تحليل رابطه جو اخلاقي با عوامل موثر درتروماي انساني

Analysis of the Relationship between Ethical Climate & Effective Factors in Human Trauma

زﻣﯿﻨﻪ: وﺟﻮداﺧﻼق در ﺑﺎﻧﮑﻬﺎ ﻣﯽ ﺗﻮاﻧﺪ ﺑﺴﺘﺮﺳﺎز ارﺗﻘﺎء ﺳﻄﺢ ﻋﻤﻠﮑﺮد ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﻧﻈﺎم ﺑﺎﻧﮑﯽ ﺑﺎﺷﺪ و ﻧﺒﻮد آن ﻣﻮﺟﺐ ﺗﻘﻮﯾﺖ ﻋﻮاﻣﻞ ﻟﻄﻤﻪ زﻧﻨﺪه ﺑﻪ ﻋﻤﻠﮑﺮد ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺷﻮد . ﻫﺪف از اﯾﻦ ﭘﮋوﻫﺶ ﺑﺮرﺳﯽ راﺑﻄﻪ اﻧﻮاع ﺟﻮاﺧﻼﻗﯽ ﺑﺮ ﻋﻮاﻣﻞ ﺗﺮوﻣﺎزاي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺎﻧﮑﻬﺎ و ﻣﻮﺳﺴﺎت ﻣﺎﻟﯽ اﺳﺖ. روش : روش ﺗﺤﻘﯿﻖ آﻣﯿﺨﺘﻪ ﺑﻮد. درﺑﺨﺶ ﮐﯿﻔﯽ از ﺗﺤﻠﯿﻞ ﺗﻢ اﺳﺘﻔﺎده ﺷﺪ. ﺟﺎﻣﻌﻪ آﻣﺎري ﮐﺎرﮐﻨﺎن رﺳﻤﯽ ﺑﺎﻧﮑﻬﺎي اﯾﺮان و ﻧﻤﻮﻧﻪ آﻣﺎري 11 ﻧﻔﺮاز ﺧﺒﺮﮔﺎن ﺑﺎﻧﮑﯽ ﺑﻮدﻧﺪ ﮐﻪ ﺑﺼﻮرت ﻏﯿﺮ ﺗﺼﺎدﻓﯽ و ﻫﺪﻓﻤﻨﺪ اﻧﺘﺨﺎب ﺷﺪﻧﺪ. اﺑﺰار ﻣﺼﺎﺣﺒﻪ و ﭘﺮﺳﺸﻨﺎﻣﻪ ﻧﯿﻤﻪ ﺳﺎﺧﺘﺎر ﯾﺎﻓﺘﻪ ﺑﻮد. از روش دﻟﻔﯽ ﺑﺮاي ﺗﺤﻠﯿﻞ داده ﻫﺎ اﺳﺘﻔﺎده ﺷﺪ . ﺑﺨﺶ ﮐﻤﯽ از ﻧﻮع ﺗﻮﺻﯿﻔﯽ و ﻫﻤﺒﺴﺘﮕﯽ ﺑﻮد. ﺟﺎﻣﻌﻪ آﻣﺎري ﮐﺎرﮐﻨﺎن ﺑﺎﻧﮑﻬﺎ و ﻧﻤﻮﻧﻪ 384ﻧﻔﺮ ﺑﻮدﻧﺪ ﮐﻪ ﺑﺼﻮرت ﺗﺼﺎدﻓﯽ اﻧﺘﺨﺎب ﺷﺪ. اﺑﺰار ﭘﺮﺳﺸﻨﺎﻣﻪ ﻣﺤﻘﻖ ﺳﺎﺧﺘﻪ ﺑﻮد و از روش ﺗﺤﻠﯿﻞ ﻣﺴﯿﺮ ﺑﺮاي ﺗﺤﻠﯿﻞ داده ﻫﺎ اﺳﺘﻔﺎده ﺷﺪ. ﯾﺎﻓﺘﻪ ﻫﺎ: در ﺑﺨﺶ ﮐﯿﻔﯽ 18ﺷﺎﺧﺺ ﺑﺮاي ﺳﻨﺠﺶ 5ﻧﻮع ﺟﻮ اﺧﻼﻗﯽ و 9ﺷﺎﺧﺺ ﺑﺮاي 3ﻧﻮع ﻋﺎﻣﻞ ﻣﻮﺛﺮ ﺑﺮ ﺗﺮوﻣﺎي اﻧﺴﺎﻧﯽ ﺷﻨﺎﺳﺎﯾﯽ ﺷﺪ. در ﺑﺨﺶ ﮐﻤﯽ ﺟﻮ اﺑﺰاري اﺛﺮ ﻣﺜﺒﺖ و ﻣﻌﻨﯽ دار و ﺟﻮ ﺣﺮﻓﻪ ﮔﺮاﯾﯽ ، ﻣﻘﺮراﺗﯽ ، ﻣﺴﺘﻘﻞ و ﻣﺮاﻗﺒﺘﯽ اﺛﺮ ﻣﻨﻔﯽ و ﻣﻌﻨﯽ داري روي ﻋﻮاﻣﻞ ﺗﺮوﻣﺎزاي اﻧﺴﺎﻧﯽ ﺑﺎﻧﮏ دارﻧﺪ. ﻧﺘﯿﺠﻪ ﮔﯿﺮي : ﺟﻮ اﺧﻼﻗﯽ اﺑﺰاري ﻗﻮي ﺗﺮﯾﻦ ﺟﻮ اﺧﻼﻗﯽ در ﺑﺎﻧﮏ اﺳﺖ. ﺟﻮ اﺑﺰاري اﺛﺮ ﻣﺴﺘﻘﯿﻢ و 4ﺟﻮاﺧﻼﻗﯽ دﯾﮕﺮ اﺛﺮ ﻣﻌﮑﻮس ﺑﺮ ﻋﻮاﻣﻞ ﺗﺮوﻣﺎزاي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ دارﻧﺪ. ﺑﻨﺎﺑﺮاﯾﻦ ﺑﺮاي ﺑﻬﺒﻮد ﻋﻤﻠﮑﺮد ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺎﻧﮑﻬﺎ ﺑﺎﯾﺪ ﺑﺎ آﻣﻮزش ﮐﺎرﮐﻨﺎن و ﻓﺮﻫﻨﮓ ﺳﺎزي ، ﺟﻮ اﺑﺰاري ﮐﺎﻫﺶ و 4 ﻧﻮع دﯾﮕﺮ ﺟﻮاﺑﺰاري اﻓﺰاﯾﺶ داده ﺷﻮد

Background: Ethics in banks can be a factor in raising the level of human resource performance of the banking system, and the lack of it will strengthen the deteriorating factors of human resource performance The purpose of this study was to investigate the relationship between types of ethical climate on the human resources traumas of banks and financial institutions. Method: The research method was mixed and in the qualitative section of the topic analysis and the statistical society of the official staff of Iranian banks, a sample of 11 non-random bankers was used by semi-structured questionnaire, interview and Delphi method. The quantitative part was the descriptive and correlation type, the statistical population was the bank’s staff and the sample 384 people were selected as probable and based on Morgan's table. The researcher-made questionnaire was used for gathering data. The path analysis method was used for data analyzing. Results: In the qualitative section, 18 indicators were identified for measuring 5 types of physical climate and 9 indicators for 3 types of human traumatic factors. In the quantitative part of the climate, the effect of the tool has a positive and significant effect and the climate of professionalism, regulation, independence and care have a negative and significant effect on the human traumatic factors of the bank. Conclusion: The ethical climate of a tool is the strongest moral climate in the bank. The direct and indirect impact of the climate has a reverse effect on the human resources traumatic factors. Therefore, in order to improve the human resource performance of the banks, the staffing and development of the culture should reduce the climate of the tool and increase the response of four other types