the antecedents of knowledge hoarding include individual factors (tendencies and interests, concerns and worries, motivations, individual traits and characteristics), interpersonal factors (communication factors), organizational factors (occupational factors, culture organizational, managerial factors, and structural factors), extra-organizational factors (social, cultural and economic factors). Also, the consequences of knowledge hoarding were classified into two categories of individual and organizational consequences. Quantitative analyzes also confirmed the significance of the relationship between the desired indicators and components. The results of this research can provide useful knowledge in this field to manage the phenomenon of knowledge hoarding. The simultaneous identification of factors affecting the occurrence of knowledge hoarding in the aforementioned four levels, as well as the consequences of this complication for knowledge workers and the organization, can provide an effective understanding for the management of this destructive organizational behavior. The simultaneous attention to the roots and individual and organizational consequences of this complication is considered the outstanding distinguishing feature of this research.

Managers always play a vital role in organizations. On the one hand, the role of prominent managers in earning money and organizational success is obvious in many successful organizations today. This research was done with the aim of designing and developing a model of lean leadership competencies. The current research method is descriptive-exploratory based on a qualitative approach. The statistical population of the research is industry experts and university professors (government administration), 15 of them were selected using the purposeful sampling method and the approach of selecting key people and the theoretical criteria. The main tool for collecting research data is a semi-structured interview. The tool of data analysis and interview is theme analysis. The method of data analysis in the qualitative section is using open coding, axial coding and selective coding. The validity of the interview questions was used by the criteria of acceptability and reliability, and the results of Cronbach's alpha coefficient showed that the interview questions have reliability.The findings were categorized in the form of three sets of basic, organizing, and comprehensive themes and organized in the form of a network of themes. Based on the obtained results, the mentioned model consists of 5 inclusive themes and 24 themes.

Increasing the productivity of organizations and their ever-increasing development requires the growth and productivity of employees as well as strengthening their motivation. Therefore, the purpose of this research is to present a transformation-oriented human resource management model, and in order to achieve this goal, the qualitative method of Grounded Theory (GT), Strauss and Corbin's approach was used. In order to collect data, semi-structured interviews were used, and to reach the participants, targeted sampling with a snowball approach was used. The statistical population of this research includes 142 experts, human resource managers of Isfahan municipality To achieve the concepts, categories and classes, the data obtained from the interviews were analyzed based on open, central and selective coding and were organized with the help of Maxqda18 software. The theoretical sampling process continued until no new features emerged and no new concepts were created during data collection, and finally theoretical saturation was achieved with 25 researcher interviews. Causal conditions include program causes, process causes, managerial causes and the existence of expert staff, intervening conditions including intra-individual factors and capacity for change, contextual conditions including political changes, legal transparency and organizational culture, strategies including comprehensive planning, Effective leadership. Improvement of processes, knowledge management and structural transformation and the resulting consequences including organizational Efficiency and social capital improvement were obtained.

This research seeks to investigate the factors affecting strategic green human resource management in manufacturing dairy products. The statistical population included 413 senior executives of 59 manufacturers of dairy products who were members of the Iranian Dairy Industry Association in 1399. To estimate the sample size, a stratified random sampling method and the Cochran formula were employed. The sample included 212 people. The data collection instruments included a structured green human resource management questionnaire based on Jabor (2010) and both in-person and phone interviews. The data were analyzed using SPSS software version 23 at two descriptive and inferential levels. In the inferential level, Kolmogorov-Smirnov tests, Pearson correlation, regression analysis and Friedman were used.The findings show that internal factors (82.7%) are more effective than environmental factors (79.8%) on green human resource management in the dairy industry. Also, it was found that the strategies for improvement and maintenance and maintenance of attraction and output strategies are effective in the management of green human resources in the dairy industry. Additionally, there was a significant and positive correlation between the four internal factors (technical, organizational, cultural and market) and human resource strategies in the dairy industry. The most important factor affecting the management of green human resources in the dairy industry was found to be organizational factors. The findings of the present study can function as a practical guide to fulfill strategic green human resource management in the dairy industry for senior executives in this industry.

One of the Compiled strategic priorities in the lead documents of the Iran's health discipline is to be a pioneer in the production and export of vaccines and novel drugs. The purpose of this study is to describe images of the future of the export promotion of vaccines and novel drugs on the horizon of 2035.  This research is applied and method used in this study was a scenario-based planning. In this study, the method of data collection was qualitative by using interview, questionnaire and expert panel. MICMAC software and Scenario wizard software were used for data analysis. The findings of this study can be divided into two parts. The first of section included: identifying and classifying key factors, driving forces and related uncertainties. Seven driving forces including: “sanction”, “the trust and credibility of novel drugs industry”, “compilation of national documentary novel drugs”, improving the molecule purity”, international networking”, “type of export viewpoint” and diversification in export market” were identified and the influence/dependence relationships among the factors were analyzed. The second section identified and described possible and consistent scenarios based on the key drivers and uncertainties.Based on the research findings, four consistent scenarios including: (1) elixir (2) pain killer (3) panacea and (4) hemlock, were explained and compared. Familiarity with the narratives of each these scenarios and their comparison and desirability will be enable health policy makers to realize the process of creating future   and achieve the visual visions in the lead of health discipline.

The aim of this study was to determine the effect of environmental sensitivity on , Employee Pro-Environmental Behaviour, considering the role of mediating effect of Social comparison nudge and Green nudge. The purpose of this study is descriptive and survey method. The statistical sample in this study was 189 employees of the environmental organization of Semnan province who were selected randomly. In order to analyze the data, partial least squares method was used. The findings indicate that the instrument of measuring is well-suited and its reliability coefficient is more than 0.7 for all research structures. The results indicate that environmental sensitivity has a positive and significant effect on Employee Pro-Environmental Behaviour. Also the environmental sensitivity has a positive and significant effect on Social comparison nudge and Green nudge. On the other hand, the Social comparison nudge has a negative and significant effect on the Employee Pro-Environmental Behaviour, but the Green nudge has a positive and significant effect on these behaviors. In addition, the Social comparison nudge and Green nudge does not play the role of mediation between environmental sensitivity and Employee Pro-Environmental Behaviour. With notice of ignoring the role and importance of organizational nudges, it can be said that this research has a novel and fresh look at this category, which can lead to the emergence of more nudges to improve and strengthen behaviors in the organizational arena.

It’s so clear which impact of leadership and different types of that on staff performance have been studied a lot. But ethnicity and their potential have received little attention as a subculture in the various organizations tasks and different types of effectively communication and collaboration in the organization. So this article wants to present a leadership model appropriate to this ethnicity in organization by examining culture of Turkic ethnicity in Iran. Current study is classified as an applied research and our method for information gathering was combination research. One questionnaire was distributed in among 532 Turkic languages people in East Azerbaijan and West Azerbaijan, Ardabil, Zanjan states and we have got information from 9 managers of Turkic languages organizations. In order to analyze of result we used descriptive statistics and theme analyses. The result indicated which culture model of ethnic Turkic people is in the category of liner active culture and team-oriented leadership has been most effective in managing and leading of people.

The present study aimed to investigate the relationship between demand uncertainty, the strategic partnership of human resources, and outsourcing of human resources with a competitive advantage while examining the moderating effect of strategic human capital. This study has been done in terms of applied purpose, descriptive and survey method. A statistical sample of 115 employees of Cross Sports Company was selected by the available sampling method. In order to analyze the data, the partial least squares method was used. Convergent validity was used to assess the validity and Cronbach's alpha was used to measure the reliability and its coefficient is more than 0.7 for all research structures. The results show that demand uncertainty has a positive and significant effect on human resource outsourcing and strategic human resource partnership has a positive and significant effect on human resource outsourcing. The results confirmed the positive and significant effect of human resource outsourcing on competitive advantage. Outsourcing of human resources mediates the relationship between demand uncertainty and competitive advantage on the one hand and the relationship between strategic human resource partnership and competitive advantage on the other. Nevertheless, strategic human capital modulates the relationship between human resource outsourcing and competitive advantage in Cross. If managers of sports companies are looking to gain a competitive advantage, they must manage the uncertainties in demand and involve human resources in the programs.

This paper is the report of a research aimed at designing a model for internal components of employees' self-management on the basis of mixed methodology through descriptive-exploratory approach. The statistical population of the qualitative phase included experts from the Ministry of Communications and Information Technology in the field of human capital management and for the quantitative phase, it includes all employees of the ministry. In the qualitative section, the sample was selected through targeted judgment method including 20 people, and in the quantitative section, random stratified method was used resulting in the selection of 205 people. In the first stage, the data were collected by semi-structured interviews with experts, and in the second stage, through a 41-item questionnaire whose validity was confirmed by face-to-face method, and whose reliability was confirmed by Cronbach's alpha (0.897). The qualitative data analysis was carried out using content analysis method, and the quantitative data were analyzed using confirmatory factor analysis method in Amos 21 software. The results revealed that the employees' internal self-management consisted of two perspectives of behavioral and cognitive components. Furthermore, from among the cognitive components, self-motivation (with a factor load of 0.970) was the highest, and self-improvement (with a factor load of 0.929) was the lowest. With regard to the behavioral components of self-management, self-control (with a factor load of 0.970) supported the most, and self-care (with a factor load of 0.663) posed the least support for their related measurement model.

The purpose of this study is to investigate the effect of the relationship conflict on the social undermining experience from the person who acts on this abrasive behavior point of view and who is treated with it, along with the role of gender demographic variable on this effect. The statistical population of this study were 243 employees of selected branches of Alborz Insurance Company in Tehran. Krejcie and Morgan table was used to determine the sample size. Reliability of the questionnaire was confirmed. The findings of this study showed that the relationship conflict has a direct and significant effect on the social undermining experience and abrasive behavior, and also by mediating abrasive behavior, it affects the experience of social undermining indirectly, that means, the conflict of relationship will result in employees behavior, who act on abrasive behaviors to reduce the effect of unfavorable conditions, this in turn has a negative effect on the audience of this behavior and provokes the experience of social undermining. However, the demographic variable of gender as a moderator does not affect the direct effect of relationship conflict on the experience of social undermining and abrasive behavior as well as the direct effect of abrasive behavior on the experience of social undermining.

Todays, the natural environment can affect the internal environment of organization because organizations are dependent on natural resources.The aim of this study was to investigate the effect of organizational nudge, emotional intelligence and internal motivation of employees on environmental behavior in organization. This study was applied in a descriptive and surveyed manner. The population of the study included 212 employees of Shiraz municipality who were selected through available sampling method. Partial least squares method and Smart PLS2 software were used for data analysis. Convergent validity was used to assess the validity and Cronbach's alpha was used to fit the reliability and its coefficient was greater than 0.7 for all research constructs. Results show that organizational nudge has a negative and significant effect on intrinsic motivation, but emotional intelligence has a positive and significant effect on employee motivation. The results confirmed the positive and significant effect of intrinsic motivation and proenvironmental behavior of employees. Also, intrinsic motivation in the organization does not mediate the relationship between organizational nudge and proenvironmental behavior of employees, but it mediates the relationship between emotional intelligence and proenvironmental behavior of employees

 Due to the development of social media in the country, it is essential that organizational leaders, as the main factors shaping the organizational culture, acquire the necessary skills to use this new communicational platforms. The aim of this researcher in this study is to examine changes in leadership style in organizations due to advent of social media.

Methodolgy:

 The research method is using Grounded Theory. In this study, the statistical population is advertising agencies. Statistical samples were selected by judging method and snowball from elite groups working in advertising agencies. In this research, interviews with 12 people have reached saturation and theoretical adequacy.

 The results showed that strategic thinking, personality traits of the leader and the leadership brand of the organization have been identified as the basis for changes in leadership style and perceptual, communicative and motivational indicators have been identified as its components. Also, organizational structure, economic factors, cultural factors and human capital of the organization are environmental factors affecting these changes.

Results and limitations:

 Lack of similar research and lack of objective indicators for comparison within the country were also the most important limitations.

Practical implications:

 The study was conducted in the advertising industry, which challenges its generalizability to other areas to some extent.

Article Value:

 Article improves to better understanding of changes in organizational leadership by using modern communication platforms (Social media)

The purpose of this study was to investigate the relationship between entrepreneurial orientation, opportunistic culture and the outsourcing of human resources with competitive advantage while investigating the moderator effect of human capital. The purpose of this study is descriptive and survey method. The statistical population in this study was 115 employees of Cross Sports Company who were selected by convenience sampling method. To analyze the data, partial least squares and Smart PLS-2 software were used. To assess the validity of the convergent validity, for the fitting reliability, Cronbach's alpha was used and its coefficient for all research structures was more than 0.7. The findings show that entrepreneurial orientation has a positive and significant effect on human resource outsourcing. Opportunistic culture also has a positive and significant effect on human resource outsourcing. The results of the research confirmed the positive and significant effect of outsourcing human resources on competitive advantage. HR outsourcing does not mediate the relationship between entrepreneurial orientation and competitive advantage, but mediates the relationship between opportunistic culture and competitive advantage. Nevertheless, human capital moderates the link between outsourcing of human resources and competitive advantage.

Adopting a scientific approach to management and human resource management in Iran is less than a century old. This study has studied the evolution of "human resource management knowledge" in Iran using the qualitative research strategy of the Grounded Theory. The research data were obtained from interviews with a group of veteran professors of Iranian management knowledge, supplemented with data collected from written sources. The oral and written data of the research were then analyzed using open coding, central coding, and selective coding. The final theory based on the systematic model of the Strauss and Corbinchr(chr('39')39chr('39'))s Grounded theory categorizes the evolution of human resource management knowledge in Iran into four historical periods: "period of formation", "period of growth", "period of separation" and "period of re-creation" of human resources.

Foresight evaluation is a challenging task. In fact, this essay is mainly focused on "how to sketch out a dynamic and integration model of foresight by using a systematic approach".

This study is a qualitative research and uses the Meta-synthesis method (Sandelowski & Barroso model); Articles published in the field of foresight evaluation in journals and international conferences held in Iran (1385-1396 Persian calendar) and in other countries (2000-2017 A.D.) are reviewed. In order to formulate the model 37 articles were selected by using Critical Appraisal Skills Program (CASP) scale. Finally, to measure the validity of the model Kappa index was calculated by using the SPPSS software. Since the Kapa index is less than 0.05, it is a significance level. Taking this into account, the assumption reflecting the independence hypothesis of the extracted codes is rejected and the correlation is proved. The calculated value for Kapa index is tantamount to 0.7477 which doesn’t vary from the internationally recognized value.

The model is presented in the format of a dynamic model of integrated evaluation of foresight which consists of two levels: The first level which shapes the main part of the model, explains the mechanism of integration and dynamics in the evaluation of objectives, outcomes and impacts of foresight. The second level, putting a systematic approach into work, dividers the foresight evaluation into three distinct stages: (1) Pre-evaluation (input),(2)Evaluation(process) and(3)Post- evaluation(output).

According to the literature review, no comprehensive and integrated study has been done so far on the Foresight evaluation. The proposed model is the first foresight evaluation comprehensive model. Having applied a systematic approach, this model provides a dynamic and integrated evaluation of foresight.

The purpose of this study is to design a model for managing HR paradoxes in order to coordinate the HR processes. Approach: The present research is based on purpose, descriptive-explanatory and, based on the result, applied and in terms of quantitative-qualitative (mixed) data. The statistical population of the study is the Islamic Republic of Iran Air Force and the external paradoxes of human resources were analyzed to explain coordination in the description of assigned tasks. After identifying the main research question, an attempt was made to examine the research literature. The conceptual model framework was developed and exploratory interviews were conducted with 4 experts to confirm the initial pattern ratio and finally the research process was followed using Delphi method in three stages to develop and test the designed model.The samples were selected purposefully and by snowball method from experts and human resources experts.

According to the initial model of the study, 20 outer paradoxes were identified which were finally confirmed after deletions and additions and correction of 21 outer paradoxes, 10 paradoxes through the Synthesis strategy, 2 through the Temporal differentiation strategy, 2 through the Accept (Working through) strategy, 7 through the Spatial differentiation strategy, and 3 through the two strategies can be managed simultaneously. Constraints and Consequences: The most important limitation of the present study is the lack of applied research in the field of HR paradoxes. In addition, the proximity of the concepts of conflict, dilemma and paradox, and repeated need to explain the philosophical concepts has been holding each round of the Delphi panel. Practical implications: According to the research findings, resolving the human resource paradoxes and managing them will lead to human resource sustainability and internal and external coordination. Article Value: The present paper has led to an understanding of the external paradoxes of human resources in the Air Force, which leads to the discourse and improvement of paradox management conditions through defensive strategies and the generalization of its results to other organizations.

Among the issues that threaten organizations today are the issue of organizational silence, career plateau and its impact on the organization and human resources. Researchers consider organizational silence to refrain from expressing ideas, Comments and information about organizational problems. But career plateau is defined as a stage in which employees, without regard to the current job and a very long timeframe, have little chance for improvement. Discussion of the career plateau and organizational silence in management of today have a special place, but in many cases the role of these factors in the organization is ignored. The present research is applied in terms of purpose and in terms of descriptive-correlation method. The population consists of 127 staff of Kermanshah water organization. A questionnaire was used to collect data. PLS2 software was used to analyze the data. Finally, the findings indicate that staff have career plateau and organizational silence. Also it was found that career plateau caused organizational silence. Also results showed that career plateau caused organizational silence by Mediation role of motivation.

  In order to compile the history of "management knowledge" in Iran, this research has used the qualitative research strategy of the Grounded Theory. Courses in Management Knowledge Evolution in Iran were explained by analyzing data obtained from interviews with a number of veteran professors of Iranian Management Knowledge and with the help of additional data collected from written sources. Oral sources have been management professors in the years before and after the revolution, which have provided narratives of the history of management knowledge in Iran. Data from oral and written sources were collected, coded, and analyzed based on a systematic model of the Strauss and Corbin's Grounded theory. This study classified management knowledge in Iran into 4 periods. The first period of "Management Emergence" begins with the establishment of the School of Political Science in 1278. The establishment of the Institute of Administrative Sciences in 1333 marks the end of the first period and the beginning of the second period of the "Management flourishing period". The social developments of 1357 are the beginning of the third period and with the Cultural Revolution, the "period of management neglect" continues for many years to come. Finally, the fourth period began with the construction period in 1368 and the Increasing growth of higher education institutions providing different orientations in the field of management, and "Management Revival Course" in Iran extends to the contemporary period.

The purpose of this study is to explain the history of management in Iran. There is no comprehensive study on the history of management knowledge in Iran. This scientific need and research interest caused the main problem of the research to be "there are no sources and texts that have studied the emergence and evolution of management knowledge in Iran as the main goal and in a methodical and coherent way.”According to the main issue, the main question of the research is "What courses has management knowledge gone through in Iran, and what have been the different conditions affecting each course, its characteristics, and the consequences of those courses?”.

This article is the result of collecting oral data from professors familiar with the process of historical developments and written sources containing information about historical events that their analysis led to a theory based on the evolution of management knowledge in Iran.

The study of the history and evolution of management knowledge in the West, especially the United States, is much broader than the study of the history and evolution of management knowledge in Iran. The scientific literature of management considers this knowledge or science as the product of the efforts of the twentieth century industrialized countries, which has a short lifespan. However, management in Iran is the product of the creation of modern educational structures that have been formed and developed in the form of imports and transfers. Management knowledge in Iran requires a comprehensive historical study that achieves a theory based on the evolution of management knowledge courses in Iran as a guiding approach for other indigenous studies.

The research strategy of this study is the data research method of the Grounded theory using the systematic approach of Strauss and Corbin. The population of this research consists of experts who are aware of the evolution of management science in Iran who are aware of the evolution of this field or have been influential in its evolution. A library study has been used to collect written resource data. The method of selecting interview samples is theoretical sampling. Data analysis was performed in three stages of open coding, axial coding and selective coding.

The findings of this study have classified the evolution of management knowledge in Iran into 4 main periods. In explaining these courses, macro systems including educational system, administrative system, political system, economic system, and social system and their influential components such as effective structures, effective experts, effective writings, and effective events have been studied and analyzed.

The evolution of management knowledge in Iran was studied in 4 periods by studying the structures of management education in the main systems. Therefore, it can be concluded that the need to learn management knowledge with a correct understanding of the political system in the first period, with the establishment of educational structures in the second period from the United States to Iran, growth and stagnation, with emotional reactions of the third period stagnated, and with a correct understanding of the need to learn this knowledge was revived in the fourth period.

The purpose of this study is to identify and classify the dimensions and components of the employee engagement for indigenous and authentic knowledge in accordance with the Holy Quran guidelines and the translation of Sharif al-Mizan's interpretation.

In this study, using the MAXQDA 11 software, the 20-volume interpretation of al-Mizan in the use of the NOOR Comprehensive Software was reviewed and coded.

In this context, more than 284 primary topics were identified which reduced to 104 after final refinement. Primary themes were grouped into 29 main themes and then organized in the form of 8 organizer themes. The 8 organizer themes were categorized as two general themes of individual and organizational engagement.

From the Qur'an's point of view, engagement refers to the individual aspect and pays particular attention to the nature of man; therefore, paying attention to one's belief system and nurturing it according to human nature leads to the formation of one's inner beliefs and desires in order to reach the Lord's satisfaction and one's happiness and engagement.

Covid-19 disease is now a major and critical problem in most countries and has created many challenges for government officials. The aim of this study was to determine the effect of Covid-19 disease on political confidence with regard to the mediating role of social capital and the moderating role of social media. This study was applied in a descriptive and surveyed manner. The statistical sample in this study is 300 people from Shiraz urban community who were selected by random sampling method and a 30-item questionnaire with a range of 5 options was used to collect data. In order to analyze the data, the partial least squares method was used. The findings indicate that measurement tools have good validity and Cronbach's alpha coefficient for all research structures is more than 0.7. The findings show that Covid-19 disease has a negative and significant effect on political confidence and social capital of Shiraz urban society. However, social capital has a positive and significant effect on the political confidence of the urban community of Shiraz. The results also show that social capital plays a mediating role in the relationship between Covid-19 disease and political confidence and that social media can moderate the relationship between Covid-19 disease and political confidence.

Effective strategy of human recourses is the strategy  that coordinate organization sufficiency with environment opportunities and threats and access the thing that are organization goals. Object of this research is pattern presentation of foresight for increase effect of human recourses strategies and specify effect rate of foresight factors on increase alignment between human recourse processes and defense organization goals. For access research object, admixing method of soft system modeling and interpreter structural modeling is used and after specify foresight effective aspects on increase effect of human recourses activities, separate and specify effect of each foresight factors on increase effect of human recourses activities on defense organization goals access. Results of research is specify how and rate foresight effect in range of threat eliminate and opportunities utilize, effective defense in unequal wars, defense technology absorption, defense equipment compound in battles planning, defense departments expansion or frisk and weapons concentration effective situations on accessing defense organization goals and present operation pattern for directed usage and increase effect of human recourses strategies on defense organization goals access.