This study compares young women’s perception of femininity in three sample of iranians, canadians and iranian-canadian immigrants to understand femininity in two different cultures, and also the immigrants’ position in comparison to source and destination countries. 45 iranian, 21 canadian, and 19 immigrant students participated in focus group discussions of femininity and its norms. Data was coded using content analysis method and frequency of each theme was counted. Frequency of common themes in these three groups was compared by chi square, and then themes were compared 2 by 2 using independent t-test. Content analysis of data revealed nine themes in iranian’s, six in canadian’s, and nine in iranian-canadian immigrants’ perception of femininity. There were five common themes, including “success orientation” and “feminine personal traits” and several distinguishing themes like “chastity” and “personal safety”. Group-specific norms are congruent with more general cultural differences in Iran and Canada, and also special situation of immigrants’ life.

This study examined the psychological consequences of forgiveness  from the perspective of Iranian's mothers of children with intellectual disabilities. In the same way, a qualitative method was used. Twenty mothers of children with intellectual disability  who were referred to the department of education to complete their children's assessment data, were selected randomly and semi-structure interview was used to gather data. These mothers were interviewed until saturation was established.  The analysis of data lead to establishment of opening codes and categorizing them in conceptual headings. Mothers of children with intellectual disabilities used spiritual resources, internal resources, and social interests and resources to forgiving others respectively. This indicates that the rich content related Iran's- Islamic culture has helped the mothers of children with intellectual disabilities to forgive others.

Background: Organizational culture plays a role in human behavior and is one of the most important concepts in behavioral sciences. But so far it has not been fully evaluated. Aims: To present a model of organizational culture of primary schools in Alborz province. Method: The research was a qualitative one. The statistical population consisted of education experts and professors of Alborz province. Thirty people were selected by purposeful sampling method. Research tools include: reviewing national and international documents related to the subject and semi-structured exploratory interviews. Data analysis was done using the data base and coding method (open, axial and selective). Results: The factors affecting the organizational culture of elementary schools are: organizational structure, organizational goals, human capital, leadership, strategy, social capital, organizational environment, organizational technology and psychological capital. Conclusions: Dimensions of organizational structure, organizational goals, human capital, leadership, strategy, social capital, organizational environment, organizational technology, and psychological capital influence the organizational culture of primary schools.

Background: Recently, character strengths-based interventions have had very effective results on increasing well-being in numerous studies in different parts of the world. Aims: The aim of the present study was to evaluate the effectiveness of character strengths training on reinforcing of character strengths and promoting students' mental well-being in emerging adulthood period. Method: This study was a semi-experimental research with pre-test, post-test design and a control group. Research population consisted of students of the University of Tehran during 2019-2020 academic year from among whom 34 MA students were selected using convenient sampling method and were assigned to experiment (15 individuals) and control (19 individuals) groups. Research tools used in the study included Mental Well-being Questionnaire (Andrews & Robinson, 1991) and Iranian Character Strengths Questionnaire (Hassaniraad, 2020). Before the interventions, pretest was conducted for the two groups. Then, the experiment group received Character Strengths Culture-Based Interventions (Hassaniraad, 2020) for 12 60-minutes sessions. After the interventions, post-test and one month later, follow-up was performed on both groups. The obtained data were analyzed by repeated measures analysis of variance. Results: The post-test results showed that in the experiment group, the scores of life satisfaction, negative emotion, and character strengths (including wisdom, courage, humanity, and transcendence) all were at a higher level compared to the control group (P< 0/01). Observed changes in the experiment group were also somewhat stable at the follow-up stage. Conclusions: Based on the results, it can be concluded that the package developed has an effective role in reinforcing character strengths and promoting students' mental well-being.

Background: With a review of the existing background in the field of organizational psychology, a significant gap can be observed in identifying instances of citizenship behaviors among managers in educational organizations and the available theories. Despite extensive studies in the realm of organizational psychology, fewer studies categorize and determine instances of citizenship behavior among education and training managers.Top of Form
Aims: The objective of the present research was to identify the theories and instances of organizational citizenship behavior of managers within the education and training organization.
Methods: The present study was a systematic review. A search was conducted from 2000 to 2023 using keywords related to organizational behavior, citizenship behavior, organizational citizenship behavior, organizational psychology, theories of citizenship behavior, and education in specialized databases such as SID, Magiran, PubMed, Scopus, and Science Direct. Twenty-four articles were retrieved, and following the inclusion and exclusion criteria, ultimately, five studies directly relevant to the subject were examined. Their findings were synthesized together based on the PRISMA statement.
Results: The results indicated that the development and expansion of organizational justice, organizational culture, and commitment within educational organizations, in all their dimensions, can create an environment conducive to the emergence of organizational citizenship behaviors and increase the likelihood of such behaviors occurring.
Conclusion: Managers and leaders within educational organizations should create opportunities for increasing organizational citizenship behavior through organizational justice, culture, and commitment by employing leadership styles that allow greater participation in decision-making for all middle and lower-level managers.

Background: Leadership plays a vital role in the dynamics of the organization. The degree of success of the organization in reaching the predetermined goals, the amount of effort of the employees for the success of the organization and the effectiveness of the leader on the employees depends on the behaviors and leadership style. The development of organizational innovation and learning in order to obtain a sustainable competitive advantage and improve organizational performance requires the existence of suitable conditions and management styles, which are one of the effective factors in this field.
Aims: considering the importance of organizational performance based on leadership styles, this research aims to design a model for predicting organizational performance based on leadership styles and the mediating role of innovative culture and organizational learning.
Methods: The research method is inductive and qualitative. The statistical population consisted of experts and academic specialists who were selected as the sample size using the principle of saturation and the snowball sampling method. In order to collect data, semi-structured interviews were used. Data analysis was done using the qualitative data analysis method of Maxqda software.
Results: Based on the findings of the research, the dimensions and components of leadership styles were identified in 8 categories, the dimensions and components of organizational innovative culture in 5 categories, and the dimensions and components of organizational learning in 7 categories. Based on the findings of this research, organizational performance can be developed and improved by using appropriate leadership style and implementing innovative culture and strengthening organizational learning.
Conclusion: According to the results of the research, it is suggested to use projects with high potential and based on meritocracy management and knowledge and expertise in sensitive and highly important categories in line with the development of suspended and forward-looking projects so that the performance of the organization through development Projects and the community's sense of need for these projects should be used to achieve the organization's goals.