Background and Aim: Organizational effectiveness depends on variables such as Organizational Development and justice. Paying attention to the concept of Work Conscience in health organizations, like other organizations, is in fact an ethical and humane view of the concept of Work, which itself is affected by various factors. The present study was conducted with the aim of investigating how Organizational Development and justice relate to the Work Conscience of health centers’ staff. Methods: This research is a descriptive correlational study conducted on 197 health netWork staff members in Shahrekord, were selected and studied through convenience sampling method. Data collection was done using three standard questionnaires: The Organizational maturity (Spiders, 2007), the Organizational justice scale (Niehoff and Moorman, 1993) and the Work Conscientiousness scale (Costa & McCrae, 1992). Data analysis was done using descriptive and analytical statistics (Pearson Correlation Coefficient and regression testing) and SPSS 16. Ethical Considerations: This study has been approved by the Ethics Committee. Ethical considerations such as filling out the informed consent form, voluntary participation, explaining the research objectives and ensuring data confidentiality were observed. Results: The findings indicate that the mean score of Organizational Development and justice is significantly related to Work Conscience (P<0.001). There is a significant positive relationship between the mean score of Organizational Development and the staff’s Work Conscience (r=0.711, p>0.001). There is also a significant positive relationship between the mean score of Organizational justice and the staff’s Work Conscience (r=0.701, p>0.001). Conclusion: Reinforcing Organizational justice, through applying laws and guidelines, leads to the enhancement of justice and the observance of fairness among the staff. Furthermore, improving Organizational Development will provide a stronger basis for the health staff’s bringing their Conscience to Work.

Organizational citizenship behavior (OCB) has received considerable attention in recent years. It has been studied as behavioral outcome of employee' motivation in organizations. However, the present study sought the relationship between employee' Work Conscience with OCB. For this purpose 267 physical education teachers responded to Costa & Mcrae Work Conscience (1992) and Podsakof's OCB (1990) questionnaires. Data was analyzed by using Pearson's correlation and independent “t” tests. The results of the study showed significant positive relationship between employees' Work Conscience with OCB and its subscales. No differences were found between male and female teachers regarding Work Conscience & OCB. From the study of literature its revealed that employee Work Conscience is essential to behavior in boosting up Organizational citizenship performance and high quality of services as well as inducing and maintaining high level of motivation in employees.

Background & Purpose: The severe psychological shocks and traumas that the employees of an organization experience as a result of different factors can have many unpleasant outcomes for employees and the organization. This study analyzed the effect of Organizational trauma on moral behavior and Work Conscience of employees through the mediating role of Organizational culture. Methodology: This is an applied descriptive-correlational study, in which the statistical population includes 386 employees Working at the University of Kashan. Cochran’ s formula of sample size was used along with the stratified random sampling method to selected 186 employees as the statistical sample. The data collection tool was a questionnaire, and data analysis was performed through the path analysis method and the one-sample t-test in SPSS and AMOS. Findings: The means of Organizational trauma, moral behavior, Work Conscience, and Organizational culture were above average in the University of Kashan. Moreover, Organizational trauma had negative, significant effects on moral behavior and Work Conscience of employees, whereas Organizational culture had positive, significant effects on their moral behavior and Work Conscience. Conclusion: Organizational trauma can have devastating effects on moral behavior and Work Conscience of employees; however, a rich and positive Organizational culture can moderate and mitigate these devastating effects.

Organizational health is an important issue of community and organizations. That the basic prerequisites for its emergence are the adoption of valuation of the organization and Work Conscience. In this study, besides investigating the efficacy of Work Conscience on Organizational health, the role of valuation as a mediating variable has been studied as well. The present applied research is descriptive-survey in terms of method. The statistical population includes managers and employees of selected organizations in Maragheh and Zanjan with 2706 subjects. The data were collected through a questionnaire with a stratified random sampling method, distributed among 443 staff members of the study organization. Questionnaires have adequate validity and reliability and after collecting the data, structural equation modeling of SPSS20 and PLS software was used to test the hypotheses. Results showed that Work Conscience affects Organizational health with severity (0. 218), and it affects Organizational health with mediating role of valuation with severity (0. 657). Also, the Islamic Development Organization allocated the highest mean score of Work Conscience (4/51) the Organizational health score (3/76), and The Foundation of Martyrs and Veterans Affairs (3/70).

AbstractPurpose: The velocity of change in the surrounding world has forced them to identify those factors which impact their change capacity. The present study was conducted to identify and prioritize influential factors on Organizational change capacity.Methodology: In terms of purpose, this was explorative and applied research. Its population included ten familiar experts with research subjects in a research and training center. By reviewing the literature on change capacity, relevant, influential factors were identified, and they were concurred by the fuzzy Delphi technique, and then they were ranked. After recognizing influential factors, a pair comparisons questionnaire was distributed among ten experts, and after gathering the questionnaires, effecting factors were ranked using the Expert Choice11 Software package and AHP technique.Findings: Results show that Organizational culture, structure, and style of leadership were the main factors that impacted change capacity.Conclusion: The influential factors can be divided into three categories: environmental, content, and structural elements. Environmental factors include environment and innovation; content factors include team Working, intellectual capital, leadership, political behavior, and human resource management; Structural elements include strategy, structure, Organizational policies, information technology, knowledge management, and technology. Value: This is the first time in the literature that the influential variables affecting the change capacity were recognized and categorized in a conceptual classification that has not been seen in the previous research.

The purpose of the present study was to investigate the relationship between ethical entelligence, Work ethics, and Organizational commitment among school principals in Meybod with an emphasis on the Islamic approach. This study had a descriptive-correlational design. The statistical population of the study comprised all school principals at different stages of education in Meybod in academic year 2016-2017. The sample size was determined based on Krejcie and Morgan Table (1970) and 108 indiviuals were selected through random stratified sampling method. The instruments included Lennick and Kiel's Ethical Intelligence Questionnaire (2005), Costa and McCrae Work Ethics Questionnaire(1992), and Organizational Commitment Questionnaire (Mowday, Porter & Steers, 1992). The reliabililty and validity of the instruments were approved by psychometric criteria. The obtained data were analyzed by using Pearson correlation coefficient and stepwise multivariate regression analysis. Results indicated that moral intelligence had the predicitive power for Work ethics and Organizational commitment. More specifically, among the components of moral intelligence, the best predictors of Work ethics were standing up for what is right in the first stage and standing up for what is right as well as admitting mistakes and failures in the second stage. Furthermore, among the components of moral intelligence, the best predictors of Organizational commitment were actively caring about others in the first stage, telling the truth in the second stage, and admitting mistakes and failures in the third stage

Purpose: The present study aimed to investigate religious beliefs on Organizational commitment with the mediating role of Work Conscience in Imam Khomeini Hospital in Amol. Materials and Methods: This research is applied in terms of purpose and quantitative in terms of type of research. It is descriptive-survey in terms of data collection method. The statistical population included the staff of Imam Khomeini Hospital in Amol city. 183 people were selected as a sample. The sampling method is random. A questionnaire is used to collect information. Cronbach's alpha was used for reliability and face validity was used for validity. Findings: The obtained data were analyzed to test the research hypotheses using LISREL software. The results of the main research hypothesis were confirmed at 95% confidence level. The results showed that religious beliefs have a significant effect on Organizational commitment and Work Conscience of employees. Work Conscience has a significant effect on Organizational commitment of employees. Conscience plays a mediating role in influencing religious beliefs on employees' Organizational commitment. Conclusion: The results show that focusing on religious beliefs increases Organizational commitment and this variable of Work Conscience also facilitates this relationship, so by strengthening religious beliefs and creating a religious belief promotes Organizational commitment of employees and eventually, their productivity will increase, so it seems necessary to pay attention to it in the organization.