Ethical Employee Research Articles

Attributes of ethical employees in Malaysian public sector: conceptual content analysis and pattern matching analysis

This study aims to explore the attributes of ethical employees in public sector and to pattern match the attributes with human behavior, social and ethics theories. A qualitative research is used by focusing on first-order attributes (through interviews) and second-order concepts (using theories to explain the facts). This study revealed nine (9) attributes toward ethical employees which were honest, follow instruction, presence of duties, respect, Islamic value, virtue values, loyalty, attachment and financial planning. Among the related theories to these attributes are the virtue ethics theory, attachment theory, social bonding theory, social learning theory and AlGhazali Theory of Virtue. This study suggested nine (9) genuine attributes of ethical employees that may enhance the public trust as well as the community trust towards state government ruler. Keywords: ethical employees; Malaysian public sector; content analysis; pattern matching data analysis

Correlation between the Ethical climate, Job stress and Job Satisfaction in Nurses

Background and Aim: Nursing is a profession mixed with stress and psychological stress and numerous ethical issues. The attitudes and perceptions of nurses and their perception of the governing climate affect their performance and their job satisfaction or stress in organizational affairs. Climate is a phenomenon that always exists in the organization and dominates the attitude of the people as the hidden force. The climate is the perception channel through which the effects of the environment on the views and behaviors are determined. Ethical climate is important for organizations and affects employees' ethical behavior. The discovery of the relationship between ethical climate and employees' attitudes and behavior is considered as one of the most important issues in organizational studies. Therefore, the present study aimed to determine the correlation between ethical climate, job stress and job satisfaction among nurses working in Imam Khomeini Hospital, Urmia in 2015. Materials and Methods: The study population of this cross-sectional correlational study included nurses working in Imam Khomeini Hospital affiliated to Urmia University of Medical Sciences. Of the 366 nurses, 200 were selected using quota sampling method. Data collection was carried out using Victor and Cullen's Standard Ethical Climate (1999), Sutherland Job Stress (1995) and Brayfield & Rothe Job Satisfaction Questionnaires (1991). Cronbach's alpha of Ethical Climate, Job Stress and Job Satisfaction Questionnaires were calculated 0.72, 0.82, and 0.74, respectively. Also, in order to investigate the validity of the questionnaires, despite the standardization of the tools and their repeated use in domestic and foreign research, factor analysis was performed on the data obtained from the implementation of this scale were in the sample group. This analysis has been carried out in the form of exploratory analysis using the main component (PC) with Varimax rotation. The KMO coefficient was equal to 0.73 and the Xi value of Bartlett Sprite test 14506.8 was obtained, which was significant at 0.01, indicating the adequacy of the sample size and the sample variables for performing factor analysis. The results were confirmed and aggregate variance of 0.78 was obtained. For data analysis, descriptive statistics, Pearson correlation and regression tests were used in SPSS ver. 18 software. This research is the outcome of the M.A thesis of Urmia University, number A4/863. Ethical considerations: After obtaining the necessary permissions and familiarizing the participants with the objectives of the research, participants' oral satisfaction was obtained. Participants were assured about the confidentiality of information and the publication of the results of the study as a group. Findings: Participants' demographic information was as follow: female population (58%), age group of 26 to 30 years old (32.5%), Nurses with bachelor's degree (79%) and job experience of 6 to 10 years (49%). The mean and standard deviation of ethical climate, job satisfaction and job stress scores of participants were 80.55 ± 3.47, 28.44 ± 4.86 and 97.61 ± 17.21, respectively. Significant correlation was observed between the variables of ethical climate with job satisfaction (r = 0.395) and job stress with job satisfaction (r = -0.243) (P 0.01). Regression analysis showed that ethical climate predicts 34% of nurses' job stress (P<0.01). The multiple correlation coefficient to predict job satisfaction from the ethical climate was β = 0.733 and the coefficient of determination was R2=0.538 so that the ethical climate variable accounts for about 53% of the variance in nurses' job satisfaction (p <0.01). Conclusion: The results of this study showed that there is a significant relationship between ethical climate, job stress and job satisfaction of nurses; in fact, as the hospital climate becomes more ethical, the job stress of nurses is less and their job satisfaction is higher. The limitations of this study include the lack of control of economic, social, and cultural variables. Considering the limited statistical population of this study, generalization of the results to nurses working in other hospitals and employees of other organizations should be carried out with caution. Our suggestions for future studies include investigation of the relationship between ethical climate and ethical stress with individual and organizational performance and their interaction on linking job satisfaction with organizational results and outcomes in similar professional environments and other health professionals. Considering the correlation observed between ethical climate, job stress and job satisfaction, it is suggested that hospitals managers and authorities provide the necessary ground for institutionalization of professional ethics and decrease nurses' job stress and enhance their job satisfaction and quality of care for patients by creating an appropriate ethical climate. Also, holding training nurses on how to deal with ethical issues is recommended. Please cite this article as: Hassani M, Sedaqat R, Kazemzadehbeytali M. Correlation between the Ethical climate, Job stress and Job Satisfaction in Nurses. Med Ethics J 2017; 11(40): 63-71.

従業員個人の倫理と企業の倫理体制に関する一考察(統一論題 個人倫理と組織倫理)

従業員個人の倫理と企業の倫理体制に関する一考察(統一論題 個人倫理と組織倫理)

Ethical Leadership Effectiveness in China: Effects of Ethical Climate and Employee Traditionality

From a follower-centric perspective, we investigate the universal appeal of ethical leadership by examining when and how employee-perceived ethical leadership influences employee in-role performanc...

The Case for Ethical Non-Compete Agreements: Executives versus Sandwich-makers

The implied tone of the majority of management articles on the topic that non-compete agreements are “bad,” and some scholars even use the term unethical (e.g., Bishara & Westermann-Behaylo, 2012). But are such agreements actually unethical? I assert that the noncompete agreements themselves are ethical, but acknowledge that there are circumstances under which a noncompete may be unethical. A employee non-competition agreement is, in my opinion, ethical when it is reasonable based on the specificity of the terms of the agreement, including (i) who qualifies as a competitor; (ii) what activities would be considered competitive; (iii) where such competitive activity should be prohibited; (iv) when competitive activity will be prohibited; and (v) how the parties reached such an agreement. This criteria loosely matches that for determining when noncompetes will be legally enforceable. I start this normative analysis with a definition of noncompetes and a brief legal introduction to the topic of employee noncompete agreements. Next, I compare and contrast two situations in which the ethicality of noncompete agreements appears to differ, to develop an overarching theory of what constitutes an ethical employee noncompete agreement. I then highlight the normative ethical principles affected by non-compete agreements and close with a brief discussion of open issues and future avenues for research.

Corporate core values and professional values of Generation Y from the perspective of the effectiveness of ethics programs

In order for a business activity to be ethical, one needs ethical employees. Nevertheless, the ongoing generational change leads to the situation in which the values and the resulting standards of ethical behavior that have been thus far embraced in the workplace may no longer be unacceptable or respected by young people that enter the labor market. The article sets out to answer the following questions: what place do core values occupy in ethics programs of businesses; is there any relationship between them and the professional values of employees; why take into account individual preferences of organization members in terms of value when developing the agenda of corporate values. An important point of the discussion has become the values shared by those entering the labor market (the so-called Generation Y, or millennials) and the differences in this regard between them and the employees who have been pursuing their professional careers for years now (Generation X).

Experimental Study of Organizational Ethical Climate and Employee Silence: Based on the Theory of Psychological Expectations

Experimental Study of Organizational Ethical Climate and Employee Silence: Based on the Theory of Psychological Expectations

Sustainability of prevention practices at the workplace: safety, simplification, productivity and effectiveness.

Traditional full-time employment has evolved into various types of occupational situations, and, nowadays, new work organization strategies have been developed. Previously overlooked risk factors have emerged, such as traffic accidents while commuting or during work hours, poor work organization, and detrimental lifestyles (like alcohol and substance abuse, although recent statistics seem to show a declining trend for the latter). The global scenario shows greater attention to occupational risks, but also, to the reduced degree of protection. Moreover, the elevated costs, the unacceptably high fatal accident rates in some sectors, the complexity of the prevention systems, the lack of prevention training, the inadequate controls (despite the numerous independent supervisory bodies) and the obsolescence of certain precepts, call for a prompt review of the regulatory system. This is especially needed for general simplification, streamlining certification bodies and minimizing references to other provisions in the legislation that make it difficult for Italian and foreign workers to read and understand the rules "without legal interpreters". "New" occupational diseases and occupational risk factors have also been reported in addition to pollution. There are concerns for continued economic and social destabilization, unemployment, commuting, temporary and precarious contracts. All of these contribute to the lack of wellbeing in the working population. Thus, the timing, duration, and types of prevention training should be carefully assessed, making prevention more appealing by evaluating costs and benefits with a widespread use of indicators that make appropriate actions for health promotion "visible", thus encouraging awareness. Although reducing prevention is never justified, it should still be "sustainable" economically in order to avoid waste of resources. It is also essential to have laws which are easily and consistently interpreted and to work on the ethics of employers and employees to ensure that they conform to the standards of other European countries that currently operate with greater effectiveness and lower costs.

The More You Care, the Worthier I Feel, the Better I Behave: How and When Supervisor Support Influences (Un)Ethical Employee Behavior

This article investigates the effects of perceived supervisor support on ethical (organizational citizenship behaviors) and unethical employee behavior (counterproductive workplace behavior) using a multi-method approach (one experiment and one field survey with multiple waves and supervisor ratings of employees). Specifically, we test the mediating mechanism (i.e., supervisor-based self-esteem) and a boundary condition (i.e., employee task satisfaction) that moderate the relationship between support and (un)ethical employee behaviors. We find that supervisor-based self-esteem fully mediates the relationship between supervisor support and (un)ethical employee behavior and that employee task satisfaction intensifies the relationship between supervisor support and supervisor-based self-esteem.

When Moral Personality and Moral Ideology Meet Ethical Leadership: A Three-Way Interaction Model

We propose a three-way interaction model based on substitutes for leadership theory to explore the relationship among ethical leadership, moral personality, and moral ideology (i.e., idealism and relativism) on two types of employee voluntary behaviors (i.e., organizational citizenship behavior and workplace deviant behavior). Results from a sample of 218 supervisor–subordinate dyads indicate that moral personality attenuates the relationship between ethical leadership and employee voluntary behaviors. Idealism serves as the boundary condition for the moderating effect of moral personality. However, relativism only serves as the boundary condition for the moderating effect of moral personality when predicting workplace deviant behavior.

Development and Validation of the Spiritual Management Index(SMI)

Recently, organization is facing globalization, change, complexity, uncertainty. Also, new social-economic values such as conscious capitalism, sustainable management, stakeholder theory come into the spotlight. These changes in management include a shift from an economic focus to a balance of profits, quality of life, spirituality, and social responsibility concerns. And one of the greatest challenges facing organization is the need to develop new business models that accentuate ethical leadership, employee well-being, substantiality, and social responsibility without sacrificing profitability, revenue growth. This research suggest ‘spiritual management’ to deal with these changes. Spiritual management will enhances employee well-being, quality of life and provides employees a sense of purpose and meaning at work, a sense of interconnectedness and community. Nevertheless researches in this area are not enough and still inadequate level. In addition, there is no framework, well-defined concept and scientific diagnosis tool of spiritual management. Therefore we developed the Spiritual Management Iindex(SMI). To develop the scale we conducted researched on documentations and attended at spiritual management forum. Based on these research we developed 7 initial factors with 50items. Using these items we conducted survey, with the 261 people's survey results, we implemented the factor analysis. After validating we generated final 7 factor with 40 items. Also we conducted criterion-related validation. Spiritual management influence on happiness, organizational commitment, job engagement of employees.

Sport Ethics and the Values of Sport from the Point Of View of Athletes and Future Sports Area Employees

The present work focuses on the aspects of sport values of professional athletes and future sports area employees. After analyzing the fundamental values of sports values and the pursuit of victorious results, negative interrelation was observed. Thus, the researches of sport values of professional athletes and future sports area employees, remains relevant. The purpose of the research is to expose the aspects of ethics and values of professional athletes and future sports area employees. The objects of the research are as follows: 1) to determine the peculiarities of sport ethics of professional athletes and future sports area employees; 2) to adjust the standpoint of the professional athletes and future area employees’ to instrumental and terminal values. The research hypothesis: 1) professional athletes will distinguish lower evaluation of autonomy ethics than future sports area employees; 2) professional athletes will estimate the obstinacy and leadership more than future sports area employees. The survey was conducted including 151 sport community members (90 men and 61 women). Participants’ age ranged from 16 to 43. They were divided into two groups: professional athletes and future specialists. 53 team sport professional athletes took part in the research (35 men and 18 women). Their age ranged from 16 to 36 years. There were 98 future specialists of the study programme of Sports Management and Training system (55 men and 43 women). Their age ranged from 19 to 43 years. The article is based on two techniques of an empiric research. The questionnaire of Sport ethics, prepared by the professors of Gdansk’s university of Physical Education and Sports, was used in order to achieve the research. The questionnaire was used in order to access the differences of ethics of professional athletes and future sports area employees. The questionnaire includes 52 statements which the participants had to evaluate using 7 point system (from -3 to 3). The statements were grouped into 5 scales: autonomy, collectivism, common good, dignity and productivity. The modified M. Rokeach methodology of valued orientation was used in order to evaluate professional athletes and future specialists’ approach to instrumental and terminal values. There were five terminal values provided to the participants (winning / victory, delight of sports games, sincere communication, the teams’ co-ordination and abilities) and eight instrumental values (perseverance, responsibility, diligence, optimism, courage, leadership, obedience, goodwill). The participants had to evaluate the values in 8 point system by importance. The results of the research showed that the professional athletes distinguished lower evaluation of autonomy ethics than future sports area employees (p < 0,05); the professional athletes differ in expressing perseverance and leadership (p < 0,05), and future sports area employees distinguished by statistically significant responsibility and obedience (p < 0,05). The limitations of the study are that the research results are based on the data of questionnaire. Supposedly, the further researches could be made in on the topic of the professional athletes’ different appreciation to the criterion of the ethics of autonomy during the games and in non-sporting environment. Keywords: sports ethics, instrumental and terminal values, philosophy of sport. DOI: http://dx.doi.org/10.15823/sm.2016.15

Curating Employee Ethics: Self-Glory Amidst Slow Violence at The China Tobacco Museum

ABSTRACTSeen through the prism of public health, the cigarette industry is an apparatus of death. To those who run it, however, it is something more prosaic: a workplace comprised of people whose morale is to be shepherded. Provisioning employees of the cigarette industry with psychic scaffolding to carry out effective daily work is a prime purpose of the China Tobacco Museum. This multistoried exhibition space in Shanghai is a technology of self, offering a carefully curated history of cigarette production thematized around tropes such as employee exaltation. Designed to anchor and vitalize the ethical outlook of those working for the world’s most prolific cigarette conglomerate, the museum is a striking illustration that industrial strongholds of ‘slow violence’ produce their own forms of self-care.

윤리적 리더십과 종업원의 행동 간의 관계-종업원의 자기효능감과 리더에 대한 신뢰의 조절효과를 중심으로

Abstract The purpose of this study was to investigate the effect of ethical leadership on employees' behaviors (deviant behavior and personal initiative) and to explore the moderating roles of self-efficacy and trust in leader in the relationship between ethical leadership and employees' behaviors. This study developed four hypotheses and tested them using regression and hierarchical regression analyses. The results showed that the negative relationship between ethical leadership and deviant behavior and the positive relationship between ethical leadership and personal initiative were statistically supported. And this study found that self-efficacy and trust in leader played moderating roles in the relationship between ethical leadership and employees' behaviors. Based on the findings of the study, this study presented managerial implications and suggestions for future studies. Key Words : Ethical leadership, Deviant behavior, Personal initiative, Self-efficacy, Trust in leader

Ethical Standards and Cultural Assimilation in Financial Services

We study a firm with ethical employees who can adopt a profitable working practice that may harm their customers. Their response to this dilemma reflects their compensation contract as well as their ethical willpower. We identify optimal compensation contracts under utilitarian and deontological (duty-based) ethical standards. With utilitarian employees, and irrespective of employee willpower, a profit maximising firm with sophisticated customers generates the ethically best outcome. Organizational culture emerges as an equilibrium phenomenon. If the firm is a partnership, if sales commissions are hidden, or if customers are naive the firm may use bonuses to create a culture of malpractice.

Legal Issues in Secure Implementation of Bring Your Own Device (BYOD)

Nowadays use of smart phones, tablets, laptops has become an integral part of schedule of work in most organizations and corporations. Many of them are adopting a new policy of allowing the employees to use their own devices at workplace. Despite the economical and usage benefits, Bring Your Own Device policy can pose some serious security risks and have negative impacts depending on employee ethics and lack of safeguards in framing company regulations. This paper investigates the legal issues regarding the implementation of BYOD policy and suggests the solutions to overcome those incidental problems.

Role of Ethical Orientation of HRM in Establishing an Ethical Organizational Culture: A Literature Review and Implications

Growing unethical behavior of employees in business organizations and its negative impact on the organization, economy and the society has become a global concern over the past two decades. Hence Growing unethical behavior of employees in business organizations and its negative impact on the organization, making employees more ethical to create an ethical organizational context and its positive impact on the organization, economy and society have received growing scholarly attention in the business and organizational ethics literature. Creating and sustaining an Ethical Organizational Culture (EOC) is a crucial strategic goal for any business organization. Despite its significance in the present corporate environment, empirical investigations on EOC and the contribution of Human Resource Management (HRM) in creating and sustaining an EOC are limited. This paper reviews relevant theoretical and empirical findings of research work in literature from Business Ethics, HR, management, and organization studies fields, in the link EOC and HRM over the past three decades. The main objective of the study is to explore the role of Ethical Orientation of HRM (EOHRM) in making employees more ethical, in order to create and sustain an EOC. The paper discusses this role under four key HRM dimensions: Acquire, develop, retain and motivate ethical employees, in order to create an EOC. Working definitions for the main constructs in the study, EOHRM and EOC were developed by the authors. Systematic review method recommended by Tranfield et al. (2003) with an archival method, was used for reviewing of literature. This paper has a significant utility for future research.

Environmental Education, Environmental Ethics, and Environmental Perceptions of Food Establishment Employees in a Philippine University

Environmental Education, Environmental Ethics, and Environmental Perceptions of Food Establishment Employees in a Philippine University

Three ethical frames of reference: insights into Millennials' ethical judgements and intentions in the workplace

The paper investigates the ethical decisions of Millennials, who are not only part of an expanding cohort of the workforce, but also represent potential future managers with a growing influence on work practices and employment relationships. In the conceptual model, we propose that three ethical frames of reference, represented by perceived organisational ethics, perceived employee ethics and reflective moral attentiveness, antecede ethical judgements, which further influence the ethical intentions of Millennials. Using structural equation modelling, we test the model for three different business ethics scenarios: paying a consulting fee, dumping hazardous waste, and running an offensive advertising campaign. The findings confirm the link between ethical judgements and intentions across the board, while the influence of the ethical frames of reference varies among the scenarios. We propose that the differences in the predictive ability of the ethical frames of reference depend on the nature of the ethical issue, which holds important implications for today's managers in their attempts to encourage ethical behaviour of Millennial employees.

Survey of Personality Traits (Based on Big Five) In Professional Ethics's Growth In Medical Sciences University of Bushehr. Iran's Aspect

Professional ethics of employees is an effective Factor in the growth of spirituality and reducing administrative corruption in organizations. One factor that influences employees on Professional Ethics is personality. The overall goal of this research is to study the link between personalities of employees (Neuroticism, Extroversion, Agreeableness, Conscientiousness, Openness to experience) and their Professional ethics (responsibility, Competitiveness, honestly, respect to others, respect to values, justice, Sympathy to others, Loyalty) in Medical Sciences University of Bushehr. To study the correlation between personality style and Professional ethics of employees, five hypotheses were proposed in this project and the objective was to find the ones that were supported by the collected and analyzed data. Two sets of questionnaires titled “Form NEO five factors personality test” and “Professional ethics” questionnaires were distributed among 270 employees. Population of this research was 690 employees. The sorted data was analyzed using in SPSS and Lisrel software. While designed to test the hypothesis, based on the results, Findings show that, Between personality traits and PE, there is a positive relationship (0.445), Between personality traits and PE, there is a negative relationship(- 0 .251) some recommendations for developing Professional ethics in the organization, as is the end of the study