Analyzing the Relationship between Ethical Culture and Organizational Ethics and Occupational Involvement

If the space governing the organization is a space with ethics due to adherence to ethical principles, the existence of such a space for employees creates commitment and desire to continue working in the organization and improve the overall performance of the organization. The purpose of this study is to analyze the relationship between ethical culture and organizational ethics with job conflict among employees of sports and youth departments in Kermanshah province.

The research method is descriptive-correlation and applied in terms of purpose. The statistical population of the study included 150 employees of sports and youth departments of Kermanshah province that 110 people were selected as a sample using simple random sampling method. The research tool was the use of three questionnaires: Singingpadi and Wittelchr('39')s ethical culture, Organizational Ethics Questionnaire (EPQ), and Ladeel & Conner Job Engagement Questionnaire. Structural equation modeling and confirmatory factor analysis were used to analyze the data.

In general, ethical culture and organizational ethics are related to job conflict. This is based on the correlation test between moral culture and job conflict to the extent of 0.000 and we have a significant relationship between organizational ethics and job conflict to the extent of 0.002. In this regard, the relationship between moral culture and job conflict is more appropriate and it can be said that job conflict has received more relationship from moral culture than organizational ethics.

It seems that efforts to establish an ethical work environment in the organization and encourage employees to perform work activities based on ethical culture, can provide opportunities to promote employee job conflict.