Background and Aim: In the age of Knowledge and information, coupled with increasing environmental changes, organizations are inevitably attracting and expanding Knowledge-based human resources. In this respect, the defense organizations of the country should also strive for the development of Knowledge Workers in order to maintain and develop their deterrence power. The purpose of this qualitative study is to present a model of Knowledge human resource development based on the Knowledge management approach in AJA study and research centers. Methodology: Based on the purpose of the study, a qualitative approach and a content analysis research method were used. The statistical population of the study consisted of academics and executives in the field of defense, with 15 of them conducting semi-structured interviews with theoretical saturation logic and snowball method. Results: The results of data analysis showed that the model of Knowledge staff development model based on the Knowledge management system approach consisted of three dimensions of individual development (including four components and 19 indicators), professional development (including four components and 21 indicators) and educational and research development ( Includes two components and 17 indicators). Conclusion: The Knowledge staff development model based on the Knowledge management system approach can assist the managers of AJA research centers in providing human resources development capabilities and utilizing the Knowledge management system capabilities in the private sector.

Today's world is a world of technology and Knowledge, and universities are responsible for driving the growth and progress of society, and it is the Knowledge Workers of the university who play a strategic role in the forward and pioneering movement of the university. Considering the mentioned importance, this research seeks to present the pattern of evaluation of Knowledge Workers of the university. The research method used in this study is applied and developmental in terms of its qualitative approach and descriptive-exploratory. To answer the research question, i. e. to achieve the pattern of evaluation of Knowledge Workers of the university, first, three pattern of evaluation of employees in Islamic sources, the pattern of evaluation of Knowledge Workers in the existing literature and the pattern of evaluation of Knowledge Workers based on university experiences were applied. Then, through the meta-synthesis method and analysis of those patterns, the final pattern with 3 main dimensions, 13 sub-dimensions, 44 components and 292 indicators was obtained. The axis of classification was based on the three areas of human existence, i. e. vision, tendency and action, and the sub-dimensions were classified under these axes. The dimension of vision includes 4 axes of worldview, perceptive powers, general Knowledge and specialized Knowledge, The dimension of tendency includes the two axes of ethics and morals And action includes 7 elements of abilities, general management competencies, Knowledge management competencies, educational activities, research activities, executive scientific activities and educational cultural activities.

One of the objectives of human resources management at a university system is to develop the Knowledge oriented Workers' capabilities. The purpose of this study was to Ranke the variables of capabilities development of Knowledge oriented worker model using Fuzzy Analysis Hierarchy Process (FAHP). In prior research, these variables were recognized by experts' opinion. To recognize these variables, mixed method was used and research design was conducted in two steps. According to the result of prior research, four development components-educational, research, management and communicative-were identified. This article ranked the indicators of the above-mentioned components.

The main purpose of this research is to identify and rank the factors affecting Knowledge-Workers' empowerment. Knowledge-Workers' empowerment is considered as dependent variable and independent variables are specified in five categories: Knowledge-Workers' profile, job nature, leadership style, organizational culture, and organizational structure. A sample of 202 Knowledge-Workers has been studied. Multiple regression, factor analysis, and structural equations analysis were used and findings show that Knowledge-Workers' empowerment is affected by all the five mentioned determinants.