What CHARACTERISTICS should an entrepreneur manager have? Are the managers and entrepreneurs the same or different? How can the attitude and personality of an entrepreneur be identified? Attitude assessment is one of the methods of recognizing behavioral aspects which are somewhat the origin of behaviors.Based on the research conducted by researchers on entrepreneurs’ traits and their ensuing findings, we try to assess managers’ CHARACTERISTICS in the Telecommunication Company of Iran. These CHARACTERISTICS which form an integral part of entrepreneurs’ personality include: flexibility, perseverance, pragmatism, risk bearing, opportunism, self-confidence, decisiveness, introversion and...In this research, fifteen CHARACTERISTICS has been selected from among a wide range of varieties and then questionnaires have been distributed among 82 managers. The result shows that entrepreneurial CHARACTERISTICS do not have any relationship with position, gender and service records.Meanwhile, the average of questionnaire marks indicates that managers’ CHARACTERISTICS were more than theoretical average (2.5). The questionnaire marks were placed between 3 to 3.3.This range of results indicates that managers have entrepreneurial CHARACTERISTICS. Obviously, the managers potentially have these CHARACTERISTICS.Although a manager can be an entrepreneur, he can not actually behave or operate as an entrepreneur because of his improper position or environment. Therefore, it is better to assess actual behaviors and entrepreneurial functions.

Improving participation in voluntary activities in Iran is important because increasing productivity among young people, given the country's young population, contributes to community sustainability. Therefore, a better understanding of volunteer motivation in Iranian youth is needed. The Volunteer Functions Inventory (VFI) for assessing volunteer motivations has good psychometric properties and is adapted to several languages, but no validated Iranian translation yet exists. The purpose of this study was to investigate the psychometric CHARACTERISTICS of voluntary functions inventory in members of Iranian Red Crescent Society. Sample size was 595 members of Youth Organization of Iranian Red Crescent Society from 31 provinces and 175 cities of Iran that were selected by multi-stage cluster sampling method and responded to voluntary functions inventory. Data were collected using a demographic sample and voluntary functions inventory (VFI). Confirmatory factor analysis using principal components method was used for data analysis. The results of the present study showed that the voluntary functions inventory had validity and reliability. Also, the factor structure showed that 29 items and 6 factors well assess people's attitudes to volunteering, and the structure of this inventory was well-fitted and confirmed all goodness of fit models. The present study provides the use of the Iranian translation of the Voluntary Functions Inventory (6 scales and 29 items) to assess volunteer motivation among young Iranian volunteers.

The major purpose of this paper is to have a review of the management policy and the CHARACTERISTICS of managers in Islam. The issue of the management and the leadership of the managers from the viewpoint of the Islamic reliable sources and religious teachings does have some principles and requires some conditions which help the managers to achieve their organizational objectives. Nahjolbalaghae, being a reliable Islamic source in various ethical, social and political fields, deals with the managerial methods on different levels, This paper, influenced by the outlook of Hazrat Ali (peace Be Upon Him) on managements, reviews the qualities of managers and their interaction with the personnel and people. It also attempts to highlight the major underlying managerial qualities such as piety, social justice, loyalty, understanding others and managerial proficiency in the light of the teachings of Nahjobalaghae.

Earnings management is a manipulation of the financial reporting process by corporate senior managers for personal interests. According to upper echelons theory, managers choose company strategies based on their interpretations, and these interpretations depend on the MANAGERS' experiences, values, and CHARACTERISTICS. In this study, the relationship between demographic CHARACTERISTICS of senior managers and earnings management strategy in 138 companies, listed on the Tehran Stock Exchange in the years 2013-2018, has been investigated. Multivariate regression model and combined data were used to analyze the data and test the hypotheses. The results show that the presence of female senior financial managers does not have a significant relationship with accrual-based earnings management and real earnings management and the experience of senior financial managers has a positive and significant relationship with accrued earnings management, and this relationship is not significant for real earnings management. The results also show that higher education of senior financial managers has a positive and significant relationship with accrual and real earnings management.

Purpose: Intrinsic features such as personality traits and acquired features such as financial intelligence of managers can undermine their behavior and type of decision in the organization and affect financial performance. In this research, the effect of personality CHARACTERISTICS on the performance of the company has been investigated considering the moderating effect of MANAGERS' financial intelligence. Methods: The personality CHARACTERISTICS of managers were measured through five components: neuroticism, extraversion, Openness to experiences, agreableness and conscientiousness using the Neo standard questionnaire and the financial intelligence with the standard Kiosaki questionnaire. The research period during which the questionnaires were distributed is fiscal year 2017. The sample included 291 firms listed in Tehran Stock Exchange. Results: The results of this study, using the structural equation modeling approach, indicated that the personality CHARACTERISTICS: neuroticism, acceptance and conscientiousness had a significant positive effect on the performance of the company, and extraversion and adaptation were not significant on company’ s performance. In addition, the effect of financial intelligence adjustment on the impact of all components on the company's performance was not confirmed. Conclusions: Our findings show that only some personality CHARACTERISTICS of managers have an impact on the firm's performance. In this regard, financial intelligence can not affect the relationship between managerial personality CHARACTERISTICS and corporate performance. Contribution: For the first time, this research has examined the effect of MANAGERS' personality CHARACTERISTICS on firms’ performance. Our findings contribute to the development of the literature on behavioral finance and related theories.

Given that MANAGERS' personality and behavioral CHARACTERISTICS affect the quality of financial information, it is expected to affect the auditors' unusual remuneration. This study investigates the effect of MANAGERS' personality traits on the auditor's unusual remuneration. The research sample by systematic elimination method includes 110 companies listed on the Tehran Stock Exchange in the period 1393 to 1397. The research data were obtained from the financial statements of the sample companies and multivariate regression method with combined data was used to test the hypotheses. The results show that overconfidence has a negative relationship with the auditor's unusual fee. Overconfident managers try to reduce the scope of their audit to pay less than their usual fee. Findings show that the CHARACTERISTICS of short-sightedness, narcissism and fortification of managers have a positive relationship with the amount of abnormal remuneration. Accordingly, the personality traits of short-sightedness and narcissism and increasing the ownership power of managers in companies increase the likelihood of information manipulation and lead to an increase in audit risk; Therefore, auditors in the face of these conditions can claim additional fees to cover the risk or increase their level of activity and effort, which leads to increased fees and supervision costs.

Introduction: Organization environment obligates managers to choose proper leadership style that it matched with the current situation and their own and subordinates' personality types, it is resulted to increase efficiency and effectiveness of the organization.Aim: This study analyze the relationship between leadership style and personality CHARACTERISTICS of nurse managers in educational hospitals that affiliated to Hamadan University of Medical Sciences.Method: In this correlational study all nurse managers were selected (90) in educational hospitals that affiliated to Hamadan University of Medical Sciences in (2013) in Hamedan city. Data collected with a self- reported questionnaires for lea-dership style; "describing the effectiveness and flexibility LEAD- Self" and the other with (60) questions was "NEO" for assessing personality.They were standards tool that their reliability were (r=0.92) and (r=0.68) for NEO. Data were analyzed with statistics tests (c2 and t-independent) with a=<0.05.Results: findings showed that the majority of nurse managers had selling leadership style (52.2%). Also, there was a significant positive relationship between the extrovert- introversion personality and leadership style (p=0.030), but there was no significant relationship between leadership style and neuroticism, flexibility, agreeableness and conscientiousness personality (p³0.05).Conclusion: based on nurse MANAGERS' personality, it would be suggested that they prepare for applying participative style.

Background and Aim: Job enrichment is a method that has been used to increase employee satisfaction and work motivation. The Hackman and Oldham job CHARACTERISTICS model (1976) has served as the foundation for many job enrichment efforts. In particular, a considerable amount of research has been devoted to the study of the job CHARACTERISTICS-job satisfaction relations. Te purpose of this study was to statistically determine the relation between job CHARACTERISTICS and job satisfaction among employees of hospitals affiliated to Tehran University of Medical Sciences (TUMS) in 2007. Materials and Methods: This study was a cross-sectional one, including 6 TUMS-affiliated hospitals-Emam, Shariati, Baharlo, Ziaeian, Madaen and Azadi. The sample size was 400, consisting of 200 administrative employees (50%), 151 nurses (38%) and 49 physicians (12%). The random sampling and stratified proportional sampling methods were used to select the hospitals and interviewees, respectively. Two questionnaires were developed and used to identify job CHARACTERISTICS and job satisfaction: 1) job diagnostics surveys (JDS) and 2) Hertzberg's job satisfaction questionnaire. The reliability of the questionnaires was ascertained by test-retest using the Pearson correlation coefficient (r = 0.88). Linear-by-linear association and ordinal logistics regression analysis were used for analyzing the data gathered.Results:The relations between the Motivational Potential Score (MPS) and job CHARACTERISTICS (except for feedback) with job satisfaction were statistically significant (p<0.05). Task identity was the most effective determinant of job satisfaction. Conclusion: It appears that all the job CHARACTERISTICS (except feedback) are important determinants of job satisfaction of the hospital employees. Although the work environment is in need of restructuring, it is important to note, from a positive perspective, that the job CHARACTERISTICS discussed in this study are readily amenable to change job satisfaction at the organizational level.

Background and Aim: One of the most important responsibilities of managers is leadership. Leadership styles are the constant behavioral models used by managers when working with others in organizations.The main purpose in this research was gaining an insight into the leadership styles of hospital managers (manager and chief) and to see if there is relationship between managers and employers' personality traits and the style of leadership adopted by the hospital manager.Materials and Methods: This was a cross-sectional study involving all the hospital managers and 385 hospital staff in the province of Qom. We gathered data through a questionnaire based on the Likert system. We thus recognized four different styles of leadership: Exploitive-Authoritative, Benevolent - Authoritative, Consultative, and Participative. Data were analyzed using the SPSS software package.Results: 1-Overall, the MANAGERS' leadership styles were found to be mostly of the consultative type but the staff regarded their MANAGERS' style of leadership as mainly Benevolent- Authoritative, 2- There was no statistically significant relationship between the MANAGERS' personal CHARACTERISTICS and their leadership styles, 3- There is a significant association between the staff members' CHARACTERISTICS and their perception of the manager's leadership styles.Conclusion: The MANAGERS' personal traits do not appear to have an effect on their leadership styles but the same traits in employees can have a bearing on how they perceive leadership in their managers.