Despite several studies having been conducted to examine organizational image from a business perspective, there has not been adequate research in the area of perceived image in nonprofit organizations such as universities. Thus, the purpose of this study was to examine the factors contributing to university image, from the postgraduate students' point of view. In addition, the impact of the students' perceived university image on their organizational trust was examined. The population of this study consisted of postgraduate students in 10 of the top Iranian universities. Questionnaires were used to collect the required data. The findings indicated the difference between current practices and ideal values of the factors contributing to the university image. Based on our findings, the factors contributing to university image range from internal and international reputation, university members, and academic planning, to university environment. Furthermore, we found that university image has a significant impact on students' trust in their university.

The purpose of this study was to investigate the influence of personality traits on the expanded model of organizational identification and to empirically address the following question: "can personality traits explain why some people identify strongly with their organization more than others?" The population of this survey included employees of the Iranian Ministry of Science, Research and Technology. The research method adopted in this study was survey and the main tool for data collection was questionnaire. The results indicated that there were significant positive relationship between personality and organizational identification, significant negative relationship among personality, disidentification and neutral identification, and no relationship between personality and ambivalent identification. It was also found that highly extrovert employees with agreeableness traits, identified with their organization more than those with neuroticism trait, and neurotic employees felt more disidentification, neutral, or ambivalent identification.