JOURNAL OF NEW EDUCATIONAL APPROACHES
Year:2011 | Volume:5 | Issue:2 (12)|Papers Count:7

The purpose of this research was to study the relation between ethical climate dimensions and Job satisfaction among employees at Isfahan office of Education in academic year 138889.Research method was descriptive (correlative) and statistical population of the study were all 735 employees of all six educational districts of Isfahan that 205 of them were selected as statistical sample. Research instruments were two questionnaires: first, victor and collen's ethical climate (1987) with 29 items and nine dimensions, second, lee (2000) (1987) with 29 items and nine likert scale.Reliability coefficients of questionnaire were calculated through chronboch alfa at 076 and 087 respectively. Pearson correlation coefficient and regression analysis were used to determine the amount of correlation between ethical climate dimensions and Job satisfaction.Findings showed that personal Profit had relation with Job satisfaction but dimensions of organizational profit, efficiency, empathy, personal morality, and organizational procedures had no relation with Job satisfaction. Also, climate of team work, social accountability, rules and professional codes had positive and significant relation with Job satisfaction.

In this study which was done to investigate teachers capabilities at elementary schools and its relation to organizational culture dimensions, suggestions are made to optimize organizational dimensions in order to increase employees capabilities. This research was done using descriptive and mix method. Time period of the study was academic year of 138687.Statistical population of the study were all elementary school teachers of Mashhad district 4. Statistical sample of this research was 144 teachers. Data were collected using two questionnaires of empowering and organizational culture with reliability of.90 and.89 respectively. Collected data were analysed using multiregression, pearson correlation, comparing average with one fixed value and comaring two independent averages. Based on findings, status of teachers capabilities in considered schools is greater than average and there was no significant difference between teachers capability grades based on gender, while all organizational culture items have direct and significant relation with observed teachers capabilities grade. Findings showed that teachers capabilities grade is predictable only through risktaking item with .95 confidence.

This research has studied the relation between five basic factor of personality and selfregulated approach of learning. Research sample consisted of 175 students (83 boys and 92 girls) who were selected randomly out of five Isfahan educational districts high school. To measure five factors of personality NEOFFI and for self-regulated approaches, MSLQ questionnaires were used. Results of variance analysis showed that there is no significant difference between learning approaches averages of girls and boys students (p<0.01). Also, analysis of variance of five basic factors of personality indicated that two factors of social acceptability and dutifulness have significant difference (P<0.05). Results of regression analysis significant relation with selfregulated approach (P<0.01). In both boys and girls, dutifulness or conscientiousness had positive and significant relation with cognitive, internal valuating, selfefficacy approaches (P<0.01). In general, research results confirms that attention to personality traits in important in selfregulated learning approaches.

Occupational preference form of Personal Globe is a new instrument for measuring work engagement types. In order to normalization and examining the reliability and validity of (OPPGI), a sample of 451 high school students (210 boys and 241 girls) were selected randomly to complete Holland's educational and occupational preference inventory.Results of internal consistency using SPSS 16 through Chronbach alfa, showed good reliability in all 18 scales (+min=0.71, max=0.86, m=0.79, SD=0.04). Retesting coefficients also showed an acceptable reliability in all subscales (min=0.71, max=0.77, m=0.75, SD=.02). Calculation of correlation coefficient grades in all 18 scales showed good validity for original, eclectic and structural type, except for personal services. In order to present a yardstick for transforming raw grades into standard grades T, atable of averages and standard deviation for all subscales in terms of gender were provided. Results of this study showed evidence in support of cross cultural validity and reliability of career typology and efficacy in assessing the vocational interests, occupational preference form of personal globe inventory. Few research suggestions are provided in the discussions and results.

This article aimed at to study and explain relation of organizational Justice with Performance evaluation items among employees at Isfahan refinery company. Statistical population consist of tenure employees who were active at Isfahan refinery that out of them 191 were selected randomly as sample to answer the questionnaire items. To collect data, employees performance evaluation form and researchers made organizational Justice questionnaire were used which possessed face and content validity.Organizational Justice questionnaire reliability was calculated at.89 using Charonbach alfa coefficient. Research findings showed that there is positive and significant relation between organizational Justice and performance evaluation (p=0.05).Best predicts for conceptual management and work quality were interactive and distributive Justice respectively, that instead of one unit in both, can add to conceptual management and work quality.233 and.175 respectively. Also, best predictive variable for work relation item with others and ethical relation, was interactive Justice that for one unit increase in it, .332 and .171 were added to work relation and ethical relation with others respectively.

One of the issues that nowadays immigrants and especially migrant women are faced with in destination community is their health. The main purpose of this research is to study relation between cultural methods of confronting and psychological health of migrant women. Research method was descriptive and research instrument was questionnaire. Statistical population of the study was migrant women in Kermanshah that 200 of them were selected randomly as sample. Face validity and chronbach alfa were used for reliability of research instrument, and regression analysis and Anova were used to test research hypothesis. Based on research findings there is significant relation between psychological health and variables of education (r=.77), duration of residing (r=.18), level of income (r=.75), rationality method (r=.77), avoidance method (r=.42), and emotional method (r=.61). Results of regression coeficients showed that three variables of rationality (Bata=.64), income (Beta=049) and emotional (Beta=028) were entered into equation and all together explain 47 percent variance of dependent variable (R2=.47). Finding of this research show this fact that if migrant people use more rationality model in confronting with psychological stresses due to migration to new cultural environment, they will have better health.

This research has studied the feasibility of EFQM indictors at Iran, Tehran, and Shahid Beheshti medical sciences universities libraries. Statistical population of this study consists of all managers and librarians at these three universities. Collected data were analysed using ttest, independent t, and LSD. Findings showed that there is possibility of implementing nine indicators (leadership, policy and strategy, employees, partnerships and resources, processes, customers results, employees results, community results, and key performance results) at Iran, Tehran, and Shahid Beheshti medical sciences universities libraries. Since, in this research, employees point of views at these three universities about feasibility of model indicators based on demographic characteristics (gender, position, field of study, educational certificate, years of service, and university) were studied, results showed that there is significant difference between employees point of views with regard to feasibility of European Foundation Quality Management based on gender, position, field of study, and educational certificate (P<.05). But, there was no significant difference between employees point of views with regard to feasibility of EFQM based on years of service, and university.