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Organizational citizenship behavior, as an optional and intelligent behavior of the personnel, has a significant impression on the individual and organizational conducts and make the personnel to do their duties much better than expected and assigned by their job description. Meanwhile, self-efficacy of the personnel, relaying on their ability and talent, has a determining role in encouraging and developing organizational citizenship behavior. This article aimed to study the correlation of the self-efficacy of the personnel with conducting organizational citizenship behavior and also the correlation of the personnel’s self-efficacy with the aspects of organizational citizenship behavior among the personnel of the Cultural Management Department of the Ministry of Science, Research & Technology (Tehran, Iran). The required data were collected through official census of all the employees of the Cultural Management Department of that Ministry using two different questionnaires; Podsakoff et al’s questionnaire, was used to assess organizational citizenship behavior, and the researcher made questionnaire, programmed based on Bendora’s study on social-cognitive theory, was applied to assess the organizational self-efficacy. The research is a survey study and the data were analyzed using correlation coefficient calculation and its significance test (T-sample test). The results showed a direct relationship between the personnel’s self - efficacy and the outbreak of citizenship behavior. There was also a direct interrelation between the personal’s self-efficacy and every aspect of the citizenship behavior.

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  In view of increasing levels of competition and the indispensible role of creativity, innovation and entrepreneurship in organizational survival and the gaining of competitive advantage, there is a necessity for indentifying and developing creative people and entrepreneurs within organizations, in a way that urges organizations to struggle in this area. The present research, considers influential factors on achieving entrepreneurship   in view of personality characteristics and individual differences. Research methodology incorporates both descriptive and correlation analysis based on structural equation modeling. Data was collected by means of a designed questionnaire that was distributed among personnel of Sadad Informatics Corp. data samples were selected in a random fashion. Research results indicated that personality dimensions and characteristics have a relationship with entrepreneurship. Personality factors such as conscientiousness, extroversion, and openness to experience have a positive relationship with entrepreneurship, whereas personality dimensions such as neuroticism and agreeableness did not have a meaningful relationship with entrepreneurship.  

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The purpose of this research was to investigate the effect of personality traits and organizational climate on organizational citizenship behavior in the employees of the General Department of Sports and Youth of Mazandaran province. The research is applied in terms of purpose and descriptive survey regarding data collection of correlation type. The statistical population of the research consisted of all the administrative staff of the General Department of Sports and Youth of Mazandaran province, numbering 164 people, which was considered as a sample using the census method of the whole community(N=n=164) and was conducted in the field. Standard questionnaires of organizational citizenship behaviors, personality traits, and organizational climate were used to collect data. Descriptive statistics and inferential statistics were used to analyze the data. Data analysis showed a positive and significant relationship between personality traits and organizational citizenship behaviors, and among the dimensions of personality traits, extroversion, receptiveness, conscientiousness, and acceptance of experience had a positive and significant relationship with organizational citizenship behaviors. The findings also showed a positive and significant relationship between organizational climate, its five components, and organizational citizenship behavior. According to the results of the research, it can be suggested to the officials of the organization that by creating a positive organizational atmosphere and clarity of purpose and more interaction of employees and administrative units with each other in organizations and also considering personality dimensions as one of the selection factors of employees in organizational positions along with other factors Selectively focus on creating, maintaining and increasing organizational citizenship behaviors.