present a model of improving job performance among faculty members of the Academic Center for Education, Culture and Research (ACECR).

Subject Areas : Educational management

hamid saberfarzam ^{1 *} , hamideh reshadatjoo ²

1 - Islamic Azad University, Science and Research Branch.higher education
2 - Islamic azad university,science and research branch.

Received: 2019-02-14 Accepted : 2019-03-06 Published : 2019-02-20

Keywords: psychological capital, job performance, Job motivation, Quality of Working Life, Supportive Organizational Climate,

Abstract :

The objective of this research was to present a model of improving job performance among faculty members of the Academic center(ACECR). The method of the research was functional in terms of purpose, and quantitative in terms of type of data. It was a survey research. The statistical population of the research consisted of all faculty members of the ACECR all country.The statistical sample (250 people) was randomly selected based on Cochran’s Sample Size Formula. According to the research findings on the current status of ACECR faculty members, the level of job performance, job motivation and positive psychological capital is high while the level of quality of working life, supportive organizational climate and job involvement is medium. After analyzing the data from five dimensions and 50 extracted components, and conducting the final questionnaire, performing exploratory factor analysis with the SPSS software, structural equation modeling with the LISREL software, and mearing based on Pearson correlation coefficient, 5 dimensions and 45 components were confirmed. The research findings showed that the dimension having the most positive and direct impact on job performance is quality of working life with a correlation coefficient of 0.905,followed, respectively, by positive psychological capital (0.86), job motivation (0608), and job involvement (0.455).Moreover,it demonstrated that positive psychological capital plays a mediatory role between the antecedent variables of supportive organizational climate and quality of working life and consequent variables of job involvement and job motivation.