ارائه مدل تاثير فرهنگ سازماني بر اخلاق حرفه اي در واحدهاي دانشگاه آزاد اسلامي شهر تهران

Providing a model for organizational culture and its impact on the consequences of professional ethics reform in free universities (Case Study: Tehran City)

مقدمه و هدف پژوهش: در شرايط محيطي درحال تغيير و به شدت رقابتي امروز، سازمان‌ها به منظور حفظ بقاي خود بايد بيش از پيش توجه خود را بر كارايي و اثربخشي متمركز سازند. براساس پژوهش‌هاي پيشين، فرهنگ سازماني يكي از عوامل تأثيرگذار بر كارايي و اثربخشي سازمان‌ها است. اهميت اين موضوع تا جايي است كه فرهنگ سازمانيِ قوي و متمايز، يكي از عوامل كليدي موفقيت سازمان‌ها به شمار مي‌رود. فرهنگ سازماني، قويترين نيروي داخلي است كه يك سازمان را تحت تأثير قرار مي‌دهد و تأثير زيادي بر متغيرهاي سازماني از جمله: پيامدهاي اصلاح اخلاق حرفه‌اي دارد. هدف پژوهش حاضر ارائه مدلي براي فرهنگ سازماني مبتني بر پيامدهاي اصلاح اخلاق حرفه‌اي است. روش پژوهش: جامعه آماري پژوهش حاضر شامل كليه مديران و كاركنان دانشگاه آزاد اسلامي شهر تهران است. با توجه به فرمول كوكران در تعيين حجم جوامع آماري محدود تعداد نمونه آماري، 261 نفر تعيين و اقدام به جمع‌آوري آراء اين افراد شده است. داده‌هاي لازم به وسيله پرسشنامه جمع‌آوري و با استفاده از مدل‌سازي معادلات ساختاري در نرم‌افزار ليزرل تجزيه و تحليل شد. يافته‌ها و نتيجه‌گيري: نتايج تمام فرضيه‌ها تاييد شد. هم‌چنين رسالت با ضريب همبستگي 0/570 و ضريب رگرسيون 0/676 بيشترين تاثير را بر پيامدهاي اصلاح اخلاق حرفه‌اي دارد و درگير شدن در كار با ضريب همبستگي 0/327 و ضريب رگرسيون 0/318 كمترين تاثير را در اصلاح اخلاق حرفه‌اي از نظر كارمندان داشت.

Introduction & Objective: In today's changing and highly competitive environmental conditions, organizations must focus more on efficiency and effectiveness in order to maintain their survival. Based on previous research, organizational culture is one of the factors influencing the efficiency and effectiveness of organizations. The importance of this is to the extent that a strong and distinct organizational culture is one of the key factors for the success of organizations. Organizational culture is the strongest internal force that affects an organization and has a major impact on organizational variables, including the consequences of professional ethics reform. The purpose of this study is to provide a model for organizational culture based on the consequences of professional ethics reform. Method: The research population consists of all managers and employees of Islamic Azad University of Tehran. According to the Cochran formula, in determining the size of statistical societies, the number of statistical samples was determined by 261 people and they were collecting the votes of these people. Data were collected using a questionnaire and analyzed using structural equation modeling in Lisrel software. Findings and Conclusion: The results of all hypotheses were confirmed. Also, the mission with a correlation coefficient of 0.570 and coefficient of regression of 0.676 had the most effect on the consequences of professional ethics reformation and involvement in the work with a correlation coefficient of 0.327 and regression coefficient of 0.318 had the least impact on professional ethics. Method: The research population consists of all managers and employees of Islamic Azad University of Tehran. According to the Cochran formula, in determining the size of statistical societies, the number of statistical samples was determined by 261 people and they were collecting the votes of these people. Data were collected using a questionnaire and analyzed using structural equation modeling in Lisrel software. Findings and Conclusion: The results of all hypotheses were confirmed. Also, the mission with a correlation coefficient of 0.570 and coefficient of regression of 0.676 had the most effect on the consequences of professional ethics reformation and involvement in the work with a correlation coefficient of 0.327 and regression coefficient of 0.318 had the least impact on professional ethics.