@2024 Afarand., IRAN
ISSN: 2228-5468 Education Strategies in Medical Sciences 2013;6(2):61-67
ISSN: 2228-5468 Education Strategies in Medical Sciences 2013;6(2):61-67
Relationship between Organizational Culture and Professional Ethic; Faculty Members of Kashan University
ARTICLE INFO
Article Type
Original ResearchAuthors
Rahimi H. (*)Agha Babayi R. (1)
(*) Department of Education, Faculty of Human Sciences, Kashan University, Kashan, Iran
(1) Department of Education, Faculty of Education & Psychology, Isfahan University, Isfahan, Iran
Correspondence
Address: Faculty of Human Sciences, Kashan University, Qotb-e- Ravandi Boulevard, Kashan, Iran.Phone: +983615912726
Fax: +983615912727
hamid_rahimi_1982@yahoo.com
Article History
Received: January 11, 2013Accepted: February 24, 2013
ePublished: June 7, 2013
ABSTRACT
Aims
Promotion of the Professional Ethics at the University depends on the human thought of university’s organizational culture. Organizational culture is considered as one of the main factors in the progress or failure of the organizations. The purpose of the present research was investigating the relationship between organizational culture and professional ethic among the faculty members in Kashan University
Materials & Methods This descriptive-correlative research was conducted on 260 faculty members of Kashan University and 110 members as the subjects of the study using stratified random sampling method proportional to the sample size. Organizational culture and professional ethic questionnaires were used for data collection. Collected data was analyzed by one sample T, Pearson correlation coefficient, regression and MANOVA tests by SPSS 16 statistical software.
Findings The means of organizational culture (4.20±0.78) and professional ethic (4.22±0.7) dimensions were higher than average level. Among the organizational culture factors, only risk-taking factors (p=0.03; t=2.22) and group-orientation (p=0.045; t=1.80) were able to predict the members’ professional ethic. There was just significant relationship between organizational culture and human munificence.
Conclusion Organizational culture affects the individual behavior, organizational performance, job motivation, creativity and innovation, commitment and professional etc.
Materials & Methods This descriptive-correlative research was conducted on 260 faculty members of Kashan University and 110 members as the subjects of the study using stratified random sampling method proportional to the sample size. Organizational culture and professional ethic questionnaires were used for data collection. Collected data was analyzed by one sample T, Pearson correlation coefficient, regression and MANOVA tests by SPSS 16 statistical software.
Findings The means of organizational culture (4.20±0.78) and professional ethic (4.22±0.7) dimensions were higher than average level. Among the organizational culture factors, only risk-taking factors (p=0.03; t=2.22) and group-orientation (p=0.045; t=1.80) were able to predict the members’ professional ethic. There was just significant relationship between organizational culture and human munificence.
Conclusion Organizational culture affects the individual behavior, organizational performance, job motivation, creativity and innovation, commitment and professional etc.
CITATION LINKS
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[28] Braxton JM, Alen EB. Faculty misconduct in collegiate teaching. Balatimore: Johns Hopkins University Press; 1999.
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[33]Akwasi A. The relationship between organizational ethical culture and the ethical behavior of employees: A study of accounting and finance professionals in the insurance industry of United States. J Bus Econ Res. 2004;2(9):55-72.
[34] Valentine S. Professional ethical standards, corporate social responsibility and the perceived role of ethics and social responsibility. J Bus Ethics. 2008;82(3):657-66.
[35] Frick HL. The relationships of national culture, gender and occupation to the work values of employees of an international organization. J Int Bus Stud. 1995;26(3):673.
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[38]Chusmir LH, Parker B. Gender and situational differences in managers values. J Bus Res. 1991;23:323-35.
[39] Ali A. Expatriates and host country nationals: Managerial values and decision styles. Leadersh Organ Dev J. 1995;16(6):27-34.
[40] Randall DM. Interrelationship of work commitment constructs. Work Occup. 1991;18(2)194.
[41] Hafeznia M. Research method in human sciences. Tehran: Samt Publication; 2006. [Persian]
[42] Molavi H. Spss guides in behavioral sciences. Tehran: Andisheh Publication; 2007. [Persian]
[2] Braxton J, Proper EM, Bayer AE. Professors behaving badly: faculty misconduct in graduate education. Baltimore: Johns Hopkins University Press; 2011.
[3] Bennett J. A study of the effectiveness of a diverse workforce within nonprofit organizations serving older adults: An analysis of the impact of leadership styles and organizational culture [dissertation]. Minnesota: Capella University; 2006.
[4] Fang Y. A meta-analysis of relationships between organizational culture, organizational climate and nurse work outcomes [dissertation]. Maryland: University of Maryland; 2007.
[5] Wanfleet D. Behavior in organizations. Boston: Houghton Miff Inc; 1992.
[6] Balthazard P. Organizational culture and knowledge, management success. Hawaii; International Conference on System Science, 2004.
[7] Young D. The six levers for managing organizational culture. Bus Horiz. 2000;43(5):19-25.
[8] French I. Human resource management. 2nd ed. Boston: Houghton Miff Inc; 1992.
[9] Beugelsdijk S. A approach to the impact of differences in organizational culture on relationship performance. Ind Mark Manag. 2009;38:312-23.
[10] Carmeli A. The relationship between organizational culture and withdrawal intentions and behavior. Int J Manpow. 2005;26(2):73-88.
[11] Gharamaleki F. Professional ethic. Tehran: Ahad Publication; 2004. [Persian]
[12] Hosseinian S. Ethic in conclusion. Tehran: Education Excellence Publication; 2007. [Persian]
[13] Cadozier V. The moral profession: A study of moral development and professional ethics of faculty. Texas: University of Texas; 2002.
[14] Hartog M. Ethics and human resource management: Professional. J Bus Prof Ethics. 2007;21(2):14-25.
[15] Rodgers BH. The work ethic as determined by occupation, empowerment, education, age, gender and work experience. Tennessee: University of Tennessee Publication; 1992.
[16] Robbins SP. Organiational behavior. New Jersey: Prentice Hall Publisher; 2002.
[17] Hore Ameli M. Shieh tools. Beiroot: Dar Alhai Publiusher; 1990.
[18] Fazaeli A. The relationship between social justice with others social values. Procced Soc Justice. 2004:339-59. [Persian]
[19] Mir Sepasi N. Human resource strategic management. Tehran: Mir Publication; 2003. [Persian]
[20] Hercy P, Blanchard KH. Management of organizational behavior. New Jerxy: Prentice-Hall Publisher; 1983.
[21] Neami A. The relationship between organizational culture with job motivation and innovation behaviors. Behav Sci J. 2010;5(4):70-7. [Persian]
[22] Maleki N. The relationship between organizational culture and organizational commitment. Tehran; Human Resource Empowerment Conference, 2008. [Persian]
[23] Kharazmi Sh. Organizational culture. Tadbir J. 1993;23:17-24. [Persian]
[24]Sohrabpoor E. The relationship between organizational culture and performance in Mellat Bank [dissertation]. Tehran: University of Tehran; 2006. [Persian]
[25]Hesmer LT. Ethic in management. Arabi M, Translator. Tehran: Cultrual Research Office Publication; 2004. [Persian]
[26] Frasatkhah M. Science ethic higher education development password. Ethic J Sci Technol. 2007;1(1):13- 27.
[27] Moaied-Far S. Work ethic in worker public offices. Soc Welf J. 2007;23:32-5. [Persian]
[28] Braxton JM, Alen EB. Faculty misconduct in collegiate teaching. Balatimore: Johns Hopkins University Press; 1999.
[29] Pecorino P. Why should I care about SOTL? Int J Scholarsh Teach Learn. 2007;1(1):1-6.
[30] Nakhaie H. A survey of the relationship between organizational culture and ethical behavior of the state organizations staff in Kerman, international conference on financial management and economics. Singapore: IACSIT Press; 2011.
[31] Vitez O. What is the relationship between corporate culture and ethics? J Bus Ethics. 2010;100(2):515-30.
[32]Sinclair A. Approaches to organisational culture and ethics. J Bus Ethics. 1993;12(1):63-73.
[33]Akwasi A. The relationship between organizational ethical culture and the ethical behavior of employees: A study of accounting and finance professionals in the insurance industry of United States. J Bus Econ Res. 2004;2(9):55-72.
[34] Valentine S. Professional ethical standards, corporate social responsibility and the perceived role of ethics and social responsibility. J Bus Ethics. 2008;82(3):657-66.
[35] Frick HL. The relationships of national culture, gender and occupation to the work values of employees of an international organization. J Int Bus Stud. 1995;26(3):673.
[36] Ali A. Scaling an Islamic work ethic. J Soc Psychol. 1988;128(5):575-83.
[37] Wijting JP. Generational defferences in work values between parents and children and between boys and girls across grade level 6, 9, 10 and 12. J Vocat Behav. 1978;12:245-60.
[38]Chusmir LH, Parker B. Gender and situational differences in managers values. J Bus Res. 1991;23:323-35.
[39] Ali A. Expatriates and host country nationals: Managerial values and decision styles. Leadersh Organ Dev J. 1995;16(6):27-34.
[40] Randall DM. Interrelationship of work commitment constructs. Work Occup. 1991;18(2)194.
[41] Hafeznia M. Research method in human sciences. Tehran: Samt Publication; 2006. [Persian]
[42] Molavi H. Spss guides in behavioral sciences. Tehran: Andisheh Publication; 2007. [Persian]