Problem statement: Organizational justice and its relationship with citizenship behavior is one of the basic and important subjects of successful organizations. In this competitive world, making a sense of organizational justice in staff, increases functional ability and organizational citizenship behavior. Approach: This research includes 5 hypotheses which evaluate the relationship between organizational justice dimensions and organizational citizenship behavior. Organizational justice dimensions consist of: organizational justice, distributive justice, policy justice, inter individual justice and informational justice. The present research method is analytical-descriptive and its type is correlation. The method of collecting data is questionnaire. It is also a field research. Results: The findings of this research show that all the organizational justice dimensions which were qualified by correlation coefficient test are positively related to organizational citizenship behavior. Thus, the hypotheses were verified. Conclusion: Finally, informational justice mechanisms should be planned in a way that policies and relations are made justly

bstract AThe main objective of this study is to investigate the effect of perceived organizational support in the resistance to change among the official staff of Guilan municipalities. The study population includes all municipalities of the province of Guilan, which has 1631 official staff. The study reached 254 people, which is above the necessary population-224-for the study to reach a meaningful result. The study used stratified random sampling. In this study, a questionnaire, consists of four-parts, was used to collect data. The first part of the variable is related to organizational support that is derived from the research of Apodaca (2010); the second part of the questionnaire related to positive psychological capital variables derived from the research of Sapayaprapa (2013); the third part of the questionnaire related to identifying attitudes of employees regarding to change is derived from the research of Shea et al (2014); and the fourth part of the questionnaire related to the variable resistance to change that is derived from Giangreco (2002). The results of this study, the relationship between perceived organizational support and resistance to change is evident as follows: readiness for change, the relationship between positive psychological capital and the resistance to change and the relationship between perceived organizational support and mediates resistance to change. The negative correlation between readiness for change and resistance to change among government employees in Guilan municipalities.

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In multidimensional input/output space, the behavior of the firms can be analyzed by using efficient frontier or supporting surfaces of production technology. To this end, mathematicians are interested to use marginal rates of substitutions. The piecewise linear frontier of data envelopment analysis (DEA) technology is not differentiable at the extreme points and marginal rates calculation is valid only for small changes in one or more variables. The existing trade-off analysis methods calculate the maximum changes in a specific throughput when another throughput is changed. We will show that binding efficient supporting surfaces of an efficient point may be used to define different marginal rates of substitutions and in this sense, we get different marginal rates to each frontier point.

Problem statement: Nowadays organization’s culture is as an effective factor on organization actions. The objective of this research is determining of the relationship of organization’s culture with staff productivity in public terms of Guilan province, Iran. Approach: This study was a kind of studies about relations and statistical society will be associated by state organizations staff in Guilan Province. From this 630 persons which are selected by sampling. The instrument for collecting information was questionnaire. In a kind of questionnaire about designing and by comparing of five options we could get scores. In this method some information would be get by the answering from samples of research and by using of statistics and statistical tests two of options will be analyzed and interpreted. Results: The information of this study shows there is a meaningful relation between organization’s culture and productivity. Among these factors organization’s culture society will be studied, controlled and we will have better situation related to cultural factors in an organization. The highest scores average of staff productivity is related to the role knowing and some factors. Conclusion: According to positive relations in organization culture and staff productivity in studying organizations, culture changing dominated on state organizations like providing safe environment for creative people and promoting of staff in the field of useful job