رهبری اخلاقی

The purpose of this research was to investigate the impact of transformational leadership and ethical leadership on the sustainable performance of government organizations with the mediating role of organizational culture. The research method was descriptive-survey with emphasis on structural equation modeling. The statistical population of the research consisted of managers and employees of government organizations of Asaluye city (305 people). To determine the sample size, Cochran's formula was used and 170 people were selected as a sample, which was selected using the probability sampling method and specifically the convenience sampling method. The data collection tool was a questionnaire. Data analysis was done with the help of SPSS 22 and LISREL 8 software. The findings of this research showed that the actions of transformational leadership and ethical leadership have a significant impact on the sustainable performance of government organizations with the mediating role of organizational culture. The results of this research showed that transformational leadership has a more significant effect than ethical leadership on the sustainable performance of government organizations with the mediating role of organizational culture.

The purpose of this research is to identify and analyze the criteria of ethical leadership in relation to the competencies of managers in the Ministry of Energy. A mixed-methods approach (qualitative and quantitative) was utilized, employing the Saunders research onion model. In the qualitative section, thematic analysis was conducted, while a descriptive-survey method was used in the quantitative phase. Purposeful sampling was performed among managers of the Ministry of Energy and academic elites, with 11 participants selected based on theoretical saturation. To assess the normality of the data, the Kolmogorov-Smirnov test was applied, and the adequacy of the data was evaluated using the KMO index and Bartlett's test. The findings of the research revealed 19 basic themes, categorized into 3 overarching themes and 9 main organizing themes, including the patterns of behavioral and performance capabilities of managers, ethics and job performance, and human resource development. The conclusion indicates that ethical leadership contributes to the sustainable development of the Ministry of Energy by enhancing organizational commitment, reducing violations, and improving job satisfaction, ultimately leading to improved organizational performance.

The identification and development of managerial competencies are essential for enhancing productivity and improving various facets of human resource management within organizations. This research aims to assess the validity of the competency model for managers in the ministry of energy with a focus on ethical leadership.

This study employed a descriptive-survey research design, involving the selection of 11 managers from the Ministry of Energy and academic experts based on the principle of theoretical saturation. In the quantitative component, simple random sampling was utilized, with the statistical population comprising all managers within the Ministry of Energy. The Kolmogorov-Smirnov test was applied to assess the normality of the data, while the Kaiser-Meyer-Olkin (KMO) index and Bartlett's test were employed to evaluate the suitability of the data for factor analysis.

The research identified a model comprising six dimensions of strategic human resource development: upstream documentation, managerial development strategies, macro-level human resource development, job performance, and employee capability assessment. The delineated competency received validation from organizational experts.

Emphasizing the competency dimensions of managerial personnel through the lens of ethical leadership facilitates the alignment of macro-organizational strategies with sector-specific human resource strategies, thereby enhancing interactions and communication among employees within the Ministry of Energy.

Leaders’ expression of moral anger is considered very important in curbing unethical behaviors and maintaining an ethical environment in organizations. However, how and the mechanism of its effect is unknown. The purpose of this research is to evaluate the effect of leader moral anger on trust in leader, perceived integrity and organizational justice considering the moderating role of Islamic work ethics. The statistical population of this research was employees working in selected hospitals of Isfahan province. 320 questionnaires were distributed, of which 272 correct questionnaires were used for data analysis. Questionnaires from Shao (2019), Schoorman et al. (2016) and Mayer and Davis (1999), Mayer and Gavin (2005), Colquitt et al. (2022), and Ali (1988) were used to measure the leader moral anger, perceived integrity, trust in the leader, perceived organizational justice, and Islamic work ethic, respectively. The reliability of the questionnaire was confirmed by the Cronbach’s alpha method and its validity by the factor analysis method. Structural equation modeling and SmartPLS software were used to test the research hypotheses. The results showed that the leader moral anger has a positive and significant effect on trust in leader, perceived integrity and organizational justice. Also, the leader’s perceived integrity has a positive and significant effect on trust in leader and perceived organizational justice. In addition the results showed that Islamic work ethics has a moderator effect in the relationship between leader moral anger and perceived integrity. Overall, the research findings suggest that the leader moral anger can have positive consequences for both the leader and the organization.

Organizations around the world in a complex and constantly changing environment must continuously face a wide range of risks, challenges and obstacles that threaten their performance and sustainability (Pauli, 2009). In this regard, addressing complex problems requires the collective development of creative, innovative solutions and the establishment of teamwork relationships (Perry-Smith & Shali, 2003). Therefore, according to today's competitive and fluid environment, organizations have adopted team-based plans to maximize the value of their human capital, in such a way that teams become the basic building blocks of organizational leadership structure design and exponentially in recent research literature. has been reviewed (Mathew et al., 2019). Therefore, with the widespread use of teams in the organizational environment (Mathew et al., 2014), identifying and investigating effective factors in order to improve team effectiveness is of great importance. In summary, Considering today's competitive and fluid environment, audit institutions should pay more attention to the effectiveness of their work teams in order to gain a sustainable competitive advantage and more income. The aim of the current research is to identify and explain the model of the effect of ethical leadership on the effectiveness of the audit team based on McGrath's system framework (input-process-output). This research is practical in terms of research purpose, in such a way that the researcher is looking for information that can be used in scientific situations or obtain a solution to a problem through it. On the other hand, this research is a descriptive-survey type of research. Therefore, since questionnaires and interviews were used to collect information, this research does not cover a specific time period (data collection was done in 1400 and 1401). On the other hand, this research is a descriptive-survey type of research. Therefore, since questionnaires and interviews were used to collect information, this research does not cover a specific time period. In order to achieve the goal of the research, the data of 189 employees of the audit institutes, members of the Certified Public Accountants Society of Iran, were collected in all categories and analyzed using SPSS and SMART PLS software. The results of the research models test showed that managers and supervisors who have the best interests of the employees in mind, make fair and balanced decisions and set an example on how to do work ethically, can create a sense of commitment and cohesion among their team members. strengthen and increase coordination and reduce conflict between them, which leads to improving the performance and efficiency of the audit team. In short, the ethical leadership of the manager and the supervisor improves the cohesion between the members of the audit team, thereby improving the performance and efficiency of the team. In other words, managers and supervisors who have the best interests of the employees in mind, make fair and balanced decisions and set an example on how to do work ethically, can strengthen the sense of commitment and cohesion among their team members and improve their performance and efficiency. According to the results of the research models test, which indicated the effect of manager-supervisor ethical leadership on team interactions, including team members' cohesion, involvement, and coordination, and ultimately team performance and efficiency, the use of ethical leadership by managers and supervisors can bring many benefits, including Coordination between members, reducing emotional conflict, reducing conflict regarding the allocation of resources and responsibilities, increasing the sense of collective commitment, and finally, improving team performance and efficiency. Therefore, it is suggested that managers and supervisors use ethical leadership mechanisms in order to establish effective communication with team members and treat them fairly. Audit institutions can also include the above criteria in their employment policies as a basis for accepting or continuing to work with audit managers and supervisors. Regarding the limitations of the research, it should be noted that due to the fact that part of the information was collected through virtual space, the researcher did not directly monitor the correctness of the responses of the sample subjects and there is a possibility of potential bias of managers and supervisors in connection with self-reporting.

The purpose of this study was to assess the effect of ethical leadership on altruistic voices of employees of Golestan Tax Administration, which was done by descriptive survey method with correlational design. The statistical population included 600 employees working in the General Department of Tax Affairs of Golestan Province who were serving in 1400 and the statistical sample was 234 people using stratified random sampling method through Krejcie-Morgan table. Measurement tools included the Moral Leadership Questionnaire by Brown and Trevino (2006) with 10 items, the altruistic voice by Zuhair and Erdogan (2011) with 5 items, the cognitive trust questionnaire by Yang and Maschelder (2010) with 5 items and the Oxford Psychological Well-being (OHI). With 29 items, their Cronbach's alpha coefficients were 0.935, 0.857, 0.860 and 0.966, respectively. To analyze the data, SPSS25 software was used at the descriptive level for frequency, mean and standard deviation and at the inferential level for correlation, regression and analysis of variance tests to test the research hypotheses. The results showed that ethical leadership has a positive and significant effect on altruistic, cognitive trust and psychological well-being of employees and also a positive and significant effect of cognitive trust and psychological well-being on employees' altruistic voice was confirmed. Cognitive trust and psychological well-being play a significant mediating role in the relationship between moral leadership and the altruistic voice of the staff of the General Department of Tax Affairs of Golestan Province.

The present study examines the effect of ethical leadership on knowledge concealment by explaining the mediating role of relational social capital and instrumental thinking. This research is among quantitative research and also has a comparative approach in terms of research philosophy. The statistical population of the research is 360 employees of Lorestan University, considering that the size of the statistical population is limited and specific, Morgan's formula was used to determine the sample size, and at the level of 95% of the sample volume, 182 people were determined and selected by available sampling method. In this research, the standard questionnaire of Hong et al. (2019), Kabiz (2004), Kalshon et al. (2011), Connelly et al. (2011) was used whose validity and reliability have been confirmed using the content validity method and Cronbach's alpha. In this research, structural equation modeling approach and SPSS and PLS software were used to investigate and test the hypotheses. The findings showed that ethical leadership has a negative and significant effect on knowledge concealment. Also, ethical leadership has a positive and significant effect on relational social capital and a negative and significant effect on instrumental thinking. The research results show that relational social capital and instrumental thinking play a mediating role in the effect of ethical leadership on knowledge concealment.

Intention to employee turnover of key employees in leading organizations has become one of the most important concerns of managers and leaders that by changing the type of leadership style and relationships between managers and employees can reduce the tendency to turnover employees. Ethical leaders try to encourage employees to do the right thing, have justice and deal appropriately with clients in any situation and condition by creating moral awareness, giving responsibility and delegating some responsibilities to subordinates by creating a collaborative atmosphere. Ethical leadership style leads to improvement and promotion of leader-member exchange. Ethical leadership is an influencing factor on pro-social rule-breaking. Pro-social rule-breaking, which is a constructive and positive law breaking, leads to the reduction of deviant behaviors in employees and makes them attached to their organization and leads to the reduction of the intention to turnover in employees. The purpose of this study is to investigate the effect of ethical leadership on employee turnover with emphasis on mediation pro-social rule-breaking and leader-member exchange.

Design/Methodology/Approach: 

The research method is practical in terms of the type of objective. 3200 employees of Tehran Social Security Organization were selected as the population, based on random cluster sampling and using Cochran's formula, 342 people were selected as a statistical sample, and during this time, a questionnaire tool was used to collect data. In this regard, standard questionnaires were used, whose reliability and validity were confirmed during the research. In order to analyze the data, SPSS and AMOS software were used, and the data were analyzed using the structural equation modeling method.

The results showed that the ethical leadership style has a direct and significant effect on intention to employee turnover. Ethical leadership always considers the interests of employees and promotes friendship and justice among employees so that employees can trust their leaders. Employees' high trust in their leaders prevents them from leaving the service, so the rate of Turnover the organization decreases. Through the mediating variables of leader-member exchange and pro-social rule-breaking, it can indirectly have a significant effect on the intention to employee turnover. Ethical leaders, due to the promotion of ethical principles and fair treatment of employees, want employees to achieve their individual goals and achieve the goals of the beneficiaries, as a result, they grant the necessary power to the employees to be able to fulfill the individual goals and the beneficiaries of the cumbersome laws. Bypass Ethical leaders lead to the creation of friendly and intimate relationships with employees through fair behaviors, by creating value and moral awareness, giving authority and responsibility to people, adopting collaborative management, etc. In this way, leader-member exchange between managers and employees are strengthened and they can freely transfer information to each other and with full openness. Also, leader-member exchange can independently lead to pro-social rule-breaking in the organization.

The present research can bring many positive results and lead to the expansion of ethical leadership in organizations, which provides the basis for increasing communication between managers and employees, and also leads to achieving the organization's high goals and reducing intention to employee turnover. Social security organizations can encourage benevolent rule-breaking by promoting a culture of creativity and innovation, which can include giving employees more autonomy and flexibility in their work and encouraging them to think outside the box when dealing with social issues. Social security managers should try to establish an ethical leadership style in the organization and create a friendly and cooperative atmosphere in the organization so that employees can strive to achieve organizational goals and not be afraid of existing obstacles. Also, strengthening relationships is one of the requirements of any organization, especially the social security providers, so that the employees who attract and hire and hold training courses for them do not want to leave the place of service and can bring the organization closer to its real vision with increasing efforts. Social security organizations can promote ethical decision-making among employees by providing clear guidance on the organization's values and ethical principles and encouraging employees to consider the potential consequences of their actions.

Ethical leadership is related to important consequences such as motivation, satisfaction, performance, social behavior, occupational anxiety, and destructive behaviors. Also, ethical leadership and leadership considerations are the strongest factors affecting job anxiety. When employees believe that their managers create an atmosphere of psychological support, mutual trust, help and friendship, and clarity of roles and tasks (a considerate leader), they experience less job ambiguity and, as a result, less job anxiety. Ethical leaders can also reduce job ambiguity by creating clear job expectations, which in turn has a great effect on reducing job anxiety. Ethical leaders model appropriate ethical behavior and provide guidance for how followers should respond to ethical dilemmas. When leaders are honest and trustworthy, job ambiguity among subordinates is reduced. Therefore, the purpose of this research is to survey the relationship between moral leadership and job stress with the mediating role of job ambiguity in the employees of Tehran's air conditioning factory.

Design/Methodology/Approach: 

This research is of an applied type and is included in descriptive correlational research. The statistical population of this study consisted of 450 workers and employees of the ventilation factory located in Tehran. The research method used in this research was correlational descriptive. The sample size of this research includes 114 according to the formula of Tabachnick and Fidel. The required information was collected by two methods library studies (to develop hypotheses) and field method (to test hypotheses). In this research, ethical leadership, job stress, and job ambiguity questionnaires were used. In this study, the content method was used to determine validity and Cronbach's alpha method was used to determine reliability, which was reported as 0.755 for ethical leadership, 0.782 for job stress, and 0.899 for job ambiguity. For data analysis, correlation coefficient and regression methods were used with the help of SPSS software.

According to the results, there is a relationship between ethical leadership and job stress. There is a relationship between ethical leadership and job ambiguity. There is a relationship between job stress and job ambiguity. Since all the relationships were proven, it can be concluded that moral leadership and job stress are related to the mediating role of job ambiguity in the employees of Tehran Poveish Ventilation Factory; Therefore, the main hypothesis of the research is proven.

   When employees believe that their managers create an atmosphere full of psychological support, mutual trust, help, and friendship (a considerate leader), they experience less role anxiety and, as a result, less job anxiety. Ethical leaders, relying on truth and moral character, awareness, moral orientation to society and people, motivating, encouraging, empowering, and morally responsible management along with observing moral values, should be able to reduce the level of job ambiguity among employees in different fields. Finally, it was concluded that job ambiguity causes job anxiety, and it psychologically leads to poor performance of employees.

Municipal Organizations Ethical leadership, by fostering an ethical and transparent environment within the organization, not only reduces employees' job stress but also enhances the quality of their performance by instilling moral values. Therefore, the aim of this research is to examine the impact of moral leadership and moral ambiguity on job stress and performance quality within the organization. This research has an applied purpose and uses a descriptive-survey method. The statistical population of the research includes all 320 employees of Hashtgerd New City Municipality. The minimum sample size was estimated to be 107 people using GPower software, and a simple random sampling method was used for analysis. In this study, a questionnaire was utilized to gather information. The results indicate that ethical leadership has a positive and significant impact on reducing job stress and improving quality performance. Furthermore, moral ambiguity had a positive and significant impact on the mediating role of ethical leadership in job stress and quality performance. According to these results, it can be concluded that offering moral leadership and minimizing moral ambiguity in the organization can help alleviate job stress and enhance the quality of employees' performance. As a result, organizational managers can enhance employees' mental well-being and performance by implementing programs that offer moral leadership and reduce moral ambiguity within the organization.

Encouraging and strengthening creativity among employees is an important strategy for maintaining and improving competitive advantages, ensuring long-term survival and growth of organizations. On the other hand, it is important to determine which leadership styles are related to employees' creativity through which methods, procedures and approaches and through which strategies. Organizational citizenship behavior as a psychological behavior may play a critical role as a mediator in our relationship between leadership styles and employee creativity. The current research is an applied research in terms of its purpose, and a descriptive-survey research in terms of collecting data and information. The statistical population of this research is all the employees of the Persian Gulf State University of Bushehr, numbering 302 people, and the sample size based on Cochran's formula is 169 employees. The tool for collecting data and information from the statistical population was a questionnaire. In order to analyze the research data, the Structural Equation Model (SEM) method and SPSS 22 and Lisrel software were used. The results of the research showed that servant leadership and ethical leadership styles have a significant effect on employee creativity with a mediating role of organizational citizenship behavior.

The purpose of this study is to Investigating the effect of Leader behaviors on the employees' voice behavior with the mediating role of Relational Identification and Work Engagement. The population is employees' of Water and Sewerage Company in Ahwaz city. 269 people were examined as a statistical sample. The research is applied in terms of purpose and regarding the data collection the research is descriptive. Data were collected by simple random sampling method. The data collection tool was a questionnaire and its validity was confirmed by the discriminant validity and convergent validity was confirmed and the reliability of the questionnaire was confirmed by using Cronbach's alpha coefficient and construct reliability (CR). hypotheses were tested using Pearson correlation coefficient and structural equation modeling . The results of the test of research hypotheses show that ethical leadership significant effect on Work engagement, relational Identification and employees' voice behavior. Transformational leadership significant effect on work engagement, relational Identification and employees' voice behavior. Work engagement and relational Identification significant effect on and employees' voice behavior. The role of partial mediation of work engagement and relational Identification in the effect of ethical leadership and transformational leadership on employees' voice behavior was was confirmed.

Thriving at Work is a psychological state that affects the behaviors of employees and because the formality in the organization provides more transparency for employees, it causes the employees thriving at work; so, the purpose of the current research which is practical in terms of purpose and descriptive-survey in terms of data collection was to examine the effect of formality in organization on thriving at work; emphasizing the role of ethics in the municipality of Neyshabur city. The statistical population of the present study was all employees of the municipality of Neyshabur city, that sample size of 110 people was selected. The data collection tool in this research was standard questionnaire and the analysis method used in this research, structural equation modeling technique.The findings of the research showed that the mediating role of Job engagement and interpersonal justice was confirmed in the relationship between formality and thriving at work. also, the moderating role of ethical leadership in the relationship between formality and interpersonal justice was confirmed, and finally, the centralization variable could not weaken the relationship between Job engagement and thriving at work. Therefore, according to the results of this research, it should be noted that formal structures, in addition to negative aspects (such as less flexibility and innovation), have positive aspects such as increasing employees' Job engagement, interpersonal justice, and thriving at work and managers should use the positive benefits of the formal structure for the benefit of their organization and employees.

The present study has been conducted with the aim of analyzing the role of ethical leadership on cynicism and organizational citizenship behavior through of organizational identity and leader-member exchange in Iranian Gas Transmission Company District-2. In terms of purpose, this research is applied and done in a descriptive-correlational way. The sample size based on Cochran's formula, 196 people were selected. The tools of data collection were standard questionnaires and the hypotheses were tested using the structural equation modeling method. The results of the research showed that ethical leadership has a direct and negative effect on organizational cynicism Iranian Gas Transmission Company District-2. Also, the results showed that ethical leadership with the mediating role of organizational identity can lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2. Also, ethical leadership with the mediator role of leader-member exchange can also lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2.

Today, successful organizations are only able to take advantage of all its human resource capacity. Empowering employees to play a role as well. This can be done through ethical leadership and develop a culture of ethics in organizations. This study aimed to investigate the role of corporate ethical culture is the relationship between ethical leadership and employee empowerment.
This study was descriptive and correlational. The population included all employees (270 people) of one of the military University from which 160 people were selected using Morgan table. The data collection Instrument were three questionnaires of moral leadership, empowerment and ethical culture of the organization. Data were analyzed using Pearson correlation tests.
The results showed that the relationship between ethical leadership and ethical culture of the organization has the highest correlation and there is a significant relationship between empowerment and ethical culture of the organization. You can also use the organization's ethical culture as an acceptable mediator for the relationship between ethical leadership and employee empowerment campaign.
According to the findings, managers and officials of the organization should be to strengthen the ethical culture of the organization and create an enabling environment for the empowerment efforts. Improve employee morale, enhanced management support, encourage creativity, innovation and involvement of people in the light of good morals, to build and strengthen their sense of responsibility towards the values and goals, and generally raise their dedication to the organization.

The purpose of this study is to investigate the relationship between ethical leadership and green behavior with the mediating role of green human resource management and the moderating role of environmental knowledge. This research is applied and descriptive-correlational. The population consists of the staff of Vali-Asr Hospital in Fasa city in the winter of 2021. The selected sample includes 245 people who have been selected using simple random sampling method based on Morgan's table. Also, a standard questionnaire was used to examine the research variables. To analyze the findings in the form of 5 main hypotheses, the structural equation method using Smart PLS software was used. The research findings showed that there is a positive and significant relationship between ethical leadership and green behavior of employees and green human resource management and green behavior of employees. Also, a positive and significant relationship was observed between green human resource management and green behavior of employees. Other findings also show that green human resource management plays a mediating role in the relationship between ethical leadership and employees’ green behavior. In addition, environmental knowledge positively moderates the relationship between green human resource management and employees’ green behavior. Based on the research findings, we can understand the importance of paying attention to sustainable development and green human resource management. Also, factors such as ethical leadership in organizations should be taken into consideration more than ever. On the other hand, considering the prominent role of the hospital environment in the possibility of harming the environment, this issue requires careful consideration by managers and planners.

Today's organizations need energetic and interested employees, people who have high enthusiasm and good feeling towards their work. In other words, interested employees are completely absorbed in their work and perform their work activities properly. The purpose of the present study is to model the effect of ethical leadership and ethical culture on teachers' job enthusiasm through the mediation of organizational voice. The purpose of the current research is applied in terms of purpose, and in terms of the type and method of the research, it is correlation of the type of structural equation modeling. The statistical population of the research consists of all male and female primary school teachers of Nemin city, numbering 350 people, who are engaged in teaching in the academic year 1402-1401. The statistical sample of the research was done using Morgan's table and through one-stage cluster sampling, in which the list of schools was set and considered as clusters, and schools were randomly selected from among them, and the questionnaires were randomly selected among 183 Some of the teachers of these schools were distributed. In this research, four standard questionnaires were used to collect data. The obtained results indicate that ethical leadership and ethical culture with the mediation of organizational voice have an indirect effect on teachers' job enthusiasm with path coefficients of 0.29 and 0.24, respectively. Also, organizational voice with the path coefficient value of 68/. With a value of t=4.73, it has a direct effect on teachers' job enthusiasm. In general, educational organizations should institutionalize ethical culture in the organization and use ethical leadership style to improve job enthusiasm.

This research was conducted with the aim of determining the role of perception of managers' moral leadership style in teachers' motivation and job satisfaction. The research method was of correlational type & its statistical population included all secondary school teachers of Nahavand city in number of 366, using stratified random sampling method, 188 people were selected and participated in the study. Data collection tools included scales of: Kalshoven et al.'s (2011) Ethical Leadership Style, Blais' (1994) Self-determination Career motivation, and Minnesota Job Satisfaction (Weiss et al., 1967). To validate them, Lawshe's Content Validity Index was used. So, the validity of the scales was calculated as: 0.66, 0.58, and 0.49 respectively, which shows that the scales have validity. Cronbach's alpha was also used to measure the reliability of them. So, the reliability of each scale was estimated as: 0.81, 0.77, and 0.70 respectively, which shows that the tools have reliability. SPSS version 26 software & correlation and regression tests were used for data analysis. The results showed that there is a positive relationship between moral leadership and motivation & job satisfaction (p>0.05). It was also found that among the components of ethical leadership, the dimensions: "power sharing", "fairness" and "integrity" respectively play the most important role in predicting teachers' job motivation, and the dimensions: "people orientation", "fairness" & "role clarification" also respectively, they play the biggest role in predicting teachers' job satisfaction. so, it is suggested to teach ethical leadership methods to managers and encourage them to follow these methods.

Researchers have called the new century the century of communication and expansion of new businesses, in which users communicate with each other and share their products through social media platforms. In shared businesses, economic activities have different definitions. Respecting ethics and maintaining moral values is one of the essential issues in new businesses. Shared businesses have been welcomed by customers due to their non-face-to-face nature and virtual sales of products, and their ability to offer diverse and cheap products through sharing on the Internet. This research was conducted to investigate the effect of ethical leadership, responsibility, and fair behaviors on attracting and retaining customers in shared businesses.
 
The research is applied in terms of purpose. Its statistical population included all consumers of goods, services, and ideas in shared businesses, who used sharing platforms in the past year. A researcher-made questionnaire was used to collect the required data. The reliability of the questionnaire was confirmed using Cronbach's alpha coefficient. It stood at 0.83. Due to the large size of the community, the sample size was determined to be 384 people through Cochran's formula for indeterminate communities. The questionnaire was randomly distributed among 384 customers of shared businesses in Tehran. To test the main hypotheses of the research, the structural equation model was used in the Lisrel software. To measure the compatibility of the proposed model and the data, model fitting was done. Also, the average, the standard deviation, and other required statistics were used for descriptive statistics.
Among the total of nine proposed hypotheses, three main hypotheses and six sub-hypotheses were confirmed. Also, the mediating role of satisfaction and purchase intention variables was proved.
 
According to the results, the customers of shared businesses buy the products of shared businesses in person and without physically observing the goods. These customers bear more risk compared to traditional business customers. Further studies about the ethical components of attracting and retaining customers in new shared businesses are needed. Ethical responsibility for respecting the rights of customers is a binding principle in shared businesses. Ethical behaviors in practice reflect the ethical and governance values of that company. Making ethical decisions when sharing products to attract and retain customers is more than a choice. The results of the research conducted in Tehran investigating the components of ethical leadership, responsibility, and fair behavior in attracting and retaining customers in shared businesses showed that ethical leadership has a positive effect on attracting and retaining customers in shared businesses. It seems that the nature of moral behavior can be seen in virtual environments as well.

Employee burnout and happy and cheerful mood in the organization can be influenced by different styles of organizational leaders and how they communicate. The purpose of this study was to identify the effect of ethical leadership on the prevention of burnout by employees with the mediating role of organizational vitality.

In terms of applied purpose, data collection is quantitative and descriptive-analytical and correlational. This study was conducted in the statistical population of Amin University of Law Enforcement Sciences with a questionnaire. Cronbach's alpha was used for instrument reliability and confirmatory factor analysis was used for validity. To test the hypotheses, the structural equation model in spss22 and Smart Pls software package has been used.

The results show that the moral leadership of university managers has a direct and significant effect on the prevention of burnout, equivalent to 0.48 and organizational vitality, equivalent to 0.57. Also, the moral leadership of university managers through organizational vitality has a significant effect of 0.29 on the prevention of burnout. Therefore, the research hypotheses are confirmed.

The results indicate that the dimensions of ethical leadership can predict 0.17 of the changes in burnout of university staff and by repairing and rebuilding indicators such as; Feeling tired, indifferent to colleagues and students, and feeling wasted energy can prevent burnout.