مسعود پورکیانی

Introduction: The purpose of this research is to design and explain the model of professional ethics relations and the level of implementation of the policies of the Natural Resources and Watershed Management Organization of the country (a case study of the General Directorate of Natural Resources and Watershed Management in the North of Kerman Province). Material and Methods: In terms of the purpose of this research, it was developmental and applied, which was done in a mixed way. In the qualitative part of the society, there were university professors and experts in the field of human resources management, from among whom 30 people were selected by a judgment method. The tool was exploratory interviews and finally the data was analyzed with Delphi technique. In the quantitative part, the descriptive method was of the correlation type. The statistical population included all the managers and employees of the General Directorate of Natural Resources and Watershed Management of Kerman province and the sub-departments of the cities. The sample consisted of 358 people who were selected based on the available sampling method. A questionnaire was used to collect the required data. Data analysis was done using descriptive statistics and inferential statistics (one-sample t-test and structural equation modeling) using SPSS23 and AMOS23 software. Results: In the qualitative section, 70 sub-dimensions (indices) related to professional ethics were summarized in 5 factors and 79 sub-dimensions (indices) related to the implementation of the organization's policies were summarized in 4 factors. The analysis of the data in the quantitative part showed that there is a positive and significant relationship between the variable of professional ethics and the level of implementation of the organization's policies. Extra-organizational and individual (extra-personal) on the implementation of the organization's policies is significant at the 5% level, and the positive path coefficients show that these structures have had an increasing (direct) effect on the implementation of the organization's policies. Conclusion: Based on the present research, it was found that professional ethics has a significant effect on the level of implementation of the organization's policies.

Background: The policy focuses on what the government is actually doing in practice, not just what it has proposed or intends to do, and distinguishes the policy from a decision that is merely a specific option among other options. The present study aimed to provide a model of organizational performance of employees based on organizational justice in Payam-e-Noor University. Method: The present study was formed with a mixed approach. In the qualitative section of the statistical population, there were experts in the field of policy-making and management of Payam-e-Noor University of Hormozgan province, 15 of whom were selected as members of the panel group through homogeneous qualitative sampling method. The research tool was an interview. In a small part of the statistical population, all managers and staff of Payam-e-Noor University of Hormozgan province were approximately 400 people, of which 200 people were selected by stratified random sampling. A researcher-made questionnaire was used to collect information. To analyze the data in the qualitative part, the grounded theory was used and in the quantitative part, structural equations were used. Results: The results show that the topics of the research are 6 main variables of the research including; gender justice, protectionist perspective, empowering attitude, confidence building, ethics and social commitment. After identifying the topics, the categories of analysis were defined. Thus, in this study, 23 main categories were defined and finally the research model had a suitable fit. Conclusion: The performance of employees in an organization is one of the most important factors increasing the efficiency of the organization and its effectiveness and the most important channel to achieve optimal performance of employees is organizational justice.