The purpose of the present study was to identify and designate the phenomena of the culture and organization atmosphere in favor of innovation in high school in order to produce an appropriate conceptual framework and develop a theoretical foundation of the schools. To achieve this purpose, a qualitative study was conducted hrough using phenomenological procedures. The population includes university professors, prominent high school principals, and outstanding teachers in Tehran. Thirty-seven persons as messengers (information senders) were chosen among all participants based on purposeful sampling. The data analysis was based on the analysis of inductive content analysis and it was based on coding at three level of open, central, and selective. The results and findings indicated that the categories or fundamental dimensions of culture and organization atmosphere in favor of innovation include: 1) research-centered culture, 2) culture supporting innovation, 3) mutual relationship and respect, 4) creativity and innovation character, and 5) the critique and criticizing culture. Therefore, the findings indicate that based on identified school indicators, the teachers and staffs can pave the way for the innovative activities by providing a culture and organization atmosphere in favor of innovation in high schools.

Purpose:Innovative organizational culture can have many direct and indirect consequences for government organizations in the era of constant environmental changes and uncertainty in the future.Method:The current research is applied with a mixed sequential exploratory approach. Identification of antecedents and consequences has been done with a qualitative approach and thematic analysis method. The participants of this stage were faculty members and selected experts of the administrative system, and semi-structured interviews were used to survey their views. Structural equation modeling method was used to validate the factors identified in the quantitative stage. For this purpose, a questionnaire based on the calculated factors was designed and distributed among selected experts in a targeted manner to evaluate the relationships between indicators and categories.Findings:The findings showed that the antecedents of innovative organizational culture in the administrative system include economic, technological, socio-cultural, environmental, political and organizational trends in the administrative system. The consequences were also classified into two categories of organizational and social consequences. Significant quantitative analyzes confirmed the relationship between the desired indicators and components.Conclusion:The results of the research can provide useful knowledge for the management of the innovative organizational culture of the administrative system, because the simultaneous identification of the antecedents of the innovative organizational culture and its organizational and social consequences can help to increase the knowledge of the managers of the administrative system. The simultaneous attention to the environmental and organizational antecedents and the organizational and social consequences of the innovative organizational culture is considered a prominent feature of this research.

Flexibility, speed of change and innovation are the characteristics of successful companies in their effective time. In order to survive, even for a decade, companies must constantly change, but change solely, is not enough. Changes should be based on collection of appropriate data from the outer and inner environment and their conversion to knowledge. Among the essential skills and competencies of managers in knowledge based companies, one fote most important one is personal knowledge management skills. Therefore, the purpose of this paper is to investigate effect of personal knowledge management on innovative culture and performance in knowledge based companies in Kurdistan province in 2017. From methodological perspective, this study is a survey-applied based on descriptive-survey. Required data collected through combining and integrating several standard questionnaires with use of form reforms. Content validity of factors confirmed with the opinion of the experts and then the validity of the test construct was confirmed using factor analysis methods. In order to analyze the collected data, Partial Least Square method (Smart PLS) used. Results confirmed the appropriateness of all research hypotheses and also showed a positive and significant relationship between personal knowledge management and innovative culture and innovative performance in the research model. At the end, there are also suggestions in relation to the research variables.

Background: In this paper the concept of organizational learning culture is defined as a set of norms and values about the functioning of an organization. These norms and values should support systematic, in-depth approaches aimed at achieving higher-level organizational learning. The elements of an organizational learning process that we used are information acquisition, information interpretation, and behavioral and cognitive changes. On the other hand, constructs of comprising innovativeness are innovative culture and innovations, which are made of technical and administrative innovations.Purpose: The main aim of this research is to propose and test a model of innovativeness development based on the effect of organizational learning culture in the Kerman food industries.Method: This research was an applied one by aim and descriptive and post-facto by methodology. From 629 professional and administrative of Zamzam companies' staff (Oil and Pegah) of Kerman Province, 238 people were selected stratified randomly. The data gathered from the questionnaire used and analyzed statistically.Result(s): The results showed that information, data interpretation, behavioral and cognitive changes and innovative culture only affect indirectly administrative innovations. Further, technical innovation is directly affected.Conclusion: These results and its implications are discussed. At the end, the proposal is presented.

Today, the success of organizations is a function of the job performance of its employees. The aim of this study was to investigate the role of knowledge leadership on job performance with mediating role of organizational culture and innovative organizational climate. The present study is applied research in terms of the purpose of the research and in terms of how to collect data, it is descriptive research that has been done by correlation method. The statistical population of the present study includes all staff (employees and experts, 340 people) of Birjand University in year of 2019. 200 people were selected by simple random sampling and finally the data from 191 questionnaires were analyzed. The research tools included four questionnaires: Viitala’, s knowledge leadership, Paterson's job performance, Denison's organizational culture, and Cigel & Kaumer’, s innovative organizational climate. For data analysis, regression analysis test and structural equation modeling were performed at a significance level of 0. 05 using SPSS 25 and AMOS 24 software. The results showed that the model based on the role of knowledge leadership on job performance has the necessary fit with the mediating role of organizational culture and innovative organizational climate.