In this research, at the beginning we review fourth waves of Iranian DEFENSE industries forming, and then we define networking approach in DEFENSE industries. Networking through using research and industrial capabilities of non- military firms and institutions is a significant approach in knowledge base DEFENSE age. In the next step for explaining implementing consideration, networking strategy map will be discussed. This paper continues with principles and benefits of this collaboration for non- military corporates and institutes. Finally, it includes the introduction of innovation network as one of the critical DEFENSE networks. Networking is a kind of organizational relations and collaborations in which an organization as a center, organizes independent organizations, as partners, around its activities.

The purpose of this research is theory building about succeeding through R&D collaborations in DEFENSE industries. The grounded theory strategy, used in this research, will help to analyze this phenomenon in terms of its core category, context, strategies and conditions. In summery the result of this research is presented in terms of «Acquisition COMPETENCY» theory. The theory reveals that new product development and industrial renewal in DEFENSE industries depends on networking, aligning and fertilizing of capabilities. «Acquisition COMPETENCY» emerges in reCREATION of DEFENSE industries value stream and results identification, combination, focalizing of defragmented capacity and capability within and beyond DEFENSE industries. By developing «Acquisition COMPETENCY» existent capacities and capabilities will be reorganized in «knowledge based cores and wide capable networks» array and then exchange together in which effective whole weapon system is created in expected time, cost. Quality and flexibility.

A B S T R A C T Transformations such as globalization, the contiguity of geographical spaces, as well as developments in the field of military technologies have transformed the issue of DEFENSE as the main factor for the survival of countries. Because the transformation from hard to soft war and then the smart war in recent decades has changed the approaches to DEFENSE. These transformations have led to the development of discussions about DEFENSE purposes. Meanwhile, Middle East countries have a prominent position and importance in terms of DEFENSE due to their special conditions. This article has tried to investigate the basic dimensions affecting the DEFENSE of foreign countries with descriptive and analytical methods, using library and field findings and Smart-PLS software. The results of the current research show that the effective components in the current research include 130 items that are placed in the form of 15 dimensions. The importance of these dimensions in DEFENSE of the Middle East countries is, respectively, geopolitical dimension with a 0.43 score, military dimension with a 0.41 score, economic dimension with a 0.41 score, political dimension with a 0.39 score, hydrology dimension with a 0.34 score, security dimension with a 0.32 score, social dimension with a 0.29 score, demographic dimension with a 0.28 score, cultural dimension with a 0.26 score, scientific-health dimension with a 0.25 score, geomorphological dimension with a 0.25 score, mathematical dimension with a 0.2 score, climatic dimension with a 0.2 score, biological dimension with a 0.2 score and soil dimension with a 0.18 score. Extended Abstract Introduction Security and DEFENSE are among the most vital issues for the preservation and survival of countries. In fact, DEFENSE and military affairs are necessary for countries' independence and political, cultural and economic development. Among them, geography and political geography are prominent fields that directly affect DEFENSE issues. Actions taken by a country in dimensions (political, military, economic, etc.) in order to maintain security and territorial integrity, guarantee independence and protection of its people against any enemy attack, will organize the geographical (spatial) environment, wise and appropriate distribution of critical places and sensitive centers and infrastructures are identified by taking into account the threats and the correct use of environmental capacities in political, economic, social, cultural, etc. dimensions, and as a result, it can lead to stability and stability in the country's geographical space. The design of DEFENSE planning model according to the economic, cultural, political and environmental features in the new era when countries are facing external and internal threats as a sub-branch of territorial planning has received the attention and importance of officials and governance systems in order to be able to reduce these threats with accurate and systematic planning in the geographical space, DEFENSE planning is not separate from the flow of national and regional planning. It is important to pay attention to it based on the type and amount of external and internal threats to governance. Due to the expansion of the security circle, the government is not only responsible for creating military security. However, it must also exercise part of its authority in the direction of territorial management. On the other hand, there has been a transformation in the form of threats and wars based on changes and the movement from hard to soft war and finally, smart war is the basis for reviewing and recognizing the components that can be used in DEFENSE of countries, including the Middle East countries, have a prominent position and importance. Despite the internal differences between countries, the Middle East has commonalities and connections that can directly affect the overall DEFENSE of this geographical space.   Methodology In terms of type and purpose, the current research is fundamentally applied. Also, it is descriptive and analytical in terms of nature. This research, in addition to the correct and realistic depiction of the DEFENSE situation of the Middle East countries, it is tried to provide a suitable model for the DEFENSE of the countries. The sources used in the current research are library and field sources (questionnaires). According to the subject of the current research, the statistical population of this research is a collection of people, experts and elites who have sufficient knowledge, experience and expertise regarding the research topic, which is the design of the DEFENSE model, according to the nature of the Delphi pattern model, at least the statistical population based on the sources should be between twenty and fifty people to reach statistical saturation. The number of selected samples included 51 people who were identified in the form of a non-random sampling pattern and introduced as a statistical sample in the framework of the Delphi model. Due to the qualitative nature of this research, it has been tried to use the Delphi model in the framework of the targeted non-random model. Therefore, based on these cases, the current research has selected the maximum statistical population of 51 elites, experts, and opinionated people in this field. In this research, to evaluate the research hypotheses in the form of the hardness equations model, the partial least squares method and the SMART-PLS software, which is a variance-based path modeling technique and provides the possibility of checking the theory and metrics simultaneously, have been exerted.   Results and discussion In this research, approaches such as political, military, cultural, etc., in the field of land use have been discussed. In the meantime, the DEFENSE of countries as an emerging approach is significant. According to the developments in geographical spaces, such as the evolution of military-DEFENSE technologies, the connection of geographical spaces to each other and most importantly, the movement from hard and soft war to smart war has witnessed a transformation and wide attention in a way that countries are suited to these developments are trying to prepare the geographical space of their country in terms of DEFENSE. Therefore, the DEFENSE planning of the Middle East countries as a geographical region has great importance from a geopolitical and strategic point of view, which indicates that the countries of this region face threats and complex DEFENSE-security issues in different ways.   Conclusion The results of the present research show that the DEFENSE planning in developing countries should be considered according to their characteristics, considering all 15 dimensions, which include 130 components. In the design of the DEFENSE planning of these countries, attention should be paid to the weight and importance of the shaping dimensions. In general, it can be said that the DEFENSE planning of the Middle East countries is proportional to the geographical features of these countries and on the other hand, considering the developments in the field of threats and moving from hard to smart war, 15 dimensions should be considered for the DEFENSE of these countries.   Funding There is no funding support.   Authors’ Contribution Authors contributed equally to the conceptualization and writing of the article. All of the authors approved thecontent of the manuscript and agreed on all aspects of the work declaration of competing interest none.   Conflict of Interest Authors declared no conflict of interest.   Acknowledgments  We are grateful to all the scientific consultants of this paper.

BACKGROUND: Passive DEFENSE is one of the most effective and sustainable methods of DEFENSE against threats, especially in hospitals. In hospitals, worthy managers are nessesary to continue growth and sustainable success. Aim of this research is presenting a COMPETENCY model of treatment managers using a qualitative method in field of passive DEFENSE. METHODS: The statistical population in the qualitative field included 26 experts from the scientific community and academic specialists. Comprehensive library reviews and evaluation of past studies were done and then, using the Delphi method, the dimensions and COMPETENCY components of managers were identified with a passive DEFENSE approach. Kendall test and "Kendall’ s coordination coefficient" were used to evaluate the degree of consensus and coordination of panel members. Data were analyzed by SPSS software and by executing the analyze command, nonparametric tests, and K related samples (P = 0. 05). RESULTS: The value of Kendall coefficient was 0. 766 for the level of agreement and consensus of experts in the second round for the COMPETENCY dimension of managers and 0. 746 for the COMPETENCY components of managers, which showed that there was coordination between views. The mean and standard deviation (SD) of panel members' responses in the first round and in the second round showed the importance of COMPETENCY factors. CONCLUSION: The competence of senior managers can change their performance in this position in the organization and generally help in identifying potential and profound characteristics. Therefore, managers should increase the general knowledge by participating in training courses and psychology topics.

The most important feature of today's work environment is measuring the extent of competition in the labor market. Therefore, organizations today are aware that the costs of managing their human resources must be accompanied by managing the effectiveness of human resources. That is if they can manage their manpower in such a way that they can use their power to serve the goals of the organization, then the rate of accidents, absences, error rates, and waste will be reduced and manpower will be provided with a proper spirit Will provide quality services and as a result, the productivity and profitability of organizations will increase. Therefore, organizational productivity is directly related to organizational behavior, and therefore, with analysis, a step around the dimensions of related issues and affecting the improvement of organizational behavior training, which at the same time has been neglected and often neglected by organizations. Values will be removed to improve employee performance and increase the productivity of organizations. In the definition of organizational behavior, in simple terms, it should be said that in fact, organizational behavior examines how people interact within an organization. The simple definition of organizational behavior does not have the interpretation that it seems a simple matter and we can look at it with simplification. The fact is, since organizational behavior is supposed to examine human interaction, it happens to be very complex and sometimes impossible to analyze some behaviors. Because people exhibit different behaviors in different places and different cultures, and accordingly, the organizational work environment in which a person is placed affects his organizational behavior. Therefore, managers should pay special attention to people's work environment. In another definition, organizational behavior is the study of human behavior in the field of organization, the confrontation of individual and organizational behavior, and finally the study of the organization itself, which includes factors that are studied in three general dimensions: individual, group, and organizational. Organizational behavior is generally rooted in a behavioral approach to management, which includes the belief that special attention to employee needs will lead to greater satisfaction and productivity. Contrary to the high emphasis on scientific management, the content of the behavioral approach emphasizes focus on It is on people. Scientific management did not ignore individuals at all and was somehow effective in shaping organizational behavior. In general, 5 factors are effective in the development of organizational behavior: the traditional approach to management, Hawthorne studies, the human relations movement, the contingency approach to management and leadership, and positive organizational behavior. Organizations today are very competitive in the global environment, and managers use various mechanisms to improve the productivity and success of their organizations in such an environment, including downsizing organizations and mechanization of affairs, while these methods can be effective.  But the main issue that has been considered in recent years as an effective factor in improving the productivity of organizations,  Having committed and capable employees to the organization to work beyond their official duties. Improving and modifying organizational behavior in government departments and institutions can be a function of numerous components, and undoubtedly one of these components goes back to the issue of organizational behavior training, because in an organization, both in the traditional definition and according to pyramidal relationships, training in Ross is located and others are defined in his neck, and in the modern definition, the focus is still on the issue of education, and this education is the organizational behavior that gives the organization a specific shape and purpose.In the present era, the intensity of the dynamic capabilities of competitors in the banking industry has led to how to maintain and develop a superior competitive position in relation to strategic capabilities in this industry as a major challenge for bank managers and foresight as the latest In order to meet this challenge, the tool has rushed to the aid of managers of today's organizations. The banking industry plays a vital role in shaping the world economy, and the change in key environmental factors in the long-run has forced the industry to embrace a shift in competition. Therefore, by studying and predicting future changes and developments, banks can align their competitive position with these developments with foresight knowledge. Foresight knowledge should be planned as a learning process in the strategic activities and decisions of managers in situations of uncertainty to empower them in turbulent situations and react in a timely manner to environmental threats. One of the factors that make it difficult to improve organizational behavior in the banking system should be sought in the field of rapid change in this field. In recent years, the presence and expansion of virtual and Internet banking, in general, has changed the service system in the field of banking and human resource management has undergone extensive changes. Accordingly, explaining possible banking scenarios in the coming years is one of the requirements of any training program to further empower organizational forces. Organizational behavior as one of the organizational values is actually rooted in the culture in which the organization is built. This behavior is intensified and slowed down according to the internal programs and standards of the organization and goes in a certain direction. Among these components, we can mention meritocracy within the organization. COMPETENCY models that have been examined many times in the organizational literature in recent years are in fact related to a situation that affects human resource management. A value that, like an umbrella, affects the process of employment, recruitment, training, growth, and reward in the organization and causes a justice-oriented atmosphere to rule the organization. Another pillar through which organizations such as banks strive to achieve their goals is value CREATION. Value CREATION in the bank is concerned with both the internal components of banking, such as attracting capital and financial resources, as well as the growth of organizational forces and customer satisfaction. What this research tries to answer is the development of an organizational behavior training model with an emphasis on COMPETENCY and value CREATION models in the banking system.

Introduction: Nursing managers play a key role in healthcare organizations. The effective execution of nursing managers' roles is influenced by various factors, including managerial competence. In today's complex organizations, determining the level of competence of head nurses is essential for improving their performance. Methods: This research was a descriptive cross-sectional study. A total of 150 head nurses working in hospitals affiliated with Iran University of Medical Sciences participated in the study in 2024, utilizing a census sampling method. The data collection tools included a demographic information form and the nursing managerial competence assessment questionnaire developed by Moghadam et al. (2019). Data were analyzed using SPSS version 26, applying both descriptive and inferential statistics. Results: The mean and standard deviation of the age of the participants in the research was )42.53±5.24( years. The average managerial competence of head nurses was reported at a high level (330.05±37.04) through self-evaluation. Among them, the organizational domain had the highest average (4.36) and the problem-solving domain (4.11) had the lowest average. There was a statistically significant relationship between the managerial competence of supervisors and passing the management course (p=0.042). Conclusion: Head nurses in the hospitals of Iran University of Medical Sciences exhibit a high level of managerial competencies. The results indicate that participation in managerial training programs positively impacts the enhancement of managerial competencies among head nurses, particularly in the organizing domain. The role of managers is significantly important among the various factors contributing to organizational success. To develop an effective and efficient management system, it is essential to have competent and capable managers. Understanding the strengths and weaknesses in each dimension of managerial competence can empower head nurses to strengthen their capabilities, address weaknesses, and ultimately improve the quality of nursing services.

Among the successful young commanders and managers in eight years of imposed war, martyr Gholamhossein Afshardi is a young journalist. This research qualitatively explains the command and management model of Shahid Gholamhossein Afshardi using text base data method and thematic analysis and aims to explain the success factors, background conditions, background factors, obstacles and consequences of the success of his command. The results of the research indicate that the effective factors of the context that led to the high command and management of Martyr Afshardi are obedience to God and the innocents, obedience to the province, correct family upbringing, sense of responsibility; substrate factors; Knowledge and skill dimension (innovative and creative, strong reasoning and logic, power of expression, thoughtfulness, intellectual genius), moral and behavioral dimension (courage and fortitude, commitment, humble and self-improvement, discipline and planning, sensitivity to verses) wealth, self-confidence, behavior based on human relations), command and management dimension (struggle and diligence, discernment, accurate identification of the situation, war theorist, deadlock-breaking spirit, action based on resourcefulness, risk-taking, maintaining the spirit of unity , strategist, the main and central role, foresight), the religious and spiritual dimension (faith and trust in God, sincerity, being bound by religious rules). Successful strategies and solutions (correcting the relationship with God, accurate identification and accompanying information with operations, practical action, behavior based on human relations with allies), obstacles (lack of facilities, support for global arrogance in the fight against Iran, consequences (national cohesion and resistance and Patience and CREATION of Iran's new DEFENSE power.