جستجوی مقالات مرتبط با کلیدواژه "وجدان کاری" در نشریات گروه "مدیریت"

The purpose of this study was to investigate the relationship of Cyber Loafing and Organizational Citizenship Behavior (OCB) with the job performance of employees at Urmia University.

The research method was descriptive-correlation. The statistical population of the study consisted of all 586 staff of Urmia University at 2017-2018 academic year. After reviewing the data, 223 persons (168 males and 55 females) were selected. The tools used in this study for data gathering, were Hersey & Goldsmith (1981) Job Performance Questionnaire, Podsakoff’s OCB (1990) and Van Doorn’s Cyber Loafing (2011).

The results of the research showed that the variables of OCB and Cyber Loafing, conscientiousness and Civic Virtue & behavioral aspect in terms of Cyber Loafing could significantly explain job performance and the contribution of altruism, Courtesy, and Sportsmanship elements and the activity aspect in terms of Cyber Loafing was not significant.

Organizational citizenship behavior and Cyber Loafing are indicators that can improve employee job performance and lead the organization to achieve its goals. On the other hand, proper use of the Internet for non-work purposes can have a positive effect on work productivity by refreshing the mind and increasing creativity. These results emphasize the role of Cyber Loafing in the performance of university staff.

The purpose of this study is to investigate the relationship between social discipline and work conscience with employee productivity mediated by work ethic and moderation of organizational commitment in the company of petrochemical terminals and tanks. The present study is a quantitative study of descriptive-survey research. The statistical population is 273 employees, the sample size is 160 and the stratified random sampling method. To collect the data, standard questionnaires were used, which in addition to having theoretical support, their validity was confirmed by experts and its reliability was measured using Cronbach's alpha coefficient. Data analysis was performed using structural equation modeling test. According to the research results, social discipline directly affects the two variables of work ethic and employee productivity. However, its indirect effect on employee productivity was not confirmed. Work conscience directly affects work ethic; but it does not have a direct effect on employee productivity. Work ethic affects employee productivity. Organizational commitment moderates the impact of social discipline on work ethic. But it has no effect on the relationship between work conscience and work ethic. Although the research findings did not fully confirm the main hypothesis of the research, the effect of research components on employee productivity was proved.

Information technology is one of the revolutionary human achievements that accelerates the process of increasing productivity in organizations, and this feature can strengthen the impact of many organizational variables related to the human resource productivity. One of the variables affecting productivity is work conscience. The aim of this study was to investigate the relationship between work conscience and human resource productivity with respect to the moderating role of information technology. This research is applied in terms of purpose and correlational in nature. In a survey, 324 employees of the Kerman Police Command were selected as a statistical sample using a random stratified method and three standard questionnaires were distributed among them. Confirmatory factor analysis and structural equation modeling using smart PLS software were used to analyze the data. The results showed that work conscience has a positive and significant relationship with human resource productivity. Information technology also appears to be a moderator in the relationship between work conscience and human productivity. This means that information technology can increase the effect of work conscience on improving employee productivity.

The purpose of this study is to investigate the effect of moral intelligence on the work conscience of employees of the Scientific and Industrial Research Organization of Iran. The present study is applied in terms of purpose and is descriptive in terms of its method of correlation. The statistical population of the study consisted of all employees (experts and above) of the Scientific and Industrial Research Organization of Iran with 270 people and the sample size was determined as 159 people according to Morgan's table. For example, a simple random method was used. The data collection tool was a questionnaire. The Lenik and Kiel (2005) questionnaires were used to measure moral intelligence, and the Costa and McCrae (1992) questionnaires were used to assess work conscience. The validity of the questionnaires was examined and confirmed by the content method and their reliability by Cronbach's alpha test. Data analysis was performed using SPSS and PLS statistical software and through factor analysis and path analysis tests. The findings show that moral intelligence had a significant effect on work conscience. Also, among the components of moral intelligence, the effect of the two components of "honesty and compassion" on moral conscience was not confirmed, but other components of moral intelligence (responsibility, forgiveness, reliability, orbital success) had positive and significant effects on work conscience. Among these, employee responsibility had the greatest impact.

Background & Purpose:

The severe psychological shocks and traumas that the employees of an organization experience as a result of different factors can have many unpleasant outcomes for employees and the organization. This study analyzed the effect of organizational trauma on moral behavior and work conscience of employees through the mediating role of organizational culture.

This is an applied descriptive-correlational study, in which the statistical population includes 386 employees working at the University of Kashan. Cochran’s formula of sample size was used along with the stratified random sampling method to selected 186 employees as the statistical sample. The data collection tool was a questionnaire, and data analysis was performed through the path analysis method and the one-sample t-test in SPSS and AMOS.

The means of organizational trauma, moral behavior, work conscience, and organizational culture were above average in the University of Kashan. Moreover, organizational trauma had negative, significant effects on moral behavior and work conscience of employees, whereas organizational culture had positive, significant effects on their moral behavior and work conscience.

Organizational trauma can have devastating effects on moral behavior and work conscience of employees; however, a rich and positive organizational culture can moderate and mitigate these devastating effects.