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  3. Investigating the relationship between work ethics and organizational citizenship behavior of employees of sports and youth departments in Mazandaran province

Investigating the relationship between work ethics and organizational citizenship behavior of employees of sports and youth departments in Mazandaran province

Number of pages: 144 File Format: word File Code: 31718
Year: 2014 University Degree: Master's degree Category: Physical Education - Sports
Tags/Keywords: Citizenship behavior - exercise - organization - Organizational citizenship behavior - physical education - work ethic
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  • Summary of Investigating the relationship between work ethics and organizational citizenship behavior of employees of sports and youth departments in Mazandaran province

    Master's thesis in the field of physical education and sports science, sports management orientation

    Abstract

    The purpose of this research was to investigate the relationship between work ethics and organizational citizenship behavior of employees of sports and youth departments in Mazandaran province. The current research is applied in terms of purpose, in terms of descriptive-correlation method, and in terms of field data collection. The statistical population of the research is made up of the employees of the sports and youth departments of Mazandaran province (271), based on the Morgan table, 156 people were randomly selected as a sample of the research and by cluster sampling and within the cluster. The tool used for data collection consisted of two questionnaires, one related to work ethics, which was from the standardized questionnaire of C. Petty (1990) and for organizational citizenship behavior, from the standardized questionnaire of Oregan and Kanoski (1996), and its reliability was determined by Cronbach's alpha method (work ethics, R=0.86, organizational citizenship behavior, R=0.82). Descriptive and inferential statistics were used to calculate and analyze information. The results of the regression showed that the dimensions of work ethics determine 54% of the variance of organizational citizenship behavior and there is a positive and significant relationship between the components of interest in work, persistence in work, human interaction at work, and participation in the burdensome work of organizational citizenship. The general result of the research showed that the work ethic of employees improves their organizational citizenship behavior.

    Key words:

    ethics, work ethics, citizenship behavior, organizational citizenship behavior

    1-1             Introduction

    The completely changing and governing conditions of organizations, the increase in competition and the necessity of their effectiveness in such conditions, have revealed the need of organizations for a valuable generation of employees more than ever. A generation that is referred to as organizational soldiers. Undoubtedly, these employees are the distinguishing feature of effective organizations from ineffective ones, because they consider the organization as their home and to achieve its goals, they act without any concern in addition to their official role and do not spare any effort. Most managers also want employees who do more than the duties of the job description. They are looking for employees who go beyond expectations, engage in behaviors of their own free will that are not part of their official job duties (Zare, 2013).

    Off-duty behaviors are extra-role and self-indulgent behaviors that put employees in a situation where they act beyond the expectations of their duties and job descriptions. Nevertheless, non-duty behaviors, i.e. both negative deviant behavior in the work environment and positive deviant behavior in the work environment, affect the organization (Nadi, Kahermani, 2013).

    Therefore, those voluntary behaviors that are not directly rewarded in the official system, but promote organizational functions and goals, are called organizational citizenship behavior [1] (Blogolovski and Somech[2], 2009)

    All organizations, especially sports organizations, need a major leap in efficiency. Therefore, the field should be provided in such a way that the employees and their managers confidently use their experiences, abilities and talents in order to enhance the organizational goals. This will not be possible unless the principles and rules related to organizational citizenship behavior are identified and the necessary platforms for the implementation of such behaviors are provided. Organizational citizenship behavior is an emerging phenomenon that can take a step in this direction. It is recommended that those involved in physical education, especially the Ministry of Sports, with organizational support and appreciation for the efforts of the employees of this organization, should try to improve the organizational citizenship behavior of their employees in order to contribute to the desired efficiency and effectiveness in the field of sports and physical education (Nowrozi, 1391). Far from it. Managers and brokers of organizations to accomplish their organizational affairs in addition to legal and organizational criteria.In addition to legal and organizational criteria, managers and agents of organizations need a set of moral and value guidelines to help them in their organizational actions and behavior. Considering the work environment of managers who are engaged in activities in a human organization, work ethics[4] fundamentally affects the functioning and effectiveness of the organization (Sobhaninejad et al., 1389).

    Work ethics is also a durable intellectual, attitudinal and mental foundation that forces a person to make certain decisions and actions in economic activities. In other words, when we talk about the work ethic of a society, we mean that part of that society's culture that drives economic and business behaviors and activities. Therefore, work ethic is not limited to working hours and jobs, but all economic behaviors including consumption, savings, investment and entrepreneurship. (Sidi, 1387).

    Organizations need to perform organizational citizenship behaviors on behalf of their employees in order to be effective in their performance and create a suitable work environment, which is one of the important factors in attracting elite forces. Therefore, it is necessary to identify the factors that cause it so that they can work towards improving such behaviors. Therefore, the present study was conducted with the aim of investigating the relationship between work ethics and organizational citizenship behavior of the employees of sports and youth departments in Mazandaran province. 1-2-Statement of the problem In sociology, although work at the individual level is a means to provide one of the human needs, namely livelihood, at the social level, work is considered one of the forms of human social action. At this level, work is one of the main institutions of the economic system, and if we consider the economic system as one of the four basic subsystems of the social system, then work is influential in all social processes and is influenced by other social institutions, including education. For the theoretical analysis of the problem of work ethics and its weakness in government offices, the issue of alienation has been emphasized first. Government organizations mainly include people with a high level of education. The results of the previous research indicate that the higher a person's education level, the lower his work ethic in the organization. It seems that this issue comes from organizational and social alienation. An educated person is in conflict and alienation with the organization as well as his social environment. Giddens considers this alienation to be a common problem in organizations with a low level of trust (Moaidfar, 2016). province. The pure of this research is partial and used correlation procedure and collective field data. The statistical population was employees of the offices of Sport and Youth (271) of Mazandaran Province.

    The size of statistical sample (156) was calculated by Morgan's table. Measurement tool in this survey 2 questioner that contains work ethics standard C. Petty and OBC Oregon & Konovsky standard questions and reliability of question reassessed by alphaindex of Koronbakh (work ethics, r=0/86 & OBC, r=0/82). For calculate and analyze data used inferential and descriptive statistics.

    The regression results showed that about 54% of the variance in work ethics of organizational citizenship behavior is explained and there is a positive and significant relationship between Interest in the work, perseverance in work, human relations at work, participation in work components and organizational citizenship behavior. The overall result showed that there is a positive and significant relationship between work ethics and organizational citizenship behavior. Based on the results it can be concluded which work ethics employees improve their organizational citizenship behavior.

  • Contents & References of Investigating the relationship between work ethics and organizational citizenship behavior of employees of sports and youth departments in Mazandaran province

    List:

    1-1 Introduction..2

    1-2-Statement of the problem. 4

    1-3- Importance and necessity of research. 11

    1-4 research objectives. 14

    1-4-1 general goal. 14

    1-4-2 Specific objectives. 14

    1-5 research hypotheses. 15

    1-5-1 General hypothesis. 15

    1-5-2 Sub-hypotheses. 15

    1-6 research area. 16

    1-7 research limitations. 16

    1-8 definitions of words and terms. 16

    1-8-1 Theoretical definitions. 16

    1-8-2- operational compliments. 18

    The second chapter................................... 17

    2-1-Introduction. 21

    2-2 Part I: Theoretical foundations of the research. 21

    2-2-1 work ethics. 21

    2-2-1-1 The concept and definitions of work ethics. 23

    2-2-1-2 Ethics from the Islamic point of view:. 25

    2-2-1-3 Benefits of ethics:. 28

    2-2-1-4 schools and theories of ethics:. 31

    2-2-2 organizational citizenship behavior. 34

    2-2-2-1 Definition of organizational citizenship behavior. 38

    2-2-2-2 dimensions of organizational citizenship behavior. 42

    2-2-2-3 Reasons for the impact of organizational citizenship behavior on the organization's effectiveness. 48

    2-2-2-4 Consequences and results of organizational citizenship behavior. 48

    2-2-2-5 The effect of organizational citizenship behavior on the evaluation of organizational success. 49

    2-2-2-6 The effect of organizational citizenship behavior on the performance of organizational success. 49

    2-2-3 Presentation of the research conceptual model. 50

    2-2-4 Background of the research. 51

    2-2-4-1 domestic researches: 51

    2-2-4-2 foreign researches:. 55

    2-2-5 Summary. 58

    The third chapter..56

    3-1-Introduction. 61

    3-2- Research method. 61

    3-3 - Statistical population. 61

    3-4 statistical samples. 61

    3-5 - research variables. 62

    3-5-1 The first variable:. 62

    3-5-2 - Second variable:. 62

    3-6- Information collection method. 62

    3-6-1- Library method. 62

    3-6-2- Field method. 62

    3-7- Measuring tools. 63

    3-7-1- Work ethics questionnaire. 63

    3-7-2 - Organizational citizenship behavior questionnaire. 63

    3-7-3- Reliability of research tools. 63

    3-7-4 How to score the questionnaire of work ethics and organizational citizenship behavior. 64

    3-8 method of analysis of findings. 64

    Chapter IV..    61

    4-1 Introduction. 67

    4-2 Descriptive findings. 67

    4-2-1 Gender. 67

    4-2-2 age. 68

    4-2-3 level of education. 69

    4-2-4 work history. 70

    4-2-5 employment status. 71

    4-2-6 The status of the field of study. 71

    4-3 descriptive analysis of research findings. 72

    4-3-1 The state of work ethics and its components. 72

    4-3-2 The state of organizational citizenship behavior and its components 73

    4-4 Statistical analysis of research findings. 74

    4-4-1 Checking the normality of data distribution. 74

    4-4-2 Checking the correlation between variables and components. 77

    4-4-2-1 Test of the first hypothesis. 79

    4-4-2-2 The test of the second hypothesis. 80

    4-4-2-3 test of the third hypothesis. 81

    4-4-2-4 Test of the fourth hypothesis. 82

    4-4-2-5 Test of the fifth hypothesis. 83

    4-4-3 Side findings:. 84

    The fifth chapter..79

    5-1 Introduction. 86

    2-5 Summary of the research. 86

    5-3 research findings. 88

    5-3-1 Descriptive findings of the research. 88

    5-3-2 Inferential findings of the research. 90

    4-5 discussion and conclusion. 91

    5-5 suggestions from the research: 95

    5-6 suggestions for future research: 97

    Source:

     

    A- Persian sources and sources:

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    4. Ansari Renani, Qassem. (2008). Organization's Kimyai Saadat ethics desk; Tadbir monthly; Number 22

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    8. Islamic trust, Alireza. (1388). A classified approach to the field of information ethics; Quarterly Journal of Ethics in Science and Technology; numbers 1 and 2; pp. 50-66

    9. Truth, Zahra; Islamic ethics in the administrative system from the perspective of Imam Ali (AS), Kayhan newspaper.

    10. Khani Jazni, Jamal. (1387). work ethics and work conscience in entrepreneurship; Quarterly Journal of Ethics in Science and Technology, third year; No. 4 and 3; pp. 96-91

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Investigating the relationship between work ethics and organizational citizenship behavior of employees of sports and youth departments in Mazandaran province
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