Ethical Employee Research Articles

TINJAUAN PENDIDIKAN DAN PELATIHAN UNTUK PEGAWAI NEGERI SIPIL PADA SUATU INSTANSI PEMERINTAH

The development of human resources through education and training is basically a member of the organization in the capacity building work, means of achievement of each employee assessed and measured according to the criteria predefined by the organization. Education and training in government institutions aim to increase the knowledge, expertise, skills and attitudes to be able to carry out the duties of office are prefesional with based on personality and employee ethics. Methods of data collection in this study is the observation and study of literature with qualitative analysis methods. Based on the research results, the implementation of education and training is good enough. Employees who have the education or training to become more skilled in carrying out its work. Education and training is an effort to develop human resources primarily for professional development related to the capabilities and skills of the civil servants. The purpose of this study was to determine how the pattern of education and training provided by a government agency to the ministry, especially civil servants, benefits and objectives. While the usefulness of this study is to add insight, information, and knowledge of employment issues at a government agency, especially at the level of education and vocational training of civil servants. Keywords: Education and Training

Code of Ethics: A Stratified Vehicle for Compliance

Ethical codes have been hailed as an explicit vehicle for achieving more sustainable and defensible organizational practice. Nonetheless, when legal compliance and corporate governance codes are conflated, codes can be used to define organizational interests ostentatiously by stipulating norms for employee ethics. Such codes have a largely cosmetic and insurance function, acting subtly and strategically to control organizational risk management and protection. In this paper, we conduct a genealogical discourse analysis of a representative code of ethics from an international corporation to understand how management frames expectations of compliance. Our contribution is to articulate the problems inherent in codes of ethics, and we make some recommendations to address these to benefit both an organization and its employees. In this way, we show how a code of ethics can provide a foundation for ethical sustainability, while addressing management intentions and employees’ ethical satisfaction.

Ethics-related selection and reduced ethical conflict as drivers of positive work attitudes

Purpose– There is reason to believe that an ethically minded approach to hiring and the development of an ethical context should be associated with incremental decreases in employees’ perceptions of ethical conflict. It is also likely that the selection of ethical employees, and the reduced ethical conflict that follows, are positively related to employees’ positive work attitudes. The purpose of this paper is to test these relationships.Design/methodology/approach– Using a self-report questionnaire, information was collected from 187 employees working for a medium-sized financial services organization with offices located primarily in the Midwestern USA.Findings– Results of structural equation modeling indicated that employees’ perceptions of ethics-related selection were negatively related to perceived ethical conflict, and that reduced ethical conflict and enhanced ethics-related selection were associated with an increased positive work attitude, which was comprised of job satisfaction, an intention to stay, and organizational commitment.Research limitations/implications– The results cannot prove causal association between the constructs, and the use of one focal firm limits generalizability.Practical implications– Organizational leaders and HR professionals should develop ethics-based hiring practices to reduce ethical conflict and strengthen a company's ethical context.Originality/value– This investigation is relevant because strong relationships among ethics-related hiring, ethical conflict, and positive work attitudes would suggest that companies must use ethical selection criteria and maintain an ethical culture/climate that meets or exceeds employees’ expectations about ethics. Furthermore, this study adds to the relatively few published works exploring the relationship between ethical conflict and work attitudes.

Investigating and Assessing the Quality of Employee Ethics Training Programs Among US-Based Global Organizations

Reoccurring instances of unethical employee behavior raises the question of the effectiveness of organization’s employee ethics training programs. This research seeks to examine employee ethics training programs among US-based global organizations by asking members of the Ethics and Compliance Officer Association to describe various elements of their organizations’ ethics training programs. This investigation and assessment reveal that there are some effective aspects of ethics training but five serious concerns are identified and discussed as potential contributions to the lack of ethics among business organizations’ employees.

Discussion of “Ethical Climate, Social Responsibility and Earnings Management”

In this discussion of Shafer’s (J Bus Ethics, 2013, doi: 10.1007/s10551-013-1989-3 ) empirical research published in this issue, I raise several issues for future research. For example, I encourage ethics research to more carefully consider their use of climate versus culture, and call for an elucidation of the different characteristics of the two constructs. Additionally, the relationship between corporate ethical climate and employees’ perceptions of the importance of ethical behavior is complex. Because research commonly calls for organizations to improve their climate in order to improve ethical behavior, an exploration of the exit, voice, loyalty, or neglect options of employees in light of varying organizational ethical climates should be further explored.

Etika Bisnis Islam: Konsep dan Implementasi pada Pelaku Usaha Kecil.

Islamic Business Ethics: Concept and Implementation on Medium Small Enterprise. This study is aimed at determining how the concept and application of Islamic business ethics for small businesses (SMEs). The purpose of this study is to determine how the concept of Islamic business ethics and how its implementation for SMEs. Research conducted in the form of descriptive analysis. The results showed that Kampoeng Creative, Bazar Medina and SMEs in the environment of UIN Jakarta has implemented a business ethics of Islam, both by employers and employees. In conducting its business and activities, entrepreneurs have to understand and implement the principles or values based on Islam values acoming from the Qur’an and Hadith. The implementation of Islamic business ethics comprises four aspects : principles, management, marketing/advertising and product / price DOI:10.15408/aiq.v6i1.1373

What Benefits Do Ethical Leaders Gain? Ethical Leadership, LMX Mean and Leaders’ Benefits

道德型领导是新近提出的一种领导理论，大量研究证实这种领导方式会对员工和组织带来积极影响。然而，在领导过程中处于主体地位的领导者从中获得了什么收益却较少受到关注。以50个工作团队的248名员工为研究对象，本研究基于社会交换理论考察了道德型领导与个体层次和团队层次上领导者收益的关系及其作用过程。跨层次分析结果表明：（1）道德型领导对个体层次的员工对领导的认知信任和情感信任，以及团队层次的团队绩效和领导者绩效均有显著正向作用；（2）团队平均领导-部属交换中介了道德型领导与下属对领导者的认知信任、情感信任以及团队绩效的关系，但在道德型领导与领导者绩效关系间无显著中介作用。本文揭示了道德型领导者在领导过程中获得的“收益”以及团队层次社会交换的中介作用，为道德型领导和团队社会交换的研究提供了启示。

The Right Amount of Ethics Inspires: A Cross Level Investigation of Employee Creativity

Despite a significant amount of theoretical and empirical attention given to ethical leadership and employee creativity, the connection between these two constructs remains poorly understood. This ...

Research on Initiative Turnover Rate of the Post-90s Workforce―Taking Labor-Intensive Enterprises as an Example

Based on the investigation of the traditional research on the factors which affect employee turnover rate, this paper aims at establishing a dynamic model of the post-90s workforce to explain the phenomenon of continuously high employee turnover rate of the post-90s workforce in labor-intensive enterprises. The model has explored the intervening factors of employee turnover and provided theoretical guidelines for companies to take actions against high turnover rate. The incentives for the post-90s employee initiative turnover have been probed thoroughly from the three aspects of employee, company and society and thus the managerial tactics have been proposed for companies to manage high turnover rate of employees. These tactics include mental health education, employee ethics education, improvement of working environments, rebuilding corporate culture, transforming employee management style, enhancing employee career planning management and setting up keep-to-the-point incentive mechanism, etc.

Incorporating citizens: corporate political engagement with climate change in Australia

Studies of corporate citizenship have considered how corporations shape the delivery of basic rights. While liberal commentators argue that corporations can act as protectors of citizenship rights where state regulation is lacking, more radical commentators claim that corporations seek to obstruct the rights of citizens. In this article we build on theories of hegemony to argue that corporate citizenship can be more fruitfully understood as an attempt to incorporate citizenship activities in order to benefit corporate agendas. To explore how this process plays out, we examine how companies have sought to influence the political debate over climate change in Australia. Through analysis of corporate documents, media coverage and interviews with senior managers, we identify how corporations use practices of campaigning and exemplifying to build a common identity with citizens and synchronize corporate and citizen interests. This involves the recasting of citizens as active constituents, responsible consumers, ethical employees and ecopreneurs. Through this process, citizenship becomes increasingly incorporated within the value creating activities of corporations.

AN ASSESSMENT OF ISLAMIC WORK ETHICS OF EMPLOYEES IN ORGANIZATIONS: INSIGHTS FROM THE UNITED ARAB EMIRATES

The purpose of this research is to present a critical assessment of Islamic work ethics (IWE) of employees in public and private organizations in the United Arab Emirates (UAE). The work uses a quantitative survey method to gather the opinions of employees in both public and private organizations in the UAE on IWE. The findings of the study revealed that the ability of a worker to balance his or her personal and organizational needs in the workplace meant success in his religious and organizational life. Also, findings showed that being productive in work organizations should not be tied to the amount of money one gets, and that illicit behavior like stockpiling grains and other essential commodities for the purpose of profit - making in times of need is unethical and un-islamic. This study clearly indicates the need for employees and managers to uphold the Muslim teachings which can be manifested in their daily work attitudes (best practices) in various organizations. The study highlights the various ethical variables that employees believe are essential to work organizations while keeping faith to the Islamic religion. Key words: commitment, employee work practices, HRM in UAE, Islamic work ethics, organization.

The Impact of Political Skill on Employees’ Perceptions of Ethical Leadership

We investigate whether leader political skill (LPS) increases employees’ perceptions of ethical leadership, even among leaders who acknowledge engaging in deviant behaviors. Study 1 indicated a positive relationship between LPS and ethical leadership perceptions, resulting in improved commitment and reduced stress levels among employees. Study 2 indicated that politically skilled leaders who engaged in deviant behaviors were perceived to be more ethical than deviant leaders with low political skill. Study 2 also suggested that LPS was negatively associated with employee deviance. These results suggest that political skill promotes ethical employee behaviors and other beneficial outcomes but might also help leaders disguise deviant intentions.

"More Than Just a ""Thing"": The Development and Sustainment of Object Moralization"

Despite decades of research on the ethics of employees’ relationships with their peers and organizations, the moral importance of person-object relationships has been largely overlooked. In this paper we present a multilevel model of object moralization, the process through which objects are imbued with moral relevance. In the moralization phase, we explore the antecedents of object moralization with a focus on characteristics of both objects and the people that perceive them. In the stewardship phase, we examine the processes through which object moralization drives employees to care for the objects that they moralize. In the governance phase, we examine the consequences of object moralization and stewardship for object governance and supply chain structure. We conclude with a discussion of our model’s contributions and implications for future research.

The Ethics Safety Scale: Development and Validation

The current study focuses on the development of an ethics assessment instrument. The proposed instrument is unique in that it is the first ethics’ perceptions assessment instrument designed to be applicable not only in an office environment, but in operative, labor-intensive work environments, as well. The manuscript includes a description of six studies used to create and validate an ethics perceptions assessment instrument appropriate for safety-sensitive environments. Study 1 includes a summary of a qualitative assessment of ethics perceptions from a diverse sample of 48 employees of a multi-national drilling corporation. Studies 2 and 3 examine the content adequacy and reliability of a quantitative instrument based on the results of Study 1. Study 4 includes an exploratory factor analysis of the scale, while studies 5 and 6 include confirmatory factor analyses of the new instrument, the Ethics Safety Scale. CFAs resulted in the Ethics Safety Scale (ESS) which includes 6 sub-scales measuring different aspects of employee ethics perceptions. The instrument and its sub-scales showed sound reliability and validity. Suggestions for future applications of the scale follow.

Computer use ethics among university students and staffs

PurposeThe purpose of this paper is to investigate the extent to which individual characteristics, which are gender, religious (Islamic) work value, and organization level (students and staff), are related to attitudes toward computer use ethics. This investigation is conducted in an academic setting in Malaysia, among those subscribing to the same religious value.Design/methodology/approachThe research used a cross‐sectional survey approach in an attempt to achieve the objective. A total of 550 responses were collected from academic staff and students in an institution of higher learning in Malaysia. Respondents were given several scenarios of ethical behavior to rate their attitudinal directions in computer work ethic. Their perceptions would indicate whether they are inclined towards ethical or unethical types of computer use behaviors based on the action in the scenarios.FindingsThe findings indicate that individual characteristics consisting of individuals’ value for Islamic work ethics and level in the organizational hierarchy are linked to attitudes toward ethical computer use. However, there was no support to suggest that attitudes toward ethical computer use are related to gender.Research limitations/implicationsThis exploratory study may spark more investigation into the area of computer ethics, which is in need of more research. This study also contributes significantly in confirming findings in similar research on individual characteristics and ethics in computer use, and in providing a methodological approach for measuring the construct of ethical computer use attitude and personal ethical work values by using behavioral scenario measures.Practical implicationsThis research should contribute significantly in the area of Business Ethics and Management Information Systems courses for both undergraduate and postgraduate business programs. The fact that individual characteristics contribute significantly in the ethical use of computers may lead to better insights into computer misuse and allow better preventive measures to be taken by organizations through Ethics and Management Information Systems curricula in business education.Originality/valueThe research provides a unique perspective of computer use ethics, which is not much covered in the literature. The measurement produced can be used as a research tool for more exploratory and explanatory research in computer use ethics, and as an evaluative tool for organizations in hiring the right personnel and providing training and motivation for more productive and ethical employees.

Staff Attitudes to Talking Openly About Ethical Dilemmas: The Role of Business Ethics Conceptions and Trust

To ensure ethical employee behavior, companies often utilize several forms of mostly one-way communication such as codes of conduct. The extent to which these efforts, in addition to informing about the company stance on ethics, are able to positively influence behavior is disputed. In contrast, research on business ethics communication and behavior indicates a relatively clear, positive link between open workplace dialogue about ethical issues and ethical conduct. In this article, I therefore address the question: What influences employee attitudes to talking openly about ethical issues? Answers are proposed on the basis of focus group interviews with staff at the Denmark and Brazil affiliates of the global healthcare company Novo Nordisk. It was found that interest in discussing ethical issues was influenced by two main factors: employee conceptualizations of business ethics and the level of inter-collegial trust, credibility, and confidence. In this article, by examining these phenomena, I aim at providing insight that can both inform scholars in these fields as well as help managers in their attempts to promote open workplace dialogue about ethical issues.

The Development Of A Code Of Ethics: An Online Classroom Approach To Making Connections Between Ethical Foundations And The Challenges Presented By Information Technology

In today's organizations, ethical challenges relate to areas like fraud, right to privacy for consumers, social responsibility, and trade restrictions. For Information Technology (IT) specifically, these can translate to considerations on how technology is used to violate people’s privacy, how automation leads to job reductions, or how management information and its corresponding systems are used and abused for personal gain. In the last 25 years, we have seen an overwhelming technology infusion affecting business, education, and society. Virtually all areas of our society have been transformed by the usage of technology. The change is important from an ethical perspective in terms of who Information Technology (IT) workers are today and what their tasks are. In the 1980s, IT workers were mainly limited to technical fields, such as programming, data processing, server administration, and phone services. Today, IT workers are integrated into every department of organizations, they function globally, and they have access to a wealth of knowledge and information (Payne & Landry, 2006). With the power and the skills to access such large amounts of data comes the need for ethical employees. Morality of respect doesn’t appear, fully formed, at a particular age. Instead it develops slowly and higher education needs to take a role in this. Higher education, specifically in business schools, needs to take some responsibility in preparing students for the ethical usage of information technology and the underlying information within those systems. In this research investigation, an assignment was provided to students in an online course entitled Ethics and Technology in which they were given the opportunity to develop a code of ethics that focused on key challenge areas in the usage of information technology while at the same time making connections to ethical leaders.

The Influence of Retail Management’s Use of Social Power on Corporate Ethical Values, Employee Commitment, and Performance

Recent cases in retailing reflect that ethics have a major impact on brands and performance, in turn, demonstrating that brand owners, employees, and consumers focus on ethical values. In this study, we analyze how various sources of social power affect corporate ethical values, retailer’s commitment to the retail organization, and ultimately sales and service quality. Multi-source data based on a sample of 225 retailers indicated a strong link between power, ethics, and commitment and that these affected output performance.

(Good) corporate governance and the strategic integration of meso ethics

PurposeThe primary goal of this paper is to provide a comprehensive review of meso ethics from a corporate governance perspective, and the strategic process of integration between corporate and individual ethics for the creation of an ethical culture. A secondary aim is to identify the organizational behavior variables that are affected by the ethical congruence between employee ethics and the prevailing corporate ethical climate.Design/methodology/approachBy first situating organizational ethics within the broader phenomenon of business ethics, the authors then more aptly examine corporate ethics at the upper and lower permeable meso boundaries where a shared ethic is negotiated. This conceptual paper tries to capture through a phenomenological approach how strategic governance level (macro) and individual ethics (micro) interact in a complex and dynamic way at the organizational level (meso).FindingsNormative literature suggests that organizations require more than ethical safeguards to ensure ethical conduct. For example, ethics training programs are demanded and perceived as effective by employees. Recent empirical studies on “ethical fit” have converged and support the assertion that it is in an organization's best interest to continually look for ethical congruence between their workforce and the ethical climate that they intentionally foster. Furthermore, these studies show that perceived ethical congruence positively affects an individual's affective commitment to an organization, and reduces turnover intent.Research limitations/implicationsThere is a general lack of consensus, cohesion and empiricism in the current literature. Few studies deal with meso ethics, which have wide‐ranging implications for current and future research.Practical implicationsDemand for business ethics is on the rise as is its corporate response commonly defined as corporate social responsibility (CSR). Standard responsive measures taken by executives are shown to generally be unsubstantiated or insufficient for ethical conduct to truly take root in an organization.Originality/valueThe scope of the paper, with its phenomenological approach, identifies the complexities of corporate ethics for academics and managers alike, where traditionally fragmented organizational levels are herein understood to be permeable and dynamic. The meso perspective of this study provides a new foundation for the study of corporate ethics. Its phenomenological approach provides a conceptual common ground and facilitates convergence in the field. Moreover, the conceptual framework of this paper can enable practitioners to formulate the appropriate strategic intent and governance strategy for their organization.

Ethics of Potential New Retail Employees: Relationships Between Ethical Perceptions and Grades of Future Retail Personnel

Retailers use a number of screening mechanisms to determine the suitability of potential new employees. Rarely, however, does the selection process address the ethics of potential employees. This study explores this issue by determining whether retailers can obtain an assessment of potential employees’ ethical perceptions by using information that they are already gathering, namely students’ grades. Although the findings do not suggest that grades can be used to differentiate students in all areas of ethical activity, they do suggest that grades may be used to differentiate between ethical evaluations in some areas, particularly situations that are particularly disturbing to practitioners.