In the 21st century, we observe an increasingly aware of a series of global, technological and scientific advancement that create a need of good performance in science education at all levels of schooling. These challenges, among them rapid science and technological changes, a rise of information technology use, and continuing movement towards a knowledge-based society all highlight the need for deep education in science including biology, chemistry, environmental science, physics, and sustainability. In fact, the impact of teacher characteristics of self-efficacy level is important for science education and students' learning outcomes in science. In an effort to highlight this, this study investigated the impacts of teacher efficacy and motivation on students' academic achievement in science education in secondary and high schools located in Iran and Russia using motivation for academic performance scale (α = 0.89) and teacher self-efficacy scale (α = 0.91) as measuring instruments and achievement test in science education. Two hypotheses were tested using the statistical programme. For evaluating the demographical differences of the students in terms of their academic achievement, comparative analyses were performed using t-test. Results showed that gender difference was not significant but nationality difference was significant in terms of students' academic achievement in science education. Also other findings reported significant impact of teacher self-efficacy and motivation on academic achievement in science education. Implications, suggestions and recommendations for students, teachers, school administrators, parents, government, education counselors, etc. were discussed and presented.

This study aimed to examine the influence of leader-member exchange (LMX) from the perspectives of subordinates on innovative work behavior (IWB) and to test the role of perceived trust in leader as a moderator variable. A structured research survey was performed and data were collected from a sample of 327 non-supervisory employees that represented corporations and medium size companies from different sectors operated in Turkey. Confirmatory Factor Analysis (CFA) was used to examine the construction of the questionnaire and the relationship among LMX, IWB and trust in leader were tested applying the Structural Equation Modelling (SEM) technique. The analysis indicated that LMX quality had positive influence on trust in leader, but the influence of LMX was not significant on employees' IWB. Contrary to what was hypothesized, LMX did not influence IWB. Moreover, the results revealed that trust in leader had positive influence on IWB and significantly moderated the relationship between perceived LMX quality and IWB of employees. Key implications of the research findings both for theory and for practice were discussed, potential limitations were identified, and suggestions for future research were specified.

The present study was conducted in Semnan Science and Technology Park and aimed to analyze the relationship among intellectual property rights, open innovation, and organizational performance of 30 New Technology Based Firms (NTBFs). Senior managers, middle managers, and business owners were considered as appropriate respondents for study. A total of 140 questionnaires were distributed among the respondents, and 126 filled questionnaires were returned. The research method used in this study is descriptive-correlation and the analysis was carried out utilizing Structural Equation Modeling. The factors analysis and the findings show that intellectual property rights have a significant positive relationship with open innovation. Further, open innovation has a significant positive relationship with organizational performance. Moreover, no significant relationship between intellectual property rights and organizational performance was established. But, intellectual property rights affect organizational performance positively, through open innovation acting as a mediator.

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The present study was conducted in Babol, a city in north of Iran, and aimed to analyze the relationships amongOrganizational Commitment (OC) components and employees’ extra-role behavior which is known asOrganizational Citizenship Behavior (OCB). We choose Affective commitment (AC), Normative Commitment (NC),and Continuance Commitment (CC) as the three components of OC; and the analysis was carried out utilizingStructural Equation Modeling (SEM) methodology by LISREL 8.8 software. There were 300 employees in 47branches of “Iran Insurance”. According to Krejcie and Morgan (1970), the minimum number of sample size wasdetermined as 169 employees. A total of 275 questionnaires were distributed among the employees and 190 usablequestionnaires were returned. The factors analysis and the findings show that AC and NC have a significantpositive influence on OCB. This finding implied that the higher the level of AC and NC, tended to increase the levelof employees’ OCB. Further, no significant relationship was found between CC and OCB.

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