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Objective: The purpose of the present study was to investigate the structural relationships between work ethics (with an Islamic approach) and purposefulness in life with spiritual well-being through the mediation of work engagement. Method: The type of research consisted of correlational with structural equations. The statistical population of the present study was all junior and senior high school teachers of West Azarbaijan province (N=26000). A sample (n= 450) was selected using multistage cluster sampling. In order to collect data, Paloutzian and Ellison (1982) spiritual well-being questionnaires, Ryff's psychological well-being (1989), Ali's Islamic work ethic (1988) and Utrecht Work Engagement Scale of Schaufeli et al. (2002) were used. The data were analyzed through structural equation modeling using Smart PLS software. Findings: The results showed that Islamic work ethics and purposefulness in life have a positive effect on spiritual well-being directly and indirectly by mediation of work engagement. Conclusion: In this way, it is concluded that by improving Islamic work ethics and giving more importance to purposefulness in life, engagement at work and, as a result, the spiritual well-being of teachers will be reinforced. [ABSTRACT FROM AUTHOR]

Non-pharmaceutical interventions aimed at reducing the spread of COVID-19 rely largely on voluntary compliance among the target population to be effective, since such measures, which are aimed at the entire population, are very hard to enforce. In this paper, we focus on the impact of different work ethics on the spread of COVID-19. There are indeed reasons to believe that populations with different attitudes toward work will react differently to stay-at-home orders and other policies that forbid people from working. By means of a quantitative analysis, using hybrid model estimators, we test the impact of different work ethics on COVID-19 diffusion in a sample of 30 European countries. Results show that the more a population holds certain beliefs about work—namely, that it is humiliating to receive money without working, that people who do not work become lazy, and that work always comes first—the higher contagion rates of COVID-19 are, ceteris paribus. On the other hand, the more a population perceives work as a social duty, the lower contagion rates are. All this suggests that different work ethics matter in the containment of COVID-19. [ABSTRACT FROM AUTHOR]

Abstract Educational institutions rely on academic citizenship behaviors to construct knowledge in a responsible manner. However, they often struggle to contain the unlawful reuse of knowledge (or academic citizenship transgressions) by some learning communities. This study draws upon secondary data from two televised episodes describing contract cheating (or ghostwriting) practices prevalent among international student communities. Against this background, we have investigated emergent teaching and learning structures that have been extended to formal and informal spaces with the use of mediating technologies. Learners’ interactions in formal spaces are influenced by ongoing informal social experiences within a shared cultural context to influence learners’ agency. Building upon existing theories, we have developed an analytical lens to understand the rationale behind cheating behaviors. Citizenship behaviors are based on individual and collective perceptions of what constitutes as acceptable or unacceptable behavior. That is, learners who are low in motivation and are less engaged with learning may collude; more so, if cheating is not condemned by members belonging to their informal social spaces. Our analytical lens describes institutional, cultural, technological, social and behavioral contexts that influence learner agency.

Copyright of Politica y Sociedad is the property of Universidad Complutense de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Work immersion is a key subject under the Senior High School (SHS) curriculum that is conducted in different ways and time frame as needed by SHS learners. This study was conducted to find out the work immersion performance of the Grade 12 students at San Isidro High School and Subic National High School, Zambales, Philippines. The IV-DV model of this research involved the profile of the student respondents and their work immersion performances in the schools' partner companies. This study utilized the descriptive method of research which adapted the DepEd Schools Division of Bulacan's checklist for work immersion performance. Data revealed that student-trainees performed very satisfactorily on their work immersion showing good work ethics and personality suitable of a future employee in any company they want to apply in. Male and female ABM students have the same level in job skills which implied that the profile variables of the trainees have no influence on the work immersion performance. From the findings and conclusion of this study, the implementing schools may need to improve the academic performance of ABM students to reach an excellent level and may allow them to join trainings and seminars given to regular employees about improving work ethics and personality development. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Economic Administrative & Legal Sciences is the property of Arab Journal of Sciences & Research Publishing (AJSRP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aim: This study investigated the influence of structural empowerment and work ethics on work engagement among millennial Saudi clinical nurses. Background: No extensive research has been conducted on the structural empowerment, work ethics and work engagement of millennial nurses, especially in Arab countries such as Saudi Arabia. Design This study utilized descriptive correlation quantitative design. Method: A total of 250 millennial Saudi nurses participated in the online survey containing the Multidimensional Work Ethic Profile–Short Form, Conditions for Work Effectiveness Questionnaire‐II and Utrecht Work Engagement Scale. Results: Descriptive analyses revealed the highest mean for 'delay of gratification' for work ethics (M = 4.38, SD = 0.66), 'access to opportunity' for structural empowerment (M = 4.28, SD = 0.78) and 'dedication' dimension for work engagement (M = 5.02, SD = 1.10). Regression analysis revealed that marital status, employment status, type of hospital, structural empowerment and work ethics influenced the work engagement of millennial Saudi clinical nurses. Conclusions: Personal and organisational factors, work ethics and structural empowerment contribute to the work engagement of millennial Saudi clinical nurses. Implications for nursing management: This study discusses the importance of formulating strategies such as recognition, rewards and incentives for good nursing practice to foster the work engagement of millennial nurses. [ABSTRACT FROM AUTHOR]

This study aims at describing the work ethics profile of Vocational College Students in Indonesia. Work ethics is an important indicator of human resources quality, and also an element of employability skills, that must be owned by students of Vocational College as working-age population. There are four main dimensions in work ethics: commitment, integrity, professional attitudes, and hard work. It is descriptive research on self-evaluation survey. It uses a Likert scale with five response options, ranging from 1 (never) to 5 (always). The respondents were determined using cluster sampling and convenience sampling. They are from four vocational colleges based on the three regions in Indonesia: College A (representing Western Indonesia colleges), College B and C (from Middle Indonesia), and College D (in Eastern Indonesia). This geographical perspective is used to get a profile of Vocational College students’ work ethics regionally and nationally. The study concludes that there is no major difference among the self-evaluation results of work ethics in Western Indonesia, Middle Indonesia, and Eastern Indonesia (the mean scores of the four dimensions in four colleges range from 3.89 to 4.54). The study concludes that integrity is in the highest rank among other dimensions. The one that takes place in the second position is commitment, except the one in College C. It is consecutively followed by being professional (except College C since its being professional is in the second place). The last is hard work. This profile signals positive support towards the demographic dividend for the development of the country.

Responding to calls for more substantive studies into ethical and responsible lobbying, we analyze data collected over a 5-year period in Brussels to explore how individual lobbyists understand the ethical dimensions of their work. Mobilizing insights from the sociology of the professions, we expose an emerging lobbying professionalism and unpack practitioners' understandings of what being a professional lobbyist entails, focusing in particular on their espoused values of transparency and honesty. While expectations to lobby more transparently and honestly stem from political institutions, we find individual lobbyists—acting as conduits—attempt to disseminate these expectations by setting limits that incite their clients to embrace what policymakers consider professional lobbying practice. Our study contributes to corporate political activity (CPA) scholarship by providing a professions-based understanding of ethical and responsible approaches to lobbying. We provide new insights into contextual and individual-level factors behind the emergence of such approaches, and elucidate implications of lobbying professionalism for business and European Union (EU) governance. [ABSTRACT FROM AUTHOR]

This article analyzes the general impact of the COVID-19 pandemic on the workforce with a special focus on Romania after 2020. Our hypothesis is that the COVID-19 has generated a speed-up change in how people work and their attitude towards work. As regards to the employers, COVID-19 made them adapt to the new sanitary conditions by allowing the employees to work from home, which has also led to an increasing trust in the work ethics of the employee and forced the managers to better allocate the tasks in order to continue to perform as a company. Also, this pandemic has led other employers and entrepreneurs to change and to reinvent their businesses. As pertaining to the employee, this pandemic made him more adaptable to change and to prefer work-from-home conditions or a hybrid system. [ABSTRACT FROM AUTHOR]

Graduates of vocational schools and polytechnics are expected to become skilled workers who are ready to work in various fields of work. Especially for graduates from language study programs, having the language skills and competence certificate is not enough to face the competition in the world of work. They also need to always perform soft skills and work ethics, to be able to get ready for working, to be able to understand colleagues better, and thus to adapt fast in any environment. Thus, there have been issues toward to what extent formal education specifically embeds soft skills and work ethics, what aspects of soft skills and work ethics that employees must possess, and what efforts have been given to develop them. This study aims at describing the efforts done by Language Study Programs, Sekolah Vokasi, Universitas Gadjah Mada (UGM)to adopt soft skills and work ethics and describing the performance of Language Study Programs, Sekolah Vokasi, UGM graduates in the aspects of soft skills (intrapersonal skill, interpersonal skill, and communication) and work ethics (commitment, integrity, professionalism, and hard work). The data were obtained by conducting observation and interview to the head of Language Study Programs and also administering a self-evaluation questionnaire, containing 47 items of soft skills and 44 work ethics items with five performance indicators (1: never – 5: always), that was distributed to 160 graduates from English, Korean, Japanese, and Chinese Language Study Programs of Sekolah Vokasi UGM. The finding of study suggests that efforts done are soft skills training session (in student orientation), etiquette lesson, support in organization participation, and internship program. The mean score of each indicator in the questionnaire is between 3.62 – 4.65 (out of 5). This score shows that the Language Study Programs graduates often and usually perform soft skills and work ethics that benefit them in the labor market.

One of the sustainable development goals (SDGs) on the 2030 Agenda for Sustainable Development is to devise policies to promote sustainable tourism and productive employment by 2030. Hotel management have to pay attention to the quality of work life (QWL). It is a system of work in which employees are able to satisfy their vital personal needs. This system focuses on enhancing the employees' QWL and balancing their work and personal life. However, many other variables affect QWL, mostly in the hotel industry. The objective of this study is to find out the effects of QWL on job performance, work motivation, job satisfaction, self-efficacy, and work ethics of hotel employees in Lombok, Indonesia. The data was obtained from 150 employees working at four-star hotels in the area. The study found a significant relationship between QWL and work motivation, job satisfaction, self-efficacy, and work ethics. The results supported previous research, in that they concur QWL and work motivation, job satisfaction, self-efficacy, and work ethics do affect each other. The human resource department of hotels in Lombok needs to improve several aspects of the QWL, such as by providing a fair and appropriate salary, a better work environment, self-improvement trainings, and employee assistance programmes. Therefore, it is highly recommended that hotel managements and human resource departments in Lombok implement ideal QWL programmes to improve their employees' productivity and performance. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Social Sciences (IJSS) / Uluslararasi Sosyal Bilimler Dergisi is the property of International Journal of Social Science and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Global Journal of Economics & Business is the property of Refaad for Studies, Research & Development and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The sincerity of employee work will be created automatically if employees are satisfied with their work, but job satisfaction cannot increase without a good work ethic and quality of work life that matches the expectations of the employee. The purpose of this study was to determine the effect of work ethics on job satisfaction, quality of work life on job satisfaction, influence of work ethics on quality of work life and to identify and analyze the effect of work ethics on job satisfaction through quality of work life. The data analysis technique in this study used an associative and quantitative approach with a path coefficient measuring instrument. The results showed that there was a positive influence between the work ethic variables and the quality of work life at PT Mahkota Group Tbk. There is a positive influence between work ethics variables on employee job satisfaction variables at PT Mahkota Group Tbk. There is a positive influence between work life quality variables on employee job satisfaction at PT Mahkota Group Tbk. And there is a positive influence between work ethic variables on employee job satisfaction variables through the quality of work life at PT Mahkota Group Tbk. [ABSTRACT FROM AUTHOR]

Background: Human resources form the basis of health care systems and nurses are a large part of this community; therefore, paying attention to factors affecting the performance of nurses is necessary. The aim of this study was to investigate the relationship between mental health dimensions with organizational commitment and work ethics among nurses working in general hospitals affiliated to Tehran University of Medical Sciences. The mental health status among nurses was also investigated. Materials and Methods: This is a descriptive-correlation study and the study population included nurses from general hospitals affiliated to Tehran University of Medical Sciences. 242 nurses were selected from Vali-Asr, Imam-Khomeini, Baharlu, Sina, and Amir-Alam hospitals using stratified sampling and responded to self-monitoring questionnaires including GHQ-28, Allen & Meyerchr('39')s organizational commitment (OCQ), and work ethics (Petty, 1995). Data were analyzed using SPSS-23 software as well as Pearson correlation coefficient, ANOVA, one sample t-test, and independent t-test. Results: Dimensions of social impairment(r=-0/19, p

Objective The most effective and influential capital of any organization is its human resources. The promotion of financial and physical resources results from human resource development. Recognizing and identifying the factors affecting job performance is one of the important management tasks on the macro scale. Therefore, its related factors such as recruiting, training, educating, and maintaining employees, are planned and implemented in a better way by human resource management. If ethical values such as commitment to work, honesty, and integrity are observed, the organization's job performance and success will increase. The present study was conducted with the aim of explaining the relationship between work ethics and job performance of the administrative and medical staff of the University of Welfare and Rehabilitation Sciences and its affiliated centers in 2017. Materials & Methods This was a descriptive-analytic research study. The study population was the entire 1506 administrative and medical staff of the University of Social Welfare and Rehabilitation Sciences and its affiliated centers (Razi Psychiatric Hospital, Rofeideh Rehabilitation Hospital, and Mafi Rehabilitation Center) in 2017. Out of their staff, a total of 250 employees were selected by the straight randomized methodas the study sample. The research instrument consisted of a valid and reliable questionnaire with 15 questions about Patterson's job performance, 50 questions about Gregory's criterion work ethics that has 4 dimensions (attachment and interest, seriousness and perseverance, healthy relationships, and collective spirit and participation), and a demographic information questionnaire. To analyze the data, in the descriptive statistics section, indicators such as statistical tables, distribution indices, and percentage, and in the inferential statistics section (with regard to the abnormal distribution of data) non-parametric tests of Spearman's correlation coefficient and Mann-Whitney U test were used. Results The results showed a significant positive correlation between work ethics and its dimensions with the job performance of employees (P

Background and Aim: In todaychr('39')s challenging world, the ethical issues of work as a requirement in organizations have always been discussed and its relevance to organizational citizenship behavior as a kind of antitrust behavior has always been raised. The aim of this study was to determine the relationship between organizational citizenship behavior and work ethic among the staffs of the faculties of Tehran university of medical sciences in 2016-2017. Materials and Methods: The present research was descriptive-analytic and the statistical population of the study was 426 employees of colleges. They were selected according to the Cochran formula as proportional sample and selected by random sampling. Organizational citizenship behavior inventory (1988) and Grigory, et al, Patty (1990) questionnaire, whose validity was assessed by the experts. The cronbachchr('39')s alpha coefficient, organizational citizenship behavior inventory (0.793), and job ethics (0.764), represent the internal consistency of the questionnaire. For analysis of variables, descriptive statistics and spearman correlation test were used and kolmogorov-smirnov test was used to normalize the data. Results: Most male respondents, aged between 20-30 years; in terms of graduate degrees, were in a professional contract with a record of 5-10 years. Results showed that there was a positive and significant relationship between organizational citizenship behavior and work ethics (p=0.783). Conclusions: Higher organizational citizenship behavior leads to higher levels of work ethics. Therefore, by training and strengthening organizational citizenship behavior, the level of work ethics among employees can be improved.

Announced by the World Health Organization, people have faced a new disease called Coronavirus (Covid-19). Due to rising need for healthcare workers and easy contamination of this virus, healthcare professionals (HCP) have been forced to set their priorities. It is a fact that HCPs have responsibilities to their patients as well as to their families, friends, and colleagues. From this point of view, it was aimed to find out the binding obligations of HCPs in terms of moral theories. It is seen that there is no study about pandemic and work ethics in Turkish literature. According to utilitarianism view, it has been concluded that keeping work during the pandemic is essential, whereas according to self-centered approach that is ethical egoism view, leaving job can be accepted as moral. According to deontological theories, as duty obligation is important, it was concluded that the ethical behavior is to continue working. [ABSTRACT FROM AUTHOR]

Educational institutions rely on academic citizenship behaviors to construct knowledge in a responsible manner. However, they often struggle to contain the unlawful reuse of knowledge (or academic citizenship transgressions) by some learning communities. This study draws upon secondary data from two televised episodes describing contract cheating (or ghostwriting) practices prevalent among international student communities. Against this background, we have investigated emergent teaching and learning structures that have been extended to formal and informal spaces with the use of mediating technologies. Learners' interactions in formal spaces are influenced by ongoing informal social experiences within a shared cultural context to influence learners' agency. Building upon existing theories, we have developed an analytical lens to understand the rationale behind cheating behaviors. Citizenship behaviors are based on individual and collective perceptions of what constitutes as acceptable or unacceptable behavior. That is, learners who are low in motivation and are less engaged with learning may collude; more so, if cheating is not condemned by members belonging to their informal social spaces. Our analytical lens describes institutional, cultural, technological, social and behavioral contexts that influence learner agency. [ABSTRACT FROM AUTHOR]

Although collegial relationships are among the most prevalent types of interpersonal relationships in our lives, they have not been the subject of much philosophical study. In this paper, we take the first step in the process of developing an ethics of collegiality by establishing what qualifies two people as colleagues and then by determining what it is that gives value to collegial relationships. We argue that A and B are colleagues if both exhibit sameness regarding at least two of the following three features: (i) the same work content or domain of activity; (ii) the same institutional affiliation or common purpose; and/or (iii) the same status or level of responsibility. Moreover, we describe how the potential value of collegial relationships is grounded in the relationship goods that two colleagues have reason to generate qua colleagues, namely, collegial solidarity and collegial recognition. Two interesting conclusions that can be drawn from our analysis are that one has to be proficient at one's work if one is to be considered a good colleague and that we are also more likely to be better colleagues if we regard the work we do as valuable. Finally, we draw special attention to the working conditions that are conducive to the generation of good collegial relationships and suggest some policies to promote them. [ABSTRACT FROM AUTHOR]

The paper origins from notes on the margin of the selected books by Richard Sennett. These include, above all, the three volumes the trilogy Homo faber. Its 1st volume is The Craftsman - in Polish translation published under the title Etyka dobrej roboty, alluding Tadeusz Kotrabiński's Traktat o dobrej robocie (in English published as Praxiology). The next volumes of the trilogy are: Together: The Rituals, Pleasures and Politics of Cooperation, and Building and Dwelling: Ethics for the City (also promoted in the article The Fight for the City). Moreover, a book The Culture of New Capitalism by the same author is discussed too. The fundamental changes of our civilization at the beginning of the 21st century - in particular regarding the attitude to work - are of crucial importance in the article. Discussing the theses of the American sociologist, the author refers, among others, to praxiological concepts and his own idea of the „philosophy of practicality", which is an interpretation of Kotarbiński's thought. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Aksaray University Faculty of Economics & Administrative Sciences / Aksaray Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Aksaray University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

While it is routine for literary scholars to interpret texts in terms of the social, political, and economic conditions surrounding their formation, little attention has expressly been paid to work as a decisive contextual category. Yet the conditions, values, and emotions surrounding working lives at any given time in history impress upon literary expression in critical ways, and literary expression can also impact the constitution of and attitudes about waged work in return. In this chapter, I explore how the relationship between the conditions, values, and emotions surrounding work, on the one hand, and literary expression, on the other hand, can be described. I draw upon three concrete examples of literary-critical scholarship that have explored this relationship with regard to specific moments in U.S. American literary history: Cindy Weinstein’s examination of 19th–century allegory as a site of anxiety over rapidly changing labor conditions; Nicholas Bromell’s study of antebellum writers’ concern with mental vs. physical labor; and Jasper Bernes’s identification of a link between post-WWII poetic expression and transformations in labor management from the 1970s onward. These approaches are synthesized into a framework for understanding U.S. American literary expression from a neglected perspective—in terms of conditions, values, and emotions related to work. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Academic Social Science Studies is the property of Journal of Academic Social Science Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The long-term goal of this research is to contribute to the theory and be a material consideration and policy for management in quality human resources and develop various strategies that are able to develop factors that influence whistleblowing actions and for the development of accounting science in the auditing field. Data collection in this study was carried out by distributing questionnaires through distribution or direct delivery to internal auditors in the banking industry who were respondents in Banyumas Regency which was also a population. This study aims to examine the antecedents consisting of professional auditors and work ethics that influence the act of carrying out auditors' whistleblowing. The sampling technique in this study using the census technique. While for data analysis using Statistical Product and Service Solution (SPSS) version 25.00 with multiple linear regression programs. The results of the study show that acceptance of the proposed hypothesis is that the auditor's professional variables and work ethics are proven to influence the actions of conducting auditors' whistleblowing.

The article deals with the genesis of the dual system of education in Germany in the historical context: from medieval craft guilds and the formation of Protestantism labour ethics to modern problems associated with the globalization of the educational space, the digitalization of the economy and production, migration crises. It is shown that the dual education in Germany is a unique system, (1) having the established technological parameters of the ratio of theory and practice, the contract interaction of the student and the employer, the economic support of the learning process; (2) based on the paradigm of labour education; (3) involving social partnership of vocational schools and industrial enterprises, supported by the Federal government and the Government of Germany States, Federal Institute of vocational education, public organizations. The stages in the history of the development of the dual education in Germany are described: a creation of the labour schools during the early and ascetic Protestantism, the emergence of the educational theory that combines the idea of work ethic and moral culture in the era of pragmatic Protestantism, Kerschensteiner’s reform of labour (national) school in the era of neo-Protestantism, disintegration of education in the era of world wars and ideological crises, the revival of the dual system of education and its problems in the era of globalism. The results of the analysis of historical and pedagogical research of Russian and foreign authors, official normative legal documents regulating the process of dual education in Germany, the materials of the Congress on professional education, held in Berlin in June 2018 are presented, which allowed to determine the patterns and prospects of development of the dual system of education in Germany.

Organizational justice is found to act as an impetus that eventually triggers certain behaviors. As such, the purpose of this paper is to investigate the relationship among dimensions of distributive, procedural, interpersonal, and informational organizational justice with "instigated workplace incivility" (equity perspective) in the tourism industry. The study also considered the interactive roles of Islamic work ethics (IWE) and trust in the leader (TIL). Data were collected from the employees working in different hotels (n = 363). Three dimensions of organizational justice had a statistically significant impact on IWI, while informational justice had an insignificant effect. Results also revealed that IWE and TIL do affect the hypothesized relationships. The study is a step toward understanding the importance of organizational justice in the tourism industry which can apply across transnational boundaries in the Islamic nations. [ABSTRACT FROM AUTHOR]

The aim of the research was to determine the importance of organizational ethical climate and the levels of corruption for determining the methods of solving the four ethical dilemmas typical of the working environment – “truth versus loyalty”, “individual vs. community”, “short-term versus long-term” and “justice vs. mercy” (Kidder, 1995). On an ad hoc sample of 313 employees from different organizations in the Republic of Serbia, an online questionnaire was applied for data collecting on the perception of the organizational ethical climate, the tendency towards corruptive rationalizations as factors in choosing alternatives in solving ethical dilemmas at work. The findings indicate the importance of the perception of the egoistic ethical climate and the climate of social responsibility for the willingness of employees to be merciful when solving the dilemma “justice vs. mercy.” It was found that the egoistic ethical climate probably generates the acceptance of corruptive rationalizations that predict the acceptance of “mercy” towards those who steal the company’s assets. On the other hand, the climate of social responsibility influences the preference of employees for mercy for those who break the rules, most likely because employees develop the belief that well-being is important for both the company’s clients and colleagues, even when they violate organizational rules. It was concluded that the perception of the organizational ethical climate indirectly influences the manner of solving ethical dilemmas at work. This is probably done by generating personal beliefs in employees, which then influences the preference for solving the ethical dilemma with which these beliefs are in accordance. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Physical Education (20736452) is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Despite the increased attention paid to generational differences especially from practitioners and the popular press, systematic and empirical intergenerational research has been scarce, is largely North American centric, and lacks consistent results. The present study aimed to fill this gap by examining whether differences exist among generations in their key work and organizational attitudes, personal values, and work ethic values in the United States and Turkey. Survey data were gathered from 1019 employees (427 from the U.S. and 592 from Turkey). We found little evidence supporting substantive and significant generational differences or their association with key outcome variables. Furthermore, the U.S. originated classification of generations cannot be generalized to the Turkish business context. [ABSTRACT FROM AUTHOR]

• Subjective well-being effects of unemployment reflect societal work ethic. • Warm climates have a negative impact on this societal work ethic. • Work ethic does not substantially mediate the relation between climate and income. • De Montesquieu's thesis about the impact of climate on income is half right. Although we know that geographical climate is associated with economic development, there have only been a few studies yet that try to explain the exact mechanisms through which climate and development are related. In this paper, we assess a cultural channel, most famously suggested by de Montesquieu, linking cooler climates to economic development through a stronger work ethic. On the basis of a novel approach exploiting individual-level happiness data in 98 countries to estimate the value attached to work, we show that people who live in a cold climate value working significantly more than people who live in a warm climate do. However, subsequent analysis at the national level suggests that the national average work ethic that we estimate from individual level data translates only marginally into a better economic performance at national level. Our results support de Montesquieu's hypothesis that a cold climate creates informal norms encouraging people to value work more, but, in contrast to his suggestion, the impact of this channel on economic development appears very limited. We conclude that de Montesquieu was only half right when he stated that differences in economic development can be traced back to differences in climate-induced work attitudes. [ABSTRACT FROM AUTHOR]

Abstract Background Job satisfaction is essential for physicians’ well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians’ job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians’ job satisfaction. Method Data were retrieved from a larger, longitudinal study among physicians starting medical training at Groningen University in 1982/83/92/93 (N = 597). Data from 506 participants (85%) were available for this study. We used regression analysis to investigate the influence of job size on physicians’ job satisfaction (13 aspects) and ANOVA to examine differences in job satisfaction between physicians wishing to retain, reduce or increase job size. Results The majority of the respondents (57%) had an actual job size less than 1.0 FTE. More than 80% of all respondents preferred not to work full-time in the future. Respondents’ average actual and preferred job sizes were .85 FTE and .81 FTE, respectively. On average, respondents who wished to work less (35% of respondents) preferred a job size reduction of 0.18 FTE and those who wished to work more (12%) preferred an increase in job size of 0.16 FTE. Job size influenced satisfaction with balance work-private hours most (β = -.351). Physicians who preferred larger job sizes were – compared to the other groups of physicians – least satisfied with professional accomplishments. Conclusions A considerable group of physicians reported a gap between actual and preferred job size. Realizing physicians’ preferences as to job size will hardly affect total workforce, but may greatly benefit individual physicians as well as their patients and society. Therefore, it seems time for a shift in work ethic.

This study adds to the existing literature on meaningful work by presenting a contemporary virtue-focused Buddhist view. While a virtue-ethics interpretation of Buddhism is now widely accepted and has been applied to several issues, not much has been written about meaningful work using a Buddhist-Aristotelian comparative framework. To develop a Buddhist approach, I draw heavily on the works of Buddhist scholars, particularly in the West who use a virtue framework in interpreting Buddhism. The aims of my essay are dual. The first is to articulate a straightforward application of Buddhism to the contemporary ethical discussion of meaningful work. The second is to discuss the similarities, clarify the differences, and demonstrate the strengths and weaknesses relative to each other of the Buddhist and the Western virtue theories. In my analysis, I argue that while Buddhism is not an alternative to Western virtue theory, it offers significant contributions to the latter's approach to meaningful work and even corrective to some of its limitations. Integration of Buddhism in our theorizing of meaningful work from a virtue-ethics perspective helps us to better understand ourselves and the virtues that we cultivate in the workplace and develop a holistic and cross-cultural conceptualization that is relevant to our global economy. [ABSTRACT FROM AUTHOR]

Ethical behavior in South Africa, and consequently in the workplace, is currently a highly topical issue. Hence it was decided to investigate whether demographic differences exist regarding work ethics, in order to guide organizational decision-making and to understand work behavior in a South African sample. The sample consisted of 301 respondents, and data was collected using the Multidimensional Work Ethics Profile (MWEP), which was developed to measure seven facets of work ethics. Inferential statistical analysis was performed to analyze the dataset. The results indicate that male respondents scored higher on delay of gratification in comparison to their female counterparts. Test results for tenure found that increased years of service influenced respondents' scores positively in hard work and delay of gratification. [ABSTRACT FROM AUTHOR]

Background: Human resources form the basis of health care systems and nurses are a large part of this community; therefore, paying attention to factors affecting the performance of nurses is necessary. The aim of this study was to investigate the relationship between mental health dimensions with organizational commitment and work ethics among nurses working in general hospitals affiliated to Tehran University of Medical Sciences. The mental health status among nurses was also investigated. Materials and Methods: This is a descriptive-correlation study and the study population included nurses from general hospitals affiliated to Tehran University of Medical Sciences. 242 nurses were selected from Vali-Asr, Imam-Khomeini, Baharlu, Sina, and Amir-Alam hospitals using stratified sampling and responded to self-monitoring questionnaires including GHQ-28, Allen & Meyer's organizational commitment (OCQ), and work ethics (Petty, 1995). Data were analyzed using SPSS-23 software as well as Pearson correlation coefficient, ANOVA, one sample t-test, and independent ttest. Results: Dimensions of social impairment(r=-0/19, p<0/01) and depression(r=-0/33, p<0/01) correlated with work ethics. Dimension of hypochondriasis correlated with nurses organizational commitment (r=-0/15, p<0/05). The mean of dimensions of hypochondriasis (7.45±0.28), anxiety and insomnia (6.97±0.27) and social impairment (6.33±0.19) among female nurses was higher than the average. Conclusion: The dimensions of mental health of nurses are related to their organizational commitment and work ethics. Also, the mental health status among nurses is undesirable. Therefore, it is essential to address the issues of nurses at high levels, such as the Ministry of Health and the Nursing Organization, and low levels such as hospitals nursing management. [ABSTRACT FROM AUTHOR]

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Pakistan, like many post-colonial states, is still grappling with the issues encompassing the whole range of governance and the unresolved conflicts threatening the lives of millions of people. As a fragile state with multiple domestic and external security challenges, the issue of good governance is central to the existence of ethnic, sectarian, political and resource based conflicts in Pakistan. Several governments in the recent past expressed their resolve to strive for good governance but in reality such commitments never went beyond statements, promises and rhetoric. The question arises: can foreign assistance help achieve the goal of good governance in Pakistan? What is the role and involvement of Germany in the sphere of providing technical expertise to Pakistan in the area of good governance?. [ABSTRACT FROM AUTHOR]