Religion can make a mutual relationship between WorkConscience and lifestyle. In fact, the widespread distribution of religion has made a public and stable culture among populations. Furthermore, its application can improve Work-Conscience in social and individual domains as a daily habit. Giving up this habit can cause guilty Conscience and make people follow social norms of affect people’s Work-Consciences and lifestyles, guide them through the direction of religion, and make influential interaction between them can be as follows: considering religion as an effective element in encouraging hardWorking, regarding Work as a holy activity, and paying attention to earning Halal income to internalize Work-Conscience in a religious lifestyle. Moreover, Islamic lifestyle, which is founded upon Islamic beliefs, can significantly create and improve Work-Conscience. The present study intends to assert such a relationship.

Work Conscience can be considered as a situation in which people in the society in various jobs, attempt to do their job accurately and completely. Considering the significance of discussing Work Conscience, the present study aimed to investigate the relationship between social health and Work Conscience of councilors by using field method, survey technique, questionnaire tool and using SPSS and Smart PLS software. The statistical population of the present study included 3500 councilors of neighborhoods in Tehran according to the latest statistics. The results indicated a significant positive and direct relationship between social health (0. 34) and its dimensions i. e. social correlation (P = 0. 32), social participation (P = 0. 40), social cohesion (P = 0. 30), social acceptance (p=0. 35), social self-actualization (p=0. 33) and the Work Conscience of Tehran councilors. Therefore, all research hypotheses were confirmed. The results of the Smart PLS structural equation model showed that the effect of the independent variable of social health on the Work Conscience of Tehran councilors was 0. 58.

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: The purpose of this study was to investigate the effect of conscientiousness on social responsibility through mediation of professional ethics among Mohaghegh Ardebil University staffs. Method: The research method is descriptive-correlation. Population of this study includes 380 employees of Mohaghegh Ardebil University. 190 individuals were selected as sample using simple random sampling method. For collecting data، three standard questionnaires of conscientiousness، social responsibility and professional ethics have been used. T-test and structural equation modeling were used to analyze the data. Results: The results showed that: Work Conscience has a direct effect on professional ethics. There is also a positive and significant relationship between professional ethics and social responsibility، and as professional ethics rises، social responsibility rises، which means that there is a direct linear relationship between professional ethics and social responsibility. Conclusion: Considering the positive and significant relationship between professional ethics and social responsibility، it seems that universities and its managers should pay particular attention to these variables، it is suggested that they should be consistent with and based on the standards and the principles of professional ethics in their organization to promote social responsibility.

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.

It can be acknowledged by thinkers, reformers, and religious leaders that it would be essential to develop and institutionalize admirable social traits, especially Work Conscience. Undoubtedly, an important factor of the happiness, improvement, and civilization of every society is that people living in the society possess admirable social traits. In spite of the fact that some societies are deprived of the religious doctrines of Islam (and other heavenly religions) they have considerably succeeded in developing and institutionalizing certain socially admirable traits. From the philosophical and religious standpoints, all people have God-given nature with respect to knowledge, power, and tendency, and are disposed to be morally good. However, this disposition is not sufficient to actually have socially good traits, and many factors are required to actualize it. In this paper, using a descriptive analytic method, I address the fact that to fulfill the innate potentials of social moral traits, three elements are extremely influential: (a) effective scientific management, (b) education based on realistic and precise philosophical anthropology, and (c) to strengthen the bedrock of and to remedy the defects of religious life.

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).