فهرست مطالب رویا هاشمی

The purpose of this research is to investigate the mediating role of individual creativity in the relationship between organizational climate and individual innovative behavior of employees of the General Department of Education in Shiraz. The descriptive research method is correlation type. The statistical population of the research was all education workers of Shiraz city, numbering 665 people. From this statistical population, 200 people were selected as a sample by simple random sampling. In order to collect the required data, the questionnaire of innovation (Prajgo and Hussel (2003), creativity of Randsib (1979) and organizational atmosphere of Halpin and Craft (2000) was used. The content and construct validity and reliability of the questionnaires with The use of Cronbach's test was checked and confirmed. Descriptive statistics and inferential statistics of structural equations were used to analyze the data. The results showed that innovative behavior has a positive relationship with organizational climate and creativity. Also, the results showed that organizational climate has a positive relationship with Innovative behavior andcreativity have a positive and meaningful relationship, and creativity has a positive and meaningful relationship with innovative behavior. Also, the results showed thatcreativity plays a mediating role in the relationship between organizational climate andinnovative behavior.

The present study was conducted to design and explain the human resource performance management model based on the Islamic-Iranian model of progress in the Court of Audit.

The mixed research method is exploratory. The statistical population in the qualitative section included academic and organizational experts who were interviewed using a total of 20 people using purposive non-random sampling method and data adequacy and saturation principle. Also, in the quantitative part, including all official and contract staff of the Court of Audit, 2287 people, the sample size was estimated using 290 people using the "Cochran's formula" and random sampling method was used to select the sample. Semi-structured interviews were used to collect data in the qualitative section and a researcher-made questionnaire was used in the quantitative section. Analysis of qualitative data, using theoretical coding method with data theory approach and quantitative part, inferential descriptive statistical methods were used, which were supported by Lisrel-V9.2 and Spss-V22, MAXQDA software in all stages.

Finally, based on the identified dimensions, intervening factors, and human resource performance management strategies based on the Islamic-Iranian model, the relevant progress was presented based on the data theory of the foundation, which was confirmed using validation method.

The results of this study showed that the central phenomenon of human resource performance management based on the Islamic-Iranian model of progress includes 10 components (common culture and values, structure, motivation, human resource competencies, management, planning, monitoring and evaluation Includes teaching and learning, communication and follow-up and improvement).

 The present study was conducted to design and explain the human resource performance management model based on the Islamic-Iranian model of progress in the Court of Audit.

The mixed research method is exploratory. The statistical population in the qualitative section included academic and organizational experts who were interviewed using a total of 20 people using purposive non-random sampling method and data adequacy and saturation principle. Also, in the quantitative part, including all official and contract staff of the Court of Audit, 2287 people, the sample size was estimated using 290 people using the "Cochranchr('39')s formula" and random sampling method was used to select the sample. Semi-structured interviews were used to collect data in the qualitative section and a researcher-made questionnaire was used in the quantitative section. Analysis of qualitative data, using theoretical coding method with data theory approach and quantitative part, inferential descriptive statistical methods were used, which were supported by Lisrel-V9.2 and Spss-V22, MAXQDA software in all stages.

Finally, based on the identified dimensions, intervening factors, and human resource performance management strategies based on the Islamic-Iranian model, the relevant progress was presented based on the data theory of the foundation, which was confirmed using validation method.

The results of this study showed that the central phenomenon of human resource performance management based on the Islamic-Iranian model of progress includes 10 components (common culture and values, structure, motivation, human resource competencies, management, planning, monitoring and evaluation Includes teaching and learning, communication and follow-up and improvement).