چکیده: (15 مشاهده)
Background: In the Red Crescent Society and other national non-governmental organizations, relief workers are engaged on a voluntary basis. Therefore, examining the influence of work ethics on organizational commitment is of particular importance.
Materials and Methods: This descriptive-analytical, cross-sectional study was carried out between March and June 2024 among relief workers in Iran. Data were collected using three validated questionnaires assessing Islamic work ethics (IWE), organizational commitment (OC), and job satisfaction (JS). Scores ranged from 0 to 5. A conceptual path analysis model was utilized to estimate the direct and indirect impacts of Islamic work ethics on organizational commitment.
Results: Among the 3399 participants, 2221 (65.3%) were men and 1178 (34.7%) were women, with a mean age of 36.9 years. The mean scores for Islamic work ethics, organizational commitment, and job satisfaction were 4.23 ± 0.42, 3.54 ± 0.40, and 3.82 ± 0.40, respectively. Path analysis revealed significant positive effects of Islamic work ethics and job satisfaction on organizational commitment. Furthermore, the indirect effect of Islamic work ethics on organizational commitment through job satisfaction was +0.204, yielding a total effect of +0.486.
Conclusion: Organizing workshops, fostering a spiritual work environment, and implementing monitoring and reward mechanisms for individuals who demonstrate ethical behavior in critical situations may strengthen Islamic work ethics and enhance organizational commitment among Red Crescent relief workers.
Materials and Methods: This descriptive-analytical, cross-sectional study was carried out between March and June 2024 among relief workers in Iran. Data were collected using three validated questionnaires assessing Islamic work ethics (IWE), organizational commitment (OC), and job satisfaction (JS). Scores ranged from 0 to 5. A conceptual path analysis model was utilized to estimate the direct and indirect impacts of Islamic work ethics on organizational commitment.
Results: Among the 3399 participants, 2221 (65.3%) were men and 1178 (34.7%) were women, with a mean age of 36.9 years. The mean scores for Islamic work ethics, organizational commitment, and job satisfaction were 4.23 ± 0.42, 3.54 ± 0.40, and 3.82 ± 0.40, respectively. Path analysis revealed significant positive effects of Islamic work ethics and job satisfaction on organizational commitment. Furthermore, the indirect effect of Islamic work ethics on organizational commitment through job satisfaction was +0.204, yielding a total effect of +0.486.
Conclusion: Organizing workshops, fostering a spiritual work environment, and implementing monitoring and reward mechanisms for individuals who demonstrate ethical behavior in critical situations may strengthen Islamic work ethics and enhance organizational commitment among Red Crescent relief workers.
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