J. Basic. Appl. Sci. Res., 3(7)826-831, 2013 © 2013, TextRoad Publication ISSN 2090-4304 Journal of Basic and Applied Scientific Research www.textroad.com Corresponding Author: Mohammad Taheri, PhD. Faculty Member of Islamic Azad University, Borujerd Branch, Iran. Email: taheri_mohammad2012@yahoo.com. Phone: +989122053722 Relationship between Political Behaviors of Organization and Employees' Career Path Mohammad Taheri Rouzbahani 1 , Farajollah Alizadeh 2 , Mohsen Rezai 3 , Mehdi Shojaiyan 4 1 Ph.D. Faculty Member of Islamic Azad University, Borujerd Branch, Iran, 2, 3, 4 M.A. Students of Islamic Azad University, Borujerd Branch ABSTRACT This study is descriptive-correlative and in terms of goal is applied which is based on field and library investigations. The sample constitutes all employees and managers of Lorestan education department. Population is 10000 people. According to population size, sample size is determined 387 people based on a table which has been presented by Kerjcie, Morgan, and Kohan. Applied method for sampling is regular or systematic sampling method. Data related to variables has been collected through Ferris and Kacmar's political level of organization questionnaire (1992) and career path assessment questionnaire (Shine).According to the novelty of research topic, supervisors and advisors' views and evaluation of previous standardized questionnaire associated with the topic are used to examine the validity of questionnaire and content validity has been confirmed. To determine the reliability of questionnaire, Cronbach's alpha coefficient is used through factors removing method and calculated Cronbach's alpha was 0.78. Kolmogorov – Smirnov test was done to determine the distribution of research variables (normality or abnormality of variables distribution) and spearman correlation coefficient was used to determine the relationship between two variables with rating scale through SPSS software. Resultsinclude: 1) there is a relationship between political behaviors and career path of education staff. 2) There is no relationship between the political nature of organization and services of education's employees. 3) There is a relationship between the political nature of organization and education staff's job independence of. 4) There isn't relationship between the political nature of organization and identification of education staff. 5) There is no relationship between the political nature of organization and diversity of education staff. 6)There is no relationship between the political nature of organization and managerial competence of education staff. 7) There is a relationship between the political nature of organization and job security of education staff. 8) Thereisn't relationship between the political nature of organization and the creativity of education staff. KEYWORDS: Organization's Political Behavior, Job Promotion, Career Path, Job Independence, Identification. INTRODUCTION The emergence of social organizations and increasing proliferation of them is one of the prominent features of human civilization. Therefore and according to various spatial and temporal factors and characteristics and specific needs of each community, every day is added to the evolution and development of these organizations (Rezaiyan, 2001). Contemporary organizations have undertaken roles and missions beyond the traditional roles and new tasks are delegated them in the political and social environment. Modern organizations have been separated from the form of a purely administrative, industrial, and economic entity and have become sociopolitical institutions which in addition to perform technical tasks, they must be more and more sensitive and aware of their social-political environment (Alvani, 2005: 11). According to Storm, on the one hand, organizations must create new needs and changes; on the other hand, they must lead themselves those changes which have made in the foundation of administrative, political, economic and social life of community (Besharat, 1968: 5). Sometimes, managers' appraisal is called the Achilles' heel which is in the process of human resources for managerial positions; however, perhaps it is the most important factor which is propounded in the management. It is a basis to determine who can promote, go to a higher position and acquire new posts. Also, if manager's strengths and weaknesses aren’t realized, manager's evaluation will become very important for management's growth and development, because it can't be easy to determine whether those actions which are taken in line with the growth and development of individuals, are in the right direction or not. Evaluation has been as an integral part of a management system. The fact is that whether those who have attained managerial positions are able to carry out their dutiesin an effective way or not. If performance is supposed to be measured effectively, this fact must be considered that employees can have a legitimate desire for advancement in their careers. One way to integrate organization's demand with individual needs is that managers' career should be considered and it can be made as a part of the performance measurement (Kontz, 2007: 409-410). 826