Management and Educational Perspective

Abstract The aim of this study was to use a document analysis approach in designing a model of employees’ social action. In terms of purpose, the study was applied research; in terms of method, it fell within descriptive studies with a correlational approach; and in terms of implementation, it was qualitative in nature. The statistical population consisted of 11 experts. Data were collected through semi-structured interviews. For data analysis, content analysis and MAXQDA 2020 software were employed.The findings showed that employees’ social action is a multidimensional phenomenon shaped by justice, trust, organizational culture, and organizational identity. Contextual conditions such as organizational structure and culture, the level of autonomy, and communication channels, as well as intervening conditions such as pressures, burnout, and institutional monitoring, play a decisive role in the emergence of social action. The proposed strategies for promoting social action include strengthening social capital, empowering employees, and institutionalizing justice and organizational transparency. The ultimate outcomes of these actions are increased job satisfaction, organizational commitment, creativity, and the organization’s cultural capital. The results of this study can serve as a practical and theoretical guide for organizations and managers in improving social interactions and responsible employee behavior.

Abstract The aim of this study was to determine the relationship between professional ethics of university professors and their job satisfaction and self-efficacy beliefs. This study was a correlational study. The statistical population of this study included all full-time faculty members of the Islamic Azad University, Karaj Branch in the academic year 2018-2019, 120 individuals. Based on Morgan table, a sample of 92 persons was determined and selected by available sampling method. Data collection tools were Riggs & Knight (1994) General Self-Efficacy Scale, Cadozier Professional Ethics Scale (2002), and Job Satisfaction Questionnaire by Abu Bakr et al. (2017). Data analysis using Pearson correlation coefficient method showed that there is a relationship between professional ethics of university professors and their job satisfaction and self-efficacy beliefs (P <0.05). There is also a relationship between the dimensions of professional ethics of university professors with their job satisfaction and self-efficacy beliefs (P <0.05). Based on these findings, it is advisable to the professors to use their efforts to establish an ethical job environment in order to develop their abilities and achieve job satisfaction.

Abstract The aim of this study was to determine the relationship between professional ethics and components of conflict management in high school principals in western Mazandaran province. This research was conducted by descriptive-correlation method. The statistical population included all high school principals in the west of Mazandaran province who were selected by means of Morgan table with a sample of 152 persons based on relative stratified random sampling method. Data collection tools were Bahagir Professional Ethics Questionnaire (2011) and Putnam and Wilson (1982) Conflict Management Style Questionnaire. Data analysis using Pearson correlation coefficient showed that there is a negative and significant relationship between professional ethics with competitive and non-cooperative conflict style (P <0.05). Also, there was a positive and significant relationship between professional ethics and the style of conflict, cooperation, and compromise (P <0.05). The results of this study show that in the study of low-yield organizations, the decline of professional ethics can be considered as an effective factor in conflict management and productivity reduction.