مجله مدیریت نوآوری در سازمان های دفاعی
سال هفتم شماره 1 (پیاپی 23، بهار 1403)

Transformational leaders have a significant impact on the success or failure of organizations by resorting to organizational innovation and functional readiness. To understand this issue, the current research was conducted with the aim of determining the impact of transformational leadership on financial performance with the mediating role of organizational innovation and functional readiness.

The current research is an applied reserch in terms of usage and is an descriptive-survey research in terms of purpose. The statistical population of the research included 5 software companies in the cities of Karaj and Tehran. A standard questionnaire was used to collect data. Questionnaires were randomly distributed among 317 sample members. The reliability of the measurement tool was confirmed using Cronbach's alpha coefficient and its validity was confirmed through convergent validity. In this research, structural equation modeling and partial least squares method were used for data analysis, research hypothesis testing and model fitting.

Transformational leadership has an effect on functional readiness and organizational innovation. Organizational innovation has an impact on financial performance and functional readiness. Functional readiness also affects financial performance. Also, the mediating role of organizational innovation and functional readiness in the impact of transformational leadership on financial performance was confirmed.

Bosed on research findings, managers realize the importance of transformational leadership and use this style to create transformation and innovation in the organization. Also, organizations implementing a transformational leadership style and creating innovation and competitive advantage of organizations will lead to the development and growth of the organization and help to improve the company's financial performance

According to studies, the innovative behavior of employees is a source of competitive advantage for the organization. Hence, the present research aims to investigate the antecedents of innovative behavior of employees. Emphasizing the role of meaningful work, success in the work environment and self-leadership of employees was done.

The current research is applied in terms of purpose and descriptive- survey in terms of the nature and method of data collection. The statistical population of this research included 400 employees of Razi Insurance Company and 196 people were selected as a sample using simple random sampling method. The data collection tools were standard questionnaires, the validity of the questionnaire was confirmed using the opinions of a number of experts in this field, and the reliability was also confirmed through Cronbach's alpha coefficient and composite reliability.

Based on the research data analysis, the leader-member exchange has a positive and direct effect on meaningful work, success in the work environment and leadership itself; Also, the impact of meaningful work on success in the workplace; The effect of success in the workplace on innovative behavior and self-leadership; And the influence of self-leadership on innovative behavior was also confirmed. Finally, success in the workplace in the relationship between meaningful work and self-leadership; In the relationship between meaningful work and innovative behavior; in the relationship between leader-member exchange and leadership itself; And it had a mediating role in the relationship between leader-member exchange and innovative behavior.

Leader-member exchange and meaningful work are new antecedents for creating success in the work environment and innovative behavior of employees. The research showed how leaders can promote the success of employees in the workplace, which ultimately leads to leadership and innovative behavior.

In today's era,, improving the performance of organizations requires having empowerd employees. The existence of succession planning will ensure the existence of the required human capital. Effective learning plays an important role in the implementation of succession planning. In terms of the importance of learning, in this research, the model of facilitating organizational learning in the framework of succession in Public organizations is discussed.

This study is an applied research that was conducted using the qualitative method and thematic analysis strategy. A semi-structured interview was used to collect data. Interviews with 10 experts were conducted in a snowball fashion until the theoretical saturation stage and data analysis was conducted in three stages of extracting basic, organizing and comprehensive concepts.

The model includes five cultural dimensions(creating a suitable learning culture, knowledge sharing among colleagues, an environment of trust and confidence in the organization, a culture of learning and teaching, and an atmosphere of empathy in the organization), educational(system readiness for learning, providing in-service training and Individual growth, setting up research areas in institutions, efficiency and effectiveness of training, investment for professional development of employees, effective learning tools and having active training groups, managerial(sense of managerial stability, effective and efficient performance evaluation system, decentralization, formulation of vision and planning It is strategic, meritocracy, succession management in the organization, learning management in the organization and the rule of systemic thinking in the organization), innovative(readiness to accept changes, redesigning processes and procedures, accepting new ideas in the organization, monitoring environmental changes and smartening education and learning) and and individual (employee characteristics and attitude).

Facilitating learning in the statistical population of the present study requires comprehensive planning in the dimensions of the research model

Development of professional competence to perform key tasks and economic and social development of the organization is of particular importance. Hence, in the present research, the design of the model of professional competence of key managers in Iran's Marine Engineering and Construction Company has been discussed.

This study is an applied research that was conducted qualitatively using the qualitative content analysis method. For this purpose, sixteen documents were studied in order to identify the professional qualifications of key managers, and 14 academic and executive experts of the Oil Industry Research Institute and Marine Facilities Company were interviewed. Semi-structured interviews were conducted by combining purposeful judgmental sampling and snowball methods.

The pattern of professional qualifications of key managers includes four dimensions of capacity-building qualifications (foresight, system attitude, analysis skills, formation of work teams, motivation development, negotiation skills, technological skills, collaborative decision-making), balance competencies (leadership competencies, technical competencies, supervision and control, time management, communication competencies, executive competencies), Individual competencies (self-management, ethical competencies, professional experience, positive personality traits, behavioral competencies, professional knowledge, general knowledge) and development competencies (attracting and employing expert staff, training, and human resource development, organizational growth and development, business intelligence, creativity, and innovation).

Organizational managers need different characteristics to be successful. These characteristics allow a manager to act correctly in the organization and motivate other employees of the organization to move towards organizational goals.

Limited resources and the existence of numerous innovation opportunities have revealed the need to pay more attention to intelligent prioritization in the field of science, technology and innovation. Based on this, in this research, a mechanism for prioritizing defense technologies has been provided.

In this research, the methodology of design science was used, which focuses on solving specific problems by designing and making new artifacts. This method has 3 main stages including awareness, development and summation and each stage has four sub-stages. In this research, in-depth interview tool was used. 24 experts were selected as the statistical population by snowball method. To analyze the research data, general methods based on theme analysis and a combination of inductive and theory-based approaches were used to identify and categorize themes and semantic patterns (themes) in the data.

The proposed model for prioritizing defense technologies included the following eight steps; Extraction of basic cross-sector - upstream - national and international strategic values, identification of technologies and continuous estimation of the probability of their use and dimensions of use in the military field, explanation of the current and future consequences and results of the development of each of the technologies, the affected areas and the beneficiaries of each of the technologies, determining the weights Each of the criteria of capability, attractiveness and compatibility and reflection in the three-dimensional matrix and choosing the best portfolio of technology development projects, finalizing the portfolio of projects, continuous monitoring and evaluation of technological priorities.

In the issue of prioritizing potential or actual defense technologies, it is necessary to consider the expectations of stakeholders or economic, political, social and cultural sectors. Also, as a policy recommendation, the need to focus as much as possible on dual-purpose technologies and the connection of defense and non-defense industries was emphasized.

Innovation is used as an effective mechanism and an attractive goal for the sustainability and promotion of the legitimacy of government organizations and soft and hard approaches have always been used to achieve this goal. Therefore, in this research, the modeling of organizational virtue in service organizations with the approach of promoting organizational innovation is discussed.

Based on the type of use, this research is applied and in terms of method, it is a kind of mixed-exploratory research. The statistical population in the qualitative section included 20 organizational experts and academic specialists, and in the quantitative section, it included 803 managers and judicial experts of Arak city. The data collection tool was semi-structured interviews in the qualitative part and questionnaires in the quantitative part. Coding technique was used in the qualitative part and structural equations modeling in the quantitative part to analyze the data.

Based on data analysis, 20 concepts and three individual, group and organizational subcategories were identified for the category of organizational virtue. Also, the results of quantitative analysis indicated the effect of organizational virtue in service organizations on organizational innovation with the mediating role of improving individual attitude and individual performance of employees.

Today, focusing on soft approaches to improve organizational innovation has become more attractive and has attracted the attention of those involved. Due to the non-cost nature of the soft approach, the results of this research can be used by the officials of the organization

Having the Mobile Communications of Iran Company (MCI) with public and government facilities and infrastructure has led to not paying attention to organizational branding. The non-fulfillment of organizational branding in the shadow of monopoly and state enterprise has led to numerous challenges for the quantitative and qualitative development of the MCI in a competitive environment. Then, in the current research, a qualitative study of barriers and organizational branding solutions of MCI has been done.

This research is based on qualitative method and grounded theory strategy. In this research, an in-depth interview was conducted with 14 managers and subject experts. The research data were analyzed based on the principles qualitative research during three stages of open, central and selective coding.

Based on data analysis, 184 primary concepts, 10 component categories and 34 major categories were extracted. According to the findings of the research, the problems caused by the conditions of sanctions and centralization in the policy-making system as a kind of structural obstacle have made the branding process of the MCI difficult. Also, the governance of the bureaucracy system and government management methods have made the existing conditions doubly challenging.

Based on the literature, in order to face the structural conditions, it is necessary to focus on social and cultural capacities and characteristics in order to facilitate the organizational branding process of MCI. Also, handing over management powers to the provinces and adopting interactive approaches were among the strategies that will have consequences such as increasing market share, strengthening the penetration rate and achieving goals.