Spelling suggestions: "subject:"[een] ETHICAL CULTURE"" "subject:"[enn] ETHICAL CULTURE""
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Ethical decision-making amongst HR employees within a retails organisationMineshree Naidoo January 2009 (has links)
<p>The aim of this research was to examine whether a significant relationship exists between ethical decision-making had an impact on HR employees within a retail organisation. The questionnaire for the South African Board for People Practices, and the Ethical Position Questionnaire was administered to a sample of 150 employees in a large retail organisation within the Western Cape &ndash / South Africa. The researcher used a non-probability sampling technique specifically, a convenience sampling approach. The results of this study indicate that there is a statistically significant correlation between moral awareness and decision-making amongst HR employees. However with regards to gender there seems to be no statistical significant relationship amongst HR employees and ethical decision-making. Similarly results also indicated that there was no significant relationship between ethical ideology and ethical decision-making. Notwithstanding the limited generalisability of this study, implications for research and practice are suggested and recommendations are made to facilitate improved functioning.</p>
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Ethical decision-making amongst HR employees within a retails organisationMineshree Naidoo January 2009 (has links)
<p>The aim of this research was to examine whether a significant relationship exists between ethical decision-making had an impact on HR employees within a retail organisation. The questionnaire for the South African Board for People Practices, and the Ethical Position Questionnaire was administered to a sample of 150 employees in a large retail organisation within the Western Cape &ndash / South Africa. The researcher used a non-probability sampling technique specifically, a convenience sampling approach. The results of this study indicate that there is a statistically significant correlation between moral awareness and decision-making amongst HR employees. However with regards to gender there seems to be no statistical significant relationship amongst HR employees and ethical decision-making. Similarly results also indicated that there was no significant relationship between ethical ideology and ethical decision-making. Notwithstanding the limited generalisability of this study, implications for research and practice are suggested and recommendations are made to facilitate improved functioning.</p>
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Ethical decision-making amongst HR employees within a retails organisationNaidoo, Mineshree January 2009 (has links)
Magister Psychologiae - MPsych / The aim of this research was to examine whether a significant relationship exists between ethical decision-making had an impact on HR employees within a retail organisation. The questionnaire for the South African Board for People Practices, and the Ethical Position Questionnaire was administered to a sample of 150 employees in a large retail organisation within the Western Cape - South Africa. The researcher used a non-probability sampling technique specifically, a convenience sampling approach. The results of this study indicate that there is a statistically significant correlation between moral awareness and decision-making amongst HR employees. However with regards to gender there seems to be no statistical significant relationship amongst HR employees and ethical decision-making. Similarly results also indicated that there was no significant relationship between ethical ideology and ethical decision-making. Notwithstanding the limited generalisability of this study, implications for research and practice are suggested and recommendations are made to facilitate improved functioning. / South Africa
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Etisk affärskultur i små och stora revisionsfirmor : En studie om skillnader i den etiska affärskulturen och dess påverkan på revisorers objektivitetEliasson, Emelie, Saarisilta, Bianca January 2015 (has links)
Syfte: Tidigare studier har visat att objektiviteten hos revisorer tenderar att brista i större utsträckning i små revisionsfirmor än i större revisionsfirmor. Det finns samtidigt forskning som fastställer att den etiska kulturen i en organisation har en stor inverkan på de enskilda individernas etiska handlande. Studier visar även att organisationskulturen kan skilja sig mellan stora och små organisationer. Vi har utifrån tidigare forskning valt att undersöka om den etiska affärskulturen skiljer sig åt i små och stora revisionsfirmor och om en starkare etisk affärskultur är relaterad till en starkare objektivitet hos revisorer. Metod: Vi har valt att använda oss av en kvantitativ enkätundersökning i vår studie, eftersom vi önskat identifiera ett samband mellan revisionsfirmors storlek och dess etiska affärskultur och om den i sin tur har en påverkan på revisorers objektivitet. Studien har genomförts med hjälp av Ardichvili, Jondle och Mitchells (2013) enkät för att mäta den etiska affärskulturen samt ett etablerat test för att mäta objektiviteten hos revisorer som bland andra Bamber och Iyer (2007) har använt sig av. Enkäten har skickats ut till godkända och auktoriserade revisorer i Sverige. Insamlad data har analyserats och redovisas med hjälp av statistiska metoder. Resultat: Studien visar på en något starkare etisk affärskultur i de revisionsfirmor som inte är en av de fyra största i Sverige. Resultatet kan dock inte generaliseras till den större populationen på grund av en låg svarsfrekvens. Inget signifikant samband hittades mellan graden av den etiska affärskulturen och revisorernas objektivitet. Förslag till fortsatt forskning: En kvalitativ studie med djupgående intervjuer eller observationer skulle kunna ge en mer nyanserad bild av skillnaderna i den etiska affärskulturen hos revisionsfirmorna. Uppsatsens bidrag: Studier av den etiska affärskulturen i stora och små revisionsfirmor och dess påverkan på revisorers objektivitet har oss veterligen inte behandlats tidigare. En validering av den etiska affärskulturen i små och stora revisionsfirmor kan ge uppmärksamhet till svagheter i kulturen och därmed indikatorer på vad som kan förbättras ur ett etiskt perspektiv. / Aim: Previous studies have shown that the objectivity of the auditors tend to be weaker in small audit firms than in larger audit firms. Research indicates that the ethical culture of an organization has a large impact on individuals' ethical conduct. Studies also show that organizational culture may differ to some extent between large and small organizations. Based on the previous research we have chosen to examine if the ethical business culture differ in large and small audit firms and if a stronger ethical business culture is related to a higher objectivity of the auditors. Method: We have chosen to use a quantitative questionnaire survey method in the study. We wanted to investigate if there is a correlation between the size of audit firms and their ethical business culture and the degree of objectivity of the auditors. The study was conducted using Ardichvili, Jondle and Mitchell’s (2013) questionnaire to measure the ethical business culture and an established test earlier used by Bamber and Iyer (2007) to measure the objectivity of the auditors’. The questionnaire was sent to approved and certified public auditors in Sweden. The collected data were analyzed and reported using statistical methods. Result: The study shows a slightly stronger ethical business culture in the non Big 4-firms than the Big 4-firms in Sweden. The result can not be generalized to the larger population due to a low response rate. No significant associations were found between the degree of ethical business culture and auditor objectivity. Suggestions for future research: A qualitative study using interviews or observations could provide a more nuanced picture of the differences in business culture of auditing firms. Contribution of the thesis: Studies of ethical business culture in large and small audit firms and it’s impact on auditors’ objectivity has to our knowledge not been researched before. A validation of the ethical business culture in small and large audit firms can give attention to weaknesses in culture and thus indicators of what can be improved from an ethical perspective.
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Arbeids- en bestuursetiek in metableties-andragogiese perspektief : 'n poging tot funderingFourie, Johan David 06 1900 (has links)
Die inhoud van die studie verklank 'n paging om vanuit 'n meta bleties-andragogiese perspektief 'n
greep op die onloenbare werk likheid van 'n voortdurend veranderende arbeids- en bestuursmi lieu
te verkry, deur tot die radix van die problematiek rakende die arbeids- en
bestuursetiese-ageinsgebeure deur te dring.
Die bevindinge waartoe gekom is, dui pertinent daarop dat ar beids- en bestuursetiese-begeleiding
as gevolg van verskeie de struktiewe invloede vanuit die tegnokratiese bestel teenswoordig nie
meer so vanselfsprekend en toereikend geskied nie. Inteen deel, die eietydse bestuurder se
begeleidingsopgawe word al moeiliker en al hoe meer gekompliseerd en in baie gevalle selfs onmoontlik.
Hierdie toedrag van sake gee dan oak daartoe aanleiding dat die hedendaagse bestuurder in sy handel
en wandel nie meer altyd be treffende "etiese kwessies" 'n onderskeid kan tref tussen wat "reg"
en wat "verkeerd" is nie. Sodanige gebeure hou verreikende gevolge in vir die
begeleideling (ondergeskikte) se toereikende arbeids- en bestuursetiese-volwassewording,
aangesien die bestuurder ten spyte van sy begeleideling se ageinsnood aan etiese-begeleiding, nie
daartoe instaat is om 'n nastrewenswaar digevoorbeeld van arbeids- en
bestuursetiese-volwassenheid te kan stel nie.
Arbeids- en bestuursetiese-volwassenheid kan derhalwe slegs be reik word aan die hand van die
praktykwording van die normbeeld van arbeids- en bestuursetiese-volwassenheid. In
organisasieverband geskied sodanige praktykwording deur die vestiging en institusionalisering van 'n etiese
kultuur met 'n etiese gedragskode wat as meet- en rigsnoer dien ten opsigte van etiese en morele
kwessies. Deur middel van hierdie etiese gedragskode kan die kriteria vir 'n normbeeld van
arbeids- en bestuursetiese-volwassenheid dan as norme binne die etiese kultuur van 'n bepaalde
organisasie gevestig word. / The contents of this study represents an attempt to obtain a metabletic-andragogical
perspective-grasp on the indisputable reality of an ever-changing labour- and management-milieu
by penetrating to the radix of the problematic nature, regarding the labour- and
managerial-ethical-agein occurrence.
The resultant findings that were arrived at pertinently indicate that labour- and
managerial-ethical-guidance is obviously at present not being sufficiently achieved as a result
of various destructive influences from within the technocratic dispensation. On the contrary, the
present-day manager's guidance-role has become so much more difficult and complicated and in many
cases even impossible.
This state of affairs also gives rise to the fact that the modern-day manager cannot always
distinguish the difference between what is "right" and "wrong" regarding "ethical issues" in his
daily life. Such an occurrence has particularly far-reaching implications for the protege's
(subordinate's) adequate labour and managerial-ethical-adulthood, since the manager, in spite of
his protege's agein-need for ethical-guidance, is incapable of setting an example of labour- and
managerial-ethical-adulthood worthy of emulation.
Labour- and managerial-ethical-adulthood could therefore only be attained by putting into practice
the norm-image of labour- and managerial-ethical-adulthood. In organisational-context such
implementation occurs through the establishment and institutionalisation of an ethical-culture
with an ethical code of conduct as criteria for evaluating ethical and moral issues. These criteria for a norm-image of labour- and managerial-ethical-adult hood could be established as norms within the ethical climate of a particular organisation by means of such an ethical code of conduct / Philosophy, Practical & Systematic Theology / D.Ed. (Philosophy of Education)
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Arbeids- en bestuursetiek in metableties-andragogiese perspektief : 'n poging tot funderingFourie, Johan David 06 1900 (has links)
Die inhoud van die studie verklank 'n paging om vanuit 'n meta bleties-andragogiese perspektief 'n
greep op die onloenbare werk likheid van 'n voortdurend veranderende arbeids- en bestuursmi lieu
te verkry, deur tot die radix van die problematiek rakende die arbeids- en
bestuursetiese-ageinsgebeure deur te dring.
Die bevindinge waartoe gekom is, dui pertinent daarop dat ar beids- en bestuursetiese-begeleiding
as gevolg van verskeie de struktiewe invloede vanuit die tegnokratiese bestel teenswoordig nie
meer so vanselfsprekend en toereikend geskied nie. Inteen deel, die eietydse bestuurder se
begeleidingsopgawe word al moeiliker en al hoe meer gekompliseerd en in baie gevalle selfs onmoontlik.
Hierdie toedrag van sake gee dan oak daartoe aanleiding dat die hedendaagse bestuurder in sy handel
en wandel nie meer altyd be treffende "etiese kwessies" 'n onderskeid kan tref tussen wat "reg"
en wat "verkeerd" is nie. Sodanige gebeure hou verreikende gevolge in vir die
begeleideling (ondergeskikte) se toereikende arbeids- en bestuursetiese-volwassewording,
aangesien die bestuurder ten spyte van sy begeleideling se ageinsnood aan etiese-begeleiding, nie
daartoe instaat is om 'n nastrewenswaar digevoorbeeld van arbeids- en
bestuursetiese-volwassenheid te kan stel nie.
Arbeids- en bestuursetiese-volwassenheid kan derhalwe slegs be reik word aan die hand van die
praktykwording van die normbeeld van arbeids- en bestuursetiese-volwassenheid. In
organisasieverband geskied sodanige praktykwording deur die vestiging en institusionalisering van 'n etiese
kultuur met 'n etiese gedragskode wat as meet- en rigsnoer dien ten opsigte van etiese en morele
kwessies. Deur middel van hierdie etiese gedragskode kan die kriteria vir 'n normbeeld van
arbeids- en bestuursetiese-volwassenheid dan as norme binne die etiese kultuur van 'n bepaalde
organisasie gevestig word. / The contents of this study represents an attempt to obtain a metabletic-andragogical
perspective-grasp on the indisputable reality of an ever-changing labour- and management-milieu
by penetrating to the radix of the problematic nature, regarding the labour- and
managerial-ethical-agein occurrence.
The resultant findings that were arrived at pertinently indicate that labour- and
managerial-ethical-guidance is obviously at present not being sufficiently achieved as a result
of various destructive influences from within the technocratic dispensation. On the contrary, the
present-day manager's guidance-role has become so much more difficult and complicated and in many
cases even impossible.
This state of affairs also gives rise to the fact that the modern-day manager cannot always
distinguish the difference between what is "right" and "wrong" regarding "ethical issues" in his
daily life. Such an occurrence has particularly far-reaching implications for the protege's
(subordinate's) adequate labour and managerial-ethical-adulthood, since the manager, in spite of
his protege's agein-need for ethical-guidance, is incapable of setting an example of labour- and
managerial-ethical-adulthood worthy of emulation.
Labour- and managerial-ethical-adulthood could therefore only be attained by putting into practice
the norm-image of labour- and managerial-ethical-adulthood. In organisational-context such
implementation occurs through the establishment and institutionalisation of an ethical-culture
with an ethical code of conduct as criteria for evaluating ethical and moral issues. These criteria for a norm-image of labour- and managerial-ethical-adult hood could be established as norms within the ethical climate of a particular organisation by means of such an ethical code of conduct / Philosophy, Practical and Systematic Theology / D.Ed. (Philosophy of Education)
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The public service anti-corruption strategy : a case study for the Department of Correctional ServicesWebb, Werner Nicholaas 12 1900 (has links)
The South African Government in 2002 accepted the Public Service Anti-Corruption Strategy
(PSACS) with the objective to reduce the manifestation of malfeasance in the public service. The
PSACS identified various goals and objectives to be achieved at both the systemic and
departmental levels. At the departmental level, the PSACS set out to increase the institutional
capacity of departmental institutions, and encourage the management of risk and of discipline in
the public service. Departments are required to establish the necessary capacity to formulate
fraud prevention and anti-corruption policies, receive and manage allegations of corruption, and
investigate allegations of corruption and detected risks at a preliminary level. To manage ethics
departments should inter alia identify early signs of a lack of discipline, improve the
accountability and capacity of managers to manage discipline, and encourage managers to act
against transgressions. However, various authors have been critical of the formulation of policies
and the establishment of structures as a policy response to public service corruption. In their
view, such an approach often leads to a reduction in the efficiency and effectiveness of public
programmes, and even creates opportunities for corruption. In response to such deficiencies,
some argue that a compliance-based approach to public service malfeasance should be
supplemented by a value-based approach with an emphasis on the development of internal selfcontrol
of individuals, the promotion of trust among employees, and the promotion of a culture
of responsibility. In this context, this researcher proposes that the promotion of an ethical culture
could enhance the implementation of the PSACS. In this dissertation, this researcher set out to
evaluate, among others, the ethical culture of the Department of Correctional Services (DCS). It
was decided that a survey would be the most appropriate data collection method. A questionnaire
was administered and the data was captured, analysed and interpreted. Various statistical tests
were performed and the findings suggest inter alia that the promotion of an ethical culture
coincides with lower levels of observed malfeasance. Consequently, when greater clarity of
operational and ethics policies is obtained, an increase occurs in both the severity and frequency
of penalties for malfeasance, and officials gain greater access to resources and time to execute
their responsibilities, the level of observed malfeasance is likely to be reduced. The promotion of
an ethical culture could significantly enhance the implementation of the PSACS. / Public Administration / D. Litt. et Phil. (Public Administration)
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The effects of ethical context and behaviour on job retention and performance-related factorsMitonga-Monga, Jeremy 06 1900 (has links)
The purpose of the study was to develop an ethical context and behaviour model by investigating the relationship between individuals’ ethical context and behaviour variables and their job retention and performance related-factors, which has been under-researched in the Democratic Republic of Congo’s working environment. A quantitative cross-sectional survey approach was followed in this study. The population consisted predominantly of a non–probability sample of (N=839) permanently employed employees in an organisation in this country. The results revealed significant relationships between the construct variables. Structural equation modelling indicated a good fit of the data with the canonical correlations-derived measurement model. The main findings are reported and interpreted in terms of an empirically-based ethical context and behaviour model. These findings may provide new knowledge for the design of retention and performance practices which add to the body of knowledge in relation to ethical context and behaviour, job retention and performance / Industrial and Organisational Psychology / D. Admin. (Industrial & Organisational Psychology)
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The public service anti-corruption strategy : a case study for the Department of Correctional ServicesWebb, Werner Nicholaas 12 1900 (has links)
The South African Government in 2002 accepted the Public Service Anti-Corruption Strategy
(PSACS) with the objective to reduce the manifestation of malfeasance in the public service. The
PSACS identified various goals and objectives to be achieved at both the systemic and
departmental levels. At the departmental level, the PSACS set out to increase the institutional
capacity of departmental institutions, and encourage the management of risk and of discipline in
the public service. Departments are required to establish the necessary capacity to formulate
fraud prevention and anti-corruption policies, receive and manage allegations of corruption, and
investigate allegations of corruption and detected risks at a preliminary level. To manage ethics
departments should inter alia identify early signs of a lack of discipline, improve the
accountability and capacity of managers to manage discipline, and encourage managers to act
against transgressions. However, various authors have been critical of the formulation of policies
and the establishment of structures as a policy response to public service corruption. In their
view, such an approach often leads to a reduction in the efficiency and effectiveness of public
programmes, and even creates opportunities for corruption. In response to such deficiencies,
some argue that a compliance-based approach to public service malfeasance should be
supplemented by a value-based approach with an emphasis on the development of internal selfcontrol
of individuals, the promotion of trust among employees, and the promotion of a culture
of responsibility. In this context, this researcher proposes that the promotion of an ethical culture
could enhance the implementation of the PSACS. In this dissertation, this researcher set out to
evaluate, among others, the ethical culture of the Department of Correctional Services (DCS). It
was decided that a survey would be the most appropriate data collection method. A questionnaire
was administered and the data was captured, analysed and interpreted. Various statistical tests
were performed and the findings suggest inter alia that the promotion of an ethical culture
coincides with lower levels of observed malfeasance. Consequently, when greater clarity of
operational and ethics policies is obtained, an increase occurs in both the severity and frequency
of penalties for malfeasance, and officials gain greater access to resources and time to execute
their responsibilities, the level of observed malfeasance is likely to be reduced. The promotion of
an ethical culture could significantly enhance the implementation of the PSACS. / Public Administration and Management / D. Litt. et Phil. (Public Administration)
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The effects of ethical context and behaviour on job retention and performance-related factorsMitonga-Monga, Jeremy 06 1900 (has links)
The purpose of the study was to develop an ethical context and behaviour model by investigating the relationship between individuals’ ethical context and behaviour variables and their job retention and performance related-factors, which has been under-researched in the Democratic Republic of Congo’s working environment. A quantitative cross-sectional survey approach was followed in this study. The population consisted predominantly of a non–probability sample of (N=839) permanently employed employees in an organisation in this country. The results revealed significant relationships between the construct variables. Structural equation modelling indicated a good fit of the data with the canonical correlations-derived measurement model. The main findings are reported and interpreted in terms of an empirically-based ethical context and behaviour model. These findings may provide new knowledge for the design of retention and performance practices which add to the body of knowledge in relation to ethical context and behaviour, job retention and performance / Industrial and Organisational Psychology / D. Admin. (Industrial & Organisational Psychology)
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