جستجوی مقالات مرتبط با کلیدواژه « اخلاق کار اسلامی » در نشریات گروه « علوم تربیتی »

The purpose of this research was to determine the relationship between strategic thinking and educational productivity through Islamic work ethics in the first secondary level teachers of Gachsaran city. This research was applied and descriptive and correlational. The statistical population of this research was all the teachers of the first secondary level of Gachsaran city in the number of 340 people, of which 181 people cooperated with the researcher as a sample and by cluster random sampling method. Data collection tools were standard productivity questionnaires. Hersey and Goldsmith (1980), Goldman's strategic thinking (2005) and Ali and Al-Kazemi's Islamic work ethics (2007). Descriptive statistics methods were used to describe the data, and Pearson's correlation coefficient, regression, and structural equations were used to analyze the data. The results of the research showed that there was a positive and meaningful relationship between strategic thinking and educational productivity and Islamic work ethics, and also the results of the research showed that was significant. was the relationship between strategic thinking and educational productivity through the Islamic work ethics of the subjects (P ≤ 0.01).

The purpose of this research is to determine the effect of dark personality traits on organizational citizenship behavior through incivility in the workplace and Islamic work ethics. The present study was applied in terms of its purpose and descriptive in terms of correlational data collection. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari universities, whose number was 2255 people, according to the size of each university, a sample size of 660 people was selected using Cochran's formula, and the sample people were selected using the stratified sampling method. They were selected according to the size of each floor. The research tool was the standard questionnaire of the dark personality traits of Jones and Paulus (2014), the standard questionnaire of Islamic work ethics of Al-Dalimi  (2020) and the standard questionnaire of organizational citizenship behavior of Lee and Allen (2002) and the standard questionnaire of incivility in the workplace by Cortina et al. (2001) that  the validity of the questionnaires was examined based on the content form and structure validity and after the necessary terms the validity was confirmed and on the other hand the reliability of the questionnaires was 0.90 and 0.88 respectively with Cronbach's alpha method. 0.90 and 0.88 were estimated and data analysis was done with the help of structural equations in Warp software. The results of the research showed that dark personality traits have a negative and significant effect on organizational citizenship behavior through Islamic work ethics, and the coefficient of this effect was -0.22, and through incivility in the workplace, it has a negative and significant effect on organizational citizenship behavior. The coefficient of this effect was -0.80 and the direct effect on organizational citizenship behavior was also significant and negative. The coefficient of this effect was -0.70.

The aim of this study is to present causal model of Islamic Work Ethics and organizational commitment with mediating role of work values of organizational Justice among PNU Faculty Members. The present research is applied and the method of data collection is descriptive correlational. The study population included all faculty members whose PNU random cluster sampling, 362 students were selected using Morgan table. The questionnaire used in the research were organizational commitment (Allen & Meyer, 1997), Islamic work ethics (Yousef, 2001), organizational justice (Colquitt & et al, 2001) and job values (Seevers, 2001). Research data were collected in order to be examined and the hypotheses were analyzed using path analysis. The results showed that the conceptual model and its suitability was confirmed for the PNU, especially for the faculty members. There was a significant correlation between Islamic work ethics (moral attitude to work (0/36 and 0/30) and interpersonal relations (0/25 and 0/22)) and organizational justice and job values on the one hand; and on the other hand, there is a significant correlation between organizational justice (0/37), and work values (0/41) direct effects of organizational commitment. The indirect effects of Islamic work ethics, moral attitude to work (0/16) and interpersonal relations (0/11) with the mediating role of organizational justice and organizational commitment with work values represent the mediating role of these two variables and their importance in organizational analysis. The total variance specified in organizational commitment by Islamic work ethics, organizational justice and job values is (0/27).

A model of the precedents and outcomes of work motivation was developed and tested with survey responses from 652 employees of National Iranian South Oil Company in Ahvaz region, Iran. The variables in the model were arranged in five layers, which included: 1) distal precursors of motivation (motivational traits, procedural constraints and job goal difficulty), 2) proximal precursors (Islamic work ethic, pay satisfaction, basic psychological needs, self-efficacy, job characteristics and job security), 3) work motivation variable, 4) proximal outcomes (job satisfaction, organizational commitment, job involvement, effort and turnover intention), and 5) distal outcomes of motivation (job performance and job stress). Confirmatory factor analysis (CFA) and structural equation modeling (SEM) through AMOS-7 and SPSS-15 software packages were used for data analysis. The results of the hypothesized CFA model indicated that the relationship between each indicator variable and its respective latent variable was statistically significant. On the basis of the overall model fit indices, findings indicated that the revision of the hypothesized structural model was warranted. Better fit and more meaningful results were obtained by developing optimal model. The implementation of χ2 difference test had also indicated the improvement trend of the final model. Implications for designing work motivation systems are discussed.