Organizational Development Research Articles

The Impact of Supervisor Gender on Employee Creativity and the Mediating Role of Interaction Frequency

While it is well established that leader characteristics influence employee outcomes, little is known about whether and how leader gender influences employee creativity. Traditionally, female leaders are considered a mismatch for prototypical leadership roles, resulting in less optimal employee outcomes than male leaders. In this paper, drawing on social role and leader-member exchange theories, we argue that female supervisors may have advantages over male supervisors and may serve as a catalyst to encourage employee creativity. In the empirical analyses, we test our hypotheses using data from German, Japanese, and South Korean foreignsubsidiaries in China. Results confirm our hypotheses and contribute to creativity and innovation literature by demonstrating that female supervisors positively influence employee creativity, challenging traditional gender role stereotypes in leadership. Additionally, it highlights the mediating role of supervisor-employee interaction frequency in enhancing creative outcomes, providing important insights for organizational practices and leadership development.

Predictive Analysis of Employee Turnover: A Comprehensive Model for Attrition Forecasting

Employee attrition has become a critical concern for organizations seeking to maintain a stable workforce and minimize turnover-related costs. This study aims to develop a predictive model to forecast employee attrition by analyzing key factors influencing turnover. The research investigates a range of variables, including push factors (e.g., job dissatisfaction, workplace conflict), pull factors (e.g., external job opportunities), organizational factors (e.g., leadership, culture), and external factors (e.g., economic conditions). The data is collected via a structured questionnaire through Google Forms, which captures responses related to these influencing factors.Using advanced machine learning techniques, this study evaluates multiple models, including logistic regression, decision trees, random forests, and support vector machines, to determine the most accurate model for predicting employee attrition. The evaluation is based on accuracy, precision, recall, and F1-score to ensure a robust prediction. The findings offer organizations valuable insights into the primary causes of employee turnover and provide a data- driven approach to proactively address these issues, reducing attrition rates and improving employee retention strategies. This research contributes to the existing body of knowledge by offering a comprehensive framework for predicting employee attrition, and its practical implications extend to human resource management, organizational development, and strategic planning. Keywords: Employee attrition, Turnover prediction, Predictive model, Push factors, Pull factors, Organizational factors, External factors, Machine learning, Logistic regression, Accuracy, Precision, Recall, F1-score, Employee retention, Human resource management, Workforce stability.

Assessing organizational cohesion by the maximum caliber method

PurposeThe aim of this paper is to explore the conditions under which organizational networks achieve high levels of cohesion. It focuses on understanding the roles of interaction cycles, feedback loops and asymmetries in fostering cohesive networks. The study examines how the application of line integrals in closed paths can reveal insights into the cycles and feedback mechanisms influencing cohesion within these networks.Design/methodology/approachThis research uses the maximum caliber method to quantify organizational cohesion through the analysis of interactivity matrices. This approach integrates temporal dynamics and accounts for the complex interdependencies among actors within the network. The study is supported by a case study analysis, which demonstrates the practical application of these theoretical concepts in a real-world organizational context.FindingsThe application of the maximum caliber method offers a comprehensive understanding of organizational cohesion by effectively capturing the dynamic interactions within the network. The study reveals that cycles and feedback mechanisms within the network significantly affect cohesion, with interaction asymmetries playing a crucial role. The method also enables the identification of actors who contribute positively or negatively to cohesion, providing actionable insights for improving organizational performance.Originality/valueThis paper presents a novel methodological approach to analyzing organizational cohesion, enhancing both the theoretical and practical understanding of network dynamics. The findings provide valuable insights for organizational leaders and researchers, emphasizing the importance of managing interaction patterns to strengthen overall network cohesion and effectiveness. This approach offers a new perspective on measuring and influencing organizational cohesion, with significant implications for strategic management and organizational development.

Трансформация механизмов корпоративного управления на различных этапах жизненного цикла организации

In the material of the work, a study of the features of corporate governance of an organization at its various stages of its life cycle is carried out. The analysis is based on the theoretical provisions of the concept of the life cycle. The key characteristics and objectives of corporate governance at each stage of the organization's development life cycle are analyzed. Special attention is paid to the practice of corporate governance in Russian companies, taking into account the specifics of their life cycle. In conclusion, effective approaches are proposed to adapt the corporate governance system to various stages of the organization's life cycle.

STATUS KELEMBAGAAN KELOMPOK MASYARAKAT PENGAWAS BIDANG PERIKANAN DI NEGERI HUKURILA KECAMATAN LEITIMUR SELATAN KOTA AMBON

One of the Fisheries Supervisory Community Groups in Ambon City is the "Tihulessy" Community Supervisory Group in Hukurila Village, South Leitimur District. The fisheries supervisory community group has carried out its duties/obligations for 2 years, but there is a main obstacle, namely that there are no adequate monitoring facilities and infrastructure so that monitoring activities are limited to the nearest sea and coastal areas. For this reason, an evaluation of the level of institutional development of fisheries supervisory community groups needs to be carried out, so this research aims to analyze the level of development and determine priorities for institutional development of fisheries supervisory community groups in Hukurila State. Primary data obtained through structured interviews using a questionnaire with 10 respondents was then analyzed qualitatively using an institutional development framework approach. The research results show that the institutional status is low or does not have sufficient institutional resources to ensure its continuity. Institutional development priorities are divided into: 1). The short-term priority scale is increasing the quality and quantity of roles, namely the task of monitoring fisheries resources; 2). The medium-term priority scale is organizational development, improving leadership, improving management systems, building relationships/communication/and coordination, budget management, and procurement of work support facilities and tools; and 3). The long-term priority scale is increasing skills and developing members, as well as developing products or the economic value of fisheries resources in Hukurila Village.

Trust in Sustainability: Unraveling the CSR‐Performance Nexus Through Organizational Trust and Past Performance in the Banking Sector

ABSTRACTThis research examines the effects of corporate social responsibility (CSR) on the performance of a prominent commercial bank in South Korea, with a specific focus on how organizational trust mediates this relationship and how previous performance moderates it. Anchored in the Warmth and Competence theory and the micro‐foundations perspective on CSR, we develop a moderated mediation model to delineate the intricate interactions among these variables. Employing a time‐lagged research design and gathering multi‐level, multi‐source data from 5223 employees across 520 bank branches, our findings reveal that CSR positively and indirectly influences financial performance by bolstering organizational trust. Additionally, our results pinpoint past financial performance as a crucial moderator in the CSR‐trust dynamic, indicating that the trust‐enhancing impact of CSR intensifies in organizations with a history of high performance. By elucidating the mediating role of trust and the conditional effect of past financial performance, this study advances a deeper understanding of the circumstances and mechanisms through which CSR affects organizational outcomes. These insights are vital for understanding CSR's role in promoting sustainable development within organizations. By fostering trust and enhancing performance, CSR initiatives can support organizations in establishing enduring, mutually advantageous relationships with stakeholders, thereby fostering the creation of sustainable value for both businesses and the broader community. This study underscores the importance of a multi‐level, context‐aware approach to CSR that recognizes both the micro‐level foundations and the macro‐level contingencies of socially responsible activities as drivers of sustainable organizational development.

Knowledge management as a strategic resource for organizational development

Relevance. Transformation processes in the modern economic environment are characterized as highly dynamic with accelerating rates at both the micro and macro levels of economic systems. The speed of transformations is constantly growing, making competition increasingly tough and forcing business entities to adapt to new business conditions. In these conditions, the formation of a knowledge management system as continuous management of an organization can become a useful tool and a key to acquiring competitive advantages for an organization.The purpose of the work is to determine the role of knowledge management as an important resource and a key factor in the economic success of an organization, allowing it to adapt to new business conditions.Objectives: to reveal the essence of knowledge management in organizations; to highlight the main problems associated with the need to identify and manage the organization's knowledge.Methodology. The following methods were used to solve the research objectives: process-functional, methods of analysis and synthesis, the concept of management effectiveness - to improve the methodological approach to assessing knowledge management in an organization, identifying areas for increasing the effectiveness of using knowledge in business processes; theoretical generalization - to identify the types of enterprise knowledge.Results. Knowledge management in an organization is a way to make a profit and ensure competitiveness in the long term. The introduction of the knowledge management concept into the enterprise management process has a multifaceted applied significance, which lays the objective prerequisites for acquiring sustainable competitive advantages in market conditions. management.Conclusions. The role of knowledge management is substantiated based on the thesis "knowledge is the main resource of economic development in modern conditions", which made it possible to establish the need for the formation and effective implementation of intellectual capital (education, science, professional training, development of creativity, innovation). It is proven that the results of using the organization's knowledge are innovative products and technologies, strategic competence and competitive advantages in the market, new organizational models of cooperation, accumulation and transfer of experience.

Algorithmic Management. Theoretical Perspectives and Implications for Organizational Development

Algorithmic management leverages data-driven algorithms and artificial intelligence to automate managerial functions traditionally executed by human managers. This paper provides a comprehensive overview of algorithmic management, exploring its definitions and emergence in gig economy platforms and traditional workplaces. It delves into key sociological and organizational theories—including Weber's bureaucracy, Critical Management Studies (CMS), and technological rationality—to frame the discussion. The impact of algorithmic management on employee autonomy, digital surveillance, and forms of worker resistance is examined, alongside its role in shaping organizational structures, enhancing efficiency, and driving innovation. Ethical implications, particularly concerning fairness, transparency, and bias, are critically analyzed. While algorithmic management offers potential benefits such as improved efficiency and decision-making, it also raises significant concerns about worker autonomy, power imbalances, and ethical considerations. The paper underscores the need for a nuanced understanding and responsible implementation of algorithmic management to harness its advantages while mitigating its drawbacks.

Advancing Sustainable Practices in Electronic Customer Relationship Management

This paper examines the role of sustainability in determining organisational development and the manner in which it has become a necessity in conducting business. Thus, this research aims at determining the enhancement of sustainable practices in the e-CRM systems. Thus, using surveys and measuring certain e-CRM possibilities quantitatively, interviews and case analyses as qualitative data gathering, the research offers a systemic understanding of how e-CRM may be utilized to encourage sustainability. The preliminary results also reveal a high concern of the respondents towards the sustainability factor in e-CRM with the mean score of 4.2 and considerable awareness of the benefits like cost advantage measure with the calculated score of 4.5 mean. Companies are moderately challenged when it comes to cost and complexity (mean score 3.8) that restrict the integration of sustainability aspect in e-CRM systems, Nevertheless the implementation and planning of sustainability initiative in e-CRM system is high (current initiatives mean score 3.7, planned initiatives mean score 4.1). The qualitative results and cases reveal the ideas, experiences, examples, and quantifiable results, such as a 25% decrease in the usage of paper in the cases and a 30% decrease in energy use. These findings established that e-CRM strategies can be made sustainable, thereby creating improved communication between firms and their customers, whilst mitigating damages to the environment and supporting the long-term sustainability of organisations.

INTERNAL MARKETING TOOLS AS AN ELEMENT THAT RAISES ORGANIZATIONAL COMMITMENT IN MIDDLE HIGHER EDUCATION INSTITUTIONS IN THE STATE OF HIDALGO, MEXICO

Objective: The objective of this research is to establish a diagnosis on the internal marketing of the Higher Secondary Education institution called the Center for Scientific and Technological Studies of the state of Hidalgo, CECYTEH, Plantel municipality of Agua Blanca, Hidalgo, Mexico with the purpose of visualizing areas of improvement in the organizational climate that contributes to strengthening the work commitment of the staff. Theoretical Framework: Marketing is the process by which companies create value for their customers and generate strong relationships with them. To reciprocate, capture the value of your clients (Kotler, 2013). Internal marketing consists of the design and development of activities similar to those of external marketing, which aims to motivate all personnel who constitute the most important of its assets, with the purpose of marking a competitive advantage over its competitors and achieving customer satisfaction. its clients and users. Method: A quantitative, descriptive, correlational, non-experimental and cross-sectional approach was used. Through a staff census, a Likert-type questionnaire was applied with 23 questions that covered the dimensions of: employee recruitment and retention; organizational development; internal communication; emotional commitment; normative commitment and continuous commitment. Results and Discussion: The results obtained showed areas of improvement in the areas of recruitment and retention, communication and continuous commitment, areas that according to authors such as Paredes (2022), Lucas (2022), Guamaní (2022), Mendoza (2020), González (2021) and Canales (2021) are significantly related to aspects such as commitment, satisfaction, performance and productivity of staff and that the better the organizational climate, the better performance in general, which would place the work environment as an element that Motivating human resources impacts the result towards the end client. Implications of the research: The review of the liteartua shows internal marketing applications especially in private institutions. This research aims to provide knowledge according to the local context and that could be replicated in other schools in the public educational sector with similar characteristics. Originality/Value: Its results provide valuable data on what happens in a non-profit Institution dedicated to the service of Higher Secondary Education, within one of the subsystems that belongs to the Public Sector.

Research on the influence of teachers' innovative behavior on organizational development in Chengdu-Chongqing area of China

In the context of the Big Data era, especially with the emergence of AI, various industries are facing enormous challenges. The advent of big data has also allowed humans to access and deeply use system data in a wider range, exploring knowledge and information that had never been seen before. Knowledge and information resources are crucial factors in promoting social and economic development. At the same time, innovative behavior is an essential skill closely linked to AI and big data in the 21st century, and it is one of the most important human resources. With the rapid development and widespread application of AI and big data technologies, how teachers in traditional education can avoid being replaced by machines, effectively stimulate their innovative behavior, improve their work performance, and contribute to organizational development has become a core issue that needs to be urgently addressed in the current era of rapidly acquired knowledge and breaking traditional education models. In the rapidly developing Chengdu-Chongqing economic zone, as one of the four poles of China's economic development, universities serve as a hub for talent cultivation, scientific and technological innovation, and industrial upgrading. The importance of the innovative behavior of Chengdu-Chongqing region's university teachers for organizational development is evident. Based on this, this article provides suggestions and explorations.

Developing an Islamic Human Resource Development Mode (IHRD) to Strengthen the Organization's Sustainable Development Goals (SDGs)

Objective: This study proposed and developed an Islamic Human Resources Development (IHRD) model for Organizational Sustainability. Theoretical Framework: The worldview theory conducted as the framework of this study. Worldview defined as a set of fundamental beliefs of human being. This study specifically elaborated the fundamental concepts of Swanson’s theory of HRD and integrated them into the Islamic fundamental concepts. This integration then became the foundation for the development of IHRD conceptual model. Method: This literature study was performed using philosphical approach. The primary sources for this study are Richard Swanson's works on HRD. Content analysis and comparative analysis are the techniques of data analysis used. Results and Discussion: Firstly, HRD in Swanson's view is not based on the concept of God. In contrast, the Islamic worldview makes God the central concept. Secondly, the incorporation of the concept of God in HRD theory broadens its scope includes material and spiritual well-being, eradicating exploitation and sustainability values Research Implications: This study will be useful in developing academic discussions on Islam and HRD. Empirical testing of this study is the practical implication in strengthen the organization's Sustainable Development Goals (SDGs). Originality/Value: This study contributes to the literature by introducing worldview theory as a framework for HRD studies. This study is expected to provide a conceptual guide for Muslim HRD practitioners, particularly those living in Muslim-populated countries. Further research on the discussion of Islam and HRD development is necessary to conduct.

ANALYSIS OF TECHNOLOGICAL DEVELOPMENTS IN MANAGEMENT TECNM ITS FRESNILLO

This research, carried out at the Tecnológico Nacional de México, Fresnillo Campus (TecNM ITS Fresnillo), analyzes the evolution of management and its relationship with technology management, highlighting its impact on organizational development. Through a documentary and critical approach, key concepts such as primitive, modern, backward and cutting-edge technology are examined, identifying their characteristics and the role of information systems in the organizational field. The importance of technology management as a strategic tool to integrate human, technological and financial resources in order to achieve competitive advantages is addressed. It also analyzes how the implementation of information and communication technologies (ICT) has transformed the processes of capturing, storing, and distributing information, improving decision-making and promoting innovation. The research emphasizes the importance of organizational learning to develop technological capabilities that allow organizations to adapt to an ever-changing environment. Finally, the impact of Web 2.0 and digital ecosystems on the optimization of organizational processes and the generation of innovative solutions is highlighted. In conclusion, technology management integrates innovation, adaptation, and continuous improvement, positioning itself as an essential element for the sustainability and success of organizations in a competitive global environment.

Coordination among cytoskeletal organization, cell contraction, and extracellular matrix development is dependent on LOX for aneurysm prevention.

Distinct and seemingly independent cellular pathways affecting intracellular machinery or extracellular matrix (ECM) deposition and organization have been implicated in aneurysm formation. One of the key genes associated with this pathology in both humans and mice is lysyl oxidase (LOX), a secreted ECM-modifying enzyme, highly expressed in medial vascular smooth muscle cells. To dissect the mechanisms leading to aneurysm development, we conditionally deleted Lox in smooth muscle cells. We find that cytoskeletal organization is lost following Lox deletion. Cell culture assays and in vivo analyses demonstrate a cell-autonomous role for LOX affecting myosin light-chain phosphorylation and cytoskeletal assembly resulting in irregular smooth muscle contraction. These results not only highlight new intracellular roles for LOX, but notably, they provide a link between multiple processes leading to aneurysm formation, suggesting LOX coordinates ECM development, cytoskeletal organization, and cell contraction required for media development and function.

A complex adaptive system analysis of emerging tourism work paradigms

ABSTRACT This conceptual paper offers a novel conceptual analysis of emerging work paradigms that have the potential to reshape the tourism professions, underscoring the need for a comprehensive perspective. It emphasises the necessity of examining the increasingly complex tourism professions through the lens of Complex Adaptive Systems (CAS). Additionally, we examine how a CAS analysis of tourism work paradigms can be effectively conducted. First, five fundamental tenets that guide a CAS exploration of work dynamics were identified. Subsequently, the conceptual foundation of the CAS approach was established through the development of a framework synthesised from existing literature on work paradigms and tourism work. This framework elucidates the mechanisms and implications of evolving tourism work dynamics, with the primary objective of addressing their inherent complexities while offering a precise structure for CAS-based simulation modelling. Moreover, we provide guidance on constructing a simulation model based on this framework to address 12 identified gaps in the current tourism work literature. The theoretical contributions, methodological advancements, and potential research directions arising from the CAS approach benefit in predicting and advancing the future of tourism professions. Finally, practical implications for organisational strategy development and policy-making toward fostering a sustainable tourism work ecosystem are discussed.

Exploring hospital physician relationships in HRD through POS lens: an integrated literature review

Purpose The purpose of the paper is to examine how perceived organizational support (POS) for physicians is situated within different hospital physician relationship (HPR) employment structures and to explore human resource development (HRD) implications within these relationships. Design/methodology/approach This paper focuses on research in the western context using an integrated literature review methodology, which includes employed (“Employed”), affiliated (“Affiliated”) and Locum tenens physicians [“Locum(s)]” who work in hospitals. Findings POS constructs, under the broader purview of organizational support theory (OST), provided evidence for hospital leadership to find intentional ways to support their hospitals physicians within all HPR models. Our review also revealed the strategies adopted by hospitals to align and influence physician practice behaviors, which were researched using economic and/or noneconomic constructs. The findings indicated stronger or isolated alignment with hospitals where the physicians practiced. Research limitations/implications The paper focuses on Employed, Affiliated and Locums HPRs in western healthcare contexts. When available, distinctions are made with respect to the US or Europe. Limitations to our review include (a) limited research within healthcare contexts on organizational support, and (b) limited literature about Affiliated and Locums hospital physician populations in the US and Europe written in English. Practical implications Though hospital physicians are integral to patient care and economic efficiencies in hospitals, not much is known about how hospital physicians perceive organizational support within different HPRs, and what construct contributions are made to hospital system performance. Accordingly, this study contributes to the HRD literature in the healthcare context starting with confirming HPRs from a POS perspective and extending findings to theories of employee alignment that can contribute to organizational performance. The findings of this study serve HRD theory and practice. Theorists may use this to pursue HPR-related inquiries to explore HRD’s influence in creating hospital policies and culture that make physicians feel supported and satisfies the hospital’s financial and patient care-related goals. Practitioners may use the findings of this article to inform quality improvement and organization development efforts. Social implications Hospital physicians are an integral workforce that provides critical patient care across the world. Understanding how organizations can support physicians has a ripple effect from hospitals to communities at large. Originality/value This review contributes toward the development of a conceptual model of organizational support for HRD that can help physicians and their hospital employees within different HPRs to reach mutual goals of support, understanding, integration (clinical, economic and noneconomic) and physician alignment evidenced by improved patient care and organizational performance.

AI adoption and organizational readiness: boosting accounting efficiency in Jordan

Purpose Artificial intelligence (AI) use is on the rise and evolving fast, which expectedly is set to transform the way we carry certain processes in accounting. This study aims to examine the use of AI in enhancing accounting efficiency in terms of AI adoption, employee competence, data quality and organizational readiness. Design/methodology/approach This study gathered data from 192 participants working in the field of accounting in Jordan to look into these factors and how they influence the efficiency of accounting processes. The research hypotheses were tested using partial least squares (PLS)-structural equation modeling. Findings The outcomes of this study documented that a high level of AI adoption, better data quality and competent employees can achieve better accounting efficiency. The PLS analysis also showed that accounting efficiency in Jordan could be enhanced with increased AI adoption level, mainly when organizational readiness elements such as sufficient infrastructure and positive organizational cultures are in place. Originality/value In the realm of emerging markets, this study takes a leading position as the researcher recognizes the vital importance of AI in increasing accounting efficiency across different entities. The outcomes of this study highlight the importance of aligning AI initiatives with broader organizational development strategies to fully gain the advantages of AI in accounting.

Motivation for knowledge management approach and future prospects: A review of perspectives in Bangladeshi organisations

Purpose: Knowledge management is becoming an area of interest for striving towards extensive organisational development. The key to organisational development in the current business environment depends on how much knowledge is shared to accommodate the resources. The article aims to investigate the use of knowledge-sharing approaches by organisations in Bangladesh, where the concept is relatively new and explore the deficiencies and gaps in this area. Research Methodology: The study is purely qualitative. For this review article, 40 articles about knowledge sharing and management have been reviewed to develop an understanding of the concept of KM and its application in the context of MNEs in Bangladesh. Results: As knowledge management is a new concept in Bangladesh and other developing countries, there is limited study about KM and KS. It is therefore crucial to develop an understanding of the concept of having a strong position in the competitive business environment. Hence, the need to address the gaps, barriers and challenges of knowledge sharing and knowledge management extends beyond literature and proceeds to accommodate the concepts further extending towards research in this field. Contribution: With the emergence of the concept of knowledge management, organisations are becoming more aware of the need to encourage KS and address the limitations. It is important to develop innovative methods, and processes to bring about positive changes in organisational demography, practices and policies. Furthermore, better knowledge management will enhance the profitability and performance of organisations in countries like Bangladesh and other developing countries. Novelty: As the concept is relatively new in Bangladesh, it is possible to expand its scope further in different industrial contexts. It is also possible to explore the use of knowledge-sharing tools for organisational development.

THE EFFECT OF ORGANIZATIONAL INDUCEMENTS ON TURNOVER INTENTIONS: STUDY AT PT XYZ

Turnover intention has become a serious factor that needs to be considered in organizational development. The solution to be able to generate Turnover Intention is to create commitment to employees for the organization by providing competitive incentives. This study aims to determine the effect of Organizational Inducements on Turnover Intention mediated by Affective Commitment. This study uses a quantitative approach using questionnaires and the Partial Least Square (PLS) method using SmartPLS3. Respondents in this study were permanent employees of PT XYZ around 100 people. The results is there is a significant and insignificant effect of Organizational Inducements on Turnover Intention. It shows the influence and significance of Affective Commitment as a mediation for PT XYZ employees. These results conclude that Affective Commitment can make full mediation of Material Inducements on Turnover Intention and full mediation of Development Inducements on Turnover Intention.

Corruption in South Africa: an ongoing challenge to good governance

The article seeks to examine the phenomenon of corruption within the specific context of South Africa. The primary inquiry posed in the study is, 'What are the instances and underlying factors contributing to corruption in South Africa?' Corruption arises from a multitude of factors, including avarice, the pursuit of authority, and the dynamics of elite networking, among others. The presence of these factors within the nation fosters an atmosphere of impropriety at both the political and bureaucratic tiers of governance. The nation has instituted a range of anti-corruption bodies and strategies; however, the existing gaps in implementation pose significant obstacles to the effective realisation of these initiatives, thereby hindering efforts to combat or mitigate the prevalence of corruption. The research adopts a qualitative methodology and employs desktop analysis to gather information. The information was obtained through a thorough examination of existing literature and document analyses. The information underwent evaluation through conceptual and documentary content analysis. The findings indicate that cultural and normative frameworks that undermine democracy and the Bill of Rights are perpetuated by corruption. The ethical frameworks that dictate institutional ethics stand in contrast to the principles of public administration. The populace may experience a decline in trust towards governmental institutions and their operations due to the capacity to question the integrity of their elected officials. The article culminates in a proposal for the establishment of codes, strategies, and a culture governed by ethical principles, aimed at fostering ethical values among both employees and employers. It is of paramount significance that individuals embrace personal responsibility and accountability to engage ethically within the workplace, thereby contributing to the overarching organisational culture and values. This research enhances the understanding of public governance, human resource management, organisational development, and leadership studies.