job performance

Innovation and changeing are becoming important sources of competitive advantage for organizations in today's rapidly changing to environment. In this situation, entrepreneurial orientation is very important for organizations in improving the job performance of employees and guaranteeing a source of sustainable growth. Organizations can ensure a sustainable competitive advantage by searching for pure opportunities through innovative activities, with an entrepreneurial orientation to risk-taking and continue to grow in this era of change. Therefore, there is a growing theoretical and practical interest in entrepreneurial orientation as a main factor to improve organizational performance and pursue growth. Therefor, the aim of the current research is to determine the effect of entrepreneurial orientation on the job performance of the employees of Mazandaran Agricultural Jahad Organization, considering the mediating role of innovative behavior.

In terms of purpose, this research is applied, and in terms of data collection, it is a descriptive research and a branch of field studies, and in terms of the relationship between research variables, it is causal. The statistical population of the present study is 440 employees of Mazandaran Agricultural Jahad Organization. In this research, 214 people were selected as a sample using the simple random sampling method and the Karjesi-Morgan table. Research data were collected using standard questionnaires. In this research, the methods of "content validity" and "construct validity" were used by a group of experts to check the validity of the questionnaire. Its reliability was confirmed using Cronbach's alpha coefficient, which was determined to measure entrepreneurial orientation (0.875), innovative behavior (0.899) and job performance (0.876).

The results of structural equation modeling showed that entrepreneurial orientation has a direct and significant effect on job performance and innovative behavior; Also, the positive and significant effect of innovative behavior on job performance was confirmed. Finally, the mediating role of innovative behavior, the relationship between entrepreneurial orientation and job performance was confirmed.

Based on the findings of the research, thinking of measures to increase the innovative behavior and entrepreneurial activities of the employees of Mazandaran Agricultural Jahad Organization can lead to the improvement and increase of their job performance in this organization.

Efficient agricultural extension agents with desirable professional qualifications are the drivers of agricultural development. Therefore, this study was conducted with the aim of explaining the professional competencies needed by agricultural parcels’ extension agents in the Boyar-Ahmad County using descriptive-correlational survey method. The statistical population of the research was the agricultural parcels’ extension agents in the Boyar-Ahmad county (N=126). Using the sampling table of Bartlett et al., 84 extension agents were estimated as the sample size and distributed among the population in a simple random manner. A researcher-made questionnaire was used to collect data. The face validity of the questionnaire was confirmed by a panel of experts and subject specialists. The reliability of the questionnaire was confirmed by conducting a pilot study and calculating Cronbach's alpha coefficient (0.90-0.70). The investigated professional competencies were categorized into seven areas, including personal, social, management and planning, research, education, scientific abilities, and agricultural practical skills. The findings showed that the status of all the professional competencies of the extension agents were at an average to above average level, among which, the possession of general competencies (individual and social skills) were ranked first while research and scientific abilities were ranked last. The results of cluster analysis of agricultural extension agents based on the seven professional competencies showed that the agents can be categorized into two categories based on levels of professional competencies: high-competent (n=33) and low-competent (n=51) agents. In addition, all the professional competencies were of great importance to the agents. Therefore, it is suggested to improve the know-how (technical expertise) knowledge and the agricultural practical skills of the extension agents in the fields of “how to cultivate all kinds of agricultural products” and “acquire problem-solving skills”.

the present descriptive-correlation research was conducted with the aim of investigating the relationship between information and communication technology and the job performance of teachers in conservatories and agricultural training centers in Kermanshah province through the mediating role of organizational agility. The participants in this research were 267 teachers of conservatories and agricultural education Centers in Kermanshah province (N=267), who were counted according to their number. To collect data from three standard information and communication technology questionnaires of Mahmoudi (2012); Patterson's job performance questionnaire (1990) and Sharifi and Zhang's organizational agility questionnaire (2002) were used.The convergent validity of the questionnaire was also calculated through AVE, which was obtained as 0.78.The research tool was checked through the ordinal theta coefficient (0.83-0.87) using R software, and the ordinal theta rate was 0.83 for information and communication technology, 0.86 for job performance, and 0.86 for organizational agility. 0.85 And overall 0.87 was obtained.SPSSwin22 and Smart PLSwin3 software were used for data analysis.Based on the results of the Pearson correlation coefficient, there was a positive and significant relationship between the development of information and communication technology and organizational agility, as well as between organizational agility and the job performance of agricultural educators.. Information and communication technology as an independent variable had a significant effect on two dependent variables, i.e. job performance and organizational agility. So that information and communication technology accounted for 57% of the total variance of job performance and 34% of the total variance of organizational agility explains.

To overcome the complexities and acceleration of the challenges we face today, the success of an organization is likely to depend on how much the staff can be empowered. Psychological empowerment is a relatively new conceptual concept in the management and organization literature and perhaps one of the most controversial topics. The present study intends to study the effect of psychological empowerment, citizenship behavior and organizational support in order to achieve the necessary mechanisms for promoting job performance. The research method is descriptive-correlational and is a type of structural equation. The statistical population of this research includes 110 managers and employees of Ministry of Labor, Social Co-operation and Social Welfare of Kerman. Using a Morgan table, a sample size was 86 for this study. The sampling was selected by stratified random sampling. A questionnaire was used to collect data. Confirmatory factor analysis was used to determine the validity of the questionnaires.Data were analyzed by AMOS statistical software. The results showed that psychological empowerment has a significant effect on citizenship behavior and job performance. Also, the effect of organizational support on citizenship behavior and job performance, and the effect of citizenship behavior on job performance is significant.

The main purpose of this descriptive-correlative study was to investigate the relationships among social capital, entrepreneurial orientation and job performance. The mediating role of entrepreneurial orientation was also analyzed. The statistical population of this research consisted of 635 agricultural experts of the Jihade Agriculture organization in Hamedan Province (N=365). According to Krejcie and Morgan’s table, a sample of 242 experts was chosen through random stratified sampling method. Data was collected using standardized questionnaires. The content validity of the questionnaire was confirmed by a panel of experts. The reliability of the questionnaire was investigated using Cronbach’s alfa coefficient, with values of 0.83 for entrepreneurial orientation, 0.85 for social capital, and 0.79 for job performance. The results structural equation modeling indicated that social capital and entrepreneurial orientation were significantly related to job performance. In addition, the results of bootstrap procedure showed that entrepreneurial orientation mediated the social capital-job performance relationship. Based on the findings, it could be concluded that investing in social capital is worthwhile, since creating and preserving social capital will increase the employee's entrepreneurial orientation level and their performance.

The main purpose of this study was performance evaluation of coordinating agricultural extension offices of Guilan’s Agricultural Organization (Jihad-e-Keshavrzi) based on the proposed model of Saravanan et al. (2009). This research was an applied research in terms of goal. This research also was a descriptive research in terms of the degree to control of variables and was a field research in term of data gathering. Statistical population consisted of all managers and experts of coordinating agricultural extension offices, Agricultural Organization (Jihad-e-Keshavrzi) service centers and other extension organizational experts (N=311), and also paddy farmers in the areas of Agricultural Organization (Jihad-e-Keshavrzi) management and service centers, Guilan Province who were selected by the multi-stage cluster sampling method. To perform sample size calculation, the minimum sample size table of Bartlett et al. (2001) has been use. Accordingly, the group of experts (n=183) and of farmers, 278 as sample were selected. The research instrument was a questionnaire which its face and content validity was assessed by a panel of experts. Reliability of the farmers and experts’ questionnaires was calculated on the basis of Cronbach's alpha coefficient test (α=0.85 and 0.97 respectively), therefore it can be concluded that the questionnaire had acceptable reliability to conduct the study. Data analysis was performed using the software SPSSwin18 and TOPSIS technique. Ranking results based on TOPSIS technique showed that Amlash County was in the first rank and Rasht County was in the last rank in comparison to other counties. This finding implies that the agricultural extension offices of Rasht must pay attention to the importance of performance indicators such as the total expenditure intensity, expenditure intensity, clientele contact intensity and technical manpower: cultivator ratio and in this regard particularly to the development, monitoring and evaluation standards and measures to improve the performance

Organizations need to continuously improve their performance for their survival and development among which the crucial factor is improving their experts’ and agents’ job performance. Accordingly، the current study aimed at evaluating the relationship between agricultural extension agents’ job performance with environmental، motivational، educational، organizational and managerial factors and professional characteristics، the nature of work and job satisfaction using structural equation modeling. The study adopted a causal- correlational approach. The statistical population of this research consisted of 46 tobacco extension agents in Mazandaran and Golestan Provinces being selected through census. The data collection tool was a questionnaire whose validity was confirmed by a panel of experts، and its reliability was measured through Composite reliability ranging from 0. 83 to 0. 94. in order to analyze the data for both descriptive ad inferential statistics the SPSSWin21 and Smart PLS were used. The findings results showed that 13% of the agricultural extension agents’ job performance was excellent، 43. 5% was good، 30. 5% ranked average and 13. 5% was weak and the most effective factor on extension agents ‘job performance was job satisfaction with path coefficient of 0. 638 explaining 0. 604 % of changes related to extension agents’ job performance. Therefore، to increase the tobacco extension agents’ job performance، it is necessary that the organization in charge improve their job satisfaction through appointing a suitable supervisor in the office، granting appropriate incentive and establishing the promotion system.

Extension service is the main institution in the process of rural’s institutional and human change. Thus, human resources of extension system are a key factor in the process of rural and agricultural development. The main purpose of this study was to investigate the relationship between quality of work life and extension experts’ task and contextual performance in Kerman Province, Iran. The statistical population of the study included agricultural extension experts who worked in the Jihad-e-Keshavarzi in Kerman Province. A sample of 123 experts from target population was selected according to Krejcie and Morgan’s Table by considering one percent confidence coefficient. A proportional stratified random sampling method was used. Data were collected using a questionnaire developed for the study. Validity of the questionnaire was approved by panel of experts. In order to measure the reliability of questionnaire, Cronbach's Alpha coefficient was calculated. In order to analyze data, SPSSwin20 and LISREL8.5 were applied. Results showed that there was a positive and significant relationship between all components of quality of work life and task along with contextual performance among extension experts (P<0.01). Furthermore, results related to structural equation modeling (SEM) showed that quality of work life could explain 44% and 34% of variations of extension experts’ task and contextual performance, respectively.

This study aims to investigate the effect of applied- scientific courses on job performance of Jihade-Agriculture employees who have graduated from Imam Khomaini Higher Education Center during 2005-2010. The study was a descriptive-co relational survey research. The data collection tool was a questionnaire made by researcher. Face validity of the questionnaire was determined by agricultural extension and education experts.Cronbach alpha was used to calculate reliability of data collection toll (α=0/87). All the employees of Jihade-Agriculture Ministry who had graduated from Imam Khomaini Higher Education Center between 2005 and 2010 were included in the study (N=181).Using random sampling method 109 respondents were selected. Data analysis was based on significantly and correlation tests. Results showed that the average job performance of the respondents has increased regression after graduation. Besides, findings indicated a positive correlation between job performance and job adaptation and also between job satisfaction and level of education.

The present study intended to investigate how organizational justice relates to dimensions of job performance. Hereby, it is strived to address the impact of organizational justice on task as well as contextual performance among agricultural extension experts. Sampling 180 agricultural extension experts, working in the Kerman Province, as statistical population; 123 cases were determined using both Krejcie and Morgan’s Table and proportional stratified random sampling method of sample size. Data were collected using a questionnaire developed for the study. Validity of the questionnaire was approved by panel of experts. In order to masure the reliability of questionnaire, Cronbach's Alpha coefficient was calculated. Data were analyzed by applying SPSSwin20 and LISREL8.5. Results showed that there was a positive and significant relationship among all components of organizational justice (distributive justice, procedural justice and interactive justice) and task along with contextual performance among extension experts (P <0.01). Furthermore, results related to structural equation modeling (SEM) showed that organizational justice can explain 36% and 26% of variations of extension experts’ task and contextual performance respectively.

Human resources are considered as the most important asset in organizational development. Study and understanding of organizational factors influencing job performance of employees are critical management plans in macro-scale because recruiting, educating, training and retaining employees are planned and implemented by human resources management as a result of considering the organizational factors. The main purpose of this study was to investigate relationship between extension experts’ job performance and organizational commitment in Kerman province, Iran. Statistical population of the study included agricultural extension experts working in the agricultural sector in Kerman province. A sample of 123 experts from target population was determined by using Morgan’s Table. Sampling method was proportional stratified random sampling method. This study was survey research type and questionnaire was provided to collect data. Questionnaire validation was verified by a group of experts. A pilot study with 30 questionnaires was conducted to determine the reliability of research instrument, and Cronbach's alpha and composite reliability (CR) were suitable to do the study. To analyze data, SPSSwin20 and LISREL8.5 were used. Results of structural equation modeling (SEM) showed that organizational commitment with 0.63 path coefficient and t=5.17 had positive significant influence on extension experts’ job performance. Also, organizational commitment explained 39% of extension experts’ job performance variance.