Ghazaleh Taheri Attar; moein pourahmadi; Masoud Herati
Abstract
Extended abstract
1- INTRODUCTION
Today, attention to professional ethics and its implications is one of the most fundamental research topics in the organizational field. Considering that professional ethics and ethical climate can affect the quality of organizational outcomes, the aim of the present ...
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Extended abstract
1- INTRODUCTION
Today, attention to professional ethics and its implications is one of the most fundamental research topics in the organizational field. Considering that professional ethics and ethical climate can affect the quality of organizational outcomes, the aim of the present study is to investigate the relationship between professional ethics on organizational performance and trust by mediating role of the ethical climate in the Red Crescent Organization of Tehran Province.
2- THEORETICAL FRAMEWORK
Ethical behavior is one of the important issues of all organizations that can be affected by many factors, including intellectual capital. In organizations, what they know (intellectual capital) is more than what they are (material capital); on the other hand, organizations are increasingly engaging in ethical conundrum, the conditions that the professional ethics and existing ethical climate should be paid Special attention. stated that in the past two decades, extensive research has focused on the ethical climate of the organization, most notably by Coulen et al. Research on organizational ethical climate is relatively new and has attracted the attention of many researchers. In 2007, an investigation was conducted among managers of business, industrial and transportation company, which showed that the types of organizational ethical climate on various dimensions of job satisfaction (satisfaction with payment, promotion, co-workers, supervisor, and job) has a positive effect. Also, this research showed that organizational ethical climate types have a positive effect on different kinds of organizational commitment , organizational identity, involvement and loyalty. One of the consequences of behavioral and attitudinal outcomes resulting from ethical climate is job satisfaction, which is one of the most significant variables in the field of organizational psychology and management. job satisfaction refers to the general attitude of the individual about the job. In another study, Enayati and Hajji Zeinali's findings in 2013 showed that the status of organizational trust and work ethics is in a desirable level and there is a positive relationship between organizational trust and its components with work ethic. In the relationship between professional ethics and employee performance, some researches have recommended that, in order to improve knowledge management and employee engagement, it is necessary to focus on the establishment of ethical and professional workplaces. in another research, considered Expression of Organizational Existence and trust as factors involved in mental and physical health. The results showed that high levels of expression Existence have a significant positive correlation with excessive work and a negative correlation Has a significant psychological and physical health. showed that the organizational climate directly and indirectly affects social capital and has a positive and significant effect on job performance also social capital has a positive and direct effect on Job performance. Also, indicated that the performance and the willingness to leave were affected by organizational ethical climate and its dimensions. So in this research, we examine these hypotheses:
Hypothesis 1: Professional ethics has a direct relationship with ethical climate.Hypothesis 2: Professional ethics has an indirect relationship with performance through ethical climate.
Hypothesis 3: Professional ethics has a direct relationship with organizational trust.hypothesis 4: Professional ethics has an indirect relationship with organizational trust through ethical climate.
hypothesis 5: Professional ethics has direct relationship with performance.
Hypothesis 6: The ethical climate has a direct relationship with organizational trust.hypothesis 7: The ethical climate has a direct relationship with performance.
3- METHODOLOGY
This research is an applied study in terms of its purpose and based on its method is descriptive. The population of this study was 470 employees of the Red Crescent Organization of Tehran that 198 employees were selected randomly as a statistical sample. Data were collected through questionnaires including ethical climate, organizational trust, organizational performance and professional ethics based on the Likert 5 range. in this study Kolmogorov-Smirnov test was used to test normal. Considering that the level of distribution of variables in the organization is more than 5%, the distribution is normal. in this research, Cronbach's alpha test was used to examine the reliability of the research toolAll structures have a Cronbach's Alpha higher than 0.7. To assess the validity of the questionnaire, content validity and exploratory factor analysis have been used . For statistical analysis of the relationships between research variables, Pearson correlation test and structural equation model were used by LISREL software.
4- RESULTS & DISCUSSION
According to the results of the data analysis, the proposed model was approved which shows the results of the correlation between the variables. The least correlation belongs to the relationship between ethical climate and job performance. Therefore, any improvement in professional ethics can be accompanied by improvements in its implications: ethical climate, organizational trust, and job performance. It was found that the existence of professional ethics in employees has a positive relationship with job performance. This has been confirmed in other investigations. The findings also indicate that the relationship between professional ethics and organizational trust is positive and significant. Some studies have also evaluated this relationship positively. The weakness of the ethical system leads to a reduction in communications and an increase in organizational losses. In an organization such as the Red Crescent, a reduction in the level of employee trust can lead to multiple damage to other functional and behavioral dimensions. also, the results of the analysis show a positive and significant relationship between ethical climate and job performance; several studies confirm the same conclusion. It seems that when employees recognize ethical climate , they will understand the values and ethical behaviors of an organization and will have better performance. Thus, the indirect relationship between professional ethics and performance through the mediating role of ethical climate is confirmed.
Findings show a positive and significant relationship between ethical climate and organizational trust. Some researchers also pointed to this in their research. Finally, it can be concluded that professional ethics with organizational trust are indirectly related by the mediating role of ethical climate.
5- CONCLUSIONS & SUGGESTIONS
The research also encountered some constraints such as conservatism , lack of motivation and possibility of unrealistic responses of some respondents. regarding with practical suggestions it should be noted that ethical leaders should be used to create an ethical climate that leads to organizational ethics. In our organizations, since there is always a lack of organizational trust, the ethical climate and professional ethics of an organization have led to a climate of friendship so that trust can be built up. Also, given the importance of the subject, it is suggested that in future researches the relationship between adherence to professional ethics, ethical leadership in organizations, social acceptability of companies, and other similar issues are further considered, in order to be able to demonstrate the impact of ethics in management, The efficiency and effectiveness of companies, in addition to promoting the level of professional ethics and encouraging companies to be ethical, pursued standardization and approval of the necessary laws in this field more quickly and more easily.
ali safari; Leila Hejaz Hejazi; Soheila Aarabi
Abstract
1- INTRODUCTION
BWith the increase of the complexity of organizations and the immoral, illegal and irresponsible deeds in workplaces, pundits have paid more attention to ethical issue and their different effects. Ethics, in brief, is the recognition of right and wrong, and then doing right and withdrawing ...
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1- INTRODUCTION
BWith the increase of the complexity of organizations and the immoral, illegal and irresponsible deeds in workplaces, pundits have paid more attention to ethical issue and their different effects. Ethics, in brief, is the recognition of right and wrong, and then doing right and withdrawing wrong. According to the studies done, the development of professional ethics is influenced by several factors within the organization such as organizational justice, organizational training, etc., and personal factors such as spirituality, loyalty, etc., and the more these factors strengthen, the adherence and dominance of the professional ethics will also increase. On the other hand, the dominancy of professional ethics renders the mentioned effects and also the behavioral effects such as organizational understanding and convergence within the organization and among employees. The components of the organizational understanding consist of reducing stress, increasing commitment and responsibility, reducing the monitoring costs, and increasing the legitimacy of the organization and its actions. It is essential for the organizations' managers to recognize these factors and eliminate or control them. Justice department, as a crucial part of the judiciary and considering the nature of its mission, needs professional ethics to be observed by its employees and also seeks to have the same comportment with clients by considering organizational understanding. Therefore, due to the significance and exigency of this issue for the judiciary and the justice department and also few studies conducted in this area, this study attempts to determine the influence of professional ethics on organizational understanding among the employees of Isfahan's justice department and seeks to answer this question that whether organizational understanding is influenced by the development of professional ethics or not? And also to what extent the professional ethics in this organization is affected by personal and organizational factors?
2- THEORETICAL FRAMEWORK
The concept of professional ethics is derived from ethics. Professional ethics is a set of ethical codes derived from the nature of a career or an occupation. Professional ethics can be described as the beliefs of a professional group about what is right and is related to the criteria of the profession. People with professional ethics have some features such as accountability, taking the responsibility of decisions and outcomes, being role model, ethical and sensitive, hardworking, sincere in deeds and paying attention to integrity and reputation.
According to a survey, two sets of organizational factors including organic structure, organizational justice, education, and organizational information system and personal factors such as spirituality, loyalty, and integrity have influence on an organization's professional ethics. Organizational ethics comprises the perception of organizational operations and understanding of their roles and that of the organization. The components of the organizational understanding consist of reducing stress, increasing commitment and responsibility, reducing the monitoring costs and increasing the legitimacy of the organization and its action. The study's hypotheses are as follows:
H1: Organizational factors influence the development of professional ethics.
H2: Personal factors influence the development of professional ethics.
H3: The development of professional ethics has influence on organizational understanding.
3- METHODOLOGY
his study is practical in terms of its objective and is a descriptive survey in terms of its method. The study's population consists of the employees of Isfahan's justice department. The sample size includes 212 people and classified sampling has been used according to the study's population size. The data of the study is collected through a self-made questionnaire which has 45 items. The data were analyzed using structural equation.The content and construct validity of the questionnaire has been verified with using factor analysing. Structural equation modeling and Amos software 20 were used to test the hypotheses.
4- RESULTS and DISCUSSION
The findings of the first hypothesis indicate that organizational factors have influence on the development of professional ethics. It can be understood from this result that the employees' professional ethics would improve and that the organization would benefit from its personnel’s behavior in short and long term. If the level of mechanical organizational structure change to organic structure and become more flexible, and ethical training become a part of an organization's curriculum, all of the three types of organizational justice such as distributive, procedural, and interactional can be strengthen and the communication and information system become more advanced and up to date.
The results of the second hypothesis suggest that personal factors affect the development of professional ethics in such a way that considering ethics in the organization somehow reflects personal factors such as spirituality, loyalty, and integrity at work. The more the spiritual level of the employees develop, the more the loyalty of employees can be considered from different aspects and the more the concept and tools of integrity develop, the more the probability of developing professional ethics by employees increases. In addition, by knowing the right morals and values, the employees will believe in their intellectual and professional development and it is caused by considering professional ethics.
The study's results regarding the third hypothesis show that the development of professional ethics has impact on professional ethics. This result means that the more the organization concerns about professional ethics, the more the organizational understanding increases in different aspects. And as a result, the organization will react to the problems as an entire unit and without any internal and structural contradiction and the organization's entity will be maintained.
5- CONCLUSIONS & SUGGESTIONS
It is recommended to take measures in order to make the organizational structure more flexible, more decentralized and academic by holding several meetings with specialists about different aspects of the issue. In addition, the ethical trainings should be on the agenda by studying the proper and effective training methods, spending more time and having a stronger plan. It is suggested that organizations identify and stimulate the driving and developing factors of individuals and organizational spirituality with some predetermined plans. Moreover, organizations can make integrity a collective and cultural behavior by creating moral and material motivations. It is suggested that organizations make new employees familiar with their ethical programs during their socialization period.