The purpose of this study was to identify Transformational leadership and its impact on managerial creativity and improving job performance: Employees of Sohar University as a model, where the descriptive analytical approach was used. The sample of the study was composed of Sohar University employees. the researcher used the questionnaire and relied on the order of arithmetic averages according to the axes of the questionnaire and its paragraphs, and also determined the degree of approval according to the test adopted in the research, the results showed that the arithmetic average of all transformational leadership paragraphs is equal to (3.03) and the relative weight (65.98%), that is, there is an average approval by the researchers for transformational leadership in general. The arithmetic average of all paragraphs (skills) of creative abilities is equal to (3.46), so the relative weight is (69.23%), that is, there is approval by the respondents on the paragraphs of creative abilities in general. Also, the arithmetic average of all the paragraphs of the job performance Fields is equal to (3.50), so the relative weight is (69.90%), that is, there is approval by the respondents of the job performance paragraphs in general. Thus, it turned out that the university needs innovation and creativity to improve job performance, the importance of students ' participation in some decisions related to them, and the need for leaders to strip of self-love, and to put the University's interest over personal interest, the researcher suggested conducting other similar studies that show the extent of the relationship between transformative leadership, administrative creativity and improving job performance in government educational institutions and others.

The purpose of the current study is to identify the organizational climate and its effect to job satisfaction and the employees’ performance in the institutions of Higher Education in the Sultanate of Oman. To achieve the objective of the study, the researcher adopted the Descriptive Analytical Method and prepared a questionnaire of three parts: The reality of organizational climate, the reality of job satisfaction, as well as the reality of job performance. It was applied to a simple random sample of employees of Higher Education Institutions in North and South Batinah Governorates, in the Sultanate of Oman. The number of the random sample is (310) individuals. The study also included the statistical methods in data analysis: Cronbach's Alpha, Iterations, Arithmetic means, percentage and standard deviation of (SPSS- Statistical Package for the Social Science). The study concluded series of findings, the most significant: The higher level of the organizational climate, the higher level of the job satisfaction in higher education . institutions in Oman and vice versa. It is also clear, the higher level of the organizational climate, the higher level of the job performance in higher education institutions in Oman and vice versa. Based on the findings of the research, the researcher proposed a set of recommendations, the most important of which are: Greater attention to activate the communication system and cooperation between parts of the organizational structure. Increase attention to develop technology used in Higher Education Institutions. Further encourage and training the employees to carry out their work using the technology. Greater attention to the office environment for employees in terms of office designs (Ventilation, lighting and movement) and reformulating the performance evaluation criteria and the methods of its application in performance evaluation; In order to achieve a sense of security and job fairness. Pay more attention to employees’ motivation programs to motivate employees and rekindle their enthusiasm in serving their country and community, and striving to develop methods of achievement at work in accordance with quality standards of performance.

The purpose of this research is to diagnose the reality of talent management practice at the Sohar University in terms of attracting talents, managing their performance, developing and maintain them and determining the impact of talent management practice with all it dimensions in change management in administrative, structural, technological and behavioral fields at Sohar University. The research adopted the descriptive analytical approach and the questionnaire used as a tool to collect data. There were samples collected from (217) participants included in the research from both administrators and supervisors for the year 2018 - 2019. The statistical methods used in analyzing data included: Cronbach's alpha, iterations, Arithmetic means, Percentages and Standard deviation through the Statistical Package Program (SPSS). The results showed that the reality of practicing talent management at Sohar University (attracting talented people, managing their performance, developing and maintaining them) was indefinite as there is no autonomous administration within the university and all the proceedings within the human resources management at the university. Neither is there an effective talent management practice in the change management process. Therefore, providing a clear strategy to talent management is urgently needed to facilitate a more competitive nature of the institution in an ever competitive world of quality higher educational service.