One of the factors that can be the link between our intentions and actions and their external consequences is human agency, which indicates the conscious design and intentional execution of actions by the individual in order to influence future events.Objective and Method: This research with a developmental approach of psychometric method and method 1, examines the psychometric indices of the Human Factor Characteristics Scale using the classical THEORY of test score measurement and the graduated question-answer THEORY. The purpose of this study, which included high school students in Tehran, was selected by cluster sampling of 500 people as a sample size and statistical analysis was performed on 481 data. To collect the data, the ion Human Agent Characteristics Scale (2011) was used and the research questions were evaluated using IRTPRO and SPSS software.Results:The assumption of local independence based on Pearson x2 index was established by applying Simjima's calibrated question-answer THEORY and the assumption of being one-dimensional based on the analysis of multidimensional question-answer THEORY. Diagnosis parameters with question-answer approach and classical approach Test score Both item 25 approach had the lowest and item 2 had the highest diagnosis parameter. The answer thresholds for all the questions were so far apart that no option was covered by the other option, and the options were independently selected by individuals at intervals of theta. The total scale was calculated with Cronbach's alpha of 0.945, intentionality of 0.894, foresight of 0.780, self-reactivity of 0.871 and rethinking of 0.762. Also, the role of each item in internal consistency was investigated by the loop method, which all questions had a favorable role in internal consistency of this scale. The value of the validity coefficient obtained from the question-answer THEORY was obtained by marginal method for intentionality 0.92, forethought 0.85, self-reaction 0.91, rethinking 0.83..

This study aimed to investigate the effect of Leader Member Exchange (LMX) on organizational climate, using the quasi-experimental approach. The sample included 60 employees selected at random from Sooreh University to participate in this research. For pretest the participants responded to Preziosi's (1980) Organizational Diagnosis Questionnaire (ODQ) which assesses seven dimensions of organizational climate (Purpose, Structure _ Leadership_Relationship-Rewards- Helpful mechanism_Attitude toward change). After an interval of eight months all sample responded to the ODQ once again as the posttest. Results showed significant differences between pretest and posttest scores in terms of Purpose, Leadership, Relationship, Helpful mechanism and Attitude toward change. Pretest scores of men and women were found to be significantly different in terms of Rewards.

Capitalizing upon Implicit Leadership Theories (ILTs) and Leader-member exchange (LMX), this research aims to explore the relationship between the congruence of employees’ ILTs and those traits of their managers and employees’ supportiveness, resistance and behavioral creativity for change. After distributing three questionnaires at three points among teachers, 296 participants completed all three questionnaires.Having conducted some confirmatory factor analyses (CFAs), we utilized Latent Congruence Modeling (LCM) to analyze the final proposed models. The findings showed that the congruence has no direct effects on behavioral change responses.However, LMX can function as a full mediator. LMX has significant relationships with employees’ support and resistance for change. Nevertheless, the path coefficient was non-significant for behavioral creativity to change. This study, therefore, extends prevailing follower-centric perspective on leadership and strengthens its essence in organizational change with fundamental socio-cognitive research.

The Purpose of this article is to examine the relationship between organizational culture and leadership styles. Organizational culture is important factor that can be influence organizational performance and also leadership is one of the key parts that can be affected organizational success. However, recognition about the relationship between these two effective factors on organizational performance is very important. In this research, Organizational cultures divided to three groups consist of: Group culture, Hierarchical culture and Developmental culture. In other hand, leadership style divided to TFL and LMX. Our research methodology was Survey- Correlation Method, SEM Specifically. Results show that group culture can influence LMX and TFL and their relationship are meaningful and positive but, hierarchical culture has negative effect on both two leadership styles. Finally based of research purpose conceptual model and practical & future research suggestions have been presented.

The purpose of the study is to make a comparison between teaching the THEORY of LMX with or without counseling services to managers and its effect on their professional attitudes in educational organization. The research methodology was quasi experimental. There were two experimental groups randomly assigned. The pretest was administered to both groups. Then, LMX THEORY was taught to them and one of the groups was also given some counseling services about the importance of counseling, organizational counseling, and the way of effectively communicate with the staff. The population consisted of all managers of education organization in the school year of 88-89 in the city of Khoi. The sample consisted of 70 subjects who were assigned to two groups using multistep random sampling method. The tools were the questionnaires of personal satisfaction (Martin and Ganon), job satisfaction (smith, Candle, and Houlin), and organizational commitment (Moudai et. Al). The results showed that teaching the THEORY of LMX with counseling services increases the managers’ organizational commitment. Furthermore, the effect of teaching the THEORY is different on male and female managers when their personal and job satisfaction as well as their organizational commitment are taken into consideration. The effect of teaching the THEORY with counseling services is different when the managers' experiences are taken into consideration.

This article introduces, analyzes, and criticizes the work of Lawrence M. Hinman, Ethics: A Pluralistic Approach to Moral THEORY. Hinman is a Philosopher of Ethics in the multimedia learning. He believes that multiculturalism is important factor of nowadays so the most important responsibility of philosophers of Ethics is prevention of moral conflict. The global communication and information in 21st century needs global tolerance and respect of various nations, cultures, and moralities together because different people and societies have a common human nature and common natural rights that obligate to justice and moral relationship between different people and various societies’ beliefs throughout the world. Moral communication in multiculturalism approach is against racial, gender, national, and ethnic prejudice. Hinman believes in moral dialogue and global learning across different cultures. The book of Ethics: A Pluralistic Approach to Moral THEORY has a proper category of new ethical problems, and the candid standpoint of author is considerable. He has a logical method, and in the end of every part of book there are some questions for evaluation of students learning. So this book is proper for the philosophy of ethics in universities.