The Relationship of Work Ethics With Job Performance of the Administrative and Medical Staff of the University of Social Welfare and Rehabilitation Sciences and Its Affiliated Centers in 2017

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<0.001, R2=0.366). There is a correlation coefficient of 0.566 between attachment dimension and the interest of work ethics with job performance. The correlation coefficient of the persistence of ethics with job performance is 0.556. The correlation coefficient of the relationship of healthy work ethics with job performance is 0.512 and the amount of the correlation coefficient of the collective spirit of work ethics with job performance was 0.570. Therefore, there is a significant relationship between all aspects of work ethics and job performance (P<0.001). Conclusion Regarding the direct relationship between work ethics and job performance, the promotion of employees’ morality is associated with an increase in employees’ job performance. For this purpose, it is suggested that the attention to work ethic in various aspects of epistemic programs and organizational learning be increased, in order to increase the performance and active participation of employees in organizational matters and to perform their responsibilities. The principals of the university and its affiliate health centers must also pay attention to the various ethical dimensions of the administrative and medical staff in order to increase the level of their employees' job performance and try to raise the moral level of employees by holding workshops, forming problem-solving teams, and setting up a reward system for their employees.