Every manager must be able, through people to achieve organizational goals. For years, the executives are learning that their ability to achieve goals directly related to their ability to inspire those around her. This is even more important today, because human affairs, communications and relationships between managers and employees has risen. Character variable is undeniable that, effective leadership is effective. The equations of organizational behavior, the psychological variables, the character of the individual. Given the importance of personality in the organization, it seems natural to choose the right person to take the position should also be based on networks and special Choices. Accordingly, the aim of this study was to analyze the influence of the type of personality directors, employees' job performance wise Iranian banks, in the province of Kermanshah. The population of this study consisted of 100 employees of the Bank, which, among them, 86 people randomly, using Cochran formula, for example, for the first half of 2014 were selected. Therefore, the research method is descriptive- survey, the type of correlation. For data collection, the 5 Factor Personality Inventory Types Costa and Mack Gray (1992), and job performance questionnaires Paterson (1992), was used. Validity of the questionnaire was confirmed by a number of university professors. The reliability was obtained with Cronbach's alpha coefficient for the first questionnaire, 0.71 and for the second questionnaire, 0.76. By using linear regression and stepwise by SPSS software the data were analyzed. Results in a significant level of 0.95 showed that that the character of managers had a significant effect on job performance.

Culture is very important that, in the administrative body and soul, to be so without the benefit of appropriate organizational culture, descent and reduce the efficiency of the organization will be faced with, in other words, an appropriate culture be stimulating productivity. The aim of this study was to analyze the impact of knowledge management; organizational innovation in PNU Kermanshah province, population of the study consisted of 550 employees of the Bistoon Petrochemical Company, of which 226 patients randomly, and using Cochran formula, for example, for the first half of 2014 were selected. This cross-sectional survey study, the correlation type. To collect data, the organizational culture questionnaire Cameron and Quinn (2006), and employee productivity expectancy questionnaire Omid and (2002), was used. Validity of the questionnaire was confirmed by a number of university professors. The reliability was obtained with Cronbach's alpha coefficient for the first questionnaire, 0.88 and for the second questionnaire, 0.78. By using linear regression and stepwise by SPSS software the data were analyzed, showed that organizational culture has a significant impact on employee productivity.

Criminal punishment is the most systematic approach to crime, Therefore a form of punishment in the Iran’s penal system the whipping in public punishment is applied in the case of criminals. This investigation is written with a look at the theories of criminology and sociology of punishment and its research method is based on the purpose of type of operational and it’s according to the method of data collection of library type. The purpose of this study is pathology of whipping in public and its impact on the prevention of recidivism, prevent people from committing crimes, criminal reform, crime reduction and re-socialization of criminal, the impact on individuals and society, and coordination with existing standard punishment and investigating and explaining of whipping in public in Iran's legal system and Proving it's Validity or invalidity according to the purposes of punishments. During the investigation it can be concluded that this type of punishment leaves negative impact on the overall position of criminology and sociology and by changing the attitude of the legislature and using legal alternatives we can show our work and effort in order to re-socialization and appreciate and value humans due to his position and increased control and balanced distribution of different applications at the community level, this way we can reduce the criminal population.

Employee performance is an important factor that can put organizations at top positions and assist them to achieve the set targets. There are many factors that affect employee performance. Contractual status of various state organizations are in the employment of staff and to the staff working with these types of conditions say contract specific work staff . This kind of situation for the Mentioned employees to volve factors and certain conditions, which may have a negative impact on performance. So to check of the contractual status effect, on performance work specific contract staff us a model to considering the base theoretical and background of the research choose for do this research. In this model, variables such as employment security, incentives or rewards, performance appraisal, training and career have taken place in terms of the benefit of employees of the contractor determines the variables amount and the effect type of performance, to determine. After a preliminary survey, a questionnaire was prepared and formulated five hypotheses for research administration and among administration were distributed. Research method is survey descriptive. After collecting the questionnaires and analyzing data in order to test the research hypotheses of single-sample t-test was used. The five hypotheses were that the claimant adversely affecting the employee's contractual performance were approved and accepted. At the end of the five chapters for each of the hypotheses, scientific recommendations and guidelines were introduced.

In discussions related to management, the discussion of human resource management and the motivations of employees have special place. Management spends some parts of its operations for keeping attracted forces to the organization and also for activating them along its other attracting person for more appropriate works effecting on motivations of employees. By knowing and recognizing the desires and tendencies and also the factors which made the employees satisfied or unsatisfied and by providing utilities for satisfying the needs ,the managers can promote and motivate the employees to more attempt towards proving the goals .so it increases the efficiency and effectiveness of employees .This research also follows this goal and between the compensation of financial and no financial services and the labor mobility of post office of Lorestan county for this reason it measured the item of compensation of financial services and four features of no financial services include: attractiveness of job,more appropriate job opportunities, environment management competence which are presented in one main hypothesis and for sub hypotheses as follow. Main hypothesis: 1-there is a relation between the compensation of financial services and labor mobility of post office of Lorestan county. 2-there is a relation between compensation of indirect financial services and labor mobility of the post office of Lorestan County. Sub hypotheses: 1-there is a relation between attractiveness of job and the labor mobility of post office of Lorestan County. 2-there is a relation between suitable job opportunities and the labor mobility of post office of Lorestan county. 3-there is a relation between conditions of work environment and the labor mobility of post office of Lorestan county.4-there is a relation between management competence and the labor mobility of post office of Lorestan County. The method of doing research is correlation in order to test hypotheses of research, required information were collected by using questionnaire with 66 persons and by random method of all statistical society 212 employees of general post office and they are analyzed by using spearman test by software spss chi squire test. The attractiveness of job, desired conditions and management competence so these hypotheses were not approved. Also the results show that there is a meaningful between suitable job opportunities and labor mobility and they are approved. Final result shows that there is a meaningful relation between compensation of financial and no financial services and the labor mobility of post office of Lorestan County.

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