نشریه آموزش علوم دریایی
سال هشتم شماره 1 (پیاپی 24، بهار 1400)

Nowadays human resources as the most important competitive advantage and organizational capital has been accepted by everyone as a certain and definite statement. Due to the intense competition and shortage of highly skilled and qualified employees, recruiting and retaining of talented employees will be associated with risks as in other areas of the organization in the field of human resources. Consequently, it can influence on the efficiency and effectiveness of this area. The purpose of this study is to identify the risks of retaining the faculty members at Yazd University. Statistical population of research of employees of Yazd University who are engaged in hiring faculty members. Findings led to the identification of 3 main themes including perceptual, occupational and managerial risk and 10 sub-themes including escape, dependence, procrastination, work addiction, job erosion, destructive cooperation, fencing, equality, maladaptation and psychological weakness. Is. In this research, perceptual, occupational and managerial risks are introduced as maintenance risk. The results showed individual, organizational and behavioral risk as human resource risks in the form of maintenance risks. It was also concluded that retaining incompetent professors carries risks for the university, students and incompetent professors, which leads to a decline in the university's academic credibility and prestige.

Given the rapid, electrifying, extensive, and profound developments on the battlefield in the field of tactics and techniques and the role of these developments in the fate of the battle over the last fourteen years, on the one hand, And the double emphasis of value principles, religious teachings, guidelines and measures of the Imams of the Revolution on training and educational synergy in creating, maintaining and promoting this readiness. In this article, which is an applied research in terms of purpose; In terms of level of analysis, it is an exploratory mix and in terms of approach and qualitative classification. In order to provide a reasoned answer to the research question, the Waltzobassel method has been used to calculate the total CVI and the four dimensions of effective synergy in the effectiveness of universities;The overall index with a rank of %83 and the local dimension with a firearm approach with a rank of %87, the regional dimension with a maneuver fire approach with a rank of %83, and the national dimension with a joint operations approach with a rank of %88 and the international dimension with a combined operations approach with a rank of %84 were approved by the expert community. With the institutionalization of the dimensions of augmentation, the capacities to fulfill the mission of the Armed Forces will be realized, which is stated in the conclusion.

The purpose of this study was to investigate the relationship between quality of service and satisfaction and willingness to return at the Olympiad in the Marine and Beach Sports of Babolsar. The research method was descriptive and in terms of its practical result, data collection was done through library studies and standard questionnaire. The statistical population consisted of executive officials, coaches and athletes participating in the watersports and coastal exercise in Babolsar A sample of 360 samples from this community attended the Babolsar Aquatics and Beach Sports Olympiad were randomly selected. SPSS software was used to analyze the data and for analyzing the inferential results and relationships between the variables of research, structural equation analysis with partial least squares approach was used using smart PLS software.The results of the research showed that there was a direct and positive relationship between service quality and satisfaction variable, and service quality variable explained 79% of changes in satisfaction variable Between the two variables, the quality of perceived services and the desire to return are positive and direct, and the quality of service variable perceived 26% of the variation of the variation of the tendency to return Also, the satisfaction variable also explains 58% of the change in the tendency to return. Accordingly, it can be said that the quality of service variable indirectly and through the mediating variable, the satisfaction of 45% of the variable changes, tends to explain the desire for a return.

The purpose of this study was to investigate the relationship between Islamic human resource management and organizational virtue with the mediating role of work ethic. The research method was applied in terms of purpose and descriptive-survey in terms of nature and method. The study population was 1400 employees of Shahid Beheshti port of Chabahar. Using Cochran's formula and simple random sampling method, 324 people were selected as the sample. The required data were collected through standard questionnaires. Structural equation modeling method has been used to analyze the data.The results showed that work ethic mediates the relationship between Islamic human resource management and organizational virtue. Islamic human resource management has a direct and significant effect on organizational virtue. Islamic human resource management has a direct and significant impact on work ethic. Work ethic has a direct and significant effect on organizational virtue.

Organizational excellence models are used as a powerful tool to measure the development and excellence of systems in different organizations. In the field of organizational excellence, various scientists and theorists have proposed different theories, but many of them are not very similar to the basics of religious sciences. Their non-application in practice has created a gap between theory and practice. Therefore, what seems to be the main problem is the lack of a model appropriate to the culture and indigenous-Islamic values.

In this study, an attempt is made to use a combined method based on "methodological pluralism" and this research is applied in terms of purpose and descriptive-survey in terms of method. The statistical population of the study includes the staff of one of the universities of the Armed Forces of the Islamic Republic of Iran, of which 350 were selected by random sampling. After designing and determining the validity and reliability of the instrument, the structural equation model was used to analyze the data.

For the development and excellence of universities, organizational characteristics such as culture, structure and technology, as well as staff characteristics in four dimensions of scientific, military, spiritual and personality should be strengthened according to the orders of the Supreme Leader.

Staff voices and their constructive protests are one of the most important factors affecting organizational change and act as the antidote to laziness. Although many factors, such as authoritarian leadership style and bureaucratic culture, promote organizational silence in most Iranian organizations, empowering leadership and spiritual capital in some Institutions, such as university, encourage constructive protests. The purpose of this study was to investigate the effect of empowering leadership on constructive voice of employee by considering the mediator variable of spiritual capital in the employee of Imam Khomeini Naval University of Noshahr. The present descriptive-exploratory research is applied in terms of purpose and is based on the deductive research and positivism paradigm in term of philosophy. The statistical population of the study was 588 employees of Imam Khomeini Naval University of Noshahr. Based on Morgan's table, a sample of 233 people was selected by stratified random sampling. In order to measure the variables of the research, the (Arnold et al’s, 2000) empowering leadership Questionnaire, (Liang et al’s, 2012), constructive voice Questionnaire and the (Mas-Machuca and Marimon’s, 2019) spiritual capital Questionnaire were used and Their reliability was confirmed by Cronbach's alpha. For data analysis, structural equations modeling and PLS software have been used. The results of the data analysis show the positive and significant effect of empowering leadership both directly and through spiritual capital on constructive voice of employees.

The aim of this study was to investigate the relationship between Professors' educational justice and Educational Cheating and Educational citizenship behaviors in students. The outline of the quantitative research and its method is a description of correlation. The statistical population of the study all students of Kharazmi University of Tehran in the year 2020-21, and their number was 14542 person. Research sample A total of 375 students were selected through simple random sampling. Three researcher-made questionnaires, Educational Justice (EJQ), Educational citizenship behaviors (ECBQ) and Educational Cheating (ECQ) were used to collect information. The validity of the content and face validity of the tools was reviewed and confirmed by five professors and experts in this field. Also, their reliability was obtained using Cronbach's alpha coefficient, which was calculated to be 0.93, 0.91 and 0.96 for each questionnaire, respectively, which indicates the confirmation of the reliability of the research measurement tool. Statistical tests were used to analyze the data. In this study, Pearson correlation coefficient, simple linear regression, structural equation model analysis and F and T tests were used through SPSS and AMOS software. Findings show that there is a negative and significant relationship between educational justice and Educational Cheating and Educational citizenship behaviors. Other findings indicate that the variable of educational justice is a good predictor of the variables of Educational Cheating and Educational citizenship behaviors of students. Also, the results of the structural equation model show the positive effect of educational justice on Educational citizenship behaviors, and the opposite effect on Educational deception. In other words, the educational justice of professors plays an important role in reducing Educational deception and respect, observance of conditions and attention to the needs of students by professors, leads them to desirable and fair behaviors and creates a sense of value and self-confidence in students.

The purpose of this study is to investigate the effect of proactive personality on the productivity of human resources in Imam Khomeini port with a mediating and moderating role, protein career path and political skills. Information is a descriptive correlation. The statistical population of this research is the employees of Imam Khomeini port. Based on simple random sampling, 162 correct questionnaires were returned and research data were analyzed using SPSS and Smart-PLS software. To measure the research variables, the proactive personality questionnaire of Jawahar and Liu (2016), Hersey and Goldsmith Productivity (1980), Briscoe and Hall (2006) protein career path, and the political skills of Fries et al (2005) were used. Proactive personality has a direct and significant effect on human resource productivity and also indirectly has a significant effect on human resource productivity through mediation of protein career path and adjustment of political skills. The results of research in the field of forward-looking personality and protein career path have brought innovations and help managers of organizations to understand the impact of forward-thinking personality on human resource productivity by mediating protein career path and adjusting political skills to cause Provide human resource efficiency. Proactive Personality, Human Resource Productivity, protein Career, Political Skills, Imam Khomeini Port

University entrepreneurship is one of the basic discourses of Iran's higher education system. However, so far little research has been done on the entrepreneurial ecosystem of the University of the Entrepreneur to make the university's entrepreneurial actions more effective. Accordingly, the purpose of this study is to identify the components of the entrepreneurship ecosystem of the third generation university to provide a model. This qualitative study has been carried out using a systematic ground-breaking method. Therefore, the data were used through purposive sampling and through semi-structured interviews with 22 in three groups; Data were collected from eight faculty members of the Faculty of Entrepreneurship, University of Tehran, ten managers of companies located in the Science and Technology Park of the University of Tehran, and four business start-up consultants in the Science and Technology Park of the University of Tehran. Findings In the first stage of open coding, 398 concepts were extracted and in the form of four main categories; Scientific-academic factors (education, research and learning system); Governance factors (entrepreneurial perspective, management, rules and regulations, communications, support and business start-ups), infrastructure factors (soft infrastructure, hard infrastructure) and taxation (supply and allocation) were categorized. Then, in the axial coding stage, the links between these categories were drawn under the following headings: causal conditions, axial behavior, strategies, contextual factors, intervening conditions and consequences of the third generation university entrepreneurial ecosystem in the form of axial coding paradigm model. Finally, based on the research findings, policy proposals were made for the Iranian higher education system.

Despite the importance and place of management knowledge in today's world, the skills of managers are still not well understood. Therefore, the purpose of applied research in terms of data type was a combination (quantitative, qualitative). The statistical population in the qualitative section was 30 experts, specialists and knowledgeable people in the field of managerial skills of managers (faculty members of Tehran University of Applied Sciences) who were purposefully selected in a quantitative section of 320 managers working in human resources and knowledgeable people. And were knowledgeable in the field of management sciences that 169 people were selected by stratified random sampling with Cochran's formula. The tools were a questionnaire (researcher-made) and interviews were used to collect data. Spss19 and lisrel 16 software and in qualitative analysis the content analysis technique was used through semi-structured interviews with experts. According to the semi-structured interviews, the main, sub and central categories were identified using MAXQDA12 software and tested. Factor analysis, Kaiser and Varimax rotation were explained and ranked by Friedman test. After interviewing experts, model components including: objectives and philosophy, supporting theories, component dimensions, executive process, evaluation system and model perceptual framework. The managerial skills of the managers were determined and the executive model was presented and validated, which had a good fit

The purpose of the present study was to provide a structural model for high performance work systems based on organizational innovative climate, psychological empowerment and organizational commitment in Noshahr Marin Sciences University . The population included the whole employees of Noshahr Marin Sciences University. 200 employees were selected by simple random method. The research instruments were as follows: Dimitrios and et al. (2016) high-performance work systems questionnaire which consisted of 31 items with dimensions of recruitment & selection, training& development, decision making , performance management, job clarity, employee autonomy, employment security with Cronbach’s Alpha of 0.96, Chou and et al.(2010) organizational innovative climate questionnaire which consisted of 16 items with dimensions of Job autonomy, innovative leadership, resource support, innovative culture, group cohesion with Cronbach’s Alpha of 0.92, Mishra & Spreitzer (1997) psychological empowerment questionnaire which consisted of 12 items with dimensions of self- determination, competence, meaning, impact with Cronbach’s Alpha of 0.86,Allen & Meyer (1996) organizational commitment questionnaire which consisted of 12 items with dimensions of affective, continuance and normative with Cronbach’s Alpha of 0.90.The results of path analysis using LISREL software indicated that dimensions of Innovative leadership of organizational innovative climate variable , self- determination of psychological empowerment variable and normative of organizational commitment variable had a direct effect on high-performance work systems. It was also concluded that the proposed model showed fit.

The purpose of this study was to investigate the effect of the consequences of human resource management on improving the organization's performance in the NEDAJA headquarters as a military-strategic organization. The statistical population of this research consists of staff members and the statistical sample used consists of people. The required data were collected by distributing standard questionnaire and analyzed by structural equation modeling and AMOS software. The results of data analysis showed that among the six hypotheses, four hypotheses were identified as significant; In other words, in the organization of NEDAJA headquarters, HRM activities have a significant and positive effect on organizational performance. Also, these activities, have a significant and indirect impact on organizational performance, through the involvement of employees, employee loyalty and employee satisfaction. However the results, , did not confirmed the mediating role of employees 'motivation variables and employees' commitment to the impact of HRM on organizational performance. However, the importance of optimizing human resources management in military organizations, especially the headquarters, is more than ever before and to achieve organizational efficiency with high efficiency and effectiveness without losing specialist forces and reducing their ability and interest, it is necessary to change the traditional perspective to the modern management perspective.

The damage to the international community during two world war has forced them to prohibit the use of force in international relations. The main prohibition is set out in article 2(4), of the United Nations Charter. But some exceptions have been made to this article. By examining the exceptions, it is possible to identify possible use of force. One of the areas to use of force is the sea basin. The naval forces are exercising power from their own countries in the seas. The main question of the research is that what the opportunities of the Navy to use of force is during wartime, which can be excluded as an exclusion from the use of force within the framework of international law And its training in the formulation of maritime power strategies is essential. By reviewing International Law documents, some types of force are allowed by the Navy such as fighting right, blockade, self defence, and bombardment and so on. The research method is a documentary and library research and has been studied by analyzing conventions and other sources of international law.

Sea is the main platform for the worldwide trade. Whatever this trading route is more crowded and more precious commodities are transferred via this route, it will happen to be more significant and its control will become an important issue. In other words, anyone who has the ability to control any strategic seaway, will obtain more power and could control international interactions. It’s important to take in mind that the main requirement to establish a sea power, is permanent presence, that means it’s necessity to prepare special conditions to increase the extent and duration of sea presence. The principle requirement for accessing to this necessity is establishment of naval bases. The main matter to take in mind in relation to effectiveness of base establishment on increasing the sea power, is the priority of noting to non military scales of sea power as economical, geographical, legal, political, cultural and scientific scales except than military scale. The study type is “Applied Developmental” and the study method is “Case Study”. This study has been accomplished by assessing the Sea Power theories and also reviewing the Britain's naval Doctrine of the 21st century, the result of which heads us to scales for showing the effectiveness of naval base establishment on increasing the sea power of IR of Iran.

The purpose of this study is to investigate the impact of transformational leadership on business development. The statistical population in this study; Where the research is to be done, are specialists and experts of the Iranian aquaculture industry (case study: Tehran Province Fisheries Organization). In this research, the number of questionnaire questions is 24, so it is necessary to deliver at least 120 and at most 360 questionnaires to the statistical sample. Considering the number of outliers in the questionnaire, 300 questionnaires were delivered to the statistical sample, of which 269 complete questionnaires were collected and became the basis for analysis. Data analysis is done by pls software. The results showed that transformational leadership has a significant effect on business development (performance), also factors of mental motivation, ideal influence, inspirational motivation and personal considerations have a positive and Significant effect on transformational leadership. Data analysis is done by pls software. The results showed that transformational leadership has a significant effect on business development (performance), also factors of mental motivation, ideal influence, inspirational motivation and personal considerations have a positive and Significant effect on transformational leadership.The results showed that transformational leadership has a significant effect on business development (performance), also factors of mental motivation, ideal influence, inspirational motivation and personal considerations have a positive and Significant effect on transformational leadership.