This paper aims to investigate the effects of job autonomy, psychological empowerment and distributive justice on commitment to productivity of principals in Lorestan state schools. The Statistical population comprises current and former principals. Using random method, 357 out of them were selected. For measuring the research variables, we used 3 different questionnaires. For measuring commitment to productivity, job autonomy, psychological empowerment and distributive justice, a researcher-made, Breaugh (1985), Thomas & Velthouse (1990) and Price & Muller (1986) questionnaires were used, respectively. All of the questions in the questionnaires have 5-point Liker-scale. For analyzing data, covariance-based structural equations modeling-path analysis and AMOS software were applied. The results show that all of job autonomy, psychological empowerment and distributive justice have positive and direct effects on commitment to productivity of principals in Lorestan state. Also, among all of the dependent variables, distributive justice has the highest effect on psychological empowerment. Furthermore, among all the dependent variables, distributive justice has the lowest effect on commitment to productivity

The Purpose of the present study was to examine the relationship of organizational justice and organizational commitment to job productivity of Marvdasht teachers. Research method was descriptive-correlational. The Population consisted of Marvdasht female high school teachers. A sample of 105 teachers was drawn using simple random sampling method based on Krejcie and Morgan’s sample size table. In order to collect data, a use was made of three questionnaires of organizational justice, organizational commitment, and job productivity. Cronbach’s Alpha reliability coefficients of the instruments were 0.73, 0.90, and 0.83 respectively. Data analysis involved Pearson correlation and multiple regression. The results suggested that there was a significantly positive relationship among organizational justice, organizational commitment and job productivity. In addition, organizational justice and organizational commitment components positively correlated with job productivity.

One’s organizational life and private life are mutually complementary. Workers are the most important capital in an organization and play a pivotal role to ameliorate it. In the past, staffs’ private lives were emphasized, while, today, the quality of their working life is one of the most important organizational goals. The main goal of this study was to determine the relationship of quality of working life to organizational commitment and productivity in Jahrom Medical Science University. The research method was descriptive and correlational. The sampling frame of this study included all personnel of Jahrom Medical Science University (N=854). A sample 267 was selected using stratified random sampling strategy. The data of this study were collected through three questionnaires, that is, quality of working life, organizational commitment, and productivity questionnaires. The reliability indexes of the questionnaires were 0.87, 0.81, and 0.89 respectively as assessed using Cronbach’s alpha. Data were analyzed using Pearson correlation, one-way ANOVA, and Tukey test with the help of SPSS. The results indicated that there was a significantly positive relation between the quality of working life and both organizational commitment and productivity in Jahrom Medical Science University.

Since Critical Rationalism is considered by some more of an attitude or mindset and by others a methodological approach to philosophical thinking and practical problem-solving, its application, or more accurately, its epistemological testing grounds, should be expected to be much more wide-ranging than they have been so far. With the exception of some published anthologies on Critical Rationalism and occasional nods to the legacy of Karl Popper’s falsificationist methodology, relatively few applicaions of a critical rational approach to contemporary theoretical debates in the social sciences have been published. I wish here to critically challenge the (optimistic) Hegelian and by extension the neoliberal view of the progress of American capitalism by reframing it with the Marxian notion of expropriation as applied to enslavement on plantations. The logic of enslavement as a process by which brutal exploitation has been practiced for centuries offers a falsifying test case of the rationality of capitalism and its promise of individual freedom of choice. This essay is an explicit exercise in the potential power of a version of Popperian critical rationalism being applied to the intersection of modern liberalism and capitalism, exploring the imbrication of a critical and rational analysis.

Background: One of the most important issues in the empowerment and development of managers is to pay attention to organizational commitment and its effect on organizational commitment and productivity in organization managers. Therefore, this research compares the effectiveness of organizational commitment training on the productivity and organizational commitment of managers and project managers. Method: The research method was a quasi-experimental design with a control group of pre-test, post-test and three-month follow-up, and the statistical population was 80 managers and project managers of Iran Khodro Company in Tehran in 2016. 30 people who met the conditions to enter the research were selected by random sampling method and were examined with standard organizational commitment and productivity questionnaires, and the organizational commitment training program package was implemented for the experimental group during 7 sessions of 120 minutes (two sessions per week). To analyze the data, mixed analysis of variance with repeated measures was used with the help of SPSS25 software. Results: It showed that the organizational commitment training program had a significant effect on productivity (F=6. 22, P=0. 006), and organizational commitment (F=17. 94, P=0. 001), project managers and executives in the experimental group. And this effect remained stable in the follow-up phase. Conclusion: The organizational commitment training program package has the necessary effectiveness to increase productivity and organizational commitment. Therefore, the organizational commitment training program can be used to improve the productivity and organizational commitment of project managers and executives.

Background: One of the most important issues in the empowerment and development of managers is to pay attention to organizational commitment and its effect on organizational commitment and productivity in organization managers. Therefore, this research compares the effectiveness of organizational commitment training on the productivity and organizational commitment of managers and project managers. Method: The research method was a quasi-experimental design with a control group of pre-test, post-test and three-month follow-up, and the statistical population was 80 managers and project managers of Iran Khodro Company in Tehran in 2016. 30 people who met the conditions to enter the research were selected by random sampling method and were examined with standard organizational commitment and productivity questionnaires, and the organizational commitment training program package was implemented for the experimental group during 7 sessions of 120 minutes (two sessions per week). To analyze the data, mixed analysis of variance with repeated measures was used with the help of SPSS25 software. Results: It showed that the organizational commitment training program had a significant effect on productivity (F=6. 22, P=0. 006), and organizational commitment (F=17. 94, P=0. 001), project managers and executives in the experimental group. And this effect remained stable in the follow-up phase. Conclusion: The organizational commitment training program package has the necessary effectiveness to increase productivity and organizational commitment. Therefore, the organizational commitment training program can be used to improve the productivity and organizational commitment of project managers and executives.

Education is a continually developing activity, it shapes the way an individual develops their attitudes, thoughts and behavior. Education is not just about being literate but it is an overall development of the person in every aspect of their lives. A society's educational system can be greatly linked to its culture as the culture that one is in have an affect on the type of curriculum the institutions will develop in order to cater to every individual of that particular culture. Education moulds and shapes a society and it is influenced by the culture of the particular country or society. The educational system acts as a point of reference for the society's needs and demands. The principles that dominate this article is culture and education are interrelated and interconnected. Every educational paradigm is influenced by the culture of the society in which it operates. This essay underlines the extensive connection between culture and education. As a result, the goal of this essay is to depict these features from a Philosophical-Psychological Approach.