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Showing 24 results for Organizational Ethics
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Volume 6, Issue 4 (2-2012)
Abstract
Background: Unethical behaviors in organizations are among the most important difficulties of the present age which emphasize the necessity of developing ethical issues. The more unethical behaviors are shown on the part of personnel, the more organization performance in affects and its external image is altered. It can be claimed that dominance of ethical values on the organization and observing them by the personnel have significant effect on the success of organizations and lead to the institutionalization of ethical values in the organization which enhance the effective relations of personnel and organization.
Methods: the present study, besides identification of the ethical climate dominating organizations and organizational anti-citizenship behaviors, intends to propose suggestions for promoting ethical climate of the work environment and reducing organizational anti-citizenship behaviors aiming at promoting social and mental maturity of personnel, developing ethical climate of the organization, directing managers' policies for human resources on the basis of ethical requirements, and developing criteria as well as reconstructing dominant ethical climate. Survey method has been used in this study and 100 top and middle managers of Refah Kargaran Bank constituted its participants.
Results: The findings of this study reveal that first, there is a significant relationship between promotion of general ethical climate in the organization and reduction of organizational anti-citizenship behaviors; second, there is a significant relationship between the aspects of the defects of ethical climate in the organization and types of organizational anti-citizenship behaviors.
Conclusion: Development of ethical issues dominating the organization which affect professional behaviors of the personnel must be considered as a self-control and self-supervision instrument in the organizations. Further, development of the constitution of professional behavior in which criteria of ethical behaviors are explained, enhancement of religious beliefs, work conscience, promotion of ethical culture, and institutionalization of ethical issues through education must be the focus of organizations. Identifying ethical dimensions accepted by the personnel of every organization guarantees the survival and growth of the organization on the one hand, and directs managers in making policies on development and improvement of human resources, on the other.
Volume 9, Issue 2 (8-2014)
Abstract
Background: Each organization is trying to achieve organizational excellence. One factor that has been emphasized in various studies and religious approach is the role of ethics in achieving organizational excellence. The goal of this study was to present a model based on role of ethics in organizational excellence.
Methods: Method of this research is descriptive - correlation. Population of this research is higher education institutes in Mashhad. Among all, 200 subjects selected randomly. Data categorized according descriptive mathematics and analyzed by structural equation model.
Results: Based on the values of "t", it can be said that all the hypotheses of the research have been approved. According to the final model, it can be said that the model has a powerful explanatory.
Conclusion: Results show that the relationship between ethics and excellence is directly, positive and significant. The results of this study, other studies and religious values confirmed that the implementation of ethics in practice and institutionalize ethics in the organization can bring a lot of material and spiritual consequences.
Volume 10, Issue 3 (1-2016)
Abstract
Background: Green features include three components: social responsibility, environmental sensitivity and ethical issues. This research was conducted with the purpose of analyzing content of the vision and mission of top Iranian and global companies in order to determine their attention to green issues.
Method: This research was conducted with qualitative approach and library method. Statistical population includes Iranian and global top companies. Sample of study consists of 100 top Iranian companies and 100 top global companies. The top 100 companies listed by the Ministry of Industries and Mines in 2012 were selected as top Iranian companies. Also, the top 100 companies listed by Fortune Magazine in 2012 were considered as top foreign companies and by referring to company's website, their mission and vision statements were achieved. Content analysis method was used to analyze the collected data.
Results: Analysis of companies’ information showed that Iranian companies have paying little attention to the green feature in developing their vision statement. Also in developing mission statement, Iranian companies have paying attention only to social responsibility. As well as top global companies only have considered the issue of social responsibility in developing mission and vision statement and have not enough attention to environmental and ethical issues.
Conclusions: Results show that social responsibility was studied in this research has been paying more attention and ethical and environmental issues are not getting enough attention.
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Volume 11, Issue 1 (7-2016)
Abstract
Background: managers have several responsibilities in schools. Perhaps the most one is the ability to use power with respect to a model of ethical principles. Since the introduction of organizational ethical climate of science to the world, little research on the nature of the other predictors and outcomes of organizational ethics has been Variables. Then, in this paper to investigate the organizational ethics and job performance of elementary principals in Tehran and the prediction of job performance managers on organizational ethics component to be determined.
Method: This study is descriptive-correlation research. Population of study includes all teachers of formal schools in Tehran. Among all teachers, 400 subjects were selected randomly as sample group. Data were collected by questionnaire and were analyzed by Pearson correlation and regression analysis.
Results: The results showed that the average of corporate ethics and managers' job performance is above average and there is a significant and positive relationship between corporate ethics and job performance of managers. Among the components of organizational ethics, organizational autonomy components (72/2 percent) account for the largest share in the prediction of job performance managers.
Conclusions: Evidence from this study indicates that the presence organizational ethics among administrators, top administrators autonomy influence on their performance. It is one of the issues that should be considered seriously.
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Volume 11, Issue 4 (3-2017)
Abstract
Background: Research on the attitude of the employees make managers aware of their views and expectations toward their jobs, assigning duties and organizational climate and also getting the managers to know whether implemented policies and procedures are fair from the viewpoint of employees or not. Therefore, present study aimed at investigating the relationship between perceived human resource practices and positive attitudes toward work and also testing mediator role of organizational ethics.
Method: This study is descriptive-correlation. Statistical population includes all 181 employees of 1 and 2 educational districts of Urmia; using random sampling 127 members were selected as a current research sample. The data were collected by using standard questionnaires. Structural equations model was used to analyze data.
Results: The results of the statistical analysis showed that there was a positive relationship between perceived human resource practices and organizational ethics. There were also a positive relationship between organizational ethics and positive attitudes toward work. The relation between perceived human resource practices and positive attitudes toward work was proved but its direction was negative. However, perceived human resource practices and organizational ethics would predict positive attitudes toward work through mediating role organizational ethics.
Conclusion: According to the results, we concluded that perceived human resource practices had the strongest relationship with organizational ethics. Moreover, Findings confirmed the mediating role of organizational ethics and significant positive indirect effect of perceived human resource practices on positive attitudes toward work.
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Volume 11, Issue 4 (3-2017)
Abstract
Background: Research on the attitude of the employees make managers aware of their views and expectations toward their jobs, assigning duties and organizational climate and also getting the managers to know whether implemented policies and procedures are fair from the viewpoint of employees or not. Therefore, present study aimed at investigating the relationship between perceived human resource practices and positive attitudes toward work and also testing mediator role of organizational ethics.
Method: This study is descriptive-correlation. Statistical population includes all 181 employees of 1 and 2 educational districts of Urmia; using random sampling 127 members were selected as a current research sample. The data were collected by using standard questionnaires. Structural equations model was used to analyze data.
Results: The results of the statistical analysis showed that there was a positive relationship between perceived human resource practices and organizational ethics. There were also a positive relationship between organizational ethics and positive attitudes toward work. The relation between perceived human resource practices and positive attitudes toward work was proved but its direction was negative. However, perceived human resource practices and organizational ethics would predict positive attitudes toward work through mediating role organizational ethics.
Conclusion: According to the results, we concluded that perceived human resource practices had the strongest relationship with organizational ethics. Moreover, Findings confirmed the mediating role of organizational ethics and significant positive indirect effect of perceived human resource practices on positive attitudes toward work.
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Volume 12, Issue 1 (7-2017)
Abstract
Background: The importance of professional accountants in their judgment, the factors and exposure to different situations, different decisions have been made. The aim of this study was to examine the relationship between demographic characteristics and conditions of ethical judgment in accounting. In other words, his professional accountants in moral judgment on what factors are involved.
Method: This is a applied post event research. Population of study includes all active accountants in Yazd province and 253 subjects were selected randomly. The data was collected by questionnaire and survey method used to describe the data, descriptive statistics, frequency tables and to test hypothesis of Kolmogorov-Smirnov test and parametric or non-parametric statistical tests such as t test and single variable linear regression was used.
Results: The results showed that the moral status of the organization and among demographic characteristics of moral philosophy and gender accountants regarding significant judgments accountants and assumptions can be confirmed. However, marriage status, age and education level as demographic characteristics were not significantly correlated with the judgment accountants and their assumption is not confirmed.
Conclusion: Unethical behavior of individuals working in the organization, whether man or woman can make ethical decisions in the field of accounting.
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Volume 13, Issue 1 (6-2018)
Abstract
The Role of Ethical Leadership and Organizational Ethics on Reducing Organizational Turnover
Background: Ethical leadership and organizational ethics have a significant effect on the individual and group activities, performance and organizational results. This study considers the effect of ethical leadership and organizational ethics on the reduction of organizational turnover by considering the mediating role of organizational commitment and trust.
Method: This study is descriptive - survey research. Statistical population includes all 4000 employees of Iranian oil terminals company (IOTC). Using Cochran formula (d = 0.5, p= 0.5) and simple random sampling, the sample size of 384 people was obtained. To gather data, standard questionnaires were used. Obtained data were analyzed by structural equation modeling (Partial Least Squares approach) using Smart PLS software.
Results: Results showed a negative and significant correlation between two variables of ethical leadership and organizational ethics with turnover intention considering the mediating role of organizational commitment and trust.
Conclusion: Managers of oil companies can increase reliability, honesty, openness, cooperative tendency, trust-based behavior and organizational commitment in the staff which will lead to turnover reduction, using ethical leadership style and behaviors such as pragmatism, development of interpersonal relationships and improvement of organizational ethics.
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Volume 13, Issue 4 (2-2019)
Abstract
Background: Today, by complexity in organizations and new attitudes towards the empowerment of staffs, the role of organizational adaptability and participation in increasing the efficiency and effectiveness of the organization has been revealed. With regard to the importance of positive feelings in improvement of organizations, managers have to pay attention on creating an ethical work climate and staffs’ participation. This survey examines the relationship between organizational participation and organizational adaptability with organizational effectiveness and mediating role of organizational ethics
Method: This research is descriptive-correlation study. The population in this research includes all employees and faculty members of Vali-E-Asr University of Rafsanjan (N= 270). The sample consists of 159 subjects, which were selected by random sampling. Data were collected by four questionnaires: participation‚ organizational adaptability‚ organizational effectiveness and organizational ethic. Data were analyzed by SPSS software to determine the spearman correlation coefficients and the moderate role of variable.
Results: Results show that there is a positive relationship between organizational participation and organizational adaptability with organizational effectiveness and organizational ethics. In addition, the mediating role of organizational ethics in relationship between organizational participation and organizational adaptability is significant.
Conclusion: The results of this study suggest that organizational participation and organizational adaptability and organizational ethics are good predictors for organizational effectiveness and have to provide the necessary backgrounds to strengthen them.
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Volume 15, Issue 0 (12-2020)
Abstract
Background: The secret of sustainability and development of modern civilized organizations is to observe the ethics of the organization. Therefore, this study identifies the dimensions and components of organizational ethics in Iranian government organizations.
Method: This study is an applied research in terms of type of use, which was carried out by the mixed exploratory method. In-depth interview of the qualitative section of experts who were selected by available sampling method was conducted. The data obtained from the interviews were qualitatively analyzed by content analysis method. In the quantitative dimension, a questionnaire was used to collect information. In this method, the opinion of experts was used to prioritize the dimensions and components of the paired scale questionnaire and Analytic Hierarchy Process (AHP).
Results: Based on the research findings, five dimensions and for each dimension, five components for organizational ethics in Iranian government organizations have been identified.
Conclusion: According to the research findings, it can be concluded that in order to develop organizational ethics in government organizations, it is necessary to create an ethical charter and apply and require its use by the employees of the organization.
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Volume 15, Issue 2 (8-2020)
Abstract
Background: The Customs Administration of Iran needs new concepts to keep up with the increasing demands of the business world in the light of the ever-changing business world. Accordingly, the purpose of this study was to investigate the relationship between talent management and knowledge management with the mediating role of organizational ethics in the customs organization.
Method: The present research is applied in terms of purpose and descriptive-survey in terms of data collection. The statistical population of all customs employees, which was 8364 at the time of the research, of which 373 were selected by simple random sampling and through questionnaires 1. Talent management 54 researcher-made items, 2. Organizational ethics measurement tool from the organizational ethics questionnaire (CEP) 5 Item 3. Knowledge management based on the knowledge management questionnaire of 42 items, data collection was performed and analyzed through PLS structural equations.
Results: Data analysis showed that the value of t-statistic in the path of organizational ethics and knowledge management is equal to 16.894 and greater than 1.96 and also the value of t-statistic in the path of talent management and organizational ethics is equal to 6.537 and greater than / 96. Is 1, so the relationship between them is significant, but for the third path, namely talent management and knowledge management, the value of t is equal to 0.644 and less than 1.96, so these two relationships are not significant.
Conclusion: According to the findings of this study, talent management in the customs organization through knowledge of organizational ethics affects knowledge management
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Volume 15, Issue 4 (2-2021)
Abstract
Background: Effective management of professional ethics requires in-depth study of the current state of professional ethics as well as the reasons for unethical behaviors and methods of ethics development. Therefore, researchers in this study tried to explore the life experiences of managers in order to identify the causes and consequences of unethical behaviors and strategies to control such behaviors.
Method: This research has been done with a mixed approach and descriptive-field method. The statistical population includes managers working in government organizations in Tehran and Semnan. Through purposeful sampling, semi-structured interviews were conducted with 28 managers. The interviews were coded using theme analysis. After the final editing, 104 concepts were organized based on consistency in the form of 8 categories and the categories were organized within three categories according to semantic homogeneity. Then, in order to prioritize the causes of immoral behaviors, based on the AHP method and using Expert Choice software, the causes were prioritized.
Results: The research findings show that the most important causes of unethical behaviors in the organization are: Attitude-based factors, needs-based factors, factors based on individual skills, factors based on organizational culture, factors based on organizational behaviors, Factors based on management processes and systems, socio-cultural environmental factors and technical-economic factors.
Conclusion: According to the results of this study, if managers want to improve the level of ethics in the organization, they should focus more on psychological factors.
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Volume 15, Issue 4 (2-2021)
Abstract
Background: If the space governing the organization is a space with ethics due to adherence to ethical principles, the existence of such a space for employees creates commitment and desire to continue working in the organization and improve the overall performance of the organization. The purpose of this study is to analyze the relationship between ethical culture and organizational ethics with job conflict among employees of sports and youth departments in Kermanshah province.
Method: The research method is descriptive-correlation and applied in terms of purpose. The statistical population of the study included 150 employees of sports and youth departments of Kermanshah province that 110 people were selected as a sample using simple random sampling method. The research tool was the use of three questionnaires: Singingpadi and Wittel's ethical culture, Organizational Ethics Questionnaire (EPQ), and Ladeel & Conner Job Engagement Questionnaire. Structural equation modeling and confirmatory factor analysis were used to analyze the data.
Results: In general, ethical culture and organizational ethics are related to job conflict. This is based on the correlation test between moral culture and job conflict to the extent of 0.000 and we have a significant relationship between organizational ethics and job conflict to the extent of 0.002. In this regard, the relationship between moral culture and job conflict is more appropriate and it can be said that job conflict has received more relationship from moral culture than organizational ethics.
Conclusion: It seems that efforts to establish an ethical work environment in the organization and encourage employees to perform work activities based on ethical culture, can provide opportunities to promote employee job conflict.
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Volume 16, Issue 1 (6-2021)
Abstract
Background: “Critical thinking” “organizational ethics” and “organizational innovation” are the main variables that in organizational management, are in the core of attention of researchers. The purpose of this study was to investigate the relationship between critical thinking and organizational innovation with organizational ethics mediation among employees of Urmia University.
Method: This study is an applied research and descriptive – correlation survey. The population universe of this research included 630 people the employees of Urmia University, That 230 person of them were selected through random sampling. The data were collected by using three standard questionnaires; critical thinking, organizational ethics and organizational innovation. Data were analyzed by using statistical analysis of structural equation modeling with the method of partial least squares (pls).
Results: The findings of this study showed that critical thinking has the ability to explain changes in organizational ethics and organizational innovation by 67% and 46%, respectively. And 60% of the changes in organizational innovation are described by organizational ethics. Also Critical thinking has the potential to explain organizational innovation through the role of mediating organizational ethics by as much as 40%.
Conclusion: According to the statistical results, all the assumptions of the research are confirmed
And this overall result of the research was obtained, that organizational ethics has a mediating role between the relationship between critical thinking and organizational innovation.
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Volume 16, Issue 4 (3-2022)
Abstract
Background: As a requirement in recent decades, sustainable development strategies should be considered in the formulation of ethical responsibility strategies. Therefore, the purpose of this study is to design a model of ethics and social responsibility with a sustainable development approach.
Method: The present study is an applied study in terms of method. In the qualitative stage, which was formed with the data approach of the foundation, the statistical community includes academic experts and managers who are familiar with the components of ethics and social responsibility. Forty of them were purposefully selected and snowballs were selected as a sample. The data collection tool was interview. Data analysis method was three methods of coding. In a small stage, the statistical population includes all employees of the Ports and Maritime Organization. 166 people were selected by stratified random sampling from all employees. A researcher-made questionnaire was used to collect data. Structural model of path analysis with SPSS and SMART PLS software was used to analyze the data.
Results: In the qualitative section, out of 155 concepts, 24 pivotal codes were identified and a model including causal conditions, contextual conditions, interveners, strategies and consequences was obtained. The results in the quantitative part also showed that the interventionists have a negative and significant effect on strategies (β = -0.227, t = 56.5). Also, causal conditions have a positive and significant effect on strategies (β = 0.61, t = 13.36). Also, the background conditions have a positive and significant effect on strategies (β = 0.65, t = 11.58). Strategies also have a positive and significant effect on outcomes (β = 0.98, t = 354.31, p = 0.00).
Conclusion: Ethics and ethical approaches are an integral part of modern management systems. It makes no difference today whether we are talking about service organizations or manufacturing. In all cases, it is expected that the managers of organizations move towards sustainable development with an ethical view and adopting win-win approaches to society.
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Volume 17, Issue 0 (8-2022)
Abstract
Background: Organizational approaches to talent management are often related to the ways in which a small proportion of relatively high-performing employees are identified and managed in relation to the majority. Despite the growing literature on talent management, little attention has been paid to evaluating the issue from an ethical perspective. Therefore, the purpose of this study is to analyze the components affecting talent management with emphasis on organizational ethics in the Martyr and Veterans Affairs Foundation.
Method: The present study was qualitative and based on the data foundation method. The statistical population of this study was the directors and deputies of the Foundation for Martyrs and Veterans of the country, from which 13 people were selected as a sample by snowball sampling to theoretical saturation. The data collection tool was in-depth and semi-structured interviews and finally the data were analyzed by coding method in MAXQDA 11 software.
Results: After analysis and coding, the results were classified into 136 initial codes, 40 concepts and 5 categories. These 5 categories include talent absorption factors, talent discovery and evaluation factors, talent development factors, talent retention factors and organizational ethics factors.
Conclusion: Any decision-making regarding organizational talent management requires a series of prerequisites that affect the talent management process, and in this regard, organizational ethics should also be considered.
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Volume 17, Issue 0 (8-2022)
Abstract
Background: The performance of the organization undoubtedly depends on the ethical atmosphere of the organization, organizational values, activities, procedures and ethical attitudes. The purpose of this study was to design a model of ethical digital marketing strategy to improve organizational performance.
Method: The present study was a combination of applied and action research that was conducted in a mixed manner. In the qualitative part. The statistical population consisted of experts familiar with the subject of research (hotel managers and professors) who were interviewed by a non-random and purposeful method until the theoretical saturation of 25 people as a sample. Data analysis was performed using the Delphi technique approach. In a small part of the statistical population included all the subscribers of Mashhad hotels that due to the infinity of the population 384 people with Cochran's formula were selected as a research sample. In this study, a questionnaire was used to collect the required data and structural equations were used to analyze the data. The software used in this study were PLS and AMOS.
Results: The results showed that finally 7 categories of structural, behavioral, environmental factors, processes, output, outcome and effect and sub-components of each were identified and according to Delphi technique, all factors of digital marketing ethical strategy model were identified. They affect the improvement of organizational performance and then with the technique of structural equations it was found that the model has a good fit.
Conclusion: Observing ethical strategies in the field of digital marketing in the fields of structure, behavior and environment and paying attention to ethical components such as honesty, fairness, responsibility, adherence to commitments and maintaining trade secrets, etc. have several consequences and effects that it can improve the performance of the organization
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Volume 17, Issue 4 (2-2023)
Abstract
Background: Identifying the components of organizational ethics in the education system plays an effective role in advancing the goals of the education system and ultimately improving the society. With the understanding of this importance, the present study was conducted with the aim of identifying the components of organizational ethics in the education system.
Method: The method of mixed research is exploratory, in the qualitative stage, theme analysis was used, and in the quantitative stage, the descriptive-surveillance analysis method was used. The participants in the qualitative section included experts and specialists in the field of management and educational sciences, who were selected as key informants through a targeted sampling method. The statistical population in the quantitative part includes all the education workers of Mazandaran province, 350 employees were selected for the study using stratified random sampling method. In order to collect research data in the qualitative phase, a semi-structured interview was used and in the quantitative part, a researcher-made questionnaire of organizational ethics was used. After collecting the research data, they were analyzed in the qualitative section using open coding and in the quantitative section using exploratory and confirmatory factor analysis in AMOS, SPSS statistical software.
Results: The results of the survey showed that seven components of value-oriented perspective, responsible attitude, intellectual property and confidentiality, ethical and Islamic atmosphere, virtuous ethics, duty-oriented ethics, and professional ethics were identified as the components of organizational ethics.
Conclusion: As a result, it is possible to pay attention to the identified components for the institutionalization of organizational ethics in the education system.
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Volume 18, Issue 0 (8-2023)
Abstract
Background: Positive organizational behavior has various consequences and can have some kind of effect in the field of organizational ethics. Therefore, the purpose of this research is to validate the model of organizational ethics with the approach of positive organizational behavior.
Method: The current research was among descriptive-correlation studies. The statistical population included the employees of Saipa Company, a total of 14,444 people. Using Cochran's equation and random sampling method, 374 people were selected as a statistical sample. A researcher-made questionnaire was used to collect information. Descriptive statistics methods were used in SPSS software and structural equation modeling in Smart PLS software for data analysis.
Results: The results of the analysis showed that in addition to positive organizational behavior affecting organizational ethics, the components of positive behavior, including individual positive behavior, group positive behavior, social positive behavior, and organizational positive behavior have an impact on organizational ethics.
Conclusion: The increase of organizational ethics in internal and external dimensions can be significantly influenced by positive organizational behavior. By increasing positivity in our organization, we will witness an ethical organization.
M.j Karimzadeh, F Alizadeh Meshkani , H Rashadtjoo,
Volume 19, Issue 0 (7-2024)
Abstract
Background: Corporate social responsibility is based on the moral values of the organization, and corporate social responsibility carries sustainable value for society and investors. The current research has been done with the aim of providing a model of joint value creation with regard to organizational ethics in the banking industry.
Method: This research is applied in terms of purpose, and in terms of survey-exploratory approach and qualitative research. The statistical population of this research was a group of experts including senior managers of the banking industry, university professors and experienced consultants in the field of banking services marketing, from among whom 11 people were selected by snowball sampling method and the selection process continued until the theoretical saturation of the researcher was reached. The interview tool was in-depth and unstructured, and the data were analyzed using the foundational data approach and coding.
Results: Finally, after three open, central and selective codings, the research conceptual model was designed. In this model, 14 identified categories were categorized in the form of causal, central, contextual, intervening, strategic and consequential variables.
Conclusion: The proposed model of the research shows that four important causal factors include the desire of senior bank managers to create shared value, the knowledge of senior bank managers in the field of creating shared value, competitive pressures from other players in the banking industry, and organizational ethics directly affect efforts. Banks are effective in creating shared value with stakeholders
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