Background and Objectives: The concept of safety culture was first used in the 1987 report of the Nuclear Agency on the Chernobyl disaster, and then the weakness of the safety culture was identified as the cause of the major disasters. Since the creation of the word safety culture in this report, it has been widely used and described and practically evaluated for its popularity. Safety culture defines as a group and individual values, attitudes and beliefs, capabilities, and behavior patterns that determine the commitment, manner, and skill of the organization's health and safety management. Material and Methods: A descriptive-analytical cross-sectional study was conducted on automotive workers for evaluating the status of their safety culture. The target population was employees of the automobile industry of an Iranian automobile company (SAIPA) in 2014. Results: The results of this study showed that there was no relationship between safety culture and marital status. It was found that people with a college education had a significantly lower level of safety culture than those with a high school diploma or lower (P<0. 05). There was a positive relationship between work experience and safety culture. There was no relationship between safety culture and those having a second job. Job tasks had a diverse safety culture. The mean safety culture score in employees who had experienced an accident was significantly lower than those who did not. Older employees showed to have a higher safety culture score. Conclusion: Safety culture had a positive relationship with various factors such as (please name a few). Unfortunately, these factors were not studied thoroughly in Iranian automotive industries. According to the results of this study, on the job training and considering, incentives for the workers could be useful for promoting their safety culture.

A Skillful and efficient human force is the most valuable and priceless social. Many societies in spite of having rich natural resources, they cannot use this divine gift due to the lack of capable and worthy human force and they are in difficulty. Other societies in spite of the lack of natural resources, they are developing due to having efficient and skillful human force.Everyone attempts to choose a career which satisfies mental needs than material ones. In modern societies, people work to earn money or provide themselves for their own job by different educations, dissociation, discussing job and general investigating in relation to its nature has been found high importance. Because, It is possible these people are not skillful or are not interested in their own job and are not satisfied with their own job but a part of motivations and productivity in career is related to this subject whether this coordination causes job satisfaction of individual or not. All ehaviors in human relations affect his job circumstance.This article attempts to investigate different aspects of job satisfaction and its role on circumstance of production quality and work of workers’ outcome. In order to recognition of these factors, 240 people (workers and employers) were assessed with the regard to the effect of gender variables, age, marital status, dependent feeling to job, life satisfaction, motivate Factors, economical and social base, organizational factors, cooperative management, work experience, appreciation, job expectation, job security, friendliness and respect, the feeling of being useful, effective job behavior in job satisfaction with use of interview questionnaire, essential statistical techniques and SPSS 17. The results of this study showed that there is no meaningful relationship between variable of age, marital status, work experience and job satisfaction. And the other independent variables are effective.