Work Ethics

This research is based on the investigation of the relations between corporate identity, security leadership, and work ethics among the Shiraz University’s staffs. This research is practical and the data collection was done with descriptive correlative method. The statistical populations are the Shiraz University’s staffs and their numbers are 982. The sample size is 288 and they are chosen randomly according to the Morgan table. Three questionnaires are used in this research while their justifiability and reliability are confirmed: Aniti (corporate identity), Kumb (security leadership) and Gregory C Petty (work ethics). The descriptive and inference statistical variable are used in data analysis: frequency, percentage, mean, standard deviation in descriptive statistics and Pearson correlation coefficient in statistical inference. The results show the significant effect of corporate identity and security leadership on the work ethics. The corporate identity, security leadership and works ethics have the significant effect on their own components, as well. The overall results indicate that the corporate identity and security leadership affect the works ethics.

Background: Attention to ethics is a serious work in organizations that today attracts the attention of organizations more than ever. The present study conducted to investigate the relation between mental health with work ethic and organizational growth in ministry of education of Tehran providence. Method: Information gathering method was correlational descriptive and in terms of objective it was practical. The statistical population consisted of 2355 staffs all working in ministry of Tehran’s education. The data collection tools were three standard questionnaires as follows: Spaides organizational growth Questionnaire (2007) with a reliability coefficient of 0.83, the Goldberg and Hiller mental health questionnaire (1978) with a reliability coefficient of 0.85, the Gregory Sipeti work ethics Questionnaire (1990) with a reliability coefficient of 0.86. Collected data analyzed by SPSS-22 statistical software using K-S and multiple regressions. Results: The results were as follows: A) There is a meaningful relationship between the ethics of working with mental health in the education staff of the city of Tehran, and ethics make up 65.7% of the changes in mental health B) There is a significant relationship between work-related ethics and organizational growth in Tehranchr('39')s education and training staff and work ethic explains 53.5% of organizational change changes. Conclusion: Observing the principles and techniques of work ethics, in order to increase the level of mental health and organizational growth, can be realized through educational programs.

Background: Today, employee productivity is an important issue for organizations and the role of work ethics and learning in productivity is considered important. Therefore, the purpose of this study was to predict employee productivity based on work ethics and organizational learning. Method: The method of the present study was descriptive-correlation. The statistical population included the employees of the Social Security Organization (404 people) whose sample size was selected based on Cochranchr('39')s formula and random sampling method (n=205). The research instruments were Hersey and Blanchard (1983) employee productivity questionnaire, Gregory (1990) work ethic and Nife (2001) organizational learning questionnaire, the reliability of which was obtained by Cronbachchr('39')s alpha test (0.84). Descriptive statistics were analyzed with SPSS26 software and inferential statistics were analyzed with Amos24. Results: Data analysis showed that the variables of work ethic and organizational learning can predict 0.45 variance of the criterion variable (employee productivity). Also, work ethic and organizational learning had an impact factor of 0.51 and 0.43, respectively, on employee productivity (p <0.05). Conclusion: According to the results, it can be said that work ethic and organizational learning are effective on employee productivity. Therefore, to increase organizational productivity, more attention should be paid to work ethic and organizational learning.

Introduction: Resilience is a capacity to resist stress and disaster. This capability of human resources plays an important role in improving the organization, and being ethical in the profession can be an important factor in increasing resilience. Therefore, the purpose of this research was to analyze the antecedents and consequences of resilience in public organizations with an emphasis on work ethics. Material and methods: The current research method was of mixed type. In the qualitative part, the theme analysis method was used. The statistical population includes managers and experts (with at least 10 years of experience) in the government organizations of Kermanshah province. 16 people were selected as a sample through targeted and snowball sampling. In-depth semi-structured interviews were used to collect data. Data were analyzed by coding method. In the quantitative part, the descriptive-survey method is used to validate the designed model. The statistical population included the managers of the government organizations of Kermanshah province, 400 people were selected by cluster sampling method, and the information of 396 of them could be used. Data were gathered by a researcher made questionnaire and they were analyzed using structural equation analysis. Results: Based on the qualitative results of the research, 26 identification components were classified into 9 subcategories and the conceptual model of the research was formed. Also, in the quantitative part, the results of the structural equations showed that the resilience model has a favorable fit in government organizations. Conclusion: In order to achieve resilience, organizations need capable and ethical human resources, and the organization must develop programs for their preparation.