Purpose: Regarded to the role and importance of Islamic teachings in improving ORGANIZATIONAL effectiveness and performance, the present study was conducted with the aim of presenting an ORGANIZATIONAL VIRTUOUSNESS model based on Islamic teachings. Methodology: The type of research based on the purpose was applied and based on the implementation method was exploratory from type qualitative. The research population was documents and texts of ORGANIZATIONAL VIRTUOUSNESS based on Islamic teachings and experts and pundits in this field (university professors of humanities and management and seminary professors and Islamic sciences), which according to the principle of theoretical saturation, number of 30 people of them were selected as the sample by purposive sampling method. Data were collected through take noting from documents and texts and semi-structured interviews with experts,which the validity of interviews was evaluated appropriate by the triangulation method and its reliability calculated 0. 86 by the Cohen's Kappa coefficient method. Also, to analyze the data were used from theme analysis method. Findings: The results showed that ORGANIZATIONAL VIRTUOUSNESS based on Islamic teachings has six organizer themes including voice of nature (with six basic themes), populism (with seven basic themes), religious beliefs (with eight basic themes), moral attributes (with seven basic themes), job commitment (with six basic themes) and Islamic management (with six basic themes). According to the themes, the ORGANIZATIONAL VIRTUOUSNESS model was designed based on Islamic teachings. Conclusion: According to the ORGANIZATIONAL VIRTUOUSNESS model based on Islamic teachings, planning to promote ORGANIZATIONAL VIRTUOUSNESS through organizer and basic themes is necessary. Therefore, experts and planners of organizations can take an effective step to improve ORGANIZATIONAL VIRTUOUSNESS and ORGANIZATIONAL performance and effectiveness by improving the themes of this research.

In recent years there has been considerable debate about the positive outcomes of ORGANIZATIONAL justice ‘So that it is effective as a tool to achieve ORGANIZATIONAL VIRTUOUSNESS. Because the rate of municipal facilities in leading economic, social and cultural role is responsible for the different areas And the other people as owners and beneficiaries of justice are mutually communication Infrastructure and create conditions for the development of trust among individuals and organizations, public and municipal employees can be for mutual gain. The purpose of this study is to analyze and explain the relationship between ORGANIZATIONAL justice and ORGANIZATIONAL VIRTUOUSNESS is in Rasht municipality. For this purpose, the population of 927 employees in Rasht municipality, a sample size of 247 was determined. The results of this study show that in Rasht municipality significant positive relationship between ORGANIZATIONAL justice and ORGANIZATIONAL VIRTUOUSNESS.

Background and Aim: Given the importance of ORGANIZATIONAL ethics and the role of ORGANIZATIONAL VIRTUOUSNESS in fostering positive interactions, present study aimed to investigate the relationship between ORGANIZATIONAL health and VIRTUOUSNESS with mediating role of ORGANIZATIONAL justice. Materials and Methods: In this descriptive-correlational study based on Structural Equation Modeling, 218 high school teachers in district 1 of Zahedan city were selected by proportional-stratified random sampling method in 2018-19 academic years. Hoy et al’ s ORGANIZATIONAL Health (1996), Cameron et al’ s ORGANIZATIONAL VIRTUOUSNESS (2004) and Niehoff & Moorman s ORGANIZATIONAL Justice (1993) questionnaires were used for data collection. Correlation coefficient and structural equation modeling were used for data analysis by Lisrel and SPSS software. Findings: The means and standard deviations of ORGANIZATIONAL health, ORGANIZATIONAL justice and ORGANIZATIONAL VIRTUOUSNESS were 171. 32± 24. 5, 77. 4± 10. 91 and 62. 12± 9. 1 respectively. There was a significant positive correlation between ORGANIZATIONAL health with ORGANIZATIONAL justice (r=0. 776, p<0. 001) and virtuesness (r=0. 838, p<0. 001) and also, between ORGANIZATIONAL justice and virtuesness (r=0. 779, p<0. 001). The direct effect of ORGANIZATIONAL health on ORGANIZATIONAL virtuesness (t=2. 89, β =0. 33) and justice (t=9. 78, β =0. 9) and the direct effect of ORGANIZATIONAL justice on ORGANIZATIONAL virtuesness (t=2. 18, β =0. 25) was significant. The indirect effect of ORGANIZATIONAL health on ORGANIZATIONAL virtuesness with the mediating ’ role of ORGANIZATIONAL justice was also significant (β =0. 225). Conclusion: According to the findings, managers of organizations can promote ORGANIZATIONAL virtuesness by promoting ORGANIZATIONAL health and ORGANIZATIONAL justice.

The present study was carried out in order to evaluate the psychometrics properties of the Persian version of ORGANIZATIONAL VIRTUOUSNESS Scale and prediction of ORGANIZATIONAL VIRTUOUSNESS by considering ORGANIZATIONAL citizenship behavior. 141 persons who were selected from Tele Communication Company of Isfahan employees by simple random sampling, completed the ORGANIZATIONAL VIRTUOUSNESS Scale (Cameron, Bright & Caza, 2004) and ORGANIZATIONAL Citizenship Behavior Questionnaire (Podsakoff, MacKenzie, Moorman & Fetter, 1990). The results of exploratory factor analysis defined two factors: 1) optimism- trust- compassion and 2) integrity- forgiveness. The reliability coefficients were found to be satisfactory for the total scale (a=0.93) and its factors (ORGANIZATIONAL citizenship behavior: a=0.90; integrity-forgiveness: a=0.87). Also, the Pearson’s correlation coefficients showed that there is positive significant relation between ORGANIZATIONAL VIRTUOUSNESS and ORGANIZATIONAL citizenship behavior (P<0.01) as well as its three dimensions e.g. civic virtue (P<0.05), altruism (P<0.01) and courtesy (P<0.05). Analysis of regression showed that ORGANIZATIONAL citizenship behavior dimensions could predict ORGANIZATIONAL VIRTUOUSNESS and its first factor (optimism- trust- compassion). Thus, ORGANIZATIONAL VIRTUOUSNESS Scale can be used as a reliable and valid tool in ORGANIZATIONAL researches. Also, the ORGANIZATIONAL citizenship behavior is useful in the prediction of ORGANIZATIONAL VIRTUOUSNESS.

Background: Paralleling the many scandals of organizations and consequently damaged public trust to them, positive ORGANIZATIONAL scholarship focused on the notions such as virtue, moral character, and virtuous organization. With this approach, the purpose of this study was to examine the factorial structure and internal consistency of ORGANIZATIONAL VIRTUOUSNESS questionnaire.Method: Research method was descriptive-correlation. Statistical population was Roads and Urban Development General Directorate staff of Kerman and 118 subjects were selected using random sampling. To investigate the factorial structure of ORGANIZATIONAL VIRTUOUSNESS questionnaire, confirmatory factor analysis was used and to determine its internal consistency, Cronbach's alpha coefficient was used.Results: The results showed that the factorial structure of ORGANIZATIONAL VIRTUOUSNESS questionnaire consists of five dimensions of optimism, trust, compassion, integrity and forgiveness, was confirmed. The internal consistency of the questionnaire components being in the range of.709 to.830 that was acceptable.Conclusion: According to the findings, validity and reliability of five-factor version of ORGANIZATIONAL VIRTUOUSNESS Questionnaire, is good and can be used in future research.

Background: Positive links between virtues and individual and ORGANIZATIONAL performance have received an increasing amount of support in the positive ORGANIZATIONAL studies literature. The aim of this study was to explain the role of ORGANIZATIONAL VIRTUOUSNESS and ORGANIZATIONAL trust in a public organization. Method: Currents study is a correlation research. The statistical population of the study was included 200 personnel of technical and professional organization. By simple random sampling، 127 participates were selected، and finally125 questionnaires were completed. The data were collected through two questionnaires; ORGANIZATIONAL VIRTUOUSNESS and ORGANIZATIONAL trust. After calculating of instrument validity and reliability and distribution of them، data were analyzed by one sample T test، Pearson correlation and structural equation model (SEM). Results: The results indicate that the value of ORGANIZATIONAL trust and its dimensions-just integrity-were higher than acceptable adequacy level but were lower than desired level. Also، in viewpoint of employees، the organization wasn't a VIRTUOUSNESS organization. The result also showed that there is a positive and significant relationship between ORGANIZATIONAL VIRTUOUSNESS and ORGANIZATIONAL trust. Conclusion: Finally، based on the structural equation model، the finding showed that ORGANIZATIONAL VIRTUOUSNESS directly was significant positive anticipant of the ORGANIZATIONAL trust. It plays an important role on ORGANIZATIONAL trust.

The purpose of this study was to investigate the promotion determinants of ORGANIZATIONAL VIRTUOUSNESS in Tabriz state hospitals. The statistical population of this research consists of the staff of Tabriz state hospitals and the size of statistical sample is 362 individuals based on Cochran formula. The stratified random sampling method was used to collect the samples and the data collection tool was a questionnaire which was provided to statistical sample. The multiple regression analysis was used to analyze the statistical data. The results from the mean equation test showed that the average obtained for ORGANIZATIONAL VIRTUOUSNESS is higher than the average level and it is in a desired level. According the results from the estimation of linear regression model, about 65% change is explained in the ORGANIZATIONAL VIRTUOUSNESS with independent variables in the model. Moreover, the variables of ORGANIZATIONAL structure, human resources, private environment and public environment affect ORGANIZATIONAL virtue with explanatory coefficient of 0. 278, 0. 136, 0. 487 and 0. 154, respectively. Unlike the ideas of many experts in environmental issues and their negative impact on the virtue-based ethics of the public sector, the researchers of this study believe that the most important reason behind the loss of morality and negligence of virtuosity in organizations should be sought within the organizations and their daily activities.

ORGANIZATIONAL VIRTUOUSNESS, ORGANIZATIONAL citizenship behavior and ORGANIZATIONAL happiness are among the most important aspects of ethics in organizations. This research seeks to examine the impact of perceived ORGANIZATIONAL VIRTUOUSNESS on ORGANIZATIONAL identification with the moderating role of ORGANIZATIONAL citizenship behavior and mediating role of ORGANIZATIONAL happiness in the Traffic Police. The research is an applied one in terms of purpose and a descriptive correlational study in terms of method. The reliability and validity of the instruments were measured using the composite reliability, Cronbach's Alpha, convergent and divergent validity. Data was analyzed using Smart PLS and SPSS. Sobel and VAF tests were used to measure the severity and t-value test was applied to test the mediating role of ORGANIZATIONAL citizenship behavior. Data analysis showed that perceived ORGANIZATIONAL VIRTUOUSNESS has a significance positive effect on ORGANIZATIONAL identification and ORGANIZATIONAL citizenship behavior. The moderating role of ORGANIZATIONAL happiness was not confirmed in the relationship between ORGANIZATIONAL VIRTUOUSNESS and ORGANIZATIONAL identification. On the other hand, Sobel test indicated that almost 52 percent of perceived ORGANIZATIONAL VIRTUOUSNESS changes on ORGANIZATIONAL identification the mediating role of ORGANIZATIONAL citizenship behavior. Therefore Employees who perceived a high level of ORGANIZATIONAL virtuous believe that the organization care about their expectations and priorities.