Research Journal of Recent Sciences ________________________________________________ ISSN 2277-2502Vol. 2(8), 56-62, August (2013) Res.J.Recent Sci. International Science Congress Association 56 Evaluation of the Relation of Business Ethics and Job SatisfactionHoushang Taghizadeh, Saeid Sarbazy Moghadam, Hadi Yasrebdoost, Aziz RazmiDepartment of Management, Tabriz Branch, Islamic Azad University, Tabriz, IRAN Available online at: www.isca.in Received 23rd February 2013, revised 26th March 2013, accepted 18th April 2013 AbstractThese days the business ethics and job satisfaction have found the important significant. In this model the business ethic as a dependent variable and the job satisfaction with its 10-components as an independent variable have been described. The statistical society includes the whole staff of the piece-making companies situated in Salimi industrial town, Tabriz city on 2011 and the statistical samples included 170 people of the piece-making companies' staff. The percent score average for satisfaction was62.76, so the minimal percent score is for supervision and the maximum score is for relationship with colleagues. The ethics’ obtained percent of scores average was 77.67. So the maximum percent score is related to trust and the minimum percent score is related to expertise. The results show that satisfaction has the important role in ethics and the staff’s working. Keywords: Job satisfaction, business ethics, staff’s working. Introduction The ethic process in the managers' decision unites have had the longitudinal antiquity, and through the management as an independent factor has been investigated for three decades. The importance of the topic became significant when the market as a supply and demand, powers and wishes found the importance of this phenomenon. So utilizing the ethic science in business is the increasing and step by step process and it has been created according to needs and necessities. According to some scholars, the job satisfaction is the important factors of the investigation, and its role as a main factor in evaluating the organizational health is not deniable. Mohd Nazri2 did an investigation through the university's staff, and they presented a model that was a job commitment which specified the multiple variables through the organizational commitment, job saliency, and the group connection in job, employment involvements and job morality. The results showed that there was a significant relationship between job ethic and organizational commitment. In a research which was done by Mohd Nazri the relationship among job morality, job views and the tendency to quit the job were investigated through the service organizations' staff. The results show that, the strong belief to the job ethic is related directly to the job satisfaction and organizational commitment and indirectly is related to the little tendency to quit the job. Black found that the organizational commitment is the foresight of the person's job morality, and it has the important effect on motional commitments. Through the investigation which was done by Freidson, Elito4 the relationship between job ethic and organizational commitment were studied. In this research 474 staffs of 30 organizations in 5 regions of United Arab Emirates were used, and the results showed that there are equivalence relationship between job ethic and organizational commitment, and also the results of the analysis showed that job ethichas positive and direct effects in different organizational dimensions (emotional, continues norm). Theoretical View of the Research Definition of Morality: Apart from the positive and negative views of the morality, the ethic term is the positive characteristics which are according to the society's norms. Job satisfaction and its dimensions: Alexander, Jeffrey5 identifies the job satisfaction as the pleasant and positive excitement which resulted from the job evaluation or personal experiences. Whereas Davis believes that the job satisfaction is the range that in it the job domain grants one's demands. So by that, the job satisfaction can be defined as an evaluating process, which in it, what the person has in front of what he wants is investigated. Training employees is an important strategy for the employees to improve their abilities and skills in the expense of removing challenges and matching with new advances in technologies. If organizations motivate their employees by satisfying their needs, the employees will be willing to learn more and perform better. Hoppock defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job. Job satisfaction can be defined also as the extent to which a worker is content with the rewards he or she gets out of his or her job, particularly in terms of intrinsic motivation10. The job satisfaction theories: We consider that job satisfaction represents a feeling that appears as a result of the perception that the job enables the material and psychological needs11. Research Journal of Recent Sciences ______________________________________________________________ ISSN 2277-2502Vol. 2(8), 56-62, August (2013) Res. J. Recent Sci. International Science Congress Association 57 One of the novice characteristics which presented about job satisfaction belongs to Harold12. The divided the theory to two parts; micro models and macro models. In micro models theories, the effect is on inner factors and the powers that their granting causes to the people's satisfaction. Whereas in the macro, the effect is on organization; especially on the organizational processes which are necessary for producing and servicing. In this section at first the theories which are in the micro model characteristics will be studied and then the theories which are related to the macro models will be investigated briefly. The micro models: The micro model theories include the theories which are related to the conceptual needs, theories and everything that the person brings with himself to the job domain. So, they imagine the job satisfaction in base of the satisfying of the inner powers in the job domain. In these theories, the assumption is when the person's conceptual and emotional needs satisfying is more, that person will be satisfied and creator. The macro models: According to Harold12, some of the theories; instead of improving the job satisfaction for person, are important for the organizations' context. These theories; which are in the macro models characteristic, because include the simple processes, are more important for managers. The effective factors on job satisfaction: The effective factors can be divided o two parts; the environmental and personal factors: i. the environmental factors: payment, the job's suitable situations, supervising, a job-group improving the relations with partners, the organizational structure, ii. personal factors: age, duty experience, education, sexuality. Numerous studies have shown that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employees13-15. The job satisfaction model: The job satisfaction is important for staff, and managers are interested to the job satisfactions' results for staff's behavior, so by studying the job satisfaction managers can reach to these results: identifying the problems and potential issues in the organization, identifying the staff's traffic and staff's more absent, evaluating the organizational effects on staff's attitudes and views, creating the correct and friendly relation between manager and staff, getting the correct and real information. The figure-1 demonstrates the relationship between job satisfactions, staff's other views and attitudes and their results. Ethics: Nowadays ethics is as a competitive merit in an organization. Fred David speaks about the strategic management; according to him, in an organization; the goodness ethic bases are the preconditions of the strategic management. The goodness ethic base means suitable company. Managements are faced with ethical issues frequently and with increasing pressure on individuals and businesses both for ethical behavior16,17, they are expected to have a well-developed moral imagination18 in order for them to act ethically. The definition of Ethics: In initial conceptualizing, the ethics is a job morality, and nowadays some authors define it as a first definition. The ethics causes to motivate some stimulus and eliminates the abnormalities19. The ethics is branch of the applied ethics which attends to the ethic in occupation, and the professionals have two expectations; first describing the unite ethic responsibilities in occupation and recognizing and solving the ethics. In ethics, there are two traditional and novice approaches: the traditional approach is the managing of the human resources that attends to people’s ethical responsibilities in different jobs, and the novice approach has been improved in recent categories, which is the strategic management approach to the ethics. In this approach, the attention is to the organization’s responsibility with systematic attitude. Figure-1 The relationship between job satisfactions, staff's other views and attitudes and their results Possible behavior: Absence Commuter Delay Workers perception: Truth Commitment Occupation Complaint Job satisfaction: Satisfaction from work or supervisor Opportunity for Promotion Research Journal of Recent Sciences ______________________________________________________________ ISSN 2277-2502Vol. 2(8), 56-62, August (2013) Res. J. Recent Sci. International Science Congress Association 58 It is well accepted that moral philosophy or ethical ideology influences an individual’s reasoning about moral issues20-24 and consequent behavior. Differences in moral philosophy or ethical ideology are contended to explain differences in ethical judgments21,25,26. The research model: In this model, the ethics and job satisfaction with its 10-component have been designed as the dependent variables. Society and statistical sample: The statistical society of this research includes the whole staff of the piece-making companies situated in Salimi industrial town in Tabriz. And for finding the capacity of the sample the Morgan table was used, and for selecting the sample the stratified random sampling method was used. So at first the name of the staff who worked in the companies were gotten and the employees of each unite were determined. Methodology Measurement of the Variables: Measuring the job satisfaction method: The job satisfaction would be evaluated in ten dimensions which include; career development, supervision, payment, pay and benefits, relation with partners, the work environment, work identity, recognition and appreciation, environmental policy, work responsibility, work security. Their domain scores were determined from zero to 100; that is, zero for dissatisfaction and 100 was for complete satisfaction. Min – collect score Business ethics = ------------------------------ x 100 (1) Min – Max Measuring the business ethics: Ethics were determined in seven dimensions which include; trust, evolution, transformation, persistence, commitment, and expertise. And also their domain scores were determined from 0 to 100. That is, 0 for not having ethics and 100 for having complete ethics. Min – collected score Job satisfaction = ------------------------------- x 100 (2) Min – Max Results and Discussion After selecting the sample, the related questionnaires were distributed in the companies and the data were analyzed by SPSS Software. The studied staff’s age distribution: According to the table-1, the average scores of the work-identity-component of the studied staff was 58.65 with standard deviation of 17.12. The minority scores of the work-identity-component obtained 29.17 and the majority was 100. So 25% obtained under the 45.83, 25% between 45.83 to 54.14, 25% between 54.14 to 70.83 and 25% up to 70.83 of the work-identity-component. The studied staff’s deviation of the distribution coefficient of the scores of the work-identity-component was 0.77=sk which shows the deviation of the distribution coefficient positivity and the elongation factor was 0.26=sk. Totally the satisfaction from the studied staff’s work-identity was evaluated in moderate. Table-1 The studied staff’s score distribution of the satisfaction, work-identity, appreciation, policy and environment, work responsibility, job security, trust, evolution, transformation, persistence, commitment, belongings, expertise and business ethics Meandifference Std. Deviation skkuMin Max MeanN Research variables 0.93 12.14 -0.77 0.11 30.45 86.48 62.76 170 job satisfaction 1.31 17.12 0.77 -0.26 29.17 100 58.65 170 work-identity 1.38 18.08 -0.47 -0.63 10 100 57.79 170 appreciation 1.38 16.75 -0.08 0.52 6.25 100 55.25 170 policy and environment 1.809 23.59 -0.59 -0.51 6.25 100 66.58 170 work responsibility 1.57 20.59 -0.61 -0.08 0 100 70.99 170 job security 0.84 11.07 -0.92 1.13 41.67 100 87.23 170 trust 1.32 17.23 -0.65 -0.19 25 100 78.05 170 evolution 1.36 17.78 -0.46 -0.33 25 100 74.88 170 transformation 1.49 19.506 -0.42 -0.36 18.75 100 71.61 170 Persistence 0.83 10.93 -0.65 0.37 54.17 100 84.24 170 commitment 1.34 17.48 -0.86 0.59 20 100 78.02 170 belongings 1.27 16.66 -0.55 0.04 25 100 69.67 170 Expertise 0.86 11.31 -0.52 -0.03 44.11 98.81 77.67 170 business ethics Research Journal of Recent Sciences ______________________________________________________________ ISSN 2277-2502Vol. 2(8), 56-62, August (2013) Res. J. Recent Sci. International Science Congress Association 59 The Kolmogorov-Smirnov test for recognizing the neutrality of the job satisfaction variables’ distribution. According to the table-2, the significance level of the test for job-developing, supervision, salary, relationship with collage, work condition, work-identity, appreciation, policy and environment, work responsibility, job security, job satisfaction was smaller than 0.05. The Kolmogorov-Smirnov test for recognizing the neutrality of the business ethics variables’ distribution. According to the table-3, the significance level of the test for trust, evolution, transformation, persistence, commitment, and expertise was smaller than0.05. So the score distribution of the variables is not natural. And unknown-parameter tests were used about these variables, and the parameter test was used for continuity variable and business ethics, which the score distribution was natural. Explaining the studied staff’s business ethic according to the independent variables: The table-4 indicates the method and the used independent and dependent variables for Regression analysis. The value of the R2 or the coefficient determination is about 0.48. Since in the Enter method all variables are studied simultaneously, so the obtained R2 shows that 48% of the dependent variables differences would be explained the job-developing independent variables, supervision, relationship with Colleagues, workplace conditions, work-identity, appreciation, policy of the environment, job responsibility, and satisfaction. According to the analysis of variance, the meaningfulness of the Regression and the linear relationship between the variables with the significance level (F=14.908, P0.001) were satisfied in 99 level. According to the main results of the column B Regression was used in multiple-Regression equation as a coefficient for foreseeing the value of the Y (Ethics). The value of the Regression coefficients was counted, and their significance level has been come through the table. The value of the significant level shows that the effects of variables (supervision, workplace conditions and work-identity) are significance. But the other variables’ effects (job-developing, relationship with colleagues, appreciation, environmental policy, job responsibility, job security and satisfaction) are not significant, and they have weak effect on foreseeing the ethics as a dependent variable. Table-2 The Kolmogorov-Smirnov test for identifying the neutrality of the studied variables’ distribution significance level Test Std. Deviation Most Extreme Differences Mean N Variables Absolute Negative 0.000 2.101 17.51 0.16 170 -0.16 55.22 170 job-developing 0.000 2.42 16.74 0.18 170 -0.12 49.38 170 Supervision 0.02 1.501 21.68 0.11 170 -0.11 68.16 170 Salary 0.03 1.43 16.501 0.11 170 -0.11 73.35 170 Relationship with colleagues 0.13 1.15 19.16 0.08 170 -0.08 66.86 170 Work condition 0.000 2.72 17.12 0.209 170 -0.09 58.65 170 work-identity 0.001 2.01 18.08 0.15 170 -0.15 57.79 170 Appreciation 0.02 1.46 16.75 0.11 170 -0.11 55.25 170 policy and environment 0.000 2.27 23.59 0.17 170 -0.17 66.58 170 work responsibility 0.006 1.69 20.59 0.13 170 -0.13 70.99 170 job security 0.004 1.75 12.14 0.13 170 -0.13 62.76 170 job satisfaction Table-3 The Kolmogorov-Smirnovtest for identifying the neutrality of the studied variables’ distribution Significance levelTest Mean Std. Deviation Most Extreme Differences Variables Absolute Negative 0.007 1.67 87.23 11.07 0.12 170 -0.12 1.67 Trust 0.01 1.57 78.05 17.23 0.12 170 -0.12 1.57 Evolution 0.02 1.48 74.88 17.78 0.11 170 -0.11 1.48 Transformation 0.07 1.28 71.64 19.506 0.09 170 -0.09 1.28 Persistence 0.01 1.605 84.24 10.93 0.12 170 -0.12 1.605 Commitment 0.001 1.92 78.02 17.48 0.14 170 -0.14 1.92 Belongings 0.006 1.71 69.67 16.66 0.13 170 -0.13 1.71 Expertise 0.26 1.009 77.67 11.31 0.07 170 -0.07 1.009 business ethics Research Journal of Recent Sciences ______________________________________________________________ ISSN 2277-2502Vol. 2(8), 56-62, August (2013) Res. J. Recent Sci. International Science Congress Association 60 For the importance and role of the dependent variables in foreseeing the Regression equation, the beta values should be used. Since the values of the beta are standard, so by that it is possible to judge about the variables’ relative importance. Large amount of beta shows its relative importance and role in foreseeing the variables. Here we can judge that; work-identity with (0.352), satisfaction with (0.288), environment with (0.246), responsibility with (0.169), relationship with colleagues with (0.140) and job security with (0.114) compared with other variables have the most roles in foreseeing the ethics respectively. Step-by- step method: For comparing the results of the Regression analysis of the research variables, the step-by-step method was used. It can be seen through the below table that the research dependent and independent variables have been studied. The Regression analysis has been developed to 3rd step. In first step, the satisfaction variable was studied which its correlation coefficient (R) obtained with 0.602 dependent variable table-5. In this level the coefficient of the determination obtained R2= 0.362 and the adjusted coefficient determination R2 obtained Ad=0.359. In second step by entering the second variable; i.e. the job-developing, the correlation coefficient increased to 0.629, the coefficient determination increased to R2=0395 and adjusted coefficient determination increased to R2 Ad=0.388. In third step by entering the environment variable, the correlation of the multiple coefficient increased to 0.645, determination coefficient increased to R2=0.416 and adjusted coefficient determination increased to R2 Ad=0.405 (table-6). Totally 40.5 % of the dependent variable differences can be explained by 3 variables; i.e. satisfaction, work developing and workplace conditions. ConclusionThe obtained percent score average were like these; the work-developing component 55.22, supervision 49.38, payment and benefits 68.16, relationship with colleagues 73.35, environment 66.86, work-identity 58.68, appreciation 57.79, policy and merits 55.25, responsibility 66.58, work security 70.99 and the percent score average for satisfaction was 62.76.The minimal percent score is for supervision and the maximum score is for relationship with Colleagues. In contrast, the obtained percent score average for trust, evolution, transformation, persistence, commitment, and expertise components were 87.23, 78.05, 74.88, 71.61, 84.24, 78.02 and 69.67 respectively, and the ethics’ obtained percent of scores average was 77.67. So the maximum percent score is related to trust and the minimum percent score is related to expertise. The results show that satisfaction has the important role in ethics and the staff’s working. Improving the environment, increasing the motivation in staff, increasing the good organizational affiliation, lining up the personal goals with organizational goals, improving and reinforcing the relationships between colleagues and managers, reinforcing the organizational commitment are suggested to increase the satisfaction and so improving the ethics through the organizations. Table-4 The dependent variables in forming the Regression simultaneously independent variablescoefficient Std. Error beta t sigrelation Significance Level Proved quantity 36.79 4.18 8.79 0.000 positive 99% job-developing -0.105 0.061 -0.163 -1.72 0.087 negative 95% supervision -0.129 0.060 -0.190 -2.13 0.034 negative 95% Relationship with colleagues 0.096 0.064 0.140 1.50 0.136 positive 95% Work condition 0.145 0.052 0.246 2.81 0.005 positive 95% work-identity 0.233 0.059 0.352 3.95 0.000 positive 99% appreciation -0.008 0.060 -0.012 -0.12 0.898 negative 95% policy and environment -0.065 0.051 -0.096 -1.28 0.202 negative 95% work responsibility 0.081 0.048 0.169 1.68 0.095 positive 95% job security 0.063 0.051 0.114 1.24 0.216 positive 95% job satisfaction 0.268 0.254 0.288 1.05 0.293 positive 95% 2 0.48 F-statistic 90814 Adj-R2 0.45 P (F-statistic) 000/0 S.E of regression 8.38 dependent variable business ethics Research Journal of Recent Sciences ______________________________________________________________ ISSN 2277-2502Vol. 2(8), 56-62, August (2013) Res. J. Recent Sci. International Science Congress Association 61 Table-5 The correlation of the multiple coefficients for explaining the ethics step multiplecorrelation coefficient coefficient of the determination Adjusted Coefficient Determination 1 0.602 0.362 0.359 2 0.629 0.395 0.388 3 0.645 0.416 0.405 Table-6 The dependent variables’ coefficients in Regression model step-by-stepthe dependent variables’ coefficients in Regression model step-by-step coefficientStd. 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