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The study aime to clarify the concept of management, its importance, dimensions and requirements for its application in the organization under study, and to clarify the role of applying performance management in achieving success for the organization . The researcher followed the descriptive and analytical approach in her study, and a set of methods, including relying on secondary and primary data through a questionnaire that was designed, and it was distributed to (119) respondents, from which (117) were retrieved, and (110) questionnaires were suitable for analysis, and the research community was made up of a cadre Workers at Tishreen University in Lattakia Governorate (university president, department heads, divisional heads, and employees), and then relied on the SPSS program as a tool for analyzing the available data. The study found a set of results, including: The employee is not involved in planning and goal-making, performance is not linked to opportunities for promotion, and the levels of behavioral competence required in the employee are not determined.
The study aimed to reveal the nature of the correlation between the five big factors of personality and job performance, identifying the most influential personality factors in job performance, identifying the significance of the differences in th e five big factors of personality and career performance depending on gender variations, educational qualification, and occupational age. The sample consisted of 195 workers working in the governmental and official departments in Damascus countryside Governorate depending on the descriptive approach and using the five big factors of personality for Costa & McCrae (1992), Melhem Arabization (2009), and the job performance scale prepared by the researcher. Their validity and reliability were verified by using the appropriate scientific and statistical methods. The most important results:  The correlation between: neuroticism, extroversion, openness to experience, kindness, conscience awakening and functionality -0.319, 0.515, 0.427, 0.493, 0.512, respectively and are indicative of 0.01.  The results of multiple regression analysis showed that diastolic, neurotic, and conscientiousness contribute to job performance.  There is a correlation between years of experience, the five Big factors of personality and job performance.  There are no differences according to the educational qualification on the scale of the five big factors of personality and on the scale of job performance.
The aim of the research is to determine the level of job performance of workers in private Syrian banks from the point of view of officials (director, assistant director, heads of departments and divisions), according to the following performance ind icators: knowledge of job requirements, quality of work, amount of work performed, perseverance and confidence. The research was based on the descriptive and analytical approach. The current research targeted (11) banks, (66) questionnaires were distributed, and (59) questionnaires were retrieved from them, with a response rate of (89.39%). The results showed that the level of job performance of workers in the banks under study is high on the overall level, and with regard to the sub-indicators of performance.
The research aimed to identify the level of job satisfaction of teachers in secondary schools in Tartous governorate, as well as their level of job performance, and to identify the impact of job satisfaction on the performance of the sample members . The descriptive approach was used. The sample included (440) teachers, ie (88.53%) of the original community of the selected schools, for the Academic year 2016/2017. In order to achieve the objective of the research, two questionnaires were designed, The first one consisted of (37) sections divided into five axes to measure job satisfaction. The second consisted of (29) items to measure the job performance. The research reached several results, most importantly: job satisfaction of the sample members came at medium level, and the axis of The nature of work) ranked first, While the axis of (work environment) ranked last. As well as job performance of the sample members came at medium degree with average of (3,31) and a relative weight (67,54). The result also shown The effect of job satisfaction on job performance of the sample members. The research presented some of conclusions and proposals, including: provide an emotive and lovely atmosphere for teachers to enable them to perform their tasks to the fullest, and improve the work environment by providing educational equipment and tools to facilitate the work of teaching, as well as conducting similar studies in other educational stages and in other governorate.
This research aims to identify the organizational commitment level of workers in the General port Company of Tartous and its relationship to job performance , this research researcher used the descriptive analytical methodology by using a questionn aire to gather information, (70) questionnaire were questionnaire were distributed, collected and analysed, the most important results includes that ; there is of a relatively high level of organizational commitment among workers in the public company in the port of Tartus with a mean ( 3.62 ), And also it was found a relatively high level of functionality to the employees of the company with a mean (3.65) , in addition to, the finding of this research shows a positive and significant correlation between the organizational and functionality commitment and the employees in Port General Company of Tartous . Search results confirmed that there were no statistically significant differences at the level of significance( 0.05) between the views of respondents about the study axes ( organizational commitment and job performance ) according to personal variables (sex and marital status ).The researcher recommended the need to develop a strategy to activate and strengthen the commitment in Port General Company of Tartous all employees participate in the company, also developIing a strategy to evaluate the performance of employees on a regular basis and assess the productivity of each employee in order to achieve a balance in the distribution of work tasks and duties .
This research aims at present to detective the correlation between Administrative Innovation and the Job performance , as well as to detect differences between the average scores High-School Head- Masters in Damascus City at the scale of Administr ative Innovation and a measure of Job performance among members according to the following changes (experience variable - kind of school variable). To achieve this goal has been to use the following tools: Questionnaire to measure the Administrative Innovation of the preparation of researcher. And a measure the phenomenon of Job performance of the preparation of preparation of researcher . The study sample consists of (68) male and female High-School Head-Masters in Damascus City.
This research has been implemented in Homs city-Syria, in order to study the configuration of the road network in residential district, and the debates about the most efficient pattern in terms of functional performance, treeor grid pattern, or oth er patterns. In order to do that, it focused on the planning principles of functional performance, which can be summarized to:( proximity, permeability, security). And worked on identifying Accurately the functional performance indicators, and there measuring method, and they were (Cell / Cul ratio – T / X ratio- distant between the center and the periphery - number of cells per unit area –hierarchy). And applied it on the case studies: (organized / newly planned residential districts). It turns out that the road network should have a medium proximity and permeability for traffic,while it should be high for pedestrian. Therefore,the network patternCandidate forbetterfunctional performance when it's nearly in the mid-way between (tree and grid).
This research focuses on the phenomenon of diversity and multi-culture through the work environment of the ministry of industry, through the behavior of individuals and how different the culture and the diversity of ideas, skills and creativity and its impact on performance. The researcher depends on a sector of workers at the ministry of industry consisted of (150) workers on top of their work during the sixth month of the current year (2013) in order to identify the impact of the manifestations diversity (both demographic and cultural in this environment) on the performance of workers. The researcher used the analytical method and descriptive manner in the analysis of data prepared in accordance to juried survey and is composed of two main pillars, first of the manifestations of diversity (demographic and cultural) in the work environment, and the other of productivity, using certain statistical methods: Test (T-TEST) for two independent samples, and testing of variance (ANOVA), and the alpha-Cronbach coefficient to test the stability of scale search tool. The search found the following results: - The manifestation of the demographic diversity does affect positively the performance of workers at the ministry of industry except for the working status doesn't affect the performance.- The manifestation of the demographic diversity affects positively the productivity of workers at the ministry of industry. The researcher recommends the following: - The need to absorb the concept of aspects of demographic diversity and cultural diversity as an important concept in the present time in all public sectors. -The necessity of activating the role of human resources management at the ministry of industry.
The Purpose of this study was to examine the Job Performance of the faculty staff at the Jordanian public universities. The sample of the study (n. 77) was randomly selected. A questionnaire of the Job Performance was developed by the researcher a s a measurement instrument. The results of the study indicated that the degree of the Job Performance among the participants was high (3.78). In light of the results, it was recommended that public universities should identify their faculty staff needs and work harder to meet these needs. Public universities should also have an open organizational climate to motivate the faculty staff. Additionally, it was recommended that material, as well as immaterial, incentives be awarded by their institutions as such incentives positively impact the Job Performance.
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