بررسی رابطه ی بین کیفیت زندگی کاری و فرهنگ اخلاقی در فنی و حرفه ای استان کرمان

نوع مقاله: مقاله پژوهشی

نویسندگان

1 دانشیار گروه مدیریت دانشکده مدیریت و اقتصاد ، دانشگاه شهید باهنر کرمان

2 کارشناس ارشد مدیریت دولتی و استاد مدعو دانشگاه پیام نور

3 دانشجوی کارشناسی ارشد مدیریت ، دانشگاه شهید باهنر کرمان

چکیده

توجه ویژه به کارکنان سازمان­ها به عنوان بزرگترین و مهمترین سرمایه و دارایی، طی چند دهه اخیر رشد فراوانی داشته است. بسیاری از تحولات سال­های اخیر که در قالب عدم تمرکز نظام مدیریت، مشارکت کارکنان در فرآیند تصمیمگیری و اموری مشابه پدید­ آمده­اند، همه در جهت افزایش سطح رضایت­مندی کارکنان در محیط کار می­باشد. این تحقیق روابط بین ابعاد کیفیت زندگی کاری و فرهنگ اخلاقی را مورد بررسی قرار داده است. جامعه آماری این پژوهش مدیران بخش­های اداری اداره کل آموزش فنی ­و حرفه­ای استان کرمان می­باشد. به علت محدودیت جامعه آماری، از روش سرشماری استفاده شد. در این پژوهش از روش توصیفی- همبستگی استفاده گردید. ابزار جمع­آوری داده­ها پرسشنامه کیفیت زندگی­کاری سرجی و همکاران و پرسشنامه فرهنگ اخلاقی سینگپاکدی و ویتل می­باشد. یافته های پژوهش از طریق نرم­افزار آماری لیزرل نشان داد که بین مؤلفه­های کیفیت کاری، منصفانه بودن حقوق و دستمزد، عدالت، همکاری و مشارکت داشتن در تصمیمات سازمانی با  فرهنگ اخلاقی رابطه مثبت و معناداری وجود دارد؛ اما بین مؤلفه ایمنی و امنیت شغلی با فرهنگ اخلاقی رابطه­ای یافت نشد. در ادامه، مدل مفهومی پژوهش در دو حالت اعداد معناداری و تخمین استاندارد مورد بحث قرار گرفتند و نتایج نشان داد که مدل مفهومی تحقیق از برازش قابل قبولی مدل برخوردار می­باشد.
 


 

توجه ویژه به کارکنان سازمان­ها به عنوان بزرگترین و مهمترین سرمایه و دارایی، طی چند دهه اخیر رشد فراوانی داشته است. بسیاری از تحولات سال­های اخیر که در قالب عدم تمرکز نظام مدیریت، مشارکت کارکنان در فرآیند تصمیمگیری و اموری مشابه پدید­ آمده­اند، همه در جهت افزایش سطح رضایت­مندی کارکنان در محیط کار می­باشد. این تحقیق روابط بین ابعاد کیفیت زندگی کاری[1] و فرهنگ اخلاقی[2] را مورد بررسی قرار داده است. جامعه آماری این پژوهش مدیران بخش­های اداری اداره کل آموزش فنی ­و حرفه­ای استان کرمان می­باشد. به علت محدودیت جامعه آماری، از روش سرشماری استفاده شد. در این پژوهش از روش توصیفی- همبستگی استفاده گردید. ابزار جمع­آوری داده­ها پرسشنامه کیفیت زندگی­کاری سرجی و همکاران[3] و پرسشنامه فرهنگ اخلاقی سینگپاکدی و ویتل می­باشد. یافته های پژوهش از طریق نرم­افزار آماری لیزرل[4] نشان داد که بین مؤلفه­های کیفیت کاری، منصفانه بودن حقوق و دستمزد، عدالت، همکاری و مشارکت داشتن در تصمیمات سازمانی با  فرهنگ اخلاقی رابطه مثبت و معناداری وجود دارد؛ اما بین مؤلفه ایمنی و امنیت شغلی با فرهنگ اخلاقی رابطه­ای یافت نشد. در ادامه، مدل مفهومی پژوهش در دو حالت اعداد معناداری و تخمین استاندارد مورد بحث قرار گرفتند و نتایج نشان داد که مدل مفهومی تحقیق از برازش قابل قبولی مدل برخوردار می­باشد.



[1]- Quality of work life(QWL)


[2]- Ethical culture


[3]- Sirgy et al


[4]-Lisrel

کلیدواژه‌ها


عنوان مقاله [English]

Investigating the Relationship between Quality of work life(QWL) and Professional Ethical Culture Among Managers of Technical and Vocational training Organization of Kerman

نویسندگان [English]

  • mehdi ebrahiminejad 1
  • farjam zare 2
  • zahra rezaee 3
  • seyed sajad hosseni 3
چکیده [English]

Extended Abstract
Most of people learn ethical norms at home, at school, in Mosqe, or in other social settings. Although people acquire their sense of right and wrong during childhood, moral development occurs throughout the life. human being pass through different stages of growth as they mature. Ethical norms are so ubiquitous that one might be tempted to regard them as simple commonsense. When most people think of ethics (or morals), they think of rules for distinguishing between right and wrong.
Organizational culture is a system of shared assumptions, values and beliefs that governs the way people behave in organizations. An organization with a positive culture helps employees learn and grow in their jobs and careers. An organization with an ethical culture promotes ethical behavior among members of the organization. Unethical behavior is any activity by which a member of an organization does not conform to the standards set by the culture of that organization. Ethical Culture is premised on the idea that honoring and living in accordance with ethical principles is central to what it takes to live meaningful and fulfilling lives, and to create a world that is good for all. Practitioners of Ethical Culture focus on supporting one another in becoming better people, and on doing good in the world. Members are committed to personal ethical development in their relationship with others and in activities involving social justice and environmental stewardship.
How can Organizations improve ethical culture? Answering to this question is our goal in this research. In this research, we introduce quality of work life as factor that can facilitate conditions in relation to ethical culture. Quality of Work Life is not a unitary concept, but has been seen as incorporating a hierarchy of perspectives that not only include work-based factors such as job satisfaction, paying and wages satisfaction and relationship with work colleagues, but also factors that broadly reflect life satisfaction and general feelings of well-being. Today, improvement of quality of work life play an important role in job satisfaction and organizational commitment . Quality of work life, through providing conditions such as participation in decision  making, causes employee's good morale. Managers of organizations who can create a balance between work life and family life lead to appropriate organizational performance.
 
Case study
The population of  research includes administrative department managers of Technical and Vocational training Organization of Kerman in east of iran  (28 members). Because of limitation of population of  statistical society, all of them (managers) selected as statistical sample.
 
Materials and Methods
Research method is descriptive and correlation. In this research, cross-correlation method was used. Sergei and et al quality of work life questionnaire (2001) and Syngpakdy and Whittle (2008) ethical culture questionnaire have been used to collect the data. To assess validity and reliability of the questionnaire, expert opinion and Cronbach's Alpha have been respectively used with the emphasis to internal consistency of data. Alpha coefficient of quality of work life and ethical culture questionnaire  was 78% and 82% respectively. Collected data analyzed through Lizrel software.
 
Discussion and Conclusion
Findings of the research by lizrel software showed that there is a significant positive relationship between the components of quality of work, salary fairness, justice, cooperation and participation in organizational decisions with ethical culture but no relationship was found between the safety component and job security with ethical culture. Then, the conceptual model has been discussed in two cases of significant numbers and standard estimate. Findings also showed that the conceptual model is an acceptable fit model. Therefore, it can be concluded that managers of the organization through paying attention to components of quality of work life can help ethical culture growth.

کلیدواژه‌ها [English]

  • Quality of work life
  • Ethical Culture
  • Wages and Salary Fairness
  • Occupational Safety and Security
  • Justice
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