بررسي تاثير اصول اخلاق كاري بر نگرش ها و رفتارهاي شغلي تسهيل گران

كاركنان شايسته، يكي از عوامل موثر در موفقيت و بقاي سازمان هستند. عوامل متعددي به‌طور مستقيم و غيرمستقيم باعث بي‌توجهي به اصول اخلاقي و ترك شغل مي‌شود. اين مطالعه براي اولين بار در كشور با تمركز بر تسهيلگران به‌عنوان افرادي كه گروه و سازمان را دررسيدن به اهداف حمايت مي‌كند و با توسعه مطالعات دكونينك (2010) به‌وسيله متغير "نوع‌دوستي" به دنبال تحليل مسئله ترك شغلي و لزوم پايبندي به اصول اخلاق حرفه‌اي است. با روش توصيفي- پيمايشي ميان "تسهيل گران بنياد بركت" و با تحليل عاملي تاييدي(CFA) و مدل‌سازي معادلات ساختاري(SEM) و نيز با استفاده از روش حداقل مربعات جزيي(PLS) مشخص شد، كه اصول اخلاقي با تأثير مثبتي كه روي رضايت شغلي مي‌گذارد مي‌تواند تعهد تسهيل گران را نسبت به سازمان و انجام وظايفشان افزايش داده و به عملكرد شغلي بهتري بيانجامد. از طرف ديگر افراد با درك مفهوم اصول اخلاقي با استرس كمتري در انجام وظايف شغلي روبرو شده كه اين درنهايت باعث عملكرد بهتر شغلي آنان شده و ترك شغلي افراد را كاهش مي‌دهد.

Facilitators, i.e., persons affecting motivation to perform better as business process implementation advisor, support the group members to achieve the organizational goals. As these individuals face pressures while performing job duties that may cause them to ignore ethical problems, this research was conducted to investigate for the first time the effect of ethical work climate on facilitators' attitude and behavior, as well as the indirect effect of ethical work climate on their turnover. By adding " Altruism" variable in this research, attempts were made to develop DeConinck model of research. Results showed that this variable with correlation coefficient of 0.444 had a significant effect on job commitment. This research was conducted using descriptive-survey method. Data were collected using questionnaire. In order to analyze data, conformational factor analysis (CFA) technique and partial least squares (PLS)-based structural equation modeling (SEM) were used in SMARTPLS software. Results show that by their positive effect on job satisfaction, the ethical work climate can increase the commitment of facilitators to the organization and their duties performance and lead to better job performance. Additionally, these two variables can have an indirect negative effect on turnover in these persons. On the other hand, by understanding the concept of ethical work climate, the persons perform their job duties with lower stress, which in turn leads to their better job performance and causes a reduction in the individuals' turnover.