جستجوی مقالات مرتبط با کلیدواژه « عدالت سازمانی » در نشریات گروه « فلسفه و کلام »

Examining the effective factors on organizational innovation can play an effective role in designing programs to improve the organization's performance and create a competitive advantage. As a result, the aim of this study was providing the model of organizational innovation based on ethical leadership, organizational justice and organizational commitment in public universities.               

This study in terms of purpose was applied and in terms of implementation method was cross-sectional from type of correlation. The research population was employees and faculty members of public university with number 1525 people, which 320 people of whom were selected as a sample based on Cochran's formula and by stratified random sampling method. The research tools were the researcher-made questionnaire of organizational innovation and the standard questionnaires of ethical leadership, organizational justice and organizational commitment. Data were analyzed by factor analysis and structural equation modeling method in SPSS and Smart PLS software.

The findings showed that the factor load of all components or factors was higher than 0.60, the average variance extracted of all of them was higher than 0.50 and the reliability of all of them by Cronbach and combined methods was higher than 0.80. Also, the model of organizational innovation based on ethical leadership, organizational justice and organizational commitment in public universities had a good fit. In addition, all three variables of ethical leadership, organizational justice and organizational commitment had a direct and significant effect on organizational innovation in public universities (P<0.001).

The results indicated the effective role of ethical leadership, organizational justice and organizational commitment in organizational innovation in public universities. Therefore, to promote their organizational innovation it is possible to provide the basis for improving ethical leadership, organizational justice, and organizational commitment.

Researches show that organizational justice is promoted in organizations, then ethical whistle-blowing increase by employees. Contribution to theoretical foundation of whistle-blowing in ethical literatures is the first aim and specification of the relationship between organizational justice and ethical whistle-blowing is the second aim of this study.

The research method is descriptive-correlative. Auditors employed in Iranian audit firms and Audit organization in 2018 were the sample of this study and we select 275 auditors as statistical sample. Questionnaire was used in this study. Multiple linear regression was used in order to data analysis and research hypotheses testing.

The results of this study show that organizational justice   has a significant and positive relationship with the whistle blowing other outcomes of this study show that there is a significant relationship between auditorchr('39')s job ranks with the whistle blowing. In other word, when auditorchr('39')s job rank increase then they intend to report wrongdoings.

According to the findings of this study, in order to increase whistle blowing in audit profession, audit firms should enhance organizational justice. Due to that whistle-blowing are very important in auditing profession, policy makers of auditing   could participate to develop rules   and facilities in this regard.

In an appropriate ethical climate, employees can feel close to the organization through justice, which is a social expectation. Accordingly, the purpose of this article is to investigate the mediating role of ethical climate on the relationship between organizational justice and organizational identity.

This research has been applied based on the purpose of the research. The statistical sample of this research was 195 employees of the Tractor Manufacturing Industrial Services Company. Three questionnaires were used to collect data. The structural equation model has also been used to test the hypotheses.

The research findings show that the relationship between organizational justice and benevolent moral climate and moral climate based on principles and values ​​is positive and negative with selfish moral climate. Also, the relationship between benevolent moral climate and ethical climate based on principles and values ​​with positive organizational identity and selfish climate has a negative relationship with organizational identity.

The results show that organizational justice in the presence of ethical atmosphere strengthens the organizational identity of employees.

An important issue for organizations is to identify factors related to job motivation and use these factors to increase the level of enthusiasm of their employees. The purpose of this study is to explain the effect of ethical leadership and organizational justice on job motivation by emphasizing the mediating role of work ethic.

The present study was descriptive-correlation. The statistical population of this research was 490 employees of all administrative staff of Hamedan University of Medical Sciences. The sample size was 217 people based on Morgan table using simple random sampling method. For collecting data, four standard questionnaires were used; organizational justice, ethical leadership, work ethic and work engagement and the proposed model was analyzed using structural equations modeling.

The results of the research show that the applied model is a suitable theoretical model in the process of formation of work engagement with the mediating role of work ethics and All direct relationships between the model variables were significant. Also, the results of structural equation modeling showed that organizational justice predicts 70% of work ethics in the organization, ethical leadership 55% of work ethics in the organization, work ethics 66% of work engagement, ethical leadership predicts 41% of work engagement through work ethic in organization and organizational justice predicts 47 percent predict work engagement through the work ethic in the organization.

According to the results of this study, by creating an atmosphere of trust and equality in the organization, by strengthening the positive personal and organizational indicators, the status of employeeschr('39') work engagement can be improved. To increase the commitment and attachment of employees to the organization, it is necessary to improve the performance of the organization.

The proper organizational behavior and the avoidance of organizational misbehavior, the ethical ideology of managers in order to direct internal decision making for the right decisions, to prioritize ethics in the organization, and the existence of organizational justice at the workplace, which increase the effectiveness of the organization, illustrates the necessity of  this research with the aim of investigate the role of moderating ethical ideology in relation to ethical leadership, organizational justice, and organizational misbehavior.

This research was a correlation survey. Population of the study includes all managers of the schools in Isfahan province. The statistical population of the study were 263 people. A questionnaire was used to measure the variables of the research, which included 73 items and 7 sub-scales. The data were analyzed by frequency, percentage, mean and standard deviation of Pearson correlation coefficient and modulatory hierarchical regression analysis with the help of Statistical Package in Social Sciences, version 22, and MODPROBE software based on Andrew F. Hayes's method.

Findings showed that there is a significant relationship between the variables of research. In the relationship between ethical leadership and organizational justice with organizational misbehavior, ethical idealism plays a moderating role (P ≤ 0.05).

The greater the moral philosophy of idealism in individuals, the greater the impact of ethical leadership on organizational justice and ultimately on organizational misconduct.

In the world today, organizations operate in dynamic environments. Such an environment challenges structural and behavioral changes; and creation of these developments requires paying attention to the role of organizational justice and their own special leaderships and also taking the talent management into account. The present research has been done aiming the studying the role of organizational justice in talent management together with the mediation of moral leadership.

The research methodology used was descriptive-correlative. Statistical community of the research includes 211 educational staff of Ardabil city that 162 people were selected from among them as statistical sample on the basis of Cochran formula and using the randomly stratified method. For data collection the three questions of organizational justice, talent management and moral leadership were used. The research data were analyzed using structural equations modeling.

The Results showed that the effect of organizational justice on the management talent (0.46) was positive and significant. This variable had a stronger effect (0.73) on moral leadership. The effect of moral leadership on talent management (0.68) was also positive and significant. Indirect effect of organizational justice on the management talent with the mediation of moral leadership was positive and significant amounting (0.43).

The obtained results showed that there is a relationship between organizational justices and talent management in the organization with the meditation variable of moral leadership; and therefore, it can be said that the role of moral leadership in the organization bears special importance in development, improvement and protection of human resources.

One of the major concerns of efficient managers is how to create the right context for human agents working in all professions to apply them with a sense of responsibility and a full commitment to the issues in their community and profession and the ethical principles that govern them. Observe their profession. The purpose of this study was to design and test a model of antecedents of moral behavior.

The research is correlation pattern through structural equation modeling. The statistical community was all the employees of national Iranian drilling company which 238 of them were selected through random sampling method. All participants were to complete ethical behaviors questionnaire, ethical context scale, job motivation scale, organizational justice questionnaire and spirituality questionnaire. Data were analyzed using structural equation modeling (SEM) and mediation analysis.

Structural equation modeling analyses indicated that the proposed model fit the data properly. The results also supported the positive effect of ethical context on ethical behavior, job motivation, organizational justice and spirituality, positive effect of job motivation, organizational justice and spirituality on ethical behavior, and indirect positive effect of ethical context on ethical behavior through Job motivation, Organizational justice, Spirituality.

The findings of this study showed that the ethical climate in the organizations lead to many implications such as ethical behavior of employees. So, organizations can through the dissemination the field of ethics in the workplace leads to consequences of individual and organizational and thus increase productivity in organizations.

It should be stated that corruption is an issue that has been encroached upon by ‎organizations and organizations throughout the era, and has formed the core of many scholars’ ‎and political thinkers. To this end, organizations need to plan for effective ethics training ‎courses and formulate policies and procedures that support ethical values‏ ‏and organizational ‎justice. The purpose of this research is applied and is of descriptive-correlative nature. The ‎research community is the employees of the 6th District Branches of Tehran, Melli Bank of Iran. ‎The total number of employees is 450 people, according to Cochran's sampling formula and 207 ‎samples with a 95% confidence level. To measure the conceptual model of the research, the ‎partial least squares method of the combined reliability indices, convergent validity using the ‎mean value of extracted variance has been used. The findings of this study indicate that the status of ethical leadership has a significant ‎relationship with administrative corruption and organizational justice, and all the hypotheses of ‎this research are confirmed. In the end, it should be noted that this opens up a new gateway in the context of ‎studies on ethical leadership and ethics in the organization, which can be seen in many ways. ‎Therefore, one of the help of this research, in addition to increasing the research, can fill this gap ‎and explain it in this regard.

Spirituality in the workplace of important variables affecting justice and ethical behavior of employees in an organization ,The present study aims to provide a model of causal variables affecting observance of ethical behavior among employees.
The study of the functional purpose, and from the perspective of data collection and data correlation descriptive. The population of the study, 5000 Shiraz Municipality employees. The sample size was determined based on a sample of 356 people to collect data and compilation of Four standard questionnaires is closed. Likert 5-point scale for the scoring. Data using software (lisrel8.5) were analyzed.
The results of path analysis showed that the variables of self-organization, organizational justice, And the role of spirituality in the workplace as meaningful work, in line with organizational values and solidarity have had the greatest influence on the observance of ethical behavior.
The findings showed can be done with rules like fairness in the organization, reliable employees to managers and colleagues, The importance of human and spiritual values in the workplace, participation employees in the organization And increase self-esteem, to promote ethical behaviors lead employees.

Justice is one of the symbols of human life, which has always been the guarantor for social survival. Understanding of organizational justice by workers is an important factor for increasing their commitment to the organization and expanding the job ethics in the organization. Current study was performed to assess the relationship between organizational justice and organizational voice with mediator role of the professional ethics and psychological security.
Research method was descriptive-correlation. Statistical population includes all employees of the administrative departments in official site of Sanandaj (Kurdistan). Using simple random sampling method, 210 persons were selected and answered to the questionnaires. Data were analyzed by using Pearson correlation, multiple regression analysis and Structural equation modeling.
The results showed that organizational justice and its components have significant positive correlation with the organizational voice and its dimensions (P The results showed that expanding the organizational justice can be a background for workers to present their ideas. Psychological security and professional ethics will be the important factor for attending organizational voice.

Achieving the goals of the organization is attained when the work ethics among staff is progressed. Also, perceived organizational justice in any organization is one of the influential factors in raising the level of work ethics. This study aims to predict work ethics based on the components of perceived organizational justice in the staff of Urmia University in the academic year 2014-2015.
This study is a descriptive – correlation research. The population of this research included 530 people the employees Urmia University, That 225 person of them were selected through random sampling. The Data were gathered by using two standard questionnaires and they were analyzed by SPSS software and by using (MANOVA) and multiple regression analysis and sample t-test.
The results showed that the components of perceived organizational justice have significant impact on two dimensions of work ethic such as attachment and community spirit in the work. Also, the components of organizational justice predict the all dimensions of the work ethics in the staff of Urmia University. Finally it can be concluded that organizational justice of University staff is somewhat desirable and work ethic staff level is desirable too.
According to the statistical results, the components of organizational justice predict all aspects of the work ethics in staff of Urmia University.

Subject: Neglect organizations work ethic and weakness in ethics in dealing with human resources can create problems for organizations. Also discussion of ethics and especially Islamic work ethics is important in Iranian society. This attention to Islamic work ethics has made in recent years much research done on the related variable in the workplace. Due to an increase in Islamic work ethics research and identify the related variable to it¡ this study aimed to investigate the related variable to Islamic work ethics in research conducted in Iran.
The research method of this paper is the meta-analysis. Population of the study almost scientific papers that are the subject Islamic work ethics in 2001 and 2015 were published. Finally¡ 16 papers selected and analyzed with the Comprehensive Meta-analysis software.
The results showed that relationship of 16 variables was evaluated with Islamic work ethics in previous research. Among these variables¡ organizational commitment¡ organizational justice and job satisfaction had the most related to Islamic work ethics. The results of the meta-analysis showed that the effect size between organizational commitment and Islamic work ethics approximately 0.55¡ was in high level. Also relationship between justice culture and Islamic work ethics was about 0.53 and in high level. Results show that the combined effects of the relationship between job satisfaction and Islamic work ethics the equivalent of 0.27¡ was in weak level.

Since the goal of formulation of ethical values is ethical behavior by employees in the organization, Ethical behavior is done when the ethical values can eliminate barriers to ethical behavior in organizations. Therefore, the aim of this research is the study of literature in this area and provides a model for assessing the achievement of this goal. In the present study we have tried to design a model based on defining the intermediate variables affecting on ethical behavior for surveying the role of ethical values in the ethical behavior. The research method of this study is descriptive- correlation. The population of the research includes all the staffs of the Mellat bank in Tehran and the sample size based on Kendal formula is 350 staffs who are selected by random sampling, path analysis and structural equation modeling is used for analyzing data. Based on significant coefficient index, it is demonstrated that ethical values have positive and significant effect on all three dimensions of organizational justice. Among three dimensions of organizational justice, just interactive justice is related to both organizational commitment and job satisfaction and procedural justice is correlated only to organizational commitment. Organizational commitment and job satisfaction are positively correlated to ethical behavior. according to the findings, it can be suggested that the ethical values of the organization can lead to ethical behavior of employees through organizational justice, job satisfaction and employee engagement.

studies showed that organizations with more emphasis on the extra-role behaviors in Compare with other organizations are healthier and more successful. It can be noted that in organizations with high level of citizenship behaviors, better performance might be seen. Therefore, the relationship of Extra-role behaviors has been tested with several variables. In this way, organizational justice as one of the most important preconditions for extra-role behaviors was identified. This study aimed to investigate the relationship between organizational justice and extra-role behaviors in employees of Asia insurance company. The research method is descriptive-correlative. The statistical population consists of all experts of Insurance Company, (1226 persons), that 140 persons were selected randomly. Pearson correlation and stepwise regression were used to analyze of data. Findings showed that there are a positive relationship between organizational justice and its component and organizational citizenship behavior. Results showed that among organizational justice components, Distributive Justice and Interactional Justice can predict organizational citizenship behavior in Asia Insurance Company. Findings showed that when organizations treat employees with fairness and equality, they will tend to perform Extra-role behaviors.

Considering work ethic is a part of personal and organizational success factors. To improve personal and organizational situations; we need to Take observance of work ethic. Due to this observance we have code al ethics. As a matter of code al ethics; we will see organizational profitability and enhance of personal performance. This research is an applied research which uses questionnaire so we call it descriptive method. Data gathers from 217 persons who work as managers and supervisor of marketing department in Tehran. We test our model through structural equation model by LISREL. Results show organizational factors (0.42) and significant (4.01) effect on work ethic of marketing managers. Personal factors effect on work ethic by standard estimated (0.37) and significant (3.52) conclusions show both organizational and personal factors effect on work ethics of marketing managers but organizational factors are more effective than personal factors on marketing managers.

This research was conducted with the aim of studying the role of perceived organizational justice and justice compensation in relation between organizational ethical climate components with deviant behavior and organizational citizenship behaviors. Research statistical populations were the employees’ of an Inorganic complex (650 persons) in autumn 1389. Among this statistical population, 300 male were selected using simple random sampling. Research instruments were consisted of organizational ethical climate questionnaire, perceived organizational justice, justice compensation, deviant behaviors and organizational citizenship behaviors. Data were analyzed with the use of Pearson correlation coefficient and hierarchical regression analysis. The results of hierarchical regression analysis revealed that: 1) Active justice compensation (direct) has been moderate the relationships between service and instrumentality with deviant behaviors toward organization. 2). Active justice compensation has been moderate the relationships between service and instrumentality with deviant behaviors toward coworkers. 3). finally, perceived organizational justice has been moderate the relationship between instrumentality with organizational citizenship behaviors. when active justice compensation is high, there is positive relationship between service and instrumentality and deviant behaviors toward organization. When active justice compensation is high, there is positive significant relation between service and instrumentality with deviant behaviors toward coworkers. When perceived organizational justice is high, instrumentality decreases the organizational citizenship behaviors.