at identifying the factors that influence the organizational citizenship behavior of the employees in the General Directorates of Education in the Şultanate of Oman, from the point of view of the samples of the study. 1. The factors that highly influenced the organizational citizenship behavior from the point of view of the division heads and the employees in the general directorates of education in the Sultanate of Oman were: The type of monitoring, job satisfaction, the existence of a supportive social environment, several job specifications and organizational justice. 2.The factors that had an average influence on the organizational citizenship behavior from the point of view of the division heads and the employees in the general directorates of education in the Sultanate of Oman were: several individual characteristics, cohesiveness of work group, exemplary leadership, and the existence of organizational citizenship behavior evaluation procedures. 3. There were no statistical differences at level (a=0.05) of gender variable, status, place of birth and experience in all domains of the questionnaire from the point of view of the diversion heads and the employees in the General Directorates of Education in the Sultanate of Oman. 4 .There were statistically significant differences at level (a= 0.05) of educational directorate variable upon the domain of staff unity from the point of view of the diversion heads and the employees in the general directorates of education in the Sultanate of Oman. 5 .There were statistically significant differences at level (a=0.05) attributed to the qualification on the domains of the organizational justice and the staff unity, from the point of view of the diversion heads and the employees in the general directorates of education in the Sultanate of Oman. 6 .Despite the fact that the two groups of the study agreed on the influence of these factors, the order of importance differed between them. According to the analysis of the literature and the findings of the field study, the study presented a number of suggestions to activate the organizational citizenship behavior: training the leaders to the new monitoring styles, increasing the atmosphere of anticipation and the mutual trust between leaders and employees and decreasing the atmosphere of anxiety, improving the psychological status of employees through the quality of working life programs, developing the employees' loyalty and commitment, taking into consideration the values structure in the directorates, changing the specifications of some jobs to enable employees to participate in decision making, and bringing the organizational justice into effect with regards to promotions.