International Journal of Ethics & Society
Volume:2 Issue: 2, Summer 2020

The aim of this study was to identify the components and factors affecting teacherschr('39') professional ethics and provide a model.

The method of the present study was mixed (qualitative-quantitative) and in terms of purpose it was applicable research. The statistical population in the qualitative section included faculty member (disciplines of philosophy, sociology and education) and teachers who were theoretically familiar with the concept of professional ethics and therefore their selection was purposeful by sampling method. 20 people were interviewed until they reached theoretical saturation. Data was analyzed at three levels of open, central and selective coding. Validity of data assessed by ideas of experts and for reliability, the coefficient of agreement between the coders was used, which was 0.81. In the quantitative part, the statistical population was all primary school teachers in Tehran (7515) in the academic year 2018-2019, which according to Krejcie and Morgan table, 367 people were selected as the sample size by multi-stage cluster sampling method. The research tool was a researcher-made questionnaire. Reliability of which was obtained by Cronbachchr('39')s alpha test of 0.85 Data were analyzed by SPSS, Lisrel and Amos softwares.

The findings showed that the components of professional ethics included "psychological characteristics", "communication-social characteristics", "technical-specialized characteristics" and "belief characteristics" and the effective factors included four factors: economic, social, organizational and individual. Quantitative results also showed that the professional ethics model can be predicted up to about 0.70 by the identified factors and the overall fit of the model was also confirmed (GOF = 0.44).

Considering the predictive power of the identified factors for professional ethics, it can be concluded that the proposed model can be a good framework for improving the professional ethics of teachers.

Regarding the increasing global competition and uncertainty in todaychr(chr('39')39chr('39'))s world, employee dynamism is becoming an essential requirement for new organizations. The aim of this study is to The Role of Ethical Leadership and Proactive personality on Organizational Citizenship Behaviors(OCBs) according to the mediating role of employeeschr(chr('39')39chr('39')) emotions.

The research is descriptive and correlational. The statistical population of the study includes the staff of Kermanshah Petrochemical Urea and Ammonia Company with 470 people, and in the sampling process using Morgan table, a sample of 212 people was obtained. The sampling method in this study is a stratified random sampling. For collecting data, Five standard questionnaires of ethical leadership, Proactive personality, Positive emotions, Negative emotions and OCBs were used. Using SPSS and Smart PLS2 software and structural equation modeling methods, data analysis showed that ethical leadership affects employeeschr(chr('39')39chr('39')) organizational citizenship behaviors.

The results of the research showed that the relationships between ethical leadership with OCBs and positive emotions were meaningful and positive. And the relationship between ethical leadership and negative emotions is significant, but this is a negative one. And the relationship between Proactive personality with OCBs through the positive emotions   is not meaningful. Also, the results of structural equation modeling indicated that ethical leadership 15% OCBs, ethical leadership 20% positive emotions, ethical leadership -21% negative emotions, ethical leadership 18% OCBs through the positive emotions, ethical leadership -43% OCBs through the negative emotions, Proactive personality 22% OCBs through the positive emotions, Proactive personality -32% OCBs through the negative emotions can be predicted, respectively.

Ethical leadership also affects employeeschr(chr('39')39chr('39')) emotions. Through emotions, ethical leadership affects OCBs. Employeeschr(chr('39')39chr('39')) proactive personality does not affect OCBs through positive emotions, while this proactive personality influences OCBs through negative emotions.

Regarding the principles of professional ethics by teachers is one of the most important and vital issues in the field of education and training of children, especially in primary school. In this regard, the purpose of this study was to design a model of "professional ethics" for primary school teachers in Yazd.

The research approach was qualitative and the research method was "grounded theory". The study population was all primary school teachers in Yazd. 11 interviews were conducted until the theoretical saturation was reached. Participants were selected using "theoretical sampling" method. The research tool was "in-depth semi-structured interview". Data were analyzed at three levels of open, axial and selective coding. The "triangulation" method `as used to determine the validity of the data.

The findings showed that the central phenomenon of this research is professionalism. Also, the most important causal conditions included culture and family education, teacher modeling, the position and importance of ethics in the educational system, the position of the teacherchr('39')s job and moral education. In addition, rules and regulations, salaries and benefits, school climate, school management and the structure of the education system were the most important underlying characteristics. Environmental intervention conditions including socio-cultural, political, economic and technological environment were identified. Strategies, motivation and feedback were also determined. Finally, outcomes were identified, including studentschr('39') performance and life course, popularity, career success, and social impact.

In a general conclusion, it should be said that the presented model can be used in the development of ethical and professional codes and by training ethical teachers can take a big step toward promotion of science, understanding and ethics in society.

The present study was conducted with the aim of designing a model of normal ethical marketing in the hotel industry.

This research is qualitative in terms of purpose, exploratory in terms of approach, and qualitative in terms of data analysis. The statistical population was a group of hotel industry experts from whom a total of 9 people were selected as the sample by purposive sampling and theoretical saturation. The research tool was in-depth interviews. Data were analyzed using theme analysis methodology.

According to the results of the study, the main category in this study was "the attention of hotel industry managers to ethical marketing norms." Causal conditions include knowledge of ethical norms, emphasis on upstream rules on ethical norms in marketing, modeling of the world hotel industry, training courses for hotel managers and staff on ethical norms in marketing and reforming and improving the reward and punishment system in line with ethical norms He was in the marketing of the hotel industry. Areas included "Emphasis on Ethical Decision-Making at All Levels of the Organization" and "Ethical Organizational Culture", and environmental conditions included "Societychr(chr('39')39chr('39'))s desire to comply with ethical marketing norms in the hotel industry" and "Economic problems in the country." Strategies also included the categories of "ethical hospitality" and "compliance with organizational social responsibility", which led to the consequence of "customer satisfaction of the hotel industry".

The results of the research led to the design of a model of ethical marketing in the hotel industry and showed that ethics is a fundamental element and in developing marketing models for the hotel industry, special attention should be paid to this important issue.

Green human resource management is a new topic in the field of human resource management that emphasizes the goal of environmental sustainability. Unfortunately, the growing environmental challenges on the one hand and the neglect of ethical components related to the environment and human resource management in organizations, have created obstacles to the implementation of green human resource management. Therefore, the present study was formed with the aim of investigating the factors that violate ethics that hinder the implementation of green human resource management.

The present study was among the applied researches with a field-survey approach. The study population was experts and specialists in the field of Tehran automotive industry, from which 8 people were purposefully selected as a sample. The tools of analysis were interview and dematel questionnaire. Data were analyzed by fuzzy dematel and fuzzy hierarchical analysis (AHP).

Ethical barriers affecting the implementation of green human resource management in three dimensions of organizational, environmental and individual were identified in the form of 51 sub-criteria. The results of weight determination showed that the environmental dimension is one of the causal dimensions and organizational and individual dimensions are effective dimensions and environmental factors are the most important.

Organizations, especially in the field of automobile manufacturing, need to have forces aware of the environment. In this way, green human resource management can play an important role in creating green and environmentally friendly ideas by creating a sense of responsibility in its actions and tasks and in cooperation with other forces. Undoubtedly, the first step in training employees to prepare for the implementation of environmental issues is to teach environmental ethics and remove ethical barriers to green human resource management. So that the organization can participate in environmental protection by motivating employees and creating a sense of responsibility in them.

Islamic ethics is a cultural and religious perspective that leads to meaning in the work and personal life of individuals and the need to study the relationship and its effect in our countrychr(chr('39')39chr('39'))s organizations is of great importance. Therefore, the purpose of this study is to investigate the effect of moderating Islamic ethics of employees on the relationship between meritocracy and individual consequences (perceived organizational justice, organizational commitment and organizational citizenship behavior).

This study is an applied research and in terms of purpose and research method is a descriptive-correlation study. The statistical population of the study is the managers and experts of the selected executive bodies during the years 2015 to 2017. Due to the limited number of members of the statistical population, the census method was used and 386 were selected as the sample by the available sampling method. The research tool was a standard questionnaire and for statistical analysis of data, structural equation test and partial least squares method were used.

The results of this study showed that there is a positive and significant relationship between organizational competence and individual outcomes. Also, the moderating effect of employeeschr(chr('39')39chr('39')) Islamic ethics on the relationship between organizational competence and organizational justice has been understood and organizational commitment has been confirmed.

Due to the obligation of commitment, organizational citizenship behavior and more perceived organizational justice, it is important to pay attention to attracting worthy individuals and employees who have Islamic moral values.