Introduction: Nowadays, employees have found that organizational norms and rules on the structure and policies of the organization caused work climate relationship between ethical climate and organizational attitudes and behavior of employees, considered as it is one of the most important issues in organizational studies. The employees, who feel that ethical climate governing organizations, relationships and interactions just know their organization and this increases the satisfaction and commitment of employees.
Methods: The present terms of purpose and the method of collecting data was descriptive and correlational. Deputy men and women in the study population management experts provinces statistical community of 200 people. For data collection, the four following questionnaires have been used. Standard questionnaire of organizational ethical climate Victor and Cullen (1988), Allen and Meyer's organizational commitment questionnaire, the Minnesota Job Satisfaction Questionnaire (MSQ) and inventory turnover tends to Kim and Leung (2007).
Results: The correlation coefficient between the variables are positive and significant ethical climate with the consent and commitment. The moral turnover is negative and significant. The intensity of this relationship mutually- up to 65.0 from 16.0- fluctuate. The most correlation coefficient between satisfaction and leaving the post would be (r=-0.65).
Discussion: Ethical policies and informing all employees of the existence of these laws can be effective in building the infrastructure ethical climate in the organization can see the results of such infrastructure.
among telecommunication employee's cross-correlation method in Urmia.