Ethical Behavior Of Employees Research Articles

Ethical Leadership and Institutionalization of Ethics: Intervening Role of Personal Factors

This study is an initial attempt to analyse the relationship between ethical leadership and institutionalization of ethics in an organizational setup. It has been observed, on the basis of available literature and previous contributions by management practitioners, that ethical leadership directly influences the process of enacting ethical culture across organization. Ethical leadership is also found impressing the personal factors of employees that further ensures the ethical behaviour of employees. The intrinsic balance that is required to establish ethical culture is based upon relationships, freedom of communication, channelization, peers’ behaviour and holistic organizational climate which ensures the possibility of lasting ethical foundation for any and every organization.

Examining the Influence of Organizational Culture on Employee Ethical Behaviour: A Case Study of a Security Agency in Ghana

The aim of this study is to look into the impact of organisational culture on employee ethical behavior, focusing on three police departments in Ghana’s Greater Accra Region. The goals were to figure out what kind of organisational culture prevailed in these police departments and how that culture affected employee ethical behavior. It also sought to find out if culture and ethical behaviour have any effect on the quality of job performance. The study utilized a qualitative research approach with a simple case study descriptive research design. Semi-structured interview questionnaire was used to collect data for this study. The study found out that this public security agency values individual contributions and has a culture that sees change as a challenge and an opportunity for personal development. The study also indicated that partnership with the community was a primary focus to ensure security. It was revealed that this public security agency whose core responsibilities were to attend to the security and protection of citizens guided their ethical behaviour in good and bad political times. The findings of this research concluded that a positive and significant relationship exists between organisational culture and employee’s behaviour.

Managerial ethical leadership, ethical climate and employee ethical behavior: does moral attentiveness matter?

ABSTRACT Ethical leaders can influence followers’ ethical behaviors by establishing an ethical climate. However, followers’ responses to an ethical climate may also differ according to the amount of attention they devote to moral questions. This study analyzes whether moral attentiveness augments the positive effect of an ethical climate on employees’ ethical behaviors, as well as the indirect effect of ethical leadership on employee ethical behavior through an ethical climate. Data from 270 employees in the Malaysian manufacturing industry indicate that the positive impact of an ethical climate on ethical behavior is greater among employees who exhibit high rather than low moral attentiveness; this moderating role also applies to the relationship between ethical leadership and employee ethical behavior through the ethical climate. This study thus sheds new light on the notable role of moral attentiveness in ensuring that ethical leadership and ethical climate enhance ethical behavior in the workplace.

PENGARUH PENGENDALIAN INTERNAL DALAM SISTEM AKUNTANSI PENGGAJIAN TERHADAP PERILAKU ETIS KARYAWAN

This study aims to determine the effect of internal control in the payroll accounting system on employee ethical behavior. This research is a quantitative approach research with the research object of the National Road Implementation Unit IV Region. NTT Province KDP 6.2 Ende-Wolowaru Section. The population in this study is the National Road Implementation Unit IV Region. NTT Province KDP 6.2 Ende-Wolowaru Section. The sample of this research is contract workers of PPK 6.2 Ende-Wolowaru segment. The research data is primary data obtained directly through the research questionnaire which was distributed to 30 respondents. The variables of this study consisted of independent variables, namely internal control of the payroll accounting system and the dependent variable was the ethical behavior of employees, the data analysis used simple linear regression after the data was collected, the data were analyzed using the SPSS 21 program. The results showed that the internal control variable significantly influenced the ethical behavior of employees.

How Upper/Middle Managers' Ethical Leadership Activates Employee Ethical Behavior? The Role of Organizational Justice Perceptions Among Employees.

Several studies have been conducted on ethical leadership and workplace ethical behavior but little is known about the role of organizational justice and each of its dimensions (procedural, distributive, interpersonal, informational) in this relationship. This study predicts that ethical leadership enhances organizational justice perceptions, including each of its specific dimensions, which in turn enhances employee ethical behavior. The results from two-wave survey data obtained from 270 employees in the Malaysian manufacturing industry confirm that ethical leadership has a positive impact on employee ethical behavior, and that organizational justice and each of its justice dimensions mediate this relationship, both individually and together. Importantly, interpersonal and informational dimensions show the strongest mediation effects. This paper highlights the actions and strategies that can help managers to effectively elevate the moral tone in their organizations. In particular, our findings show where managers must put more emphasis to foster an ethical workplace: on providing fair treatment (interpersonal justice) and honest information (informational justice).

Ethical leadership and employee ethical behaviour: exploring dual-mediation paths of ethical climate and organisational justice: empirical study on Iraqi organisations

Due to ethical lapses of leaders, interest in ethical leadership has grown, raising important questions about the responsibility of leaders in ensuring moral and ethical conduct. Research conducted on ethical leadership failed to investigate the active role that the characteristics of ethical climate and organisational justice have an increasing or decreasing influence on the ethical leadership in the organisation's outcomes of employees' ethical behaviour. Thus, this study examined the dual-mediations of work ethical climate and organisational justice on the relation of ethical leadership and ethical behaviour of employees. A total of 620 full-time employees from five Iraqi provinces working at 33 Iraqi organisations in the field of manufacturing, retailing, medical, insurance, information technology, legal, finance, and telecommunication responded to the questionnaire survey. Structural equation modelling (SEM) was used to test the model and data analysis was carried out using structural equation modelling-partial least square (SEM-PLS). The results revealed that there is a significant relationship between ethical leadership behaviour and the ethical behaviour of employees. Primarily, the study also found that ethical climate and organisational justice play a very significant mediating role between ethical leadership and employees' ethical behaviour.

The Effect of Perceived Organizational Support on employees' Ethical Behavior and Intention to leave in Pakistan: The Role of Moral Ownership and Organizational Commitment complemented by Motivation

Organizations tend to compete and put high productivity demands on their employees. Arguably, this could make employees feel insecure about their job, prompting them to either adopt any means to protect their jobs or join someone else. Implicitly, the way organizations respond to the specific socio-emotional needs of employees has an important role in defining employee behavior. Toward this, we set out to examine the extent to which perceived organizational support facilitates employee ethical behavior and their intention to leave. Building upon Malakkaran & Dyaram (2019) model explaining the linkage between Perceived Organizational Support (POS), and Ethical Behavior, we modified it by explaining how POS also impact Intention to leave. We hypothesize that POS enables moral ownership and this in turn makes employees behave ethically, it also increases organizational commitment and makes reduces the intention to leave. Here Motivation will complement the effect of POS on organizational commitment. Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 257 employees working in different organizations and analyzed using confirmatory factor analysis and structured equation modeling. The results suggested that Perceived Organizational Support has a positive and significant effect on Organizational Commitment (OC), and Intention to leave (IL), OC also positively affects IL, hence OC seems to mediate POS IL relationship. POS also seems to affect moral ownership but this, in turn, doesn’t seem to impact ethicality. Moreover, motivation seems to affect organizational commitment OC but doesn’t seem to moderate POS’s effect on OC. Implications and limitations of the study are discussed.

PENGARUH SISTEM PENGENDALIAN INTERN, KEPATUHAN, DAN PEMBERIAN TAMBAHAN PENGHASILAN BERSYARAT (TPB) TERHADAP PERILAKU ETIS PEGAWAI (Studi Kasus Pada Badan Pengelolaan Pendapatan Daerah Pemerintah Kabupaten Jayapura)

This study aims to determine the effect of internal control, compliance, additional income conditional on the ethical behavior of employees of the revenue management agency in Jayapura district. This research is correlation research or relationship, with the unit of analysis being studied are employees who work in the BAPENDA office with a total sample of 40 employees. The questionnaire was tested for validity and reliability before testing the research data, the test equipment used in this study used the classical assumption test which included the normality test for linearity heteroscedasticity and the linearity test data analysis method used was multiple linear regression analysis using the statistical analysis tool SPSS 25.The results ofthis study indicate that the Internal Control System variable does not have a significant effect on employee ethical behavior, while the Compliance and SupplementaryConditional variables have a significant effect on employee ethical behavior. Variables Internal control, compliance and management compensation together (simultaneous) have a positive and significant effect on employee ethical behavior.

Perceived Corporate Social Responsibility and Employee Ethical Behavior

TThe study examines how corporate social responsibility (CSR) affects employees’ ethical behavior. Specifically, building on the social learning theory, contingency theory and CSR literature, we develop a moderated mediation framework in which we hypothesize that CSR facilitates employee ethical behavior through promoting employees’ organizational commitment, and the effects of organizational commitment on employee ethical behavior are contingent on co-workers’ ethical behavior. Using a sample of 300 employees from listed firms in Ghana, our results confirm that organizational commitment partially mediates the relationship between CSR and employee ethical behavior. Moreover, co-workers’ ethical behavior interacts with organizational commitment to affect employee ethical behavior. These findings provide theoretical and managerial implications for researchers and practitioners attempting to enhance employee ethical behavior. Specifically, this research adds to the instrumentalist perspective of CSR and provides support for social learning theory in CSR by showing that CSR may improve employee ethical behavior.

PENGARUH PEMANTAUAN, PENAKSIRAN RISIKO DAN AKTIVITAS PENGENDALIAN TERHADAP PERILAKU ETIS KARYAWAN DALAM SISTEM PENGGAJIANA PADA PT BALI INSAN PERKASA

behavior in the payroll system, (2) the effect of risk assessment on employee ethical behavior in the payroll system, (3) the effect of control activities on employee ethical behavior in the payroll system and (4) influence Simultaneous monitoring, risk assessment and control activities for employee ethical behavior in the payroll system. This research was conducted at PT Bali Insan Perkasa with a total sample of 45 people. The sampling technique uses nonprobability sampling techniques. The type of research used in this study is quantitative data while the data source is primary data. The method of data collection is done using a questionnaire. The data analysis technique uses multiple linear regression analysis with the help of SPSS Version 21.00. The results of this study indicate that (1) monitoring does not affect the ethical behavior of employees in the payroll system, (2) risk assessment does not affect the ethical behavior of employees in the payroll system, (3) control activities affect the ethical behavior of employees in the payroll system and (4 ) monitoring, risk assessment and control activities simultaneously influence the ethical behavior of employees in the payroll system.

The Role of Big 5 Personality Traits in Determining Ethical Behaviour for Hospitality Industry Employees’ in Malaysia

This study begins from the realisation of the important contributions of employees’ personality traits and ethical behaviour in the workplace to business success. Therefore, it is imperative that further studies are conducted especially in Hospitality Industry in Malaysia, where there is paucity of research in this area. This study aims to understand the relationship of the Big Five personality traits (Extraversion, Openness to Experience, Conscientiousness, Agreeableness, and Neuroticism) inpredicting ethical behaviour of employees. A sample of 150 employees from The Ritz-Carlton Hotel Kuala Lumpur accepted the invitation and filled out the survey questionnaire. In a series of regression analyses, we found that the studied variables accounted for 92.8% of the variance in employees’ ethical behaviour. Results show that for the employees at The Ritz-Carlton Hotel Kuala Lumpur, Openness to Experience personality trait contributes the most to ethical behaviour at their workplace, followed by Agreeableness and Conscientiousness. This paper discusses the results from the social, psychological, and human resource perspectives, as well as their implications for human resource management.

Linking ethical leadership and ethical climate to employees' ethical behavior: the moderating role of person–organization fit

Linking ethical leadership and ethical climate to employees' ethical behavior: the moderating role of person–organization fit

Ethical Leadership and Employee Ethical Behavior: A Moderated Mediation Mechanisms

Purpose- Based on the ongoing unethical scandal in the organizations, this study aims to explain the relationship between ethical leaders and their followers’ ethical behavior by explaining the underlying mechanisms. 
 Design/Methodology- Data were collected through a structured questionnaire from the employees working in companies that produce fast-moving consumer goods. Three hundred sixty-nine samples were taken to study the proposed relationships.
 Findings- Results showed ethical leaders positively influence followers. Perceptual and reflective moral attentiveness positively mediates between ethical leadership and ethical behavior of employees. Moral awareness negatively moderates between ethical leadership and followers’ ethical behavior via reflective moral attentiveness, whereas moral awareness does not moderate the relationship.
 Practical Implications- Following the call for determinants of ethical behavior, this study provides insights for the managers to foster ethical behavior at the workplace.

Ethical Leadership and Employee Ethical Behavior: Exploring Dual-Mediation Paths of Ethical Climate and Organizational Justice: Empirical Study on Iraqi Organizations

Due to ethical lapses of leaders, interest in ethical leadership has grown, raising important questions about the responsibility of leaders in ensuring moral and ethical conduct. Research conducted on ethical leadership failed to investigate the active role that the characteristics of ethical climate and organisational justice have an increasing or decreasing influence on the ethical leadership in the organisation's outcomes of employees' ethical behaviour. Thus, this study examined the dual-mediations of work ethical climate and organisational justice on the relation of ethical leadership and ethical behaviour of employees. A total of 620 full-time employees from five Iraqi provinces working at 33 Iraqi organisations in the field of manufacturing, retailing, medical, insurance, information technology, legal, finance, and telecommunication responded to the questionnaire survey. Structural equation modelling (SEM) was used to test the model and data analysis was carried out using structural equation modelling-partial least square (SEM-PLS). The results revealed that there is a significant relationship between ethical leadership behaviour and the ethical behaviour of employees. Primarily, the study also found that ethical climate and organisational justice play a very significant mediating role between ethical leadership and employees' ethical behaviour.

Effect of Organizational Ethics On Service Delivery of Employees in The Public Sector: A Nigerian Perspective

Organizational ethics is an emerging field in human resources, which focused on the study and practice of the ethical behavior of employees within an organization. The main purpose of this research work is to empirically investigate the influence of organizational ethics on the service delivery level of employees in the National Assembly in Nigeria. The dependent variables employed in this study are integrity, self-discipline and organizational values. The survey research design was adopted. The target population of this study comprises of 885 employees in the committees of the Senate and House of Representatives. Multi-stage sampling technique was adopted and a sample size of 171 employees was used to collect data through a closed-ended questionnaire designed on a Five-Point Likert scale. Multiple regression analysis was employed to analyze data. The study found that there is a significant and positive relationship between organizational ethics dimensions of integrity, self-discipline organizational values on service delivery of employees of the Nigerian National Assembly on the other hand. In line with the findings, it was discovered that integrity and organizational values affect employee performance more than self-discipline. The study recommended that the management of the Nigerian National Assembly Service Commission should implement the National Assembly regulations and Code of Conduct. Nigerian National Assembly Service Commission should ensure that their organizational values are well communicated to all employees in the organization for effective service delivery practices necessary to achieve organizational goals. Keywords: Organizational values, ethics, integrity, self-discipline, service delivery, public sector DOI : 10.7176/EJBM/11-36-17 Publication date: December 31 st 2019

Determinant of Internal Control of Payroll System Ethics: Evidence Base from PT. XYZ

Company goals will be achieved if there is good cooperation from counterparts in the company. In order to require the company’s goals, it is a need for internal control, supervision and direction of the organization which can be used by management to plan and control the operations of the company, to provide reliable accounting informationforfinancialstatementsandtoensurecompliancewithapplicablelawsand regulations. This study examines the control environment variables, risk assessment, control activities, information and communication and monitoring influences the ethical behavior of employees in the payroll system at PT. XYZ both partially and simultaneously. The research sample was 35 employees at PT. XYZ. The results showed that partially the control environment, risk assessment, control activities, information and communication did not affect the ethical behavior of employees in the payroll system while monitoring affected the ethical behavior of employees in the payroll system. Simultaneous significant influence between the control environment, risk assessment, control activities, information and communication, and monitoring.

Examining the Impact of Ethical Leadership on Employees’ Ethical Behavior: The Role of Organizational Justice and Employees’ Moral Identity

This paper investigates the role of organizational justice and moral identity of employees on the relationship between ethical leadership and employees’ ethical behavior. It examines the mediation effect of organizational justice on the relationship between ethical leadership and ethical behavior of employees. This study also explores the moderating role of employees’ moral identity on the relationship between organizational justice and ethical behavior of employees. Data is obtained from a sample of 230 employees from the banking industry in Iraq. The theoretical and practical contribution as well as recommendations for further research are also presented.

Pengaruh Pengendalian Internal Terhadap Perilaku Etis Karyawan dalam Sistem Penggajian

This study aims to determine the effect of internal control on employees ethical behavior in the payroll system at the Regional Water Company of Majene Regency. The data used are primary data in the form of questionnaires distributed to employees and conducted interviews at the Regional Water Company of Majene Regency. The results showed that the independent variables (internal control) have a significant effect on the dependent variable (Ethical Conduct Employees in Payroll System). This is proved by a simple regression analysis obtained value of R Square of 0.266, which means that the influence of internal control over ethical behavior of employees is 26.6% and the remaining 73.4% is influenced by other variables. Based on the results of significant value, the results are less than the level of significant is 0.002 <0.05. In addition, it can be seen also from the comparison tcountand ttable. Based on the results obtained output SPSS version 16 tcountat 3,339 while ttablevalue of 2.051. Due tcountgreater than 3,339 ttable> 2.051 hypothesis (H1) is accepted. So we can conclude that internal controls have a positive and significant influence on the ethical behavior of employees. This means more and better internal control better the ethical behavior of employees in the payroll system.And based on the results of interviews with one of the employees as treasurer salary PDAM Majene stated that the salary system applied in the company is running well and ethical behavior of employees who do not comply with the rules set in the company will be given sanctions or punishment in the form of not getting promotion and can be removed . This means the better the internal control the better the ethical behavior of employees in the payroll system

THE EFFECTIVENESS OF ETHICS-TRAINING PROGRAMS IN THE BANKING SECTOR

Academic and professional interest in organizational ethics-training is on the rise as advances in technology and global reach create increasing opportunities for violations of moral standards. To mitigate risks associated with moral hazard, organizations strive to create an ethical culture by offering formal ethics-training programs. Notably, the literature is rich with studies that confirm a positive effect of ethics-training programs on employee ethical behavior. However, such programs may become mere cosmetics in the presence of a weak ethical culture, a non-ethics oriented supervisor, and lack of policy enforcement. This study investigates the roles played by the afore-mentioned factors on the relationship between formal ethics-training and employee ethical intentions. The quantitative approach is used and data are analyzed using structural equation modeling with IBM’s Amos. Important findings are reported and relevant implications suggested.

Supervisors Don’t Do It Alone: How Role Models Affect Employee Ethical and Safety Behavior at Work

Organizational research has drawn on social learning theory (Bandura, 1971) to explain how employees learn workplace behaviors, particularly focusing on the influence of supervisors while overlooki...