نشریه پژوهش های رهبری آموزشی
پیاپی 11 (بهار 1396)

Social-collective investment and affective-collective investment are among the newest constructs in the field of positive psychology that have a high potential for impact on human beings' variables in social environments. This research was administered with the aim of investigating the relationship between social-collective investment and organizational citizenship behaviors due to the mediating role of affective-collective investment. Research method was correlation and research statistical population was the primary school teachers in Borkhar district in Isfahan city, among them 290 persons were selected using simple random sampling. Research instrument consisted of: social-collective investment (Golparvar, 2018), affective-collective investment (Golparvar, 2018) and organizational citizenship behaviors (Vigoda-Gadot et al, 2007). Data were analyzed using Pearson’s correlation coefficient and structural equation modeling (SEM). Results revealed that there is a positive significant relationship between social-collective investment with affective-collective investment and organizational citizenship behaviors (p<0.01), and between affective-collective investment with organizational citizenship behaviors (p<0.01). Results of structural equation modeling and mediation analysis indicated that affective-collective investment is a complete mediator on the relationship between social-collective investment and organizational citizenship behaviors.

The research method is descriptive - correlation. The study population comprised 630 employees, Zahedan University of Medical Sciences. For this purpose, using a random sample of 187 personal was selected. And responded to self-report questionnaire of Organizational loyalty (the attitude Allen & mayer (1990), the behavioral Zaytaml (1996), Organizational trust and transparency Ravlinz (2008). results showed that the relationship between organizational transparency and organizational loyalty, is affected by organizational trust .The Dimensions (accountability, information sharing and participative) organizational transparency on attitudinal, and behavioral dimensions of organizational loyalty is positive Indirect effect and (secretive) organizational transparency on behavioral and Attitudes aspects of organizational loyalty is negative indirect effect. This means that the dimensions of organizational transparency (accountability, information sharing and participative, secretive) on attitudinal and behavioral dimensions of organizational loyalty have not a direct effect. While indirect effect on the four dimensions of organizational transparency on attitudinal and behavioral dimensions of organizational loyalty is significant. This indicates that the mediating role of organizational trust through transparency and organizational loyalty. Also, the amount of variance explained the fitted model study for dimension Attitudes equal is 0/23 and for dimension behavioral loyalty equal is 0/21.

This study aimed to damage the relationship between industry and academia in the field of human sciences. The population of this study, two groups of faculty members in the humanities and industry leaders formed in Tehran. That 233 people multistage sampling among the first group of 87 chain sampling (snowball) were selected for the second group. To collect the data from the questionnaire was used. To determine the validity of health experts and experts in the field (teachers and advisors) were used. And to ensure the reliability of Cronbach's alpha coefficient formula is used, the results have been reported for items 87/0. For analysis of data from both descriptive and inferential statistics were used. According to research findings between all components (inability to networking, management weaknesses, lack of knowledge and skills, lack of proper culture and beliefs, lack of infrastructure and support, reluctance to communicate and inflexible processes and structures) significant relationship exist. And the Scheffe post hoc test between each of the two components Dvmvlfh except inflexible processes and structures with lack of proper culture and beliefs have a significant relationship.

The persent study investigated the relationship between Organizational Forgetting With organizational Innovation and Organizational Agility was conducted in Isfahan Education Statistical reserch, education and community organizations Isfahan city that consisted of 450 patients .Based on sample size Kertesi and Morgen(1970) , 207 stratified random sampling methods were use for . Searching tools of Salavati et al Organizational Forgetting Questionnaire (1392) , with 17 items , Esmaeil et al Organizational Innovation Questionnaire (2002), with 33 items and Sharifi and Jang Organizational Agility Questionnaire (2004) , with 29 items colleagues validity was confirmed by experts Management of reliability using Chrobak were for Intentional and Accidental Organizational Forgetting Questionnaire (97% ,79%) , organizational Innovation Questionnaire(84%) , organizational Agility Questionnaire(77%) and zero persent is calculated . Using version 22 of statistical package in social sciences (SPSS) , the analysis of this research was done in two levels of descriptive and inferential statistics .The results showed that there is a significant relationship between Intentional Organizational Forgetting with organizational Innovation(r= 0/37 ,p<0/05 ) and there is a significant inverse relationship between Accidental Organizational Forgetting with organizational Innovation (r= -0/14 ,p<0/05 ) . There is a significant relationship between Intentional Organizational Forgetting with organizational Agility(r=0/41 ,p<0/05 ) ,but between Accidental Organizational Forgetting with organizational Agility were not significant .Results showed the best predictor of organizational Innovation is Intentional Organizational Forgetting, and only predictor of Agility organizational was Intentional Organizational Forgetting .

The Purpose Of This Study Was To Investigate The Relationship Between Self Efficacy, Work Engagement And Inner Motivation With Teacher's Job Performance. The Statistical Population Of This Research Was All Teachers Of Shadegan City In 1395,Numbering About 540 People.The Statistical Sample In This Research Was A Random Sampling Method And 200 teachers From The Morgan Table Were Selected. The Instruments Used In This Study Were Sherer Self-Efficacy Inventory (1999) Utrecht's Job Passion(2002),Carrie's Internal Motivation (2012), And Paterson's (2000) Job Performance Questionnaire.This Research Is Work In Terms Of The Component Part Of The Research And In Terms Of Implementation It Is A Part Of Correlation Research.The Results Of This Study Showed That There Is A Significant Positive Correlation Between Self-Efficacy And Teacher's Job Performance Using Pearson Correlation Coefficient And Regression.There Is A Significant Positive Relationship Between Work Engagement And Teacher's Job Performance.There Is A Significant Positive Correlation Between The Internal Motivation And The Teacher's Job Performance The Self-Efficacy Variable With A Beta Coefficient Of 38%, Job-Seeking Variables With A Beta Coefficient Of 32%, And An Internal Motivation Variable With A Beta Coefficient Of 29% Can Positively And Significantly Predict The Performance Of The Teachers.

The aim of this research was to a survey the Situation of applicants and universities in employment the faculty member. The methods which has been used are library study, a follow up in the ministry of science research and technology, and interview with experts. The population investigated were the invited applicants and all universities under the Ministry of Science.The results; First, in the last ten years a number of faculty member have advanced, but the gap between the application rate and the permit to employ individuals ,in the last three years, has increased, while the number of employment permits has decreased. Second:a student teacher ratio in proportion to the universities under the Ministry of Science, no change , high ratio increase in University of Peyame Noor and high ratio decrease in the private institutions. Third: most need demand rate applications is for University of Tarbiyat Modares, and least for university of Khalige Fars. Forth: most need demand rate applications to join a chemistry field, and least is for field of Computer engineering. Fifth: the average marks of male applicants was better than female. And a number of executives experience and researches work were opposite. Sixth:All applicants were Iranian nationals.