Relationship between Code of Ethics and Organizational Sustainability Performance: Emphasizing on the Role of Philanthropy

 In order to access sustainable organizational performance and low staff turnover intention, it is necessary to prevent corruption in the system and to focus on ethical issues that are one of the factors associated with these variables. For this purpose, this research has investigated the role of code of ethics and corporate philanthropy actions for participating in changing the work environment and how they affect the sustainable organizational performance among employees of the Day bank.

The method of this research is descriptive-correlation. The statistical population used in the current study consists of all employees of Day-Bank in Tehran. Using a non-probabilistic sampling method, a number of 175 employees were selected as a statistical sample. Data were collected using a questionnaire and structural equation was used for analysis.

Code of ethics have a direct relationship with philanthropy, job and organizational engagement, and indirect relationship with the turnover intention and organizational sustainability performance. Similarly, philanthropy actions have a direct relationship with job engagement and a negative relation to the turnover intention and indirectly affects organizational sustainability performance. The turnover intention has a negative relationship with organizational sustainability performance.

Conducting training programs to create a culture of ethics and prevent abuse, emphasizing formal ethics education, finding ethical issues related to the community, and helping to improve the community increases the professional and organizational attachment of employees, which reduces the need for provides employee turnover and sustainable organizational performance.