Budgeting is one of management tasks and tools for control, motivation and PERFORMANCE evaluation. Empirical research has studied the motivational and cognitive mechanisms by which participation may be related to employee PERFORMANCE. The objective of this article is to examine the perceived level of job-relevant information as an intervening variable between budgetary participation and INDIVIDUAL PERFORMANCE in Iranian Oil and Gas Company. Job-relevant information (JRI) is information that facilitates job-related decision making. The result of this study, based on a questionnaire survey of division financial and budget managers in large corporations, suggest that participation affects PERFORMANCE, not directly, but through (JRI).

Background & Aims: The ability and PERFORMANCE of nurses as the largest professional group of health care organizations has a great impact on the productivity of health care organizations. Materials & Methods: This study is a descriptive-correlational research and applied in terms of purpose. The study population was nurses working in social security medical centers of West Azerbaijan province. Data were selected as a random cluster of 250 people using standard questionnaires whose validity and reliability had already been confirmed. In the present study, to analyze the data in the descriptive statistics section, statistical indicators such as tables of mean, frequency, percentage of frequency, mean and standard deviation and in the inferential statistics section to test the conceptual model of the research, structural equation modeling method was used by Smart PLS 2 software. Results: According to the results, the relationship between organizational learning, transformational leadership style, personal motivation with positive and empowerment and also the relationship between training adequacy, organizational learning and motivation through INDIVIDUAL PERFORMANCE with positive and empowerment is significant. The highest impact coefficients are related to the effect of organizational learning on empowerment (0. 507) and INDIVIDUAL motivation on INDIVIDUAL PERFORMANCE (0. 222). P > 0\05 Discussion & Conclusion: According to the results of the present study, managers of the Social Security Organization in order to be more successful in designing nursing empowerment programs should focus on organizational learning components and INDIVIDUAL motivation that are stronger predictors of empowerment.

INDIVIDUAL PERFORMANCE can be considered as a central concept in human resource management. This research is a phenomenological exploration of this concept in order to discover and describe its nature and essence. To this end, a phenomenological method, which is aimed at discovering the nature of phenomena, is used. In this regard, phenomenological interviews were conducted with 16 employees working in 4 different organizations to find out what the concept of INDIVIDUAL PERFORMANCE mean to them. Analysis of the data revealed that the concept of INDIVIDUAL PERFORMANCE conveyed six different meanings and mental conformation for the interviewees. They perceived PERFORMANCE as result, technical action, social action, effort, mental capacity, and personality. Consideration of the fact that INDIVIDUAL PERFORMANCE did not mean the same for the interviewees, and that a semantic relativity is dominant, can help human resource experts increase the effectiveness of communication. Furthermore, since several personnel decisions on INDIVIDUALs are affected by their perceptions of the INDIVIDUAL’, s PERFORMANCE, the findings of this study can help readers understand why the employees’,decisions are made. The present study can also serve as a basis for a phenomenological research program to discover the nature of important phenomena in human resource management.

Introduction: There are several generic and specific models to assess the INDIVIDUAL job PERFORMANCE (IJP). While these methods may provide the valuable information, none of them cover the complexity and wide range of the behaviors which express the IJP. This review study aimed to identify all existing models and incorporate them to achieve a comprehensive conceptual model to assess the IJP. Material and Methods: Databases such as PubMed, Scopus, Embase, and ProQuest were systematically searched to meet the study’, s goals. Moreover, references to relevant publications were examined. Finally, suitable publications were discovered and analyzed using the inclusion and exclusion criteria. Results: The results of Search in databases, including PubMed, Scopus, Embase, and ProQuest, showed that 12754 articles were found in the initial search. After removing duplicate and unrelated articles, finally, 155 eligible articles were selected. Based on full-text screening, 10 studies were excluded, and 5 studies were not accessible. Finally, by checking the references mentioned in the selected articles, 4 more eligible articles which were not retrieved in the search strategy were added,finally, 61 articles were selected to be reviewed. Ninteen articles were related to the general models, and 19 articles addressed job-specific assessment models. The remaining 23 articles described other existing models. Conclusion: To evaluate IJP, a heuristic structure was developed based on the literature research. These dimensions were selected because they can accommodate all of the preceding models’,dimensions. They also include any behaviors that may have an impact on IJP.

Background and objective: Today, organizations are always looking for ways to deal with changes and improve the quality of products and services as well as productivity in their business. PERFORMANCE management is a topic that strives to enhance the productivity of the organization by creating empathy between employee and alignment between employee goals and the goals of the organization by directing employees to achieve organizational goals. Therefore, the analysis of the INDIVIDUAL's PERFORMANCE, due to its importance in the organization, in the form of identifying its components, is the purpose of this study.Methods: In terms of its objectives this research is of an applied type, and in terms of the nature of the data it is of a qualitative type and in terms of sampling method it is based on the principle of theoretical saturation. This study is in the category of qualitative research and is conducted using the theme analysis method. The statistical population of the experts was managers, commanders of the Fars province and several professors of the Amin Police University and reached 40 according to the theoretical saturation of the sample. The data were collected using semi-structured qualitative interviews. MAXQDA software was used to analyze the data.Findings: Based on the research conducted to manage INDIVIDUAL PERFORMANCE, 6 components were identified (self-esteem, INDIVIDUAL improvement, INDIVIDUAL characteristics, INDIVIDUAL spirituality, familiarity with staff, and professionalism) and 30 indicators.Results: The identified indicators are among the factors that will improve INDIVIDUAL PERFORMANCE in the organization if they are implemented and will enhance organizational PERFORMANCE.