جستجوی مقالات مرتبط با کلیدواژه « Work ethics » در نشریات گروه « فلسفه و کلام »

Improving the deviant behavior of employees in organizations has always been of interest. The aim of the current research is to investigate the role of spiritual health and monetary ethics in dealing with the deviant behavior of employees of sports organizations with regard to the mediating role of work ethics.

The research is applied in terms of purpose and descriptive in nature. The statistical population of the research was formed by managers and experts of sports and youth departments of Isfahan province in 1401, out of 1430 people, 750 people using stratified sampling method according to the volume, selection and data using questionnaire. were collected by researchers. Content and construct validity were used to measure validity, and Cronbach's alpha coefficient was used to measure reliability. Confirmatory factor analysis was done in SPSS and the model was confirmed in AMOS.

There is a significant relationship between spiritual health and monetary ethics. A significant relationship can be seen between spiritual health and work ethics. This connection between monetary ethics and work ethics is also observed. Spiritual health, money ethics, and work ethics each have a significant relationship with deviant behavior. Work ethic acts as a mediator between spiritual health and deviant behavior, as well as monetary ethics and deviant behavior.

In order to manage the deviant behavior of employees in sports organizations, it is necessary to pay attention to the variables of spiritual health, money ethics and work ethics and provide the ground for improvement in these organizations.

One of the variables that can potentially affect organizational entrepreneurship is entrepreneurial ethics. With the understanding of this importance, the present study has been conducted with the aim of investigating the model of entrepreneurial enthusiasm of managers with an emphasis on ethical consequences (case study: government organizations of Isfahan province).                 

The current research is mixed research (qualitative and quantitative) that has an inductive logic. In the qualitative part, which was conducted with the theme analysis method, the community consisted of a combination of managers of government organizations such as fiscal affairs departments of Isfahan province and municipalities of different regions of Isfahan province, and academic staff members of Azad University. Using targeted sampling, 20 people were interviewed as a sample until saturation was reached, and finally the data was analyzed by coding method. In the quantitative part which was done by correlational method, the population included senior and executive managers of government organizations such as tax affairs departments, municipalities of different regions of Isfahan province, 123 people were selected as a sample using the available method and were investigated using a researcher-made questionnaire. And the data was analyzed by structural equation method.

In the qualitative part of conducting interviews with experts, 34 elements were identified in the form of 4 main categories, and the research model was drawn, and the results of the quantitative part showed the suitability of the research model.

This research showed that the ethical consequences of managers' entrepreneurial enthusiasm were: entrepreneurial intention, discovery of creative opportunities, inner motivation, ethical actions, honesty, entrepreneurial enthusiasm of employees, ethical thinking, compliance with service standards, striving for continuous learning.

In recent years, attention to human resources in some project-based organizations has been on the agenda. Examining work ethic is essential to aligning human resource values ​​with organizational concepts. In this study, the relationship between human resource practices and project success through the work ethic modifier variable in a private ethics-oriented company is investigated.

The present study is applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of the study included all employees of a private ethics-based organization 1100 people, from which 285 people were selected using simple random sampling method and finally 227 questionnaires were analyzed. The required data were collected using standard questionnaires. Data analysis was performed using structural equation method and SPSS and LISREL statistical software.

The results of testing the hypotheses showed that work ethic has a moderating role in the relationship between human resource management practices and project success.

The results of path analysis show that all components of the model and the relationships between it are significant and there is a good correlation between variables.

In todaychr('39')s dynamic and changing environment, service organizations are forced to move towards service innovation. Organizations also need an employer brand and work ethics to survive and move toward service innovation. Accordingly, the purpose of this study is to investigate the relationship between employer brand and service innovation with respect to the mediating role of work ethics.

This research is an applied research in terms of purpose and a descriptive-correlational research in terms of the nature and method of research. The statistical population is all employees of a defense organization (800 people); to test the research hypotheses, a sample of 270 employees were randomly selected from a limited community. The data collection tool was a questionnaire whose validity and reliability were confirmed. Finally, the structural equation modeling method was used with the help of PLS.

According to the results of the research, employer brand has a significant relationship with services innovation and work ethics. There is also a significant relationship between work ethics and services innovation.

In order to move towards service innovation, the mentioned organization must use employer brand and work ethics leverages.

"Work ethic", "social responsibility" and "organizational commitment" are among the variables that have been and are the main focus of researchers in organizational management. The present study examined the relationship between work ethic and social responsibility and organizational commitment among employees in the Martyr Foundation of West Azerbaijan Province and sought to determine whether work ethic has a significant relationship with social responsibility and organizational commitment?

  The present study is applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of the study included 148 employees of the Martyr Foundation of West Azerbaijan Province, 108 of whom were selected through stratified random sampling. The required data were collected using three standard questionnaires of work ethic, social responsibility and organizational commitment and analyzed using the statistical test of structural equation model using partial least squares (pls) method for research hypotheses.

Findings showed that work ethic is able to explain changes in organizational commitment by 73%. On the other hand, work ethic has 77% of the variance of social responsibility. Another finding of this study is that organizational commitment has a significant and positive relationship with social responsibility and 72% of the changes in social responsibility explain organizational commitment.

According to the statistical results, all research hypotheses were confirmed and it was concluded that work ethics has a significant relationship with social responsibility and organizational commitment.

The importance of promoting job motivation in the workplace has led to the study of factors affecting it. Employeeschr('39') psychological maturity has received less attention as an important factor. On the other hand, work ethics or value tendency to work is a very important factor that is examined in this study as a mediator. Therefore, the purpose of this study is to investigate the mediating role of work ethic (value tendency to work) in relation to psychological maturity and job motivation of employees of Rafsanjan University of Medical Sciences in 2017.

The method of this research is descriptive-correlation in terms of method and its statistical population is all staff of Rafsanjan University of Medical Sciences (N=746), 256 of whom using Morgan table and random stratified method were uses as samples group. Data collection tool was three standard questionnaires whose validity and reliability were confirmed. For data analysis, structural equation modeling method and Amos and SPSS software were used.

The results showed that the psychological maturity of employees and their job motivation are related. Also, the relationship between mental maturity and job motivation was confirmed according to the mediating role of value orientation to work.

According to the findings, it can be concluded that the growth of employeeschr('39') mental maturity and their value orientation to work, leads to an increase in job motivation in the workplace.

Technology transfer can include equipment, machinery and tools, human skill and experience, data, knowledge, techniques as well as management. The present paper aims to analyze the role of technology transfer in employee work ethics.

The present research is an applied descriptive-correlation survey. The statistical population of the research includes the employees of the Gluten-food industry. In order to collect data, a questionnaire of 50 questions was used that included two parts of work ethics and technology transfer. Pearson correlation coefficient and univariable regression were used to analyze the data. Structural equation modeling was used to test the pattern of research using Amos software.

Based on the software output and significant numbers, the findings showed that the four main dimensions of technology transfer in total were explained significantly to 13.7 percent of the variance of employees' professional ethics.

According to the results of this study, by emphasizing and emphasizing the issues of technology and transferring and accepting technology in the organization, it can be used to help professional ethics, conscience and commitment of employees.

One of the most popular leadership styles is spiritual leadership. The purpose of the present study is to identify the consequences of spiritual leadership with emphasis on dimensions, mediating variables and ethics using meta-analysis approach.

This study was a meta-analysis study. The statistical population of the study consisted of 82 internal articles that have been done in the field of spiritual leadership during the last 17 years (1380-1397). . A coding form was used to collect the data. Data analysis was performed using CMA2 (effect size calculation) software.

Results showed that out of 94 effect sizes, 34 had low effect size (effect intensity less than 0.3), 26 moderate effect size (effect intensity 0.5-0.3), 24 effect size High (impact intensity greater than 0.5). Also, the greatest effect sizes are: Altruism Maximum effect size (0.99) on Entrepreneurship, Maximum effect size (0.88) commitment on organizational identity, Direct effect of spiritual leadership on ethical beliefs (0.77) and Indirect effect (0.77) Through ethical beliefs on organizational adjustment (0.76), and the impact of perspective on ethical climate (0.75).

The results show that spiritual leadership and its dimensions have important consequences both directly and through work ethics, moral space, moral beliefs.

Organizational citizenship behavior is beneficial to the organization as a behavior that goes beyond the formal requirements of the organization that has always been considered by researchers. The purpose of this study was the role of spiritual intelligence and work ethic in prediction of organizational citizenship behavior in staff in the Ardabil Youth and Sports Department.

The current research was a descriptive-correlational study in terms of applied and research method. The statistical population of this study included all employees of Ardebil province's sports and youth department, which was selected by sampling method based on Cochran's formula.  The Spiritual Intelligence Questionnaire, Work Ethics, Organizational Citizenship Behavior Questionnaire were used. The collected data were analyzed using Pearson correlation coefficient and simultaneous regression. 

The results of data analysis showed there was a significant positive correlation between spiritual intelligence and work ethics with organizational citizenship behavior. Also, the results of regression analysis showed that 57% of changes in organizational citizenship behavior were predicted based on spiritual intelligence and predictable work ethic, which had a higher share of work ethics.

Therefore, it can be concluded that spiritual intelligence and work ethics were important variables related to organizational citizenship behavior of employees.

The development of information and communication technology in various ‎sectors of electronic economy, such as electronic marketing, has led to significant changes in ‎attitudes and methods of service delivery that needs to address ethical issues in order to expand ‎it; Therefore, the purpose of the research is to investigate the relationship between work ethics ‎and Information and Communication Technology (ICT) with development of electronic ‎marketing‏.‏ The research is descriptive-correlative. The statistical population was consisted of ‎users of e-banking in 2015. Due to lack of access to every members of the statistical population, ‎were selected 384 people by available sampling method. Measurement tools were ‎questionnaires of ICT, e-marketing and work ethics. To analyze data, were used Pearson ‎correlation test and simple linear regression.‎ The results obtained indicated that there are statistically significant correlations ‎between organizational ethics and ICT with the development of electronic marketing.‎ If users feel that the way introduction of products and services is secure, valid, ‎exact and also consistent with their moral value, they are more interested in using it; and this ‎will be the basis for the development of electronic marketing.‎

Organizational entrepreneurship can be in a straight way as a key to the growth and development of any ‎organization in light of work ethics. This study aimed to ‎investigate the relationship between work ethics and organizational entrepreneurship. ‎ The research method was descriptive-correlational study. Statistical population ‎included all male and female employees in the departments of Youth and Sports in Western ‎Azerbaijan province (N=219) that by using sampling method purposefully non-random ‎statistical sample 196 persons as sample were selected. For gathering data, two ‎standard questionnaires work ethic and organizational entrepreneurship were used. Research ‎ were analyzed by using statistical software SPSS. ‎ Results showed that the relationship of attachment and interest to work, human relationship ‎in the workplace and Collective spirit and participation in work with effect of perseverance and ‎seriousness in the work on the organizational entrepreneurship was not significant.‎ As a result, Managers for development organizational entrepreneurship should pay ‎attention to work ethics.‎

Managers and experts have focused on work ethics and ethical management due to the increasing complexity of organizations and rates of unethical, illegal and irresponsible behavior in workplaces. The present study aimed to identify consequences of work ethics in organizations using a meta-analysis approach.
The research was descriptive in terms of objective and had a meta-analysis approach. The statistical population consisted of doctoral and master's theses, and published papers in scientific-research journals on consequences of work ethics in domestic and foreign organizations during the past 15 years (2001-2016). A total of 24 studies with inclusive criteria were included in the meta-analysis using a non-random and purposive sampling method.
Among 24 studies, 9 studies (37.5%) had effect sizes of less than 0.3; 7 ones (29.2%) had effect sizes of 0.3 to 0.5; and also 8 ones (33.3%) had effect sizes of greater than 0.5.
Meta-analysis results and effect size findings according to Cohen's table (1988) indicated that variables namely the work life quality, job satisfaction, commitment, job stress (negative relationship) and competitive advantage had maximum effect sizes. The service quality, organizational alienation (negative relationship), task performance, stress (negative relationship), productivity and integrity had moderate effect sizes; and task identity, deviant work behavior, and hard working had minimum effect sizes.

Organizational commitment is one of the organizational attitudes that has always been considered by researchers that Various factors are affecting it. So this study sought to analyze the relationship between spiritual leadership and organizational commitment with mediating role of work ethics.
This study is operational in terms of purpose and employed correlational method using structural equations (SEM). All staff of department of sports and youth in Ardabil province; 201 individuals, was the statistical population of this study That 152 subjects were selected by stratified sampling method. Spiritual leadership, organizational commitment and work ethics standard questionnaires were employed in order to collect data. Content validity of questionnaires have been confirmed and their reliabilities were 0.81, 0.84, and 0.91, respectively. SPSS 22 software was utilized in order to analyze the collected data (mean, standard deviation, Pearson coefficient, and Kolmogrov and Smirnov test).
The results indicated that the relationship between spiritual leadership with work ethic and organizational commitment was significant and respectively with (β=0.36) and (β= 0.38) have direct effect. Also work ethic (β=0.25) affected organizational commitment directly. The mediating role of work ethic in the relationship between spiritual leadership and staff's organizational commitment (β=0.09) was also significant.
Therefore, it can be concluded that spiritual leadership and job ethic are important variables and related to organizational commitment of staff and regarding to the obtained model, performing spiritual leadership style is suggested.

Work ethics has a significant effect on the individual and group activities, performance and organizational results. This study examines the interactive role of job engagement and job propriety with work ethics and intent to leave of the employees.
This study is descriptive - correlation research. Statistical population included all 368 employees of state universities of Tabriz. Using Cochran formula (d = 0.5, p= 0.5) and stratified random sampling, the sample size of 350 people was obtained. To gather data, standard questionnaires were used. Using Cranach Alpha, the reliability of job engagement (0.75), job propriety (0.87), work ethics (0.70), and intent to leave (0.84) was calculated. Obtained data were analyzed by correlation method and modified stepwise regression.
Results showed a positive and significant correlation between two variables of job engagement and job propriety and work ethics (p=0.001, r=0.16, r=0.25). Also, there is a negative and significant correlation between two variables of job engagement, job propriety and intent to leave (p=0.001, r=-0.28, r=-0.32). Moreover, interacting together, job engagement and job propriety predict work ethics and intent to leave.
Results showed in every organization, interest in work, job engagement and job propriety with employees improves their work ethics and organization as well. Thus, intent to leave of the employees’ decreases and the organization should pay a specific attention to them.

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.

While there are numerous organizations including moral climate, important for most organizations was perceived ethical climate and ethical behavior is affected employees. Human resources in today's world, the best competitive advantage of the company and any man more than any other time, the theory of organization and management has become important. Human resources as much as it can help organizations compete, can also be a major obstacle in the way of organization. The research method is analytical and data collection for the library. In this study attempted to perceived ethical climate models and concepts are examined from the perspective of different theorists. Among several categories about perceived ethical climate, Victor and Cullen ethical climate theory, Vidaver and Cohen ethical climate continuum theory, the Webber theory of ethical climate and Arnaud the theory of moral decision-making processes in this study were investigated.

Human being is the fundamental cause of movement and development in universities and work ethics in their work environment may leads to the survival and growth of these institutions. The leadership of higher education institutions has to provide employees with a healthy. This study aims to investigate the relationship between the secure-based leadership and work ethics among staff of Urmia University.
The study was descriptive-correlation. Population of study includes all employees of Urmia University (N=494). Among all, 183 were selected by stratified random sampling method. Data were collected by two questionnaires; “Secure-Based Leadership comb 2010" and "work ethic Gregory in 1990" was used. Data were analyzed by descriptive statistics (mean and standard deviation) and inferential statistics (multiple regressions).
Multiple regression analysis revealed that there is a relationship between secure leadership and job satisfaction, healthy relationships and corporation in work. There was no relationship between secure leadership and seriousness in work. Results also showed that calm and dependability, Positive mindset and risk opportunity are good anticipants of work ethics.
The results suggest that due to increased security leadership, work ethics can increase among university staff.

Spirituality in workplace has meaningful effect on behavior of staffs. This study aimed at predicting the relationship between spirituality in the workplace and work ethic among nursing and staff of Imam Khomeini hospital, Urmia City.
The research method was descriptive-correlation. Population of study includes all staffs of hospital. Among all, 96 staff and nurses of hospital were randomly selected. Data were gathered through two questionnaires of standard spirituality in workplace and work ethic. Data were analyzed by SPSS 16 software.
Positive and significant relationship between spirituality in the workplace and work ethic can predict interesting to the job, healthy interactions in workplace and cooperation in job.
There is significant relationship between spirituality and ethics in workplace. Therefore, it is so important for managers to regard to spirituality in workplace.

Development of organizations and increasing their role in society, the social consequences of their activities and their impact on the various stakeholders has become increasingly important So that the social and moral functions have a big influence on the overall performance of the organization. The aim of this study was to investigate the relationship between work ethics and organizational citizenship behavior and organizational performance.
This study is descriptive-correlation. The population of the study consisted of 448 Employees of state-owned commercial banks in Sanandaj. Sample size of 263 employees selected by Stratified random sampling. For gathering data, questionnaires were used in the work ethic and organizational citizenship behavior organizational performance. Data were analyzed by Confirmatory Factor analysis and structural equation modeling.
The findings confirm the correlation coefficient between the work ethic and organizational citizenship behavior. Correlation between the work ethic and organizational citizenship behavior is about (0.97), the correlation between organizational citizenship behavior and organizational performance is about (0.82) and the correlation coefficient between the work ethic and organizational performance is about (0.80). The results showed, the RMSEA (0.061) and the ratio of χ2 (df =3), which shows a good fit and explanatory power of the model.
According to the findings, it is essential that managers of organizations with solutions to enhance the job ethics and organizational citizenship behavior to improve their organizational performance and mechanisms to this end in the fall.

Ethics includes interesting, human relation and cooperation in work. Creativity is an attempt to make a subjective change in organization. Present research Investigate the relationship between work ethic and creativity of employees. This study is an applicable research that it uses descriptive-correlation method. Population of study includes 50 employees of Shahrood Cement Company. Sample of study consists all of the population. Data were collected by creativity and work ethics questionnaire. Obtained data were analyzed by Pearson correlation and ANOVA. Interest and cooperation in work have significant correlation. Working diligently and human relations have no significant relation with creativity. It can be concluded that with focusing on interesting and cooperation in work, the creativity can be increased.