نشریه آموزش و ارزشیابی
پیاپی 1 (بهار 1387)

This research was done to find out the relationship between the organizational climate and the performance of primary school managers in the city of Urmieh. Statistical population consisted of 105 managers and 315 teachers. The number of managers was randomly selected with stratified sampling. The method of gathering data was done through two questionnaires, a standard questionnaire by Hoy & Miscle. The other one was researcher made. The respondents were teachers. The statistical analyses were done through person correlation co efficiency. T test and one way ANOVA and multiple regression were used.
The results were as follow: The highest percentage of organizational climate dimensions both rural and urban boy's and girl's schools were related to professional and intimate behavior, the lowest percentage were the lowest alien behavior.
The highest percentage of manager's performance level in boy's and girl's schools were related to the educational staff level, the lowest related to administrative and financial level.
There is a significant relationship between the organizational climate and primary school manager's performance.
There is a significant positive relationship between the organizational climate behavioral dimensions (supportive, directive professional and intimate) and between the alien and restrictive behavior, a significant negative relationship was found.
The school manager's performance variable showed 79% change based on the six aforementioned dimensions.
There is no significant difference between the organizational climate between boy's and girl's in Urmieh elementary schools.
There is no significant difference between the organizational climate in rural and urban elementary schools.
There is no significant difference between the organizational climate of the school and academic level of teachers.
There is no significant difference between the organizational climate and the teacher's marital status.

The purpose of this study was to investigate Marand high-school teacher's attitudes toward the relationship between manager's progression motivation and their organizational effectiveness in 2005-2006. The Statistical populations of the study include 92 managers and 1278 teachers. The sample size according the Morgan table was 73 and 127, for managers and teachers, respectively. Stratified sampling was used. Two questionnaires for progression motivation and organizational effectiveness were used. The validity of the questionnaire was based on expert opinion and the reliability for progression motivation and organizational effectiveness questionnaire Cornbach's alpha test was utilized and was 0.90 &0.86 respectively.
The results of the study indicated that: High-school manager's organizational effectiveness is higher than average and their progression is high.
There is direct relationship between manager's progression motivation and their school effectiveness, at high-schools.
There is no relationship between manager's progression motivation and goal attainment and educational continuity.
There is significant relationship between manager's progression motivation and their school conformity with the environment and organizational integrity.

The present research was carried out to investigate the correlation between organizational culture and job satisfaction among the staffers at Ardabil Islamic Azad University. The research method was descriptive-correlational and the tools to collect the data were Hofsted organizational culture questionnaire; and JDI questionnaire and researcher made demographic questionnaire. The statistical population was 353 staffers, which 272 subjects answered the questionnaires.
The research findings showed a significant difference between organizational culture and job satisfaction (R: 0607). The answers to the eleven questions showed that the kind of organizational culture in the university was rational and and the staffers job satisfaction was medium. The finding also showed that the organizational culture factors had a strong and undeniable effect on job satisfaction.

The present essay is derived from a research project which was based on the investigation of the organizational climate of the schools with the performance of the high school teachers of Boukan and Mahabad in 2007 -2008. For this aim, 200 teachers were chosen at random and they were assigned two questionnaires. The present research has a major goal and 7 sub–goals. It has also 2 questions and five hypotheses:The data were analyzed by the use of Pearson correlation coefficieny and t – Test.The results indicate:The organizational climate and the ideas of the samples about the organizational mood were distributed evenly / normally and it is only in the non committed behavior that the result showed some skewness. In other words most of the members have given the least points to this sub– test. The teachers had good performances and about 76% of them were at a very good level. Supportive behavior of the management was meaningful with regard to the performance of the teacher. The correlation of the conductive managerial behavior was meaningful with regard to the performance of the teacher. The professional behavior of the teachers was meaningful with regard to the performance of the teacher. Intimate relationship of the teachers correlated with the performance of the teacher meaningfully.Non- commitment behavior of the teachers had a meaningful relationship with their performance of the teacher at .05.Regression analysis of the teachers’ behavior on the basis of the organizational mood was meaningful. The correlation of the age of the teachers at .05 and their experience at .01 was meaningful. Also the intimate relationships of the teachers were different in Boukan and Mahabad. The teachers in Mahabad have shown intimate relationship more than that of the Boukan teachers.Teachers holding different academic degrees had the same viewpoints about organizational mood and hence no difference was seen here.

Current study has been carried out in order to investigate teacher's job motivation regarding manager's leadership style in the girl's high-school in the educational year (1386-1387) in Urmia city.
The second method regarding the objective is practical, and descriptive and correlative in nature. In order to collect the data, three realized questionnaires including job motivation with thirty clothed answer questions, a follower's maturity one with ten closed answer, and finally a leadership style questionnaire with twenty closed answer questions were used. Content based validity is used to determine the validity of the questionnaire. Based on scientific texts and theories, they were regulated and delivered to experts on education, adviser and consultant professor. Obtaining their approval the questionnaires were conducted. Concerning the reliability of the questionnaires Cornbach's Alfa test was utilized.
The statistical population included all the managers (27), teachers (623) people. Statistical sample size was 27 managers and 135 teachers which randomly selected. To test the normal distribution of variables Kolmogorov-Smirnov was conducted. Through descriptive and inferential statistics the collected data were analyzed. In order to test hypothesis and answer the tresearch questions, parametric and non-parametric tests including: t-test, variance analysis, chi-square test, and person correlation were used. For analyzing the data SPSS software was utilized.
Results showed that most of the managers in girl's high-school in Urmia use explanation style, and job motivation among teachers are high. There is significant difference between teacher's maturity points and the manager's leadership style. The teacher's job motivation based on manager's leadership style is not deferent. No significant difference was observed between manager's leadership styles and the teacher's job motivation in district one and two. No significant difference between teacher's job motivation in governmental and private school was observed.

This study has been done with the aim of consideration of reliability, validity and normal finding of perceived social support questionnaire. The scale was administered on 535(258 girls and 277 boys) students whom were chosen sing luster random sampling method. The reliability coefficients of the scale were determined using Cronbach’s coefficient alpha. The total reliability coefficient of questionnaire was 82%. The scales validity was measured by factor analysis. There was enough coordination among the questions and the scale’s questions were saturated by general factor, also no significant sex difference exists in the total score.

The main objective of the present study is to compile an appropriate pattern for staff performance assessment in Islamic Azad University. The study tries to answer the following questions:What are the university staff's performance indices?
To promote the university staff's performance what model can be presented?
What would be the proportion degree of suggested model?
The statistical population was all the staff at Tabriz Islamic Azad University (total 640 people), from witch 250 people have been chosen using proportionate stratified sampling. The research method was descriptive survey.
After extensive study of theoretical bases and research literature and obtaining the wieo points of valid scholars, the questionnaire was conformed and its six components (occupational criteria, professional development, professional covenant, human relations, flexibility, ethical criteria and extra-curricular) and thirty variables were recognized by professors and scholars. Reliability of the research was calculated by cronbach alpha witch was 44% for descriptive data, statistical indices, tables and charts related to each question are presented. For analyzing the data, one sample Ttest and Friedman was used for first question. The second question factor analysis and the third question cronbach alpha via SPSS soft ware was used.
The research result showed that all six components and thirty variables were confirmed. Suggessted research model with reliability coefficient 44% and average of 3.44 out of five was also confirmed. The human relations criteria was known as the most important components because it has the most factor loading and had the tendency to become a public and total factor. The professional developent criteria was known as the least important component in the present research.

The purpose of the present research is to provide a conceptual framework for institutionalization ICT in primary education. Therefore, regarding the review of literature, the main factors in ICT in primary educational system were recognized and classified into six components such as: systems, equality, proficiency, practice, access, and vision. Each component has indexes.
In order to test these components and answer the research questions, a questionnaire containing 134 questions was designed. After being sure of reliability and validity of questionnaire, the data were gathered. The sample size was 373 people which include 124 faculty members, 110 ICT specialists, and 136 primary education managers.
Analyzing data through statistical method such as: one sample T test, factor analysis, and Cronbach Alpha test. The results showed that all six components were regarded as ICT components in primary educational system. Based on research framework for institutionalization ICT in primary educational system has been presented, in which all components are highly important and the primary educational leaders and managers should take advantage of this framework to develop and improve ICT in the educational system. For adaptation of this framework university members and ICT specialists and primary education managers were consulted, they all agreed on its utility for primary educational system.