One of the organizational problems is the lack of creativity and innovation, and this research, while paying attention to this issue, attempts to investigate the relationship between the dominant culture in government organizations and creativity and innovation at the level of government organizations. To achieve this goal, the research hypotheses are defined as follows: Main hypothesis: Organizational culture affects organizational creativity. Sub-hypotheses: - Organizational creativity is higher in a rational culture. - Organizational creativity is lower in a hierarchical organizational culture. - Organizational creativity in a participative culture is higher than in a rational culture. - Organizational creativity in an ideological culture is higher than in a hierarchical culture and lower than in a rational culture. In the above hypotheses, organizational culture is considered as the independent variable and organizational creativity as the dependent variable. To measure organizational culture, a 33-question questionnaire (Questionnaire No. 1) was used, and to measure organizational creativity, a 21-question questionnaire (Questionnaire No. 2) was used. These two questionnaires were repeatedly evaluated for validity and reliability and ultimately used as an acceptable tool for measuring variables in this research. The mentioned questionnaires were distributed among the statistical population in two stages. First, Questionnaire No. 1 was distributed to identify the organizational culture governing the organizations, and after the identification phase, Questionnaire No. 2 was used in the second stage to examine the relationship between culture and creativity. Using the results of the collected questionnaires as well as interview and observation techniques to test the main hypothesis using Minitab 8 software, variance analysis was performed, and this hypothesis was accepted at the 99% confidence level. Through the analysis of the results obtained by Mstatc software and Duncan's multiple range test, the sub-hypotheses of the research were confirmed. Finally, the results obtained from this research are summarized as follows: 1. There is a relationship between culture and organizational creativity. 2. The relationship between culture and organizational creativity is a correlation. 3. Organizational culture is a major parameter in generating organizational creativity. 4. The relationship between organizational culture and organizational creativity is linear. In other words, by adjusting the culture of an organization, its creativity can be increased or decreased. 5. The closer an organization's culture is to a participative culture, the higher its creativity will be, and the closer it is to a hierarchical culture, the lower its creativity will be. Therefore, according to the findings of this research at the level of government organizations, considering that the closer the organizational culture is to a participative culture, the higher the creativity of that organization is, suggestions have been provided to achieve organizational creativity.