Ethical Behavior Of Employees Research Articles

Uncovering the Significance of Transformational Leadership in Islamic-Based Institutions: A Systematic Exploration

Studies on transformational leadership have shown to be beneficial for employees and organizations, particularly those with an Islamic foundation. Islamic elements present within Islamic institutions seem to have different viewpoints regarding the numerous implications of transformational leadership. To have a clear understanding of the transformational leadership presence in Islamic-based institutions, it is crucial to compile prior literature. Then will ensure the efficiency on effectiveness of transformational leadership in Islamic-based institutions for future reference. Regrettably, there has yet to be enough research that thoroughly reviews the body of knowledge on transformational leadership implications for employees in Islamic-based institutions. Therefore, a thorough literature assessment on the impact of transformational leadership on employees in Islamic-based institutions was conducted in this project. This study used the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) review approach to guarantee that the results were of high quality. Two eminent databases, Scopus and Web of Science, as well as one auxiliary database, Google Scholar, were used to retrieve the articles. Two key topics were found through thematic analysis, including 1) employee performance and effectiveness, and 2) employee ethical behavior. Six sub-themes were then created by combining these two primary themes. This research will add to the body of knowledge currently available in the fields of transformational leadership and practical application in institutions with an Islamic foundation. The following are the study's key contributions: 1) pinpointing the beneficial effects of transformational leadership towards employees in Islamic-based organizations, and 2) formulating recommendations for more research in this area.

Ethical Leadership in HRM: A Critical Analysis of the Role of HRM Practices in Promoting Ethical Behavior and Corporate Social Responsibility

This study explores the contextual factors that influence the relationship between Human Resources (HRM) ethical leadership, employee ethical behavior, and corporate social responsibility (CSR). Through a literature review, we examine the influence of organizational culture, company values, government regulations, pressure from stakeholders, and the role of industry and business environment in shaping the dynamics between these variables. Findings show that alignment between HRM practices and organizational culture, CSR authenticity, and government regulations play a key role in shaping employee behavior, organizational commitment, and company performance. In addition, industry characteristics and business environment moderate the relationship between these variables. These results emphasize the importance of understanding the complexity of the relationship between HRM ethical leadership, employee ethical behavior, and CSR in various organizational contexts.

The Influence of Intellectual Intelligence, Emotional Intteligence, and Spiritual Intelligence on Employee Ethical Behavior

The aim of this research is to empirically test the influence of intellectual intelligence, emotional intelligence and spiritual intelligence on the ethical behavior of employees of the Department of Industry and Trade of Pasuruan City. The approach used in this research is quantitative research. The population in this study were all Civil Servants (PNS) of the Pasuruan City Industry and Trade Service, totaling 66 people. The number of samples in the study was determined using a saturated sample, because the population was relatively small (less than 100). The research model used is multiple linear regression using program assistanceIBM SPSS Statistics 25. The research results show that intellectual intelligence can partially improve ethical behavior. Emotional intelligence can partially improve ethical behavior. Spiritual intelligence can partially improve ethical behavior. Intellectual intelligence, emotional intelligence and spiritual intelligence can simultaneously improve ethical behavior. Spiritual intelligence is a dominant factor that can increase ethical behavior.

Linking Leader Pro-organizational Unethical Behavior with Employee Ethical Behavior

Linking Leader Pro-organizational Unethical Behavior with Employee Ethical Behavior

Optimizing the performance of domestic companies in Surabaya through the implementation of business ethics in managing companies

This study aims to determine whether business people in carrying out their work apply business ethics, and whether the application of ethics in managing this business can optimize company performance. This research is a qualitative descriptive study using interviews and survey methods with informants. The informants in this study are business people in domestic companies in Surabaya, including among others the ethical behavior of producers, ethical behavior of employees, ethical behavior of suppliers, ethical behavior of company leaders. . The data obtained from the interview results were then triangulated which included triangulation of data, sources and methods, then analyzed. The results of the study found that currently business people in domestic companies in Surabaya have implemented business ethics in their work. This can be seen from the results of interviews with business people who show almost the same answers, that is, on average, in carrying out their daily work, they have applied business ethics. Companies that implement business ethics in managing their business can optimize company performance.

Organizational Ethics and Its Role in Dealing with Work Stresses of the Working Staffs in the Directorate of Education at AL-Karkh the Second from Their Point of View

Institutions play a major role in the positive and negative impact on employees, as chronic work stress is an important contributor to the poor well-being of employees, as it suffers from nearly the majority of the workforce in the world, due to its impact on the reputation of the institution, its operations and its relationship with its customers, and that one of the reasons for the emergence of cases of stress The workplace is the ethical behavior of employees. So, the research aims to: building a measure of organizational ethics in DEK2nd from the point of view of its cadres. Building a measure of the work stresses of working in DEK2nd from their point of view. Identifying the level of organizational ethics practice in DEK2nd from the point of view of its cadres. Identifying the level of work stresses facing the working staffs in DEK2nd from their point of view. Identifying the level of work stresses facing the working staffs in DEK2nd from their point of view. The researcher used the descriptive approach using both survey and correlation methods, the research community included (275) employees from the working staffs in DEK2nd, The sample of the exploratory study, the preparation sample, and the application sample were chosen randomly, with (5, 162, and 108) employees, respectively, in order to collect information, a measure of organizational ethics was built, and the researcher also built a measure of job pressures, And then they were applied after the scientific conditions were met them. The data were processed statistically, using the arithmetic mean, percentage, simple correlation coefficient, Alpha chronbach coefficient, and simple and gradual linear regression equations. The researcher concluded several direct ones:The researchers verified the effectiveness of the organizational ethics scale in DEK2nd from the point of view of its staff, after reaching its preparation according to scientific procedures. The researchers verified the effectiveness of the work stress scale in DEK2nd from the point of view of its staff, after reaching its preparation according to scientific procedures. The Directorate of Education at AL-Karkh the second has an average level of organizational ethics from the point of view of its staff. The staff of DEK2nd have a medium level of working stress from their point of view.

Authentic Leadership and Ethical Behavior of Employees in Commercial Banks in Kenya

This study conceptualized and tested the relationship between authentic leadership and ethical behavior of employees in commercial banks in Kenya. Previous researchers have argued that authentic leadership influences performance of organizations. Few studies that have looked at the relationship between authentic leadership and ethical behavior of employees have reported conflicting results. As a result, there was need to conduct more studies to establish the existence of the relationship between the study variables. The main objective of the study was to establish the relationship between authentic leadership and ethical behavior of employees in commercial banks in Kenya. The study specifically aimed at establishing the effect of authentic leadership on ethical behavior of employees. A descriptive survey design used structured questionnaires to collect data from 384 employees of commercial banks in Kenya. Inferential statistics were used to analyze the data. Hypothesis test was done using simple linear regression analysis. The study findings indicated that authentic leadership had a significant influence on ethical behavior of employees. The findings made significant contribution to knowledge by validating the propositions of the theory that informed the study in commercial banks in Kenya. Further, the results provided value to policy makers in human resource management and commercial banks as far as entrenching authentic leadership in their organizations is concerned. The study therefore recommends that the commercial banks in Kenya leadership promotes authentic leadership so as to improve ethical behavior of employees in their respective banks. The study proposes that future studies consider other contexts and different research designs. Keywords: Authentic Leadership, Ethical Behavior & Commercial Banks

Common good human resource management, ethical employee behaviors, and organizational citizenship behaviors toward the individual

AbstractWhat happens to the behaviors of employees when their organizations' human resource management (HRM) systems take into account any challenges to the common good? Despite common good HRM (CGHRM) having recently been raised, the existing literature has not yet investigated the role played by CGHRM in relation to employee behaviors. Drawing on social exchange theory, we addressed this issue by exploring CGHRM and its influences on employee ethical behavior and organizational citizenship behaviors toward the individual (OCBI). We conducted this study in Vietnam, in two subsequent stages. Stage 1 involved a mixed‐method approach to develop and validate four items suited to measure CGHRM. In Stage 2, we examined a mediation‐moderation model showing the relationship between CGHRM and employee behaviors, and investigated the roles played by value commitment and spiritual leadership. We also included a survey using time‐lagged data and different sources. The findings reveal that CGHRM directly and positively influences ethical employee behaviors and OCBI, and indirectly and positively influences these two types of behavior via value commitment. Interestingly, the relationship between CGHRM and ethical employee behaviors was found to be significantly stronger when combined with high levels of spiritual leadership. Unexpectedly, however, spiritual leadership was not found to moderate the CGHRM‐OCBI relationship.

The Moderating Effect of Personal Character and Mediating Effect of Organizational Citizenship Behavior on Ethical Orientation of HRM- Ethical Behavior Linkage

Ethical behavior of employees is an essential individual behavior for survival, success, and growth of any organization. Hardly theoretical arguments and empirical evidence are found with regard to the mediating effect of Organizational Citizenship Behaviour (OCB) on Ethical Orientation of Human Resource Management (EOHRM)-Ethical Behavior (EB) linkage, and the moderating effect of employees’ Personal Character (PC) on EOHRM-EB linkage. An empirical survey study was carried out to achieve four specific research objectives established in respect of the network of relationships and effects occurring among the four constructs. A self-administered and structured questionnaire consisting of four instruments measuring the four constructs was used to collect data from 174 branch managers of Licensed Commercial Banks in Sri Lanka to conduct a cross-sectional study. The five hypotheses formulated by basing on two general theories (General System Theory and EDAP Model), arguments, empirical evidence, and logical beliefs of the researchers under the deductive approach were tested. It was substantiated that EOHRM significantly and positively related to EB of employees and this relationship was mediated significantly by OCB and was moderated significantly by PC. The implications were discussed.

Ethical Leadership and Employees’ Ethical Behavior

Ethical scandals, as well as unethical behaviour, are becoming major concerns in recent times. Thus, this study focused on the role of ethical climate and employees’ moral identity. Specifically, this study examined the mediation effect of ethical climate on the relationship between ethical leadership and employees’ ethical behaviour. Also, the study investigated the moderating role of employee moral identity on the relationship between ethical climate and employees’ ethical behaviour. Data were collected from 620 full-time employees working at thirty-three Iraqi organisations from five Iraqi provinces. These organisations were from various industry sectors such as manufacturing, retailing, medical, insurance, information technology, legal, finance, and telecommunication sectors. The study found that ethical leadership impacted on the ethical behaviour of employees and the ethical climate also significantly mediated the relationship between ethical leadership and employees’ ethical behaviour. The moderating role of moral identity on the relationship between ethical climate and ethical behaviour was found to be insignificant in this context.

Modeling Situational IT Ethics in UAE

The rapid development in the field of information technology has provided significant benefits to both society and the business world. There are numerous ethical challenges that computer users must deal with. These include violation of intellectual property, hacking, invasion of privacy, honesty, secrecy, loyalty, accountability, and responsibility. Situational and individual characteristics influence information systems employees' behavioral intentions to act ethically. The situational variables that affect employee ethical behavior and financial losses can be controlled and influenced by organizations to determine and control employee ethical conduct and financial losses. Ethics-related losses caused by information systems employees can be successfully resolved by incorporating the code of ethics into the code of professional conduct and employee contract, incorporating ethics into organizational culture, designing rewards for ethical behavior and severe punishments for unethical behavior, and incorporating ethics into the code of professional conduct and employee contract.

Ethics programs in business and management literature: Bibliometric analysis of performance, content, and trends

Abstract Research regarding ethics programs represents an important segment of business ethics literature. In the last thirty years, scientific discourse on ethics programs has flourished. Numerous studies examined their functions, composition, application in organizational practice, and impact on employee ethical behavior and many other organizational variables. However, so far there has been no study that would comprehensively map this particular field. Given that, this paper aims to examine discourse on ethics programs in its complexity within business and management literature. Based on a sophistically composed search protocol in the Scopus database, and after multiple rounds of checks, we extracted a final sample of 287 documents that matched the selection criteria. The sample was thoroughly analyzed by means of advanced bibliometric analytics tools. The results show the quantitative impact of ethics program literature via publication and citation metrics, a network of co-occurring themes and clusters of scientific inquiry, and the evolution of respective discourse over time. This detailed analysis results in a set of conclusions provided in the last part of the paper summarizing the quantitative performance and thematic scope of literature on ethics programs.

Who pays attention to the moral aspects? Role of organizational justice and moral attentiveness in leveraging ethical behavior

PurposeAlthough there have been several studies on corporate justice and employee ethical behavior, little is known about the conditions in which this link develops. The purpose of this study is to investigate the direct effect of organizational justice and moral attentiveness toward employee ethical behavior. Importantly, this study also considers the moderating role of moral attentiveness on the links between organizational justice and employee ethical behavior.Design/methodology/approachThe data was collected from 350 employees who were assessed directly to supervisors in 12 manufacturing companies placed in Malaysia, operated full-time, and had regular interaction with their direct supervisors. In particular, using two-wave survey data obtained from 270 employees working in the manufacturing industry in Malaysia.FindingsResults showed that organizational justice and moral attentiveness positively impact the employee ethical behavior as predicted. New to the literature, findings disclose that moral attentiveness strengthens this relationship. Importantly, the positive impact of organizational justice is sharply positive under high than low moral attentive employees and ceases to be significant among low morally attentive personnel.Research limitations/implicationsThis research focused on the notion of ethics and how important it is for society. The principles, norms and ideals that guide an individual’s behavior are referred to as ethics. Because the authors need to be treated with dignity as human beings, ethical behavior is essential in society.Practical implicationsThe findings of this study send a clear signal to managers that “failing to ensure that their employees perceive organizational justice” may undermine every effort made by them to improve their organizations’ ethical quality. Importantly, the findings emphasize the role of moral attentiveness in improving the ethical behavior of employees both directly and by strengthening the effectiveness of organizational justice to impact such a behavior positively. So, given the advantages of moral attentiveness in terms of improving employee ethical conduct, businesses should make every effort to hire and choose people who meet this requirement because it is not easy to spot this personality trait. Human resource managers may assess candidates’ moral attentiveness using a range of methods such as group debate, an in-basket exercise, organized interviews and business games that concentrate on specific ethical concerns.Social implicationsThis research focused on the notion of ethics and how important it is for society. The principles, norms and ideals that guide an individual’s behavior are referred to as ethics. Because the authors need to be treated with dignity as human beings, ethical behavior is essential in society.Originality/valueThe results of this study demonstrate how the eye is put to attain organizational moral excellence; the outcomes have shown that acutely attentive employees to the moral cues offered by the organization is vital.

Kepatuhan Pengendalian Intern dan Perilaku Etis Karyawan di PT. Intan Bali Cargo International

PT. Intan Bali Cargo International is a company engaged in the international freight forwarding industry. This study aims to analyze the influence of the control environment, risk assessment, control activities, information & communication and monitoring to ethical behavior of employees at PT. Intan Bali Cargo International. The sample was determined using the purposive sampling method so that 47 respondents were selected as the sample. Multiple linear regression analysis technique was used to analyze the data. The results of the analysis show that the control environment, risk assessment, control activities, information and communication, and monitoring have a positive and significant effect on the ethical behavior of employees at PT. Intan Bali Cargo International. These results indicate that the higher the level of internal control compliance, the ethical behavior of employees in the company will also increase.
 Keywords : Control Environment; Risk Assessment; Control Activities; Information and Communication; Monitoring.

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.