Purpose: The purpose of this study is to develop a human capital productivity model in revolutionary institutions that is classified in terms of practicaldevelopmental purpose and hybrid or hybrid approach. Design/ Methodology/ Approach: The statistical population of the study is in the qualitative part of organizational experts in the field of human resources and in the quantitative part it includes managers and experts in the field of human resources (33 persons). Due to the limited statistical population and accessibility, the census method was used. The qualitative part of the interview tool and the quantitative part of the questionnaire tool for data collection and the method of structural-partial least squares equations were used to test the hypotheses and fit the model. Research Findings: Due to the composite reliability and Cronbach's alpha coefficients for all constructs (greater than 0. 7) and mean variance (greater than 0. 5), reliability and validity of the research instrument were acceptable. According to the results, the factor loadings of all the reagents in the 14 components of the research model were greater than 0. 4 and at the significant level of 5% error, which confirmed the factor loadings of the research measurement model. According to the values of the share index, the common average and the average redundancy of the model for all the variables show that the qualitative evaluation of the model is at the desired level and the model is confirmed. Limitations & Consequences: Impossibility of interview with the employees of all revolutionary institutions with the purpose of more richness of the results, is the main limitation of this research. Practical Consequences: The research model, by calculating all possible dimensions affecting productivity and using the path-structural modeling technique, while identifying the factors, examines the indirect effects of the dimensions and components of the designed model. This model has a systemic approach to the productivity of human capital. In this way, in addition to focusing on systemic factors, it examines the pervasive environment (extra-organizational environment) and environmental influences. Innovation or value of the Article: This study presents the model of human capital productivity in revolutionary institutions and so far no such article has dealt with the productivity of human capital in the institution, which is why it is innovative.

The revolutionary institutions, due to the authority of the public power, form an important part of the administrative organization in Iran. the legal status of the institutions in question was ambiguous, The legislator tried to create a legal personality by adopting the Public Accounts Act of 1366 and the Law on the List of Non-Governmental Organizations and Public Institutions approved in 1373. The grant of a new legal personality to these institutions also did not result in recognition of their legal status. the explanation of the legal status of revolutionary institutions can be effective in responding to them, realizing the principle of the rule of law and guaranteeing the rights of individuals in dealing with them,In this research, we have tried to study the subject in a descriptive-analytical manner, In conclusion, the conclusion that the requirement for the revolutionary institutions to comply with Articles (2) to (5) of the Public Accounts Law not only did not explain the legal status of these institutions, But also caused some problems in the administrative law system and oversight of the institutions under discussion due to the formation of a dual structure (revolutionary institution, the public non-governmental organization) for some of them. Since the dichotomy of the legal personality of these institutions has caused ambiguities in the employment system, their incomes, property and their monitoring. It seems necessary to create a single recruitment, financial and oversight system for them.

The purpose of this article is to develop a model for the implementation of strategic documents in in revolutionary organizations and institutions by the case study of the strategic document of the desired image of the IRGC. This research is applied in terms of purpose and exploratory in terms of method. The conceptual model of the research was developed after reviewing the theoretical foundations, historiography and doing exploratory studies, and research data were collected by conducting interviews (qualitative data) and completing a questionnaire (quantitative data) by 72 experts who worked in the field of strategic management of the security defense sector, and the final model was completed and presented by analyzing and through structural equation method. The implementation model of strategic documents consists of 5 dimensions: content, process, behavior, organizational context and environmental context, and each of the dimensions has components and indicators, which in total, are composed of 15 components and 48 indicators. The model presented in this research can be used as a basis for implementing and achieving the goals and expectations of strategic documents in revolutionary organizations and institutions.

In the Iranian law system, employment lawsuits belonging to the employees of revolutionary institutions and how these institutions deal with their own dual nature (revolutionary/ non-governmental) have always been one of the main issues of Iran's administrative law. Accordingly, reviewing and analyzing the dual structure of these institutions and the competence of the authorities when handling the employment complaints of employees belonging to these institutions, is a topic that we will address in this study. However, the damage which comes about in the litigation process when dealing with and accepting the jurisdiction of the Administrative Court of Justice regarding the employment complaints of employees of revolutionary institutions, and the dual structure of these institutions (revolutionary/non-governmental), must first be determined. In this study, by employing a descriptive-analytical research method and using the resources of libraries, and also while laying out the level of competence of the Administrative Court of Justice as a reference for handling employment complaints of employees of revolutionary institutions, the level of damage was legally established. The findings of this study indicate, the lack of comprehensive administrative procedure rules and the existence of scattered rules regarding the definition of institutions under review during their process of handling their employee employment claims, has lead to ambiguities in the processing or non-processing of employee claims by the institutions in question. The Court of Administrative Justice has been established, however the establishment of administrative courts is an inevitable necessity for securing the rights of the employees of the institutions in question. The results of the present study portray that, in addition to the mechanisms designed to reduce the volume of employment claims found in non-specialist institutions, it is necessary to reform the dual structure of public administration institutions in order to monitor the proper implementation of the principles of fair trial by specialized administrative authorities.

One main criteria of any democratic system is to guarantee the rights and freedoms of the community. This will be reserved by the rule of law towards the organizations and authorities responsible for public affairs. In order to enforce citizens' rights, judicial review, as a means of the rule of law, controls the government’ s power. In fact the true meaning of “ judicial supervision” is protecting people against executive agencies by hearing their complaints and petitions. Meanwhile Islamic development Organization (IDO) as a Revolutionary institution, cannot be excluded from the judicial responsibility. By using descriptive-analytic research method, and focusing on IDO as an instance in this paper, this question has been raised: “ What are the main challenges of judicial supervision over revolutionary institutions? ” for answering this question, both the Administrative court and the public Courts have been discussed in two separate ways and as a result, this was the conclusion: The judicial review on this organization is subject to limitations. Causing some problems in both legal administrative and judicial review systems the dichotomy of the legal nature of this organization needs to be explained.

The implementation of public policy is one of the most complex stages of public policy making, which requires both the use of expertise in the policy formulation stage and the tools that can bring the policy implementation to the fore in the best way. The initial decade of the Islamic revolution has had a double complication for the leader of the society in order to realize the public policy, both in terms of the lack of tested native and Islamic models for administration and in the face of the confrontation of arrogant global powers. The present study was carried out with the aim of analyzing the means of public policy implementation in the first decade of the Islamic Revolution. According to the studies of thinkers in the field of policy implementation, one of the important "organizational" tools of public policy implementation is "government reorganization". By using this tool, Imam Khomeini (RA) overcame the complications in a unique way and the general policies of the new system of the Islamic Republic have been realized by his tools. A thorough analysis of the tools used to implement the public policies of the first decade of the Islamic Revolution can contribute to the enrichment of theoretical knowledge in the field of the optimal implementation of the public policy in Iran. The present research analyzes the revolutionary institutions at the beginning of the revolution as a tool for the implementation of public policy, using the method of thematic analysis by examining documents and interviewing related thinkers. The results showed that the revolutionary institutions created by Imam Khomeini (RA), with the components of "idealistic planning", "dignified leadership", "revolutionary organization", "jihadi organizational culture" and "superior management of human resources", communicated public policies. They have been implemented and executed by the leader of the society in a favorable way.

The Iranian Revolution has affected the Iranian society from various perspectives, and one of the areas that has experienced a major impact is the legal system arising out the Revolution. A transparent and clear sample of this impact is the emergence of so-called "revolutionary institutions" that are enshrined in many current laws and regulations in the Islamic Republic of Iran and has made changes in this area. legal experts and university professors have never commented on the definition, nature, examples, and necessity of establishing and continuing the existence of such institutions. Using the descriptive-analytical method, the present article concludes that in general, if an institution is established to achieve the goals of the Islamic Revolution and to protect these goals. it will be considered a "Revolutionary institution" provided that this Institution is not a common structure of the Government. In addition, in terms of legal nature, it may include any large or small institution that exists in the legal structure of the Islamic Republic of Iran, but the legislature does not consider this generality and when it uses the term of "Revolutionary Institutions", it means micro-institutions and executive institutions of the country, which are often of a non-governmental public nature, and in some cases they are a state institution. It is worth mentioning that at present, despite the similar missions of these institutions and their parallel work in practice and the subsequent structural inflation, the reorganization of such institutions will be inevitable.

The purpose of this article is to enumerate the effective factors and criteria of Organizational leadership in the implementation of strategies and strategic documents of the revolutionary institutions of the country by a case study of the strategic documents of the Islamic Revolutionary Guard Corps. This research is applied in terms of purpose and in terms of method, it is considered as a kind of exploratory type. After reviewing the theoretical foundations, background and exploratory studies, a conceptual model of research is developed and interviewed (qualitative data) and completed a questionnaire. (Quantitative data) was collected by 72 experts in the field of strategic management of the IRGC, research data was collected and analyzed by structural equation method and final model. The proposed leadership model consists of 4 dimensions of support and demand, managerial coalition group, appropriate leadership style and managerial competencies, each of which has components that are presented in the conclusion section and a total of 18 components are presented.

Revolutionary institutions and committees were among the first and foremost measures in the history of the Islamic Revolution of Iran to establish the security and tolerance of the revolutionary society. The institutions and committees of the revolution were massively formed and organized by the movement. People spontaneously organized committees with clerics or trustees locally in mosques and various urban and rural neighborhoods. The main aim of the committee in the last days of the collapse of the Pahlavi dynasty was to secure and restore order and to fight the Pahlavi regime and the counter-revolution on the other. The basic question of the paper is what were the most important security-law-enforcement measures of the revolutionaries in the last days of the Pahlavi regime and what were the mechanisms and order of the revolutionary society? It seems that the establishment of revolutionary institutions and the Revolutionary Committee was one of the most important security-law-enforcement measures. The collapse of the Pahlavi dynasty was not due to the lack of readiness and disruption of policing and gendarmerie, and institutions and committees were needed. However, the subject of this article is of research importance. This article is a qualitative and historical study based on the sources and documents of contemporary history. The findings of the study

The Islamic Revolution has presented an independent and sovereign governmental model to the world. This model can be a good pattern for other revolutionary countries in all areas, including revolutionary institutionalization. This research which has a developed and applied nature, aims to provide a model for institutionalization in the Islamic Revolution based on Imam and the leader’ s discourse; discourse analysis has been used to analyze Imam and the leader’ s speeches. The data gathering tool was a taking notes in the documentary sector, and a researcher-made questionnaire in the field sector. The statistical population consisted of 30 experts who were selected purposefully. For data extraction, the Grounded theory, qualitative content analysis, and for validation, experts’ opinion has been used. study results indicate that revolutionary institutionalization based on the discourse of Velayat-e-faqih (in three axes of doctrine, goals and policies) has 38 components and 117 subcomponents. After presenting to the expert community for confirmation of the components and indicators, all of them were approved with partial modifications. The results also indicate that Imam Khomeini and after him Imam Khamenei have done well in institutionalizing in the Islamic Revolution and have been able to pursue the goals and ideals of the revolution by establishing revolutionary institutions while removing the threats against the revolution; They could present the Islamic Revolution as a healthy, independent and sovereign governmental model to the world.