Effectiveness of Quality of Chief Integrity Officer, Ethical Climate on the Level of Ethics and Integrity in the Malaysian Federal

Asmawati, Sajari; Haron, Hasnah; Ismail, Ishak

doi:10.15282/jgi.3.1.2019.5422

Cited by 7 publications

(7 citation statements)

References 37 publications

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“…As regards staff nurses highly perceived professional values, ethical behavior and ethical climate. This was in the same line with Sajari, Haron & Ismail (2019); Abdullah, Sulong & Said (2019) and Barimani et al, (2019) who found that the respondent perceived ethical climate highly. The result was opposite to study done by Farsaraei et al, (2017) who reported that respondents perceived ethical climate negatively.…”

Section: Discussionsupporting

confidence: 85%

Ethical Climate, Ethical Behavior and Professional Values as Perceived by Staff Nurses' at Two Differenthospitals

Elewa

2020

MJN

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Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior and professional values can help nursing administrators to discover more successful strategies toward improving their well-being and decreasing work-related stress. Aim: The present study was conducted to investigate the relationship among ethical climate, ethical behavior and professional values as perceived by staff nurses at two different hospitals. Design: Descriptive correlation for comparative design was utilized to achieve the aim of the present study. Setting: The present study was conducted at two different health care (private and teaching) sectors. Subjects: Convenient sample of staff nurses (n=194) who agreed to share in this study. They were divided as follows: (n=89) from private hospital and (n=105) from teaching hospital. Tools: Data were collected using three questionnaires: ethical climate (26 items), ethical behavior (12 items) and nurses' professional value (26 items). Results: The study illustrated that there was no statistically significant difference among total perception of staff nurses' regarding ethical climate, ethical behavior and professional values at private and teaching hospitals (p=0.16, p=0.34 and p=0.28) respectively. Staff nurses had high mean % regarding their perception of professional values (87.66%), ethical behavior (86.74%), and ethical climate (83.32%). There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values (p=0.00). Finally, a strong positive statistically significant relation among total staff nurse's perception of ethical behavior and professional values (p = 0.00). Conclusion: There were no statistically significant deference among total perception of staff nurses toward ethical climate, ethical behavior and professional values at private and teaching hospitals. There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values. Recommendations: Nursing administrators should support achievement of ethical climate, nurses should update their knowledge regarding professional nursing ethics, through engaging periodically in workshop and training programs and nursing educator should integrate ethical practice into nursing curricula.

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Section: Discussionsupporting

confidence: 85%

Ethical Climate, Ethical Behavior and Professional Values as Perceived by Staff Nurses' at Two Differenthospitals

Elewa

2020

MJN

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“…Overall, the public sector organisation's level of ethics and integrity score was at a moderate level with a score of 73.67%. This is in line with the study by Sajari, Haron, and Ismail (2017) and Zainal, Som, and Mohamed (2020). It can be seen from Table 5 that Dimension 1 -Vision and Goal showed an overall score of 79.47%.…”

Section: Analysis Of the Level Of Ethics And Integritysupporting

confidence: 90%

“…Many studies assess the level of ethics and integrity of public sector organisations and findings are compared to the present study. Sajari, Haron, & Ismail (2017) conducted a study on a public sector organisation. Questionnaires were distributed to the employees of the agency, and they were asked to rate on a scale of 1 to 5 their perceptions on a list of statements addressing the 12 dimensions.…”

Section: Previous Literaturementioning

confidence: 99%

Ethics and Integrity in a Public Sector Organisation in Malaysia: An Assessment of Understanding and Perception of the Employees

Wook

Haron²,

Shaari³

et al. 2023

JGI

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The formation of quality work culture in the organization will only be achieved if employees practice a comprehensive and positive work ethic and integrity. In order to improve the level of ethics and integrity, the focus should be on overall improvement in the organization not only at the grassroots but all up to the top level. Comprehensive involvement of all parties will significantly improve the integrity of the organization. Recognizing the importance of integrity as the core of quality staff development and higher organizational performance, this study is expected to help the public sector organization plan strategies to achieve a higher level of ethics and integrity. The corporate Integrity Assessment Questionnaire (CIAQ) was used to measure the implementation of the integrity system in a public sector organization. The questionnaires were distributed to 850 employees at the agency via e-survey. It was found that the level of ethics and integrity of the agency is at 74%. “Vision and goals” dimension shows the highest score which shows that the organization has given attention to ethics and integrity through its approach to ethics and integrity in the organization, including, its formal articulation of the underlying philosophy about ethical and moral conduct embedded by the organization. The lowest score of the “disciplinary action and reward” dimension indicates that the public sector organization needs to relook policies and guidelines for discipline and reward so that it is in line with best practice. Thus, the public sector organization needs to provide rewards and incentives to encourage ethical conduct and implement strict disciplinary action to punish unethical work conduct improve in terms of ethical communication, work culture, infrastructure, training and ethics education, discipline, and reward.

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“…The CIO and Integrity Units may also have had a mixed impact. A study by Sajari et al (2019, pp. 54-57, 60-65) reported favourably on their performance which nonetheless depended on the “ethical climate” in the organisation including the influence of top management.…”

Section: The Reasons For the Persistence Of Corruption In Malaysiamentioning

confidence: 99%

Challenges in combating corruption in Malaysia: issues of leadership, culture and money politics

Jones¹

2022

PAP

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PurposeThe aim of the paper is to analyse the prevalence of corruption in Malaysia since 2004 in relation to political leadership, implementation of anti-corruption measures and the political and business culture based on money politics.Design/methodology/approachThe paper draws from the information and data provided by the Malaysian Anti-Corruption Commission, the Malaysian government, international organisations, media reports, and academic papers.FindingsThe paper analyses the perceived extent of corruption in Malaysia by examining how successive governments have dealt with the problem through a wide range of measures. Corruption remains widespread because of ineffective implementation, a culture of money politics based on mutually beneficial crony associations between political actors and business leaders, political interference to frustrate enforcement against corruption offenders, especially prominent personalities, and the mixed impact of corruption prevention measures. The paper concludes that the political and business culture and the nature of political leadership have eroded the political will to combat grand corruption in Malaysia.Originality/valueThis paper builds on previous research on corruption in Malaysia and highlights the combined negative impact of political leadership and a business and political culture that tolerates and espouses corruption, especially through money politics, and the consequent weak political will for tackling grand corruption.

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Effectiveness of Quality of Chief Integrity Officer, Ethical Climate on the Level of Ethics and Integrity in the Malaysian Federal

Cited by 7 publications

References 37 publications

Ethical Climate, Ethical Behavior and Professional Values as Perceived by Staff Nurses' at Two Differenthospitals

Ethical Climate, Ethical Behavior and Professional Values as Perceived by Staff Nurses' at Two Differenthospitals

Ethics and Integrity in a Public Sector Organisation in Malaysia: An Assessment of Understanding and Perception of the Employees

Challenges in combating corruption in Malaysia: issues of leadership, culture and money politics

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