بررسي رابطه ي بين كيفيت زندگي كاري و فرهىگ اخلاقي در فني حرفه اي استان كرمان

توجه ويژه به كاركنان سازمان­ها به عنوان بزرگترين و مهمترين سرمايه و دارايي، طي چند دهه اخير رشد فراواني داشته است. بسياري از تحولات سال­هاي اخير كه در قالب عدم تمركز نظام مديريت، مشاركت كاركنان در فرآيند تصميمگيري و اموري مشابه پديد­ آمده­اند، همه در جهت افزايش سطح رضايت­مندي كاركنان در محيط كار مي­باشد. اين تحقيق روابط بين ابعاد كيفيت زندگي كاري و فرهنگ اخلاقي را مورد بررسي قرار داده است. جامعه آماري اين پژوهش مديران بخش­هاي اداري اداره كل آموزش فني ­و حرفه­اي استان كرمان مي­باشد. به علت محدوديت جامعه آماري، از روش سرشماري استفاده شد. در اين پژوهش از روش توصيفي- همبستگي استفاده گرديد. ابزار جمع ­آوري داده­ ها پرسشنامه كيفيت زندگي­كاري سرجي و همكاران و پرسشنامه فرهنگ اخلاقي سينگپاكدي و ويتل مي­باشد. يافته هاي پژوهش از طريق نرم­افزار آماري ليزرل نشان داد كه بين مؤلفه­هاي كيفيت كاري، منصفانه بودن حقوق و دستمزد، عدالت، همكاري و مشاركت داشتن در تصميمات سازماني با فرهنگ اخلاقي رابطه مثبت و معناداري وجود دارد؛ اما بين مؤلفه ايمني و امنيت شغلي با فرهنگ اخلاقي رابطه­اي يافت نشد. در ادامه، مدل مفهومي پژوهش در دو حالت اعداد معناداري و تخمين استاندارد مورد بحث قرار گرفتند و نتايج نشان داد كه مدل مفهومي تحقيق از برازش قابل قبولي مدل برخوردار مي­باشد.

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.