Ethical Employee Research Articles

Exploring the Influence of Artificial Intelligence Usage on Ethical Decision Making Among Public Sector Employees: Insights into Moral Identity and Service Motivation

This study constructs a moderating mediation model to link public sector employees’ Artificial Intelligence (AI) usage with employees’ moral norms and ethical decision-making behaviors. Based on the theory of public service motivation, this study hypothesizes that the impact of AI usage on employees’ ethical decision-making behaviors acts through the mediating effects of employees’ service motivation, employees’ moral norms, and employees’ ethical perceptions and that the relationship between AI usage and employees’ service motivation, employees’ ethical norms, and employees’ ethical perceptions is moderated by the culture of the public organization. The selected data from 417 public sector employees in China supported most of the research hypotheses. The findings show that employee service motivation, employee moral norms, and employee moral cognition mediate the relationship between AI usage and employee ethical decision-making behavior. Public organization culture moderated the relationship between AI usage and employee service motivation, as well as AI usage and employee ethics. This study reveals the complex mediating and moderating relationships between AI usage and employees’ ethical decision-making behaviors in the public sector. It provides important theoretical and practical insights for further understanding and promoting public sector employees’ ethical behaviors in the era of AI.

The Internal and External Factors in Prevention of Procurement Fraud in Goods and Services Based on E-Procurement

The process of goods and services procurement within the government environment still has vulnerabilities to fraud, which necessitates proper handling. This study aims to identify the factors that can influence efforts to prevent fraud in the procurement of goods and services using an e-procurement system. The data for this research was obtained through the distribution of questionnaires to employees at the Procurement Services Unit (ULP) and the Regional Financial and Asset Management Agency (BPKAD) Office of Dompu Regency. The sampling method used in this study is purposive sampling. Furthermore, the research data were tested using multiple regression analysis. This study demonstrates that the variables of technology utilization, e-procurement, internal control systems, organizational culture, employee ethics, and religiosity can influence the prevention of fraud in the procurement of goods and services. The research findings can serve as a reference for evaluating the use of information technology through e-procurement and the application of internal control systems for optimal results. Additionally, it is important to consider human resources, specifically employees, in maintaining organizational culture, good ethics, and religious values as a foundation for actions in the workplace to avoid various deviant or unlawful behaviors.

Enhancing Performance and Work Ethics of Low-Educated Employees

This research examines strategies to enhance the performance and work ethics of employees with limited educational backgrounds by implementing business ethics and organizational development practices, with a focus on PT Medi Modular Luar Biasa (PT MMLB), an Indonesian healthcare infrastructure company. The research addresses the challenges faced by companies in managing low-educated employees, including cognitive limitations, communication barriers, and difficulties adapting to organisational changes, which often lead to suboptimal performance and ethical lapses. Through qualitative interviews with employees and management, the study reveals significant differences in how employees with varying educational backgrounds understand and implement corporate values such as integrity, and professionalism. The research highlights the need for ethical leadership and structured organisational support to address these challenges. The findings suggest that enhancing the ethical climate and providing tailored training are crucial for improving both performance and work ethics among low-educated employees. The study proposes interventions such as clarifying role expectations, reinforcing ethical guidelines, and fostering a supportive work environment to drive continuous improvement and employee well-being. The research contributes practical recommendations for businesses facing similar challenges, emphasising the importance of ethical leadership in shaping positive employee behaviour and organisational outcomes.

Investigating the Relationship between the Compensation System and Professional Ethics of Employees in the Teaching Hospitals

This study explores the complex interplay between employee compensation systems and professional ethics within the healthcare sector. Utilizing both descriptive and survey research methodologies, the research focused on a sample of 292 employees selected from a larger population of 1,218 individuals working in Tehran’s teaching hospitals. Data were collected via two validated questionnaires, with Cronbach's alpha reliability coefficients of 0.92 for the compensation system and 0.86 for professional ethics. Advanced statistical techniques, including Partial Least Squares (PLS) analysis via Smart PLS 2 and SPSS, were employed to test the study's hypotheses. The findings demonstrate a significant and direct influence of compensation systems and their components on professional ethical behavior among staff. Furthermore, proposed modifications to existing compensation systems were found to contribute positively to the enhancement of professional ethics.

Inducing employee performance among state-owned enterprises, through employee ethical behaviour and ethical leadership

PurposeThis study aims to examine how ethical leadership enhances the relationship between employee ethical behaviour and the job performance of employees in state-owned enterprises (SOEs).Design/methodology/approachThis study was a survey, with data collected using a structured questionnaire. The study focused on employees from SOEs in Ghana. The sample covers 238 employees drawn from 10 SOEs. Data was analyzed using structural equation modelling.FindingsThe study concludes that employee ethical behaviour positively influenced the job performance of employees of SOEs in Ghana. The effect of ethical leadership on employee job performance was positively significant. Finally, ethical leadership positively moderated the effect of employee ethical behaviour on the job performance of employees of SOEs.Research limitations/implicationsFuture research should look at identifying the specific behaviours of ethical employees that influence improved job performance. Also, future research could conduct a comparative study of private-owned enterprises and SOEs.Practical implicationsAttention should also be paid to ethical leadership, as it strongly enhanced both employee job performance and the quality of employee ethical behaviour required for increased job performance of employees.Originality/valueExtant studies have paid limited attention to understanding how the interaction between employee ethical behaviour and ethical leadership will enhance employee job performance.

Codes of Ethics as a Marketing Communication Tool: The Impact of Codes of Ethics on the Behaviour and Appearance of Employees

Codes of ethics are crucial in communicating and building the values of organisations and their employees. This research study focuses on exploring various aspects of ethical behaviour and the impact of ethical constraints on employee performance in organisations. In the context of the growing importance of business ethics and human resource management, this study statistically identifies differences between organisations based on their ethical characteristics and strategies. The integration of ethics into corporate strategy is found to have an impact on the permissible behaviour and appearance of employees, with past ethical scandals leading to more stringent measures. In addition, the length and updating of the code of ethics affect the control over certain aspects of employee behaviour. These results underscore the importance of codes of ethics as tools for communication as well as for managing employee ethics and behaviour. They also highlight the role of multinational corporations in the diffusion of these practices and their impact on smaller market players, as well as the importance of managing workplace constraints. In conclusion, this study contributes to a deeper understanding of ethical practices and their importance within organisations.

Ethics of Care and Employees: The Impact of Female Board Representation and Top Management Leadership on Human Capital Development Policies

Ethics of Care and Employees: The Impact of Female Board Representation and Top Management Leadership on Human Capital Development Policies

The importance of professional ethics of Prison Service officers

The article undertakes an in-depth analysis of the importance of the principles of professional ethics in regards to Prison Service officers and finding an answer to the question of what values and norms are crucial for the functioning of this formation. In addition, key threats to the professional ethics of officers and employees of the Prison Service were characterized.

The Effect of Compensation, Motivation and Work Ethics on The Performance of Employees of The Directorate General of Human Rights, Ministry of Law and Human Rights of The Republic of Indonesia, South Jakarta

This study aims to analyze the effect of compensation, motivation and work ethics on the performance of employees of the Directorate General of Human Rights of the Ministry of Law and Human Rights of the Republic of Indonesia. This type of research is quantitative research, with data analysis methods using descriptive methods and inferential analysis methods. While data analysis tools use multiple linear regression. The data used were primary data obtained through a closed questionnaire given to 100 respondents assisted by using the Spss program application version 23.0. The results proved that compensation, motivation and work ethics partially had a positive and significant effect on employee performance. This means that if compensation, motivation and work ethics of employees are improved, employee performance will increase. The results of this research are expected to be input for institutions in improving the performance of their employees.

Penerapan Sistem Pengendalian Manajemen Terhadap Perilaku Etis Karyawan Pada PT. Sumber Alfaria Trijaya Cabang Demak

Ethical employee behavior significantly influences company performance, including consumer trust, productivity, and costs. The Management Control System (MCS) is a crucial instrument in achieving organizational goals and shaping the ethical behavior of employees. Individual, organizational, and environmental factors play a key role in forming ethical employee behavior. This study focuses on PT. Sumber Alfaria Trijaya Branch Demak, the largest retail company in Indonesia, which is committed to implementing ethical behavior. Literature review highlights the importance of ethical employee behavior, noting its positive impact on consumer trust, productivity, and corporate reputation. MCS is described as a key element in maintaining ethical behavior, with ethical culture, behavioral standards, and monitoring mechanisms as its components. The research methodology employed is qualitative descriptive research with a literature review approach. The study aims to analyze the influence of implementing MCS on the ethical behavior of employees at PT. Sumber Alfaria Trijaya Branch Demak. Data were obtained from books, articles, journals, and interviews with company employees. Data collection techniques involved literature review and interviews, with qualitative analysis using the inductive method.

Can Organizational Citizenship Behavior Affect the Work Performance and Work Ethics of Employees?

Can Organizational Citizenship Behavior Affect the Work Performance and Work Ethics of Employees?

The content of the motivational-evaluative component of the value attitude of cadets towards a person as a subject of pedagogical reflection

The article indicates the relevance of the problem of forming the value attitude of cadets of the law school of the Federal Penitentiary Service of Russia towards a person as a personal education that has a structure that includes cognitive, motivational-evaluative, emotional and activity components. The content of the motivational-evaluative component of the value attitude of a law school cadet of the Federal Penitentiary Service of Russia towards a person is substantiated as a set of values that take the form of motives for the implementation of the cadet’s value attitude towards a person and serve as criteria for assessing such an attitude. It is argued that the grounds for choosing values that form the content of the motivational-evaluative component of the cadet’s value attitude towards a person are, firstly, the orientation of the value towards another person; secondly, the requirements for an employee of the penal system, reflected in the Code of Ethics and Official Conduct of employees and federal civil servants of the penal system. The values that form the content of the motivational-evaluative component of the value attitude of cadets towards a person are identified: «goodness», «trust», «duty», «dignity», «mercy», «responsibility», «conscience», «justice», «benefit», «tolerance», «respect for another person», «honor». The characterization of these values is carried out in the context of the official activity of a penitentiary system employee, for the implementation of which cadets are being trained at the law school of the Federal Penitentiary Service of Russia.

ANALISIS KOMPLAIN DI UNIT CUSTOMER SERVICE OFFICER RUMAH SAKIT MUHAMMADIYAH LAMONGAN

Introduction: The key to the success of a hospital engaged in the service sector is proven by how the company serves their customers. Every customer must have high expectations for the quality of service. Complaint handling becomes an important channel when the product produced does not match the value expected by the customer because no product, both goods and services, is without weaknesses. Purpose: This study aims to describe and analyze complaints at Hospital of Muhammadiyah Lamongan with a Lean Management approach. Methods: What the researcher uses in analyzing complaints 1) Complaint analysis, 2) Complaint identification with an element of management approach, 3) Determining problem priorities with the USG method and causes of complaint problems using the 5 Why Analysis Form, 5) Problem solving using step 7 recommendation form and action plan. Results: Recap of complaints for January-April 2023 at Hospital of Muhammadiyah Lamongan a total of 54 complaints in the green category with the priority being the problem of unfriendly officers. One of the reasons for this complaint is that the officers did not apply 5s. Conclusion: Not optimal implementation of employee ethics SOP in the hospital, socialization of employee ethics SOP was carried out. With regular dissemination of SOP so that employees understand more about the importance of SOP while working.

Exploring and Analyzing ESG Activity Evaluation Factors of Sports Brands using Delphi and AHP Techniques

PURPOSE This study aimed to identify and establish ESG activity assessment factors tailored for sports brands, offering a foundational framework for fostering sustainability within the sports industry.METHODS A Delphi survey was conducted between December 1, 2022, and January 31, 2023, involving university professors, sports brand executives, ESG researchers, sports marketing majors , a nd sports brand influencers. Data were analyzed using SPSS WIN 24.0 and MS Excel, encompassing research subject classification, consistency verification, and empirical analysis.RESULTS The assessment of ESG activity evaluation factors of sports brands revealed that governance, social, and environmental dimensions ranked in descending order of relative importance. Among specific evaluation criteria, the adoption of employee ethics regulations was deemed paramount in the governance evaluation area, while support for stakeholder welfare and social well-being took precedence in the social evaluation category. In the environmental sector, the production and delivery of eco-friendly, durable products held the highest significance. Further analysis, considering the weighted priorities of all evaluation factors, emphasized the importance of factors, such as the adoption of employee ethics regulations, support for stakeholder welfare, social well-being, and the production and delivery of eco-friendly, durable products. Conversely, disclosure of company information and issues, support for the underprivileged, and general shareholders' meeting or agenda for the protection of shareholders' rights and interests ranked lower.CONCLUSIONS In summary, this study validates the role of governance (G) aspects within ESG activities for sports brands, alongside environmental and social dimensions. It highlights the importance of a balanced ESG framework, particularly in an era marked by heightened social responsibility awareness among consumers. Prioritizing governance in marketing strategies not only distinguishes sports brands but also necessitates impactful promotion and advertising efforts.

Efforts to Improve Employee Ethics in Konda District, South Konawe Regency

The purpose of this research is to find out the efforts to improve employee ethics in Konda District, South Konawe Regency. This research uses kulalittaif method. Informants in this study were regional secretaries, heads of BKD, heads of sub-districts of Konda, secretaries of heads of sub-districts of Konda, heads of sections in sub-districts of Konda, service staff and the community. To obtain data in this study using four kinds of data collection techniques, namely interviews, questionnaires, observation and documentation. The results of the study show that efforts to improve employee ethics and work paradigms in improving the performance of employees at the Konda District Office are very influential in improving the quality of organizational performance. The foregoing illustrates that the working paradigm in the Konda District is less than optimal.

Impact of Birawa Champion Training on the Performance of Housekeeping Employees PT.Telkom Property Makassar

PT. Telkom Property's Birawa Champion training is organized internally by the company to form soft skills, increase employee knowledge or knowledge of their respective fields of work, namely Housekeeping, Mechanical Electrics, Security, and Drivers. The organization of Birawa Champion training can also produce superior employees and is expected to be an example or leader in their respective work locations. The purpose of the study was to determine what and how the impact of Birawa Champion training on the performance of housekeeping employees of PT. Telkom Property Makassar. The research method used is a qualitative method using interview and observation techniques. Interviews were conducted focusing on 5 core informants who had attended Birawa champion training. There are 6 questions related to knowledge, soft skills, employee performance, discipline, ethics, and tenant satisfaction. Research on Birawa Champion Training has had a positive impact on the performance of employees who participated in the training, especially in the Housekeeping division, including increased knowledge of their work, increased discipline, as well as employee ethics, and increased employee soft skills so that they are able to become employees who have a leadership spirit at work. Training also improves the quality of employees to be better so that they are able to provide excellent service to customers or tenants, so that indirectly this training also affects tenant satisfaction. This is in accordance with the vision of PT. Telkom Property, which is to become the most preferred technology-based property company in Indonesia

Ethics of the Government and Municipal Employee

Compliance with the ethics of a government and municipal employee is a prerequisite for their service and is considered when encouraging, evaluating and creating a personnel reserve. Research objectives: to determine the principles of ethics of a government and municipal employee. Research materials and methods: the principles of ethics of government and municipal employees and the ethical principles of the norms of employees are presented. On issues not regulated by this Code of Ethics, generally accepted norms of conduct apply. Research results: the principles of employee ethics include honesty and integrity; modesty and restraint in behavior; honesty, responsibility and professionalism in the performance of official duties. Conclusions: ethics combines the principles and norms of morality, morality and human behavior.

Team Work Practices and Employee Performance in Local Government Authorities in Tanzania

This paper examined the effects of team work practices on employee performance of local government authorities in Tanzania. The specific objectives were to; determine the influence of shared vision, employee respect, employee ethics, collective decision, team level trust, intrapersonal skills and team cohesiveness on employee performance in LGAs. The study used multiple regression analysis to test the set hypotheses and construct the model. The study was based on cross-sectional survey design in which the quantitative approach was used to collect and analyse data from 368 employees. Research data was collected using a structured survey questionnaire as a research instrument where both descriptive and inferential statistics were used to arrive at conclusions. The study findings showed that shared vision, intrapersonal skills, trust and cohesiveness had the statistically positive and significant relationship between teamwork practice and employee performance. Further, findings revealed that shared decision, respect and workplace ethics were statistically insignificant. The study concluded that LGAs should create an environment that assists shared decision, respect and workplace ethics since this in turn will increase performance of employees. The study recommends team work practices be considered as part of organisations strategy to improve employee performance.

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.

Examining the differences in the impact of different work ethics of 80s, 90s and 00s Chinese employees on their organizational commitment and organizational citizenship behavior

As global economic integration advances, an increasing number of businesses are confronted with the conflict between economic and social benefits, as well as between the pursuit of corporate profits and the observance of ethics and morals. Using the Employee Work Ethics Questionnaire, the Organizational Commitment Questionnaire, and the Organizational Citizenship Behavior Questionnaire, this study focuses on the differences between different generations of employees' work ethics and organisational commitment and organisational citizenship behaviors. The study focuses on the enterprise management of "post-80s, post-90s, and post-00s" personnel and explores the distinctions between "post-80s," "post-90s," and "post-00s" people. The objective is to assist the "post-80s," "post-90s," and "post-00s" in adapting to corporate management with related measures. The objective is to assist the "post-80s," "post-90s," and "post-00s" in better adapting to enterprise management in order to achieve the enterprise's sustainable development. Several company personnel were chosen as responders, and the data are analyzed using Questionnaire Star and SPSS. A regression model of employee work ethics, organisational commitment, and organisational citizenship behavior was established. Generational differences were discovered in the effects of gender, years of work experience, education, and position on organisational commitment and organisational citizenship behaviors. However, in all three age groups, work ethics was strongly and positively associated with organisational commitment and organisational citizenship behaviors.