جستجوی مقالات مرتبط با کلیدواژه "جو اخلاقی" در نشریات گروه "پزشکی"

Teachers have a key role in training human capital in any society and human capital training is one of their most important tasks, so addressing the issue of their job engagement and its promotion is one of the essential issues. Thus the purpose this research was the explanation of teacher’s job engagement in teachers at Kashan City based on school's ethical climate and their quality of work life.

The type of research was descriptive-correlative and statistical population consisted all of teachers at Kashan City (N=3227) that by simple random sampling 320 ones, selected as sample. In order to collect data, three questionnaires of job engagement, ethical climate and quality of work life were used. The questionnaires validity was confirmed as content and construction. By using Cronbach Alpha Coefficient, the reliability of job engagement was estimated to be 0.93, ethical climate 0.87 and quality of work life 0.93. Data’s analysis done in levels of descriptive & inferential through Spss22 and Amos Graphic Software’s.

The findings showed that the means of ethical climate (97.73±12.18) was upper than criteria score 78, quality of work life (77.8±16.68) was lower than criteria score 78 and job engagement (67.32±10.75) was upper than criteria score 51. Also there is a positive and significant relationship between ethical climate and job engagement (r=0.30) and quality of work life and job engagement (r =0.43).

Considering the significant effect of ethical climate and quality of work life on job engagement, it is suggested that educational organizations in particular and other organizations in general, develop and strengthen the ethical climate and pay attention to improving the quality of working life of their staffs.

 During the Corona epidemic, the anxiety associated with contracting this disease can affect many aspects of a person's performance, such as job performance. Therefore, promotion and utilization of psychological capital such as psychological well-being and resilience play an important role in dealing with stressful situations. Based on this, the present study was conducted with the aim of investigating the impact of the Corona anxiety on the ethical climate and psychological well-being of nurses in Ardestan Hospital with the mediation of resilience.

 This was an applied study in terms of purpose and it was descriptive and survey-based in terms of method. The statistical population of this study was 200 nurses of Ardestan Shahid Beheshti Hospital and the sample size was determined to be 131 using Cochran's formula and the sampling method was convenience sampling. Data collection tools in this study were demographic characteristics questionnaire, Covid Anxiety questionnaire (Alipour et al.), Ethical Atmosphere questionnaire (Victor & Cullen), Psychological Well-being questionnaire (Reef) and Resiliency questionnaire (Connor & Davidson). In order to test the hypotheses, correlation tests and structural equations using PLS software, and partial least squares were used. In the present study, all ethical considerations were observed and the authors reported no conflict of interests.

 The results showed that the corona disease anxiety had an inverse effect on ethical atmosphere, psychological well-being and resilience.

 Nurses should be alert and calm, and give themselves enough self-confidence so that they can overcome problems without focusing on the risks related to their profession, and gradually reduce the amount of anxiety and mental pressure.

Intensive Care Units (ICUs) are considered as one of the most complex hospital units due to their high sensitivity and special conditions. Therefore, nurses in special care departments experience many challenges such as moral injury and conflict with management elements that can affect their performance and health. Moral injury is defined as guilt, social isolation and emotional numbness, which can affect the performance and physical and mental health of nurses. Therefore, the present study was conducted with the aim of investigating the relationship between moral injury in nurses and the ethical climate of critical care units.

The present study was a cross sectional research that was conducted in 2022 in the ICU and Critical Care Unit (CCU) departments of hospitals affiliated to Tabriz University of Medical Sciences. The study population included 266 nurses working in CCUs who were selected by simple random method. Research tools included demographic questionnaire, moral injury questionnaire and ethical climate.

According to the findings of the present study, the average score of the ethical climate of special care units in general was 77.31 ± 6.84 and the average score of moral injury among nurses was 40.67 ± 3.93, which indicates the favorable ethical climate of ICUs and severe moral injury in nurses working in these departments. Among the different dimensions of Ethical climate, the highest score was related to the instrumental dimension with an average of 22.65 ± 3.57 and the lowest score was related to the independent dimension with an average of9.11 ± 2.13. By using the Pearson's correlation coefficient, no significant relationship was observed between ethical climate and moral injury. However, moral injury had a significant and inverse relationship with the organization's ethical climate rules and regulations subscale (P = 0.24, r = -1.38) and had no statistically significant relationship with the other ethical climate subscales (P>0.05).

The findings showed that there is no significant relationship between the moral injury of nurses and the ethical climate of CCUs. Therefore, moral injury in nurses includes complex components and concepts that can be influenced by several factors. Also, the findings showed that the increase in organizational rules and regulations in CCUs will reduce the moral injury in nurses working in CCUs, so managers and trustees of medical systems should pay attention to this issue and take measures. Practices can reduce moral injury and also increase health and job satisfaction in nurses.

Today, due to advances in science and technology and dealing with various moral issues, nurses experience more distress. Therefore, the behavioral framework of nurses and the quality of services provided to patients can be influenced by the ethical climate in the hospital. Moreover, the moral distress and moral climate in the hospital can influence the nurses' job involvement. Therefore, this study was conducted to investigate the relationship between moral climate and moral distress with the job involvement of nurses working in hospitals affiliated with Hamadan University of Medical Sciences, Hamedan, Iran.

This descriptive-correlational study was conducted on 140 nurses working in hospitals affiliated with Hamadan University of Medical Sciences. Data collection tools included a demographic information form, Hospital Ethical Climate Survey, Revised Moral Distress Scale, and Kanungo Job Involvement Questionnaire. Data were analyzed using descriptive and inferential statistics in SPSS 23 software.

The mean score of the intensity of moral distress was 3.81±1.25 and the frequency of moral distress was 2.6±1.3. The mean scores of moral climate and job involvement were 3.91±1.68 and 2.71±1.1, respectively. There was a significant positive relationship between moral climate and nurses' job involvement (r=0.41, P<0.001). A significant negative relationship was observed between the intensity of nurses' perceived moral distress and their job involvement (r=- 0.36, P=0.03).

According to the research findings, it can be noted that reducing moral distress and improving the hospital's moral climate can play important roles in improving nurses' job involvement.

 Conceptually deviant behaviors are behaviors by which individuals violate the rules, customs and official policies of the organization in various areas and thus provide the basis for harm to individuals and the organization. The purpose of this study is to investigate the effect of ethical leadership on deviant behavior mediated by ethical climate and organizational commitment.

The present study is a quantitative research with a correlational method in terms of method of collecting findings and is practical in terms of purpose. The statistical population of the study was 322 employees of Iran Ports Cooperative of Guilan Province. 168 persons were selected as a sample size by simple random method through Cochran's formula. The method of data collection is library and field and the data collection tool is a questionnaire. Research instruments included Brown & et al. (2005) Moral Leadership Questionnaire, Meyer & Allen (1991) Organizational Commitment Questionnaire, Victor & Clone Moral Atmosphere Questionnaire (1988) and Robinson & Bennett (1995) Deviant Behavior Questionnaire. Structural equations and SPSS 22 and Smartpls 3 software were used to analyze the data.

Ethical Considerations: 

In compiling this research, preserving the originality of the texts, honesty and trustworthiness were observed and the participants answered the questionnaires with the knowledge of the objectives of the research.

 The research findings showed that ethical leadership is effective -0.28 on deviant behavior and 0.70 on the ethical atmosphere of employees, ethical atmosphere -0.25 on deviant behavior and ethical leadership is effective 0.89 on organizational commitment. Organizational commitment has an effect of -0.36 on the deviant behavior of employees. Ethical leadership also influences deviant behavior mediated by employees' ethical atmosphere and ethical leadership influences deviant behavior mediated by employees' organizational commitment, but the effect of ethical atmosphere on organizational commitment of employees was not significant.

 According to the results obtained to reduce deviant behaviors, while training and strengthening the ethical leadership style in the organization, its capacity should be used for how to create organizational commitment and ethical atmosphere in the organization.

Every Iranian nurse during clinical service with at least one of the conflicts, including: job dissatisfaction, poor economic and social status, lack of medical staff, long-term commitment to work in care organizations and ethical environment Faced with inappropriate care or moral climate. Determines the ethical atmosphere of an organization; To what extent ethical standards are observed in that organization and also how much decisions are made according to ethical standards. The ethical atmosphere of an organization can be examined through the level of employees' perception of the organizational climate, how employees make decisions when faced with ethical problems and the degree of employee participation in solving ethical problems. So it can be said in what ethical atmosphere nurses are working; It affects their attitudes toward moral issues and their moral decisions. The ethical climate leads the nurse to strengthen her moral reasoning by sharing in the decision-making and responsibility for the consequences of the action she has taken. Also, the moral atmosphere creates opportunities for collective participation in problem solving, which leads to higher levels of moral reasoning. Although it is important to have an ethical approach to issues and the ability to make decisions based on ethical reasoning, responding correctly to situations and overcoming fear requires moral courage as well as the encouragement and support of the organization's managers. ; There was no study in the field of measuring the relationship between moral atmosphere and moral courage and moral reasoning in Iran, so the present study was conducted to investigate the moral atmosphere prevailing at work and its relationship with nurses' moral reasoning and courage.

This descriptive-analytical study and census sampling was performed on 87 nurses in Meybod and Ardakan in 1398. Olson Hospital Ethical Climate Survey (HECS), Nursing Ethical Dilemmas Test and Ethics Courage Questionnaire designed by Bagozz and Sekerka were used to collect data. 18 were analyzed and appropriate tests including descriptive and analytical (Pearson, independent t test, ANOVA) were used.

The age range of participants was 24 to 50 years. The results showed that no significant relationship was found between moral atmosphere and moral reasoning and courage (P≥0.05). The mean score of ethics (3.22 67 0.67), moral reasoning (45.00 91 6.91), moral courage (45.55 6 6.04) was obtained. There was a significant relationship between gender and perception of moral atmosphere (P = 0.03). None of the individual characteristics of nurses had a significant relationship with the studied variables (P≥0.05).

According to the results of this study, nurses' perception of the ethical atmosphere has no significant relationship with ethical reasoning and moral courage of nurses. Having a positive moral atmosphere in the treatment environment and the nursing profession is necessary and inevitable and leads to the promotion of moral values ​​such as moral courage and moral reasoning in the clinical environment. Although having a moral attitude towards issues and also overcoming fear in moral decisions and having moral courage have a great impact on creating a positive moral atmosphere, but the ability to make decisions based on moral reasoning is also very important.The present study showed that nurses' understanding of the moral climate is favorable. Research has concluded that the climate of the organization has a great impact on the emergence and spread of ethical behaviors. Managers of organizations should be a role model and supporter for employees and support them in the field of ethics and professionalism so that they can without fear and worry and with courageous decision in the nurse in the clinical environment according to the ethical values of work. Do your homework; The nurse, the patient, and the clinical environment themselves benefit from that ethical practice. The present study showed that nurses' understanding of the moral climate is favorable. Research has concluded that the climate of the organization has a great impact on the emergence and spread of ethical behaviors. Managers of organizations should be a role model and supporter for employees and support them in the field of ethics and professionalism so that they can without fear and worry and with courageous decision in the nurse in the clinical environment according to the ethical values of work. Do your homework; The nurse, the patient, and the clinical environment themselves benefit from that ethical practice n the present study, nurses' moral courage was reported to be above average. Altman acknowledges that a lack of moral courage is common in the present age, and that we must ultimately increase moral courage in nurses by increasing their courage and adherence to ethical principles. There is a significant relationship between demographic characteristics and moral reasoning and moral courage. not found . In general, increasing work experience is expected to increase the ability of nurses to face ethical challenges and thus their moral reasoning and courage, but there may be factors such as organizational interests, differences in management and the hospitality of the hospital. and has taken the necessary ground to upgrade these capabilities from them. One of the limitations of this study is the low sample size, which can affect the results. It also affects the generalizability of the results. Another limitation of the present study is the sampling method available.

Organizational ethical climate is typically an organizational climate, comprising interpersonal relationships amongst treatment personnel as well as personnel’s rapport with patients and their families. Nowadays, health service providers have found a lot of complexity, various advanced equipment and the many people present in these organizations have an impact on the ethical climate of organizations. Ethical climate is considered as the  personality  of  the  organization.

This research is an exploratory cross-sectional study. The research environment of units of selected hospitals of Tehran University of Medical Sciences and the research population includes nurses working in intensive care units and General hospitalization. The number of samples was determined using the Morgan table, and according to the number of members of the research community, 340 were determined. Among eligible nurses in the research community, samples were selected through  relative stratified random sampling method. The tool used in the present study include Olson's Ethics Climate Questionnaire (1998). Content validity  questionnaire was confirmed by content validity method based on the view of 10 faculty members in the field of critical care nursing and nursing management. Cronbach's alpha coefficient for Olson's Ethics Climate Questionnaire(0.89) was measured. Data were analyzed using descriptive analysis and inferential tests such as Mann-Whitney U and kruskal wallis using SPSS -16 software.

The result showed; 57.1% of nurses had passed the issues of professional ethics. Mostly 5.2% had more than working hours in one or more hospitals, 62.2% had executive responsibilities, most of them with 42.4% in the role of executive staff or second nurse, and most of them had work experience. With 42.6% was between 1 and 9 years. The test showed that the overall ethical climate with mean(3.58) was relatively positive. The most favorable climate was found among the peers and manager with means 4/143 and 3/918. Patient, hospital and physicians have relativly desirable.The results of statistical tests showed that there is a significant direct relation between the ethical climate variable with hospital characteristics and demographic characteristics (P ˂ 0.05).

The positive and desirable ethical climate in the peers in this research is a valuable strength that should be considered by nursing managers in the hospitals. On the other hand, due to the low mean ethical climate of patients, hospital and physicians, it is necessary for the relevant authorities to find the causes and effective factors in this field and take appropriate policies to eliminate it. The results of this study can be a guide for nursing managers in all levels of management in hospitals  and by developing guidelines and strategic plans and consequently see an improvement in the level of care services.

Ethical atmosphere and burnout of employees is an important issue for the management of the organization and management should play a key role in improving the performance of employees and the organization. The present study aimed to model the structural relationship between the ethical atmosphere and emotional exhaustion with job satisfaction and turnover intention.

The present study is applied research in terms of purpose and descriptive-correlational in terms of the data collection method. The statistical population includes 125 employees of the West Azerbaijan Gas Company who were surveyed by the census method. The data collection tool was a questionnaire. Confirmatory factor analysis and Cronbach's alpha method were used to evaluate the validity and reliability of measuring instruments. Structural equation modeling using Smart PLS software was done to analyze the data.

The results of the determined coefficients showed that the ethical atmosphere was able to explain more than 22% of the changes in emotional exhaustion. Also, emotional exhaustion can explain more than 44% of the changes in job satisfaction and 18% of the changes in the desire to leave the job. The coefficient of morale's impact on job satisfaction with emotional exhaustion was also 0.07. And the impact coefficient of the ethical atmosphere on the desire to leave the job with emotional exhaustion was also -0.09.

Improving the ethical atmosphere of the organization and reducing the emotional burnout of employees leads to job satisfaction and commitment of employees, and as a result, the performance of employees and the organization improve.

Being a student is an exciting and challenging time for students. During this period, all students, especially students of Medical Sciences, should be happier due to facing more stressors and the need for proper adaptation. The aim of this study was to predict happiness based on ethical climate, perceived stress and self-esteem in nursing and paramedical students of Jahrom University of Medical Sciences.

This study was a correlational study conducted in 2018-19. 316 nursing and paramedical students participated in the census method. In this study, Olson questionnaire to assess the ethical climate of Hospital, Oxford Happiness Scale, Rosenberg Self-Esteem Scale and Cohen's Perceived Stress Scale were used. Data were analyzed by using descriptive statistics, Pearson, Spearman and Eta tests and linear regression by SPSS 16 software.

In the study, a significant association was observed between the hospital ethical climate (p<0/05, r=0/151), the perceived stress (p<0/001, r=-0/354) and the students' self-esteem (p<0/001, r=0/431) with their happiness. So that these three variables were able to predict 22% of the variance of students' happiness (ADj.R2=0/227). Ethical Considerations: This research was conducted according to the principles of Helsinki, obtaining permission from the participants and after the approval of the ethics committee.

According to the results of study and the fact that happiness forms the basis of an public well-being in societies and has positive consequences such as physical and mental health, favorable production performance and entrepreneurship, so planning for improving the ethical climate of hospitals, training in coping strategies with stress and increase the self-esteem of students must be done to increase the happiness of medical students.

Medical students should have adequate self-esteem to deal with stressful situations and have proper compatibility. Since self-esteem is affected by internal and external factors, the present study aimed to investigate the relationship between students’ self-esteem with variables of happiness, ethical climate, and perceived stress at Jahrom University of Medical Sciences.

This correlational study was performed in the second semester of 2018-2019 and 316 students were selected by consensus sampling method. Data were collected using the Rosenberg Self-Esteem Scale, Oxford Happiness Questionnaire, Olsonchr('39')s Hospital Ethical Climate Survey, and Cohen’s Perceived Stress Scale. Data analysis was performed in SPSS version 16 using descriptive and analytical statistics.

 In this study, the mean and standard deviation of self-esteem, happiness, ethical climate, and perceived stress were calculated at 4.06±4.45, 41.87±12.39, 91.28±13.81, and 26.39±6.33, respectively. We found a significant correlation between happiness (r=0.431, P<0.001) and perceived stress (r=-0.427, P<0.001) with the self-esteem of students. On the other hand, there was no significant relationship between ethical climates with the self-esteem of students. According to the multiple linear regression analysis results, happiness and perceived stress of students predicted 26% of the self-esteem variance.

Due to the relationship between students’ self-esteem and the variables of happiness and perceived stress, it is recommended that programs be developed to increase happiness and decrease stress in students so that their self-esteem could be improved.

 Being a student is an exciting and challenging time for students. During this period, all students, especially students of Medical Sciences, should be happier due to facing more stressors and the need for proper adaptation. The aim of this study was to predict happiness based on ethical climate, perceived stress and self-esteem in nursing and paramedical students of Jahrom University of Medical Sciences.

 This study was a correlational study conducted in 2018-19. 316 nursing and paramedical students participated in the census method. In this study, Olson questionnaire to assess the ethical climate of Hospital, Oxford Happiness Scale, Rosenberg Self-Esteem Scale and Cohen's Perceived Stress Scale were used. Data were analyzed by using descriptive statistics, Pearson, Spearman and Eta tests and linear regression by SPSS 16 software.

 In the study, a significant association was observed between the hospital ethical climate (p<0/05, r=0/151), the perceived stress (p<0/001, r=-0/354) and the students' self-esteem (p<0/001, r=0/431) with their happiness. So that these three variables were able to predict 22% of the variance of students' happiness (ADj.R2=0/227).

Ethical Considerations:

 This research was conducted according to the principles of Helsinki, obtaining permission from the participants and after the approval of the ethics committee.

 According to the results of study and the fact that happiness forms the basis of an public well-being in societies and has positive consequences such as physical and mental health, favorable production performance and entrepreneurship, so planning for improving the ethical climate of hospitals, training in coping strategies with stress and increase the self-esteem of students must be done to increase the happiness of medical students.

The ethical climate in hospitals can influence nurses' ethical decisions. In other words, in the hospital where the nurse cannot use his moral courage, the patient's rights and interests are gradually ignored. Therefore, the aim of this study was to determine the relationship between perception of ethical climate and moral courage of nurses working in hospitals affiliated to Shahid Sadoughi University of Yazd in 2019. This was a descriptive-analytical study. A total of 204 nurses working in hospitals affiliated to Shahid Sadoughi University of Medical Sciences in Yazd were included in the study by census sampling. Data were collected using demographic questionnaire, Professional Moral Courage (PMC), and Hospital Ethical Climate Survey (HECS) and analyzed by SPSS 18 software. The results showed that the mean score of ethical climate (3.35 ± 0.62) of 5 and the mean score of moral courage was 56.37 ± 5.46 out of 75. There was no significant relationship between ethical climate and moral courage (P≥0.05). Of demographic characteristics, gender had a significant relationship with the mean score of ethical climate (<0.05), but other demographic characteristics did not have a significant relationship with ethical climate and moral courage (>0.05). Considering influence of environments supporting nurses’ moral courage on optimal care to patients, development of plans by managers to promote nurses’ moral courage can lead to beneficial effects.

Due to the special nature of medical sciences, students in these fields are affected by several stressors during their studies. Part of this stress is due to being in a clinical setting so that students uses a variety of strategies to deal with and manage it. Therefore, this study was conducted to investigate the role of self-esteem, happiness and hospital’s ethical climate in predicting the perceived stress of paramedical students.

This is an analytical cross-sectional study that was  performed on 400 students including nursing, anesthesia, operating room and emergency medical students by census method  in Jahrom University of Medical Sciences in 2018. Data collection tools were the Olson Hospital Moral Survey Questionnaire, the Oxford Happiness Scale, Rosenberg Self-Esteem, and Cohenchr('39')s Perceived Stress Scale. Data were analyzed using descriptive statistics, Pearson test, independent T-test, ANOVA and linear regression by SPSS.

There was a  significant negative correlation between happiness (r=-05.354) and studentschr('39') self-esteem (r=-0.427) with their perceived stress level (p value=0.001).Also, two variables of happiness and self-esteem could predict 21% of variance of perceived stress. However, no significant correlation was observed between the hospitalchr('39')s ethical climate from the studentschr('39') point of view and their perceived stress levels (p=0.64).

Due to the effect of happiness and self-esteem in predicting the perceived stress in students, programs should be developed and implemented to strengthen these two factors as management strategies and stress reduction.

Ethical climate determines how to make decisions in the organization based on ethical criteria leading to employee’s satisfaction and quality of service. In a stressful environment of an operating room, the survey of the ethical climate can help to promote surgery properly. Furthermore, organizational commitment is one of the factors which determines the criteria for ethical decision making

Objective:

 This study aimed to determine the correlation between ethical climate and organizational commitment from the viewpoints of operating room technologists and anesthesia technologists in hospitals affiliated to Iran University of Medical Sciences.

This descriptive-analytical cross-sectional study was performed on 161 operating room and anesthesia technologists working in the training hospitals of Iran University of Medical Sciences in 2019 by survey sampling. Data were collected using a questionnaire. The material consisted of three parts including demographic information, the ethical climate of Victor and his colleague, and the organizational commitment of Allen and his colleague. To analyse the data, descriptive and analytical statistics including Mean and Pearson’s correlation test were used (SPSS 20) the significance level was considered less than 0.05.

The mean age of the subjects was 33.02 ± 7.18 years, ranging from 23 to 53 years old; 71.4% were females; 24.3% had undergraduate education and the rest were college students. The working experience of subjects was at most in the range of 1 to 5 years (41.6%).  The most frequent field of specialization was general surgery (21.1%).The strongest ethical climate and organizational commitment were associated with "professionalism" and "continued commitment”, respectively.  The result of Pearson’s test showed that there is a positive and significant relationship between ethical climate and organizational commitment. (P=0.002 and R=0.237). Moreover, a significant relationship was found between its dimensions (P<0.05)

The results of present study help hospital managers to identify the ethical climate and organizational commitment, administer curricula to institutionalize ethics, and ultimately enhance organizational commitment and sustain human capital.

Humans partner with work by speaking, eliminating feelings of helplessness; But when there are situations where employees do not dare to talk about issues and problems, the phenomenon of organizational silence spreads and this is considered a potential risk. The aim of this study was to investigate the effect of moral literacy on organizational silence mediated by the moral climate of Ayatollah Taleghani Hospital staff in Tehran.

The research method according to purpose is practical and in terms of data collection is descriptive- correlation and also in terms of data type is quantitative. The statistical population of this study was 250 persons of Ayatollah Taleghani Hospital staffs. By calculating of sample size in structural equations and Stratified sampling method 148 persons are selected as sample size. In order to data collection, three standard questionnaires, the Ethical Literacy of Steve Kovich and Begley (2017), the organizational silence of Van Dyne (2003) and the Ethical Atmosphere of Victor and Cullen (1987) are used. After collecting the questionnaires, the data description are done with SPSS 21 software and the statistical inference of the data is performed by structural equations modeling and by using Lisrel 8.80 software. The technical characteristics of the questionnaire, including reliability and validity, are investigated.

The results of the research indicate that the ethical atmosphere directly β=0.56 affects on the ethical literacy. The ethical atmosphere directly β=0.68 affects on the organizational silence. The organizational silence also indirectly β=0.71 affects on the ethical literacy. In this regard, the ethical atmosphere has more power, when it is introduced as mediating variable. In other words, we can say that ethical literacy β=0.56 with the mediating role of the ethical atmosphere β=0.68 reduces the organizational silence β=0.71 of the hospital staffs. Ethical Considerations: By informing to the subjects about research process such as title and objectives, complete satisfaction for performance of research obtained.

The results indicate that ethical issues, by emphasizing the importance of human dignity and proper human relations, create a safe environment for expressing the views and opinions of employees, which consequently reduces complications and consequences of organizational silence.

Organizational envy, being one of the negative aspects of staff relationships in organizations, implicitly affects both productivity and efficiency of the organization and brings about numerous problems for the staffs and the organization. Thus, the purpose of this study was to identify the factors affecting the organizational envy among the staffs of Farhangian University (Northwest Provinces of the Country).

In this qualitative research, with interpretive phenomenological approach, 24 informants and experts were selected from Farhangian Universities in Northwest Provinces of the Country using purposive sampling. The data were collected through interviews. After transcribing the data, they were analyzed using Dieckelman’s approach.

The findings of this study showed that the factors affecting the organizational envy among the staffs of Farhangian University were: anti-citizenship behaviors, organizational culture, personality traits, the existence of a gap between the manager and the staff (exchange of leader-member) undesirable organizational climate, organizational learning capabilities and spiritual leadership. Ethical Considerations: In compiling this research, preserving the originality of the texts, honesty and fidelity have been respected.

On the basis of research findings, it is concluded that the university administration can promote the organization by identifying the negative affective factors, creating suitable organizational climate, improving the relationship among the staffs and spiritual leadership.

Job involvement is one of the most important methods to increase employee effectiveness, which can be explored through the components of the moral atmosphere and workplace spirituality. On the other hand, job involvement helps employees to be more committed to their work. The purpose of this study was to investigate the role of ethical climate and spirituality on job involvement of employees of Lorestan Education Department.

The research method according to purpose is practical and the type of descriptive - correlation and stepwise regression. Among 292 employees of the general department of education of Lorestan Province, 169 people were selected by relative stratified random sampling. In order to collect data, three questionnaires of ethical climate, spirituality in the work and job involvement was used. To analyze data, descriptive statistical methods and pearson correlation coefficient and stepwise regression, with SPSS 16 software was used.

The results showed that ethical climate and spirituality in the workplace have a positive and significant relationship with job involvement. 21/3 percent of employees job involvement variance is affected by 3 aspects "independence", "instrumentality" and "procedures" from ethical climate aspects. Also 31/1 percent of it, is affected by 2 aspects "meaningful work" and "feeling of soilidarity" from spirituality aspects in the workplace.

Honesty, integrity and authenticity of the texts are observed in this article.

Based on research results, ethical climate and spirituality in the workplace have an impact on job involvement and are considered as important variables associated with it.

Ethical values act as the most powerful factors influencing citizenship behaviors. This research was conducted to investigate the relationship between ethical climate and organizational citizenship behavior in nurses of hospitals affiliated to Shahid Beheshti University of Medical Sciences.

This descriptive-analytical study was performed on 307 nurses selected through random sampling in 2016. Data gathering tools were two questionnaires of ethical climate and organizational citizenship behavior. Data analysis was done through SPSS20 and using descriptive statistics, t-test, One- Way ANOVA, correlation and multiple regression tests.

Mean scores of ethical climate and citizenship behavior were respectively 3.51 ±0.55 and 3.49 ± 0.45 that reflects the favorable view of nurses towards ethical climate and citizenship behavior. Head nurses had the highest mean scores in the dimensions of ethical climate. Among the dimensions of citizenship behavior, the dimension of conscience gained the highest mean score among nurses. There was a significant relationship between employment status and ethical climate (P<0.001) and also a positive and significant correlation between ethical climate and citizenship behavior (P<.0.001).

Promotion of ethical climate enables nurses to respond better to ethical stress, to adapt to other causes of workplace dissatisfaction and consequently showing citizenship behaviors. Some meetings are required to be held in order to improve the relationship between physicians and nurses, to create alignment and understanding among staff and consequently to improve citizen behaviors.

In the therapeutic setting, the ethical climate refers to conditions that facilitate ethical decision making. Some scholars believe that promoting ethical climate in health care institutions will better respond to moral stress and other causes of workplace dissatisfaction. The purpose of this study was to investigate the relationship between ethical climate and tendency to stay at work in Jahrom operating room and anesthesia staff in 2018.

 This descriptive cross-sectional study was performed on 50 anesthesia and operating room staff of Jahrom hospitals. The data collection tool consisted of three questionnaires. The first questionnaire was about demographic information, the second was about the Olson ethical climate survey and the third was about the tendency to stay in business. Data were analyzed by SPSS software version 21 and descriptive statistics (mean, percentage and standard deviation) and inferential statistics (Spearman and Kruskal-Wallis correlation coefficient).

56% of the subjects in this study were anesthesia personnel and 44% were operating room personnel. In operating room personnel, the mean score for the operating room ethical climate and all domains was above 3.5 and desirable. But in anesthesia staff, the average score for the ethical climate of the operating room and all its areas was less than 3.5 and undesirable. Of all the staff, only the median variable score of physicians' atmosphere score of 3.45 was less than 3.5. The mean score of retention level for the operating room staff was 13.63 more than the average for the anesthesia staff with an average of 13.53. The results showed that the relationship between the level of tendency to stay at work with the ethical climate of the operating room and none of its domains was significant among the personnel (p> 0.05(.

According to the results of this study, there was no significant difference between the status of ethical climate and the tendency to persist in operating room and anesthesia staff.

The ethical climate is section of an organizational culture will be affect on ethical dimensions of the employees and their work efficiency. Ethical climate promotion in health care organization would be improved nurses’ behavioures to ethical tension, increase of job satisfaction and decrease of intent to quit to work. The aim of this study was to determine the correlation between nurses’ perception of ethical climate and with nurses’ intent to quit among critical care nurses in the affiliated hospitals of Mazandaran University of Medical Sciences in 2018.

This was a descriptive- correlational and cross-sectional study conducted on 495 nurses employed in critical care units of the teaching hospitals of Mazandaran University of Medical Sciences in 2018 were selected. The subjects were selected by census sampling method. Data collection was carried out using demographic data، Olson moral climate, and intent to quit of Hinshaw Questionnaires. For data analysis, descriptive statistics, Pearson correlation and regression tests were used in SPSS 20 software

The ethical climate with mean (3.78±0.08) was at the desired level, and mean of the tendency to intent to quit on the job (2.93±0.39) was the less than average level. The statistics test showed that they were different significantly ((P<0.001)). And also, linear regression test showed that there is direct and meaningful correlation between them. The ethical climate of the critical care units for decrease intention to quit of job. Ethical Considerations: After familiarizing the participants with the objectives of the research and explaining the confidentiality of the information, participants' oral satisfaction was obtained.

In order to results, nurse managers could be promotion.