Nowadays, the fundamental role of having a purpose for life in physical and mental health has been confirmed. According to victor frankl, presence of a purpose in life gives life a meaning and increases resilience against pains and traumas. The importance of the purpose in life construct reveals the need for a reliable and valid tool to measure it. Crumbaugh and Maholick's purpose in life questionnaire is the first and one of the most applied tools for the assessment of life's purposefulness. The aim of this research is to determine the FACTOR structure of purpose in life questionnaire. The questionnaire was administered on 206 students who were selected through random stratified sampling at Ferdowsi University of Mashhad. Exploratory FACTOR analysis showed that there are two FACTORs "comprehension" and "purpose" and this finding were confirmed by confirmatory FACTOR analysis. Altogether results of this research showed FACTOR validity of the purpose in life questionnaire with a two FACTOR pattern

Today organizations to acquire Competitive advantage, while implementation of a strategic approach to the turbulent environment around them, following is the FACTORs affecting their performance to identify and measure the effects of these agents and reinforcement, to ensure their survival. On the other quality of human resource plays a vital role in the success of the organization. However, determination the ability of staff for this success is often difficult. But some organizations HR competency model as a strategy for human resources are used to using these models in human resource systems, to improve their performance. Models of social competence, knowledge, skills and abilities, and other characteristics that are needed to function effectively on the job are. The aim of competency model is identify the optimal use of human resources and competencies in line with the organization's strategy. Therefore, this study aimed to assess the suitability of staff and its impact on ORGANIZATIONAL performance in this area is to provide solutions. Research methods, descriptive correlation (regression analysis) and statistical community managers and industry experts are banking. To collect data from library studies and questionnaires were used as research tools. Data by Spearman correlation and multiple regression method and were analyzed by Spss software. Results show that there are Correlation between the model results and the impact of competence and ORGANIZATIONAL performance.

The present study was carried out in order to evaluate the psychometrics properties of the Persian version of ORGANIZATIONAL Virtuousness Scale and prediction of ORGANIZATIONAL virtuousness by considering ORGANIZATIONAL citizenship behavior. 141 persons who were selected from Tele Communication Company of Isfahan employees by simple random sampling, completed the ORGANIZATIONAL Virtuousness Scale (Cameron, Bright & Caza, 2004) and ORGANIZATIONAL Citizenship Behavior Questionnaire (Podsakoff, MacKenzie, Moorman & Fetter, 1990). The results of exploratory FACTOR analysis defined two FACTORs: 1) optimism- trust- compassion and 2) integrity- forgiveness. The reliability coefficients were found to be satisFACTORy for the total scale (a=0.93) and its FACTORs (ORGANIZATIONAL citizenship behavior: a=0.90; integrity-forgiveness: a=0.87). Also, the Pearson’s correlation coefficients showed that there is positive significant relation between ORGANIZATIONAL virtuousness and ORGANIZATIONAL citizenship behavior (P<0.01) as well as its three dimensions e.g. civic virtue (P<0.05), altruism (P<0.01) and courtesy (P<0.05). Analysis of regression showed that ORGANIZATIONAL citizenship behavior dimensions could predict ORGANIZATIONAL virtuousness and its first FACTOR (optimism- trust- compassion). Thus, ORGANIZATIONAL Virtuousness Scale can be used as a reliable and valid tool in ORGANIZATIONAL researches. Also, the ORGANIZATIONAL citizenship behavior is useful in the prediction of ORGANIZATIONAL virtuousness.

AbstractPurpose: The velocity of change in the surrounding world has forced them to identify those FACTORs which impact their change capacity. The present study was conducted to identify and prioritize influential FACTORs on ORGANIZATIONAL change capacity.Methodology: In terms of purpose, this was explorative and applied research. Its population included ten familiar experts with research subjects in a research and training center. By reviewing the literature on change capacity, relevant, influential FACTORs were identified, and they were concurred by the fuzzy Delphi technique, and then they were ranked. After recognizing influential FACTORs, a pair comparisons questionnaire was distributed among ten experts, and after gathering the questionnaires, effecting FACTORs were ranked using the Expert Choice11 Software package and AHP technique.Findings: Results show that ORGANIZATIONAL culture, structure, and style of leadership were the main FACTORs that impacted change capacity.Conclusion: The influential FACTORs can be divided into three categories: environmental, content, and structural elements. Environmental FACTORs include environment and innovation; content FACTORs include team working, intellectual capital, leadership, political behavior, and human resource management; Structural elements include strategy, structure, ORGANIZATIONAL policies, information technology, knowledge management, and technology. Value: This is the first time in the literature that the influential variables affecting the change capacity were recognized and categorized in a conceptual classification that has not been seen in the previous research.

Work ethic is a cultural norm which gives positive moral values doing good work in the community. The purpose of this article is to review and understand the work ethic and ORGANIZATIONAL FACTORs that influence it. This research employs survey method and uses questionnaires. The selected target society has been employees of state universities in Tabriz with a sample of 274 people. After extracting and analyzing data and producing of statistic indexes (indicators) for independent and cumulated variables of the research, the result show that the least and the most work ethics of the sample people are 2.9 and 5 respectively. The degree of work ethics of studied employees is 4.21. Also, the work ethics of 4.4 percent of the population is in low level, 52.1 percent in intermediate level and 36.5 percent in high level.Eventually 22.7% of respondents have considered the organization management style as autocratic, 53.6% as moderate and 23.7% as participatory. In this way the popular management style in university has been assessed as moderate. In this research there is a positive and meaningful correlation between the work ethics and job satisfaction justice (fairness) and ORGANIZATIONAL commitment and also a negative and meaningful correlation between work ethics and organization alienation and autocratic management style.

Human power is very important in organizations. Productivity, effectiveness and development of organizations depends on the efficiency and effectiveness of human resources of that organization, so one of the important issues that should be considered in any organization is job satisfaction and satisfaction of employees of that organization. Because it can directly lead to ORGANIZATIONAL development. In order to realize the productivity of human resources in the ORGANIZATIONAL field, the necessary solutions must be identified. One of the effective solutions is to pay attention to the intellectual capital of the organization and the job satisfaction of the employees. The present study investigates the FACTORs affecting job satisfaction among employees of the Bojnourd Education Department. In this study, Herzberg motivational-health theory was used as a theoretical framework that health FACTORs include: uniformity at work, salaries and benefits, ORGANIZATIONAL hierarchy, relationships in the workplace and access and power, as well as motivational FACTORs including: job category, job category And the type of employment, this research is done by survey method. The data collection tool was a researcher-made questionnaire. The validity of the questionnaire has been confirmed by a group of experts in this field. The statistical population of the study includes the staff of the Education Department of Bojnourd (250 people). The statistical sample in this study is 150 employees of this organization, the sampling method was simple random. Based on the results, salaries and the level of power and access of individuals have played a major role in increasing job satisfaction of employees. With increasing salaries and access and power of people, the level of job satisfaction of employees increases.