akram hejri

Nowadays the mission of universities to survive and develop better human resources, increase the quantity and quality of services as well as educational innovation. In the meantime professional development plays a constructive role in promoting the development of professional knowledge and skills of faculty members in order to achieve these objectives. The purpose of the present study was to investigate the relationship between professional development and educational innovation among faculty members of psychology and education in governmental universities of Tehran. To this end, a random categorical sampling with proportional allocation including 102 participants were selected from a population of 232 of the faculty members of psychology and education in governmental universities of Tehran. Using Cochran formula some 102 people were chosen. Data gathering instruments include professional development and educational innovation as well as a researcher-made questionnaire. The research was descriptive, correlational and data analysis was used for the correlation, stepwise regression and binomial test. Results showed that significant relationship (p≤0/05) between all of the six professional development components (personal development, educational development, research development, organization development, ethical development and cultural and social development) with educational innovation. Furthermore; the results of the stepwise regression showed that 66% of variation of educational innovation predicted by educational, research and cultural components. Paying attention to the professional development of faculty members provides training ground for innovation and universities have a vital role in this regard.

Justice is one of the most extensive concepts in human society which includes organizations too. "Organizational justice" is defined as an individual’s perception of fair-ness in an organization and reactions to fair-ness in an organization. There are many studies indicating that there are some evidence about the effects of justice on diverse aspects of or-ganizational behavior. Furthermore, perceived organizational justice can be considered as a stand for personnel's job satisfaction and their effectiveness in organizations. Organizational justice consists of three components: distribu-tive justice, procedural justice, and interac-tional justice. The purpose of this study was to introduce a structural model for job satisfaction based on the components of organizational jus-tice. To do so, a random sample consisting of 175 participants were selected from the po-pulation of the University of Tehran employees (N=3232). "Causal modeling" approach was considered as the suitable research method, using MIMC for data analysis. Results showed that procedural justice has no significant effect on job satisfaction. However, distributive and interactional justice accounted for approxi-mately 64% of the variation of job satisfaction.