Job satisfaction will effect on productivity and effectiveness as an independent variable. As dependent variable it could be influenced by salary, benefits, working environment and occupational promotion.
The research main goal is to investigate the factors which effect trainer’s satisfaction in TVTO SRO- office Ilam. The research is descriptive and applied, and the data collection tool is a questionnaire. After designing the questionnaire, its formal validity (based on the viewpoints of the experts) and reliability (using Cronbach's alpha coefficient 86%) were measured and provided to the statistical population of the study. The statistical populations of the study include of 145trainers (formal, statutory, and contact- based) while sample of 110 were determined based on Morgan's table.
The completed questionnaires were analyzed. Respondents had a technician degree and then had a bachelor's degree, 70% had a work experience of between 6-15 years. According results, the satisfaction rate on salary, benefits and environmental factors evaluated average 2.96 while human relationship and psychological factors with an average of 3.62 in the work environment were well evaluated.
Factor analysis also introduced five factors: leadership and management, career enhancement, welfare and environmental factors, psychological and motivational factors, and salaries and benefits with variance of 99/60. Based on step by step regression, 4 independent variables have been introduced into the model that can explain 81.3% of the changes in the satisfaction of trainers.

One of the types of employment in executive organizations is through the buying service contract. The terms and conditions governing on this contract and how to employment situation transform are considered issues of employment law in Iran. Higher Salaries, Benefits, and Job Stability Formal Employment and Contractual Provide Highly craze for Contract Employees in transforming the employment situation. Therefore, one of the most repeated cases in the Administrative Justice Court is this issue. This Article analyzes the rules and regulations of the Buying Service Contract, after reviewing sources such as books and legal articles, acts and regulations, and the judgments of the Administrative Justice Court. And it has answered the question that can anyone who is employed as a buy in service apply for employment situation transform? The answer that can be made is that the situation can be changed only for those who have been employed in accordance with the "Coordination Guidelines for the Use of Human Services Required by the State Apparatus". And in other cases where people have been hired to buying service, it is not possible to turn the situation into contractual employment.

Focusing on the diversity of human capital in organizations and its possible role in the effectiveness of the compensation system, the purpose of this study was to predict the effectiveness of the compensation system for various types of human capital in Police Force of Qazvin Province.

The present research is descriptive, and it is applied in terms of purpose. The statistical population of the study includes 53 senior, middle, and operational managers of Qazvin Police Force, of which it was possible to access the opinions of 46 of them. The assessment tool was a questionnaire. In order to analyze the data, network analysis methods and fuzzy inference system were used.

According to the results, the effectiveness of the service compensation system varies according to its types of human capital. Priority of the elements of compensation for core human capital included perquisites, rewards, salaries, benefits, welfare services, awards; for idiosyncratic human capital: salaries, benefits, perquisites, rewards, welfare services, awards; for compulsory human capital: salaries, benefits, welfare services, rewards, awards, perquisites; for ancillary human capital: benefits, rewards, salaries, welfare services, awards, perquisites respectively. Also, the evaluation of the model in the police force suggested that the most observed effectiveness belongs to compulsory human capital.

The most important achievement of this article is designing an effective compensation system in the Police Force, which will dynamically determine the amount of output based to the amount of inputs. This model can be used to predict the effectiveness of the service compensation system.

The present research has endeavored to identify the flaws in the human resource management system in Iran's educational administration and resent suggestions for improvement. Quantitative in nature, this study has taken a descriptive approach regarding its objective while the approach toward data collection has been of the survey kind. Teachers and principals of state-owned schools in the province of Tehran constituted the statistical population, and the sample has been selected by means of random multistage clustered sampling. The system flaws have been identified in four areas – recruitment and securement, training and improvement, maintenance and the deployment of human resources. Thus, exploratory interviews were conducted with experts on Iran’s educational system, and the research questionnaire was devised based on relevant theoretical foundations. For data analysis, LISREL and SPSS software were used, and confirmatory factor analysis and the one-sample T-test were used. The findings indicate that, as seen by teachers and principals, when it comes to retaining staff, the most important flaws occur in the components of salary, benefits and security, while in the domain of training and improvement, performance assessment is the main component, and in the field of deployment, motivation is the main component. Inappropriate indices of ranking and performance assessment, inadequate salaries and benefits compared to other executive branches of the government, the lack of legal support such as civil liability insurance for teachers and the absence of a career path system can be named as some of the flaws.

The purpose of this study was to investigate the relationship between monitoring with perceived organizational justice and organizational citizenship behavior among medical staff of Urmia Imam Reza Hospital. Considering the purpose، the present study is an applied one and methodologically it is descriptive- correlational. The statistical population consisted of all medical staff (N= 476) of Imam Reza Hospital in Urmia، Iran. The sample was selected by simple random sampling and 215 individuals were selected according to Morgan’s table. For collecting the data، Niehoff and Gharti- Tagoe ‘s (1991) Monitoring Questionnaire، Niehoff and Moorman’s (1993) Organizational Justice Inventory، and Padsakoff، Mackenzie، Pin، and Bachrach’s (2000) OCB Questionnaire have been employed; furthermore، their reliability and validity was confirmed. The analysis of data was conducted by using Pearson correlation test، and stepwise multiple regression. The analysis of the data suggested that there was a positive and significant relationship between monitoring with organizational justice perceptions (p = 0. 000، R= 0. 322) and organizational citizenship behavior (P= 0. 02، R= 0. 155). It means that the more aware the organizational staff be of the existence of monitoring، the more secure and justice they feel، since they believe that there is no superiority among the organization’s personnel، and their salary، benefits، and rewards are offered based on their effort in the organization. Then، their organizational citizenship behavior is also increased.

among the individual characteristics, leadership strategies and incentives as well as employee retention tendency on the basis of an explanatory model through analyzing the factors of participation, job satisfaction and staff turnover rate. The research utilizes descriptive- correlation method to study its statistical population, i.e. whole employees of Shiraz Welfare Department. The researchers used stratified simple random sampling method to select 125 out of 240 employees as research samples. Data collection tools included multifactor leadership questionnaire, employees’ turnover and participation questionnaire, and researcher-made job-salary-benefits satisfaction scale. The data collection tools underwent validity and reliability verification tests before being distributed among the sample employees. The gathered data were later analyzed by means of SPSS-16 and LISREL- 8.54 statistical computer applications; meanwhile, Multivariate Regression, Pearson Correlation coefficient as well as model fitting were employed to analyze the data as well. The findings showed that employees’ individual characteristics have no significant relationship with employee retention tendency. Yet, they indicated that there was significant relationship between employees’ individual characteristics and their perception of leadership strategies and incentives. However, a significant relationship was explored between leadership strategies and employee retention tendency. Moreover, a significant relationship was found between leadership incentives and employees’ job satisfaction. And last, but not the least, leadership strategies and incentives have significant mediatory role in relationship between employees’ individual characteristics and their tendency to retain.

Enforcement productivity law and performance-based payment are important because of its impact on health interventions, nurses’ job satisfaction and their quality of work life. But, action plans of them always confront with challenge.
Aim: The aim of this study was assessing implementation of enforcement productivity law and performance-based payment and nurse's job satisfaction.
In this cross-sectional and descriptive study in two stages within 4 years (2012-2016), 500 nurses’ satisfaction was measured who are worked in (17) health care organization in Sistan & Baluchestan and (14) health care organization in Kerman proveniences. They selected as a quota- sampling. Data gathered by the standard questionnaires of Herzberg Job Satisfaction Theory before and after the law improving productivity and pay for performance plan and the impact of this legislations on nurse's job satisfaction was evaluated. Its reliability was measured by Alpha-Chronbach (0.89). Data analyzed by t-test and ANOVA with SPSS17.
Finding showed that the mean of overall nurse's job satisfaction before (2.85±0.4) and after (2.99±0.7) the law enforcement of improving productivity and performance-based payment plan hadnt been increased significantly (P>0.05). Of course, in salary & benefit and recognition domains of job satisfaction increased significantly and in supervision & management domains significantly decreased(P It is recommended that for attaining human resource productivity change action plan of law enforcement of improving productivity and performance-pased plan accompapayment nied with staff participation.

Salaries and benefits play a crucial role in the supervision of human capital, and the bulk of the armed force's funds are waged for by salaries and benefits. Disregarding the implications of this system means lack of optimal utilization of financial and human resources. The main purpose of this research is to identify the most important damages to the system of salaries and benefits of the armed forces personnel. The present research regarding the results is an applied developmental study. The research method was a mixed approach (qualitative and quantitative). In order to collect and analyzing data, the documentary, deep interview, and field case study methods were conducted. The statistical population of the research includes the experts and specialists of the armed forces in the law and benefit sector with a minimum undergraduate degree with at least 5 years of experience in strategic and key level occupations and 43 of them were interviewed. In order to ensure the validity and reliability of the questions, their content was confirmed in the expert meetings by the experts and the reliability of the questions with alpha of Cronbach was 0.967. The current status of the armed forces salary system was examined with 32 indicators. The current position of the salary and benefits system is inappropriate in 23 indicators and is need of reformation, and the most important damages to the current system of salaries and benefits of the armed forces are 11 cases, the most important of which are as the following: The system of salaries and benefits, long-term assurance for meeting the needs of the era of disability and retirement.

Salaries and benefits are a valuable leverage in human resource management and have a remarkable impact on attracting, retaining and creating motivation for employees. Formulating a proper salary and profits system for the armed forces without explaining the principles of this system, i.e. the intellectual basics of the general orientations, priorities and components of the payroll system is impossible. The purpose of this research is to identify and explain the proper principles and values for the salary and benefits system of the employed and retired personnel of the armed forces of the Islamic Republic of Iran. The present research based on its results is an applied-developmental research and due to the need for expertness examination, was performed by employing a mixed method approach (both qualitative and quantitative approaches). In order collect and analyze data, documentary methods, deep interview with a qualitative approach and field-case method were used. The statistical population of this research composed of the experts and elite of the armed forces who had at least five years of experience in the salaries and benefits section in the main and strategic level jobs and had at least a bachelor's degree. An interview was conducted with 43 individuals in this statistical population, selected by stratified, non-probabilistic and targeted methods, were deeply interviewed. The fundamental principles and values of the of salaries and benefits system are summarized in the following nine principles: justice; maintaining human dignity and promoting social status; legislation; balance; Learning; Dynamism and Flexibility; Supporting Values. And priorities; productivity; livelihoods and relative welfare; motivational and competitive; comprehensiveness and integrity of the service compensation system.

For any educational system to be effective, its teachers have to be effective, and this to a great extent depends on their socio-economic wellbeing and perception of organizational justice. A comparison of teacher's salary and benefits, at both the international and national levels, and also between Iranian teachers working domestically and abroad, showed a great gap between the two. However, their buying power over the period of 2001-2007 did increase. Nevertheless, with all the increases, the difference between the salaries and household expenses was significant. Although the Ministry of Education ranks 5th in terms of the level of education of its employees among all governmental agencies, their pay significantly lags behind. The justification given for this inequality, i.e. lower working hours, was examined, and the results indicate the necessity of redefining teacher's working hours and salaries and benefits.