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Volume 7, Issue 2 (8-2025)
Int. J. Ethics Soc 2025, 7(2): 48-59 |
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Dalvand A, Pourhosseini E, Ebrahimi Z. Designing a Model of Organizational Loyalty among Employees Based on Ethical, Social, and Personality Components. Int. J. Ethics Soc 2025; 7 (2) :48-59
URL: http://ijethics.com/article-1-382-en.html
URL: http://ijethics.com/article-1-382-en.html
1- Ph.D. Student in Educational Management, Khorramabad Branch, Islamic Azad University, Khorramabad, Iran
2- Department of Educational Management, Khorramabad Branch, Islamic Azad University, Khorramabad, Iran ,pourhosseiniebrahim6@gmail.com
3- Department of Educational Management, Khorramabad Branch, Islamic Azad University, Khorramabad, Iran
2- Department of Educational Management, Khorramabad Branch, Islamic Azad University, Khorramabad, Iran ,
3- Department of Educational Management, Khorramabad Branch, Islamic Azad University, Khorramabad, Iran
Abstract: (25 Views)
Introduction: Given the environmental conditions and the complexity of factors affecting organizational behavior, designing indigenous models to identify and strengthen the ethical components of employees’ organizational loyalty holds significant importance. This study aimed to design a model of organizational loyalty among the staff employees of the Lorestan Province Department of Education, considering ethical, social, and personality components.
Material and Methods: This study is classified as qualitative research. The research population included management professors, administrative managers, and experts with experience in teaching or managing in the field of organizational behavior in Lorestan Province. Using purposive or judgmental sampling, 15 individuals were selected as the research sample. Data collection tools included library studies to develop the theoretical framework and review the literature, semi-structured interviews to extract expert opinions, the Delphi technique for aligning and clarifying viewpoints and determining theoretical consensus, and finally, a questionnaire to validate the conceptual model. The collected qualitative data were analyzed using coding and thematic analysis.
Results: Ultimately, the research model was developed based on the extraction of seven components (motivational, ethical leadership, environmental, empowerment, acceptability, innovation, and organizational ethics) and 62 codes.
Conclusion: Overall, according to the final model of the present study, organizational loyalty is the result of a systematic interaction among ethical, social, and personality variables. Therefore, simultaneous attention to external organizational and intra-personal factors through supportive policies, training development, improvement of the managerial structure, and strengthening of organizational culture can lead to increased employee loyalty and productivity
Material and Methods: This study is classified as qualitative research. The research population included management professors, administrative managers, and experts with experience in teaching or managing in the field of organizational behavior in Lorestan Province. Using purposive or judgmental sampling, 15 individuals were selected as the research sample. Data collection tools included library studies to develop the theoretical framework and review the literature, semi-structured interviews to extract expert opinions, the Delphi technique for aligning and clarifying viewpoints and determining theoretical consensus, and finally, a questionnaire to validate the conceptual model. The collected qualitative data were analyzed using coding and thematic analysis.
Results: Ultimately, the research model was developed based on the extraction of seven components (motivational, ethical leadership, environmental, empowerment, acceptability, innovation, and organizational ethics) and 62 codes.
Conclusion: Overall, according to the final model of the present study, organizational loyalty is the result of a systematic interaction among ethical, social, and personality variables. Therefore, simultaneous attention to external organizational and intra-personal factors through supportive policies, training development, improvement of the managerial structure, and strengthening of organizational culture can lead to increased employee loyalty and productivity
Keywords: Organizational loyalty, Organizational ethics, Motivational factors, Managerial factors, Ethical leadership
Type of Study: Original Article |
Subject:
Special
Received: 2025/06/28 | Accepted: 2025/07/20 | Published: 2025/08/13
Received: 2025/06/28 | Accepted: 2025/07/20 | Published: 2025/08/13
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This work is licensed under a Creative Commons Attribution 4.0 International License.
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