Ethics and human resource management: Introduction

Contribution of human resource management in creating and sustaining ethical climate in the organisations

“…Ethical climate has an impact on the extent to which the organization experiences serious ethical problems. In order to improve the ethical responses of organizational members, attention should be focused on changing the organization"s ethical climate through recruitment and selection (Bennington and Wein, 2000;Spence, 2000;and Baker and Cooper, 2000;Shen et al, 2009), training and development (Delaney and Sockell, 1992;Brown, 1995;Paine, 1996;Hatcher, 2002;Roberson, Kulik and Pepper, 2003;Vuuren and Eiselen, 2006), performance appraisal (Useem, 1998;Winstanley and Hartog, 2002;Brown and Stilwell, 2005), pay and reward management, (Jansen and VonGlinow, 1985;Rowan, 2000;James, 2002), and employee relations (Erdlen,1979). These studies imply that changing the unethical behavior through ethical climate may have a significant effect on organizational performance and reputation.…”

“…Ethical behaviour of the employee is crucial to achieve optimum organisational goals and performance. As performance management and ethics have intimate relationship (Winstanley and Hartog, 2002;Brown and Stilwell, 2005), it is not clear whether existing achievement of an organization is reached with ethical behaviour of its employees. This study urges that extended studies should widely investigate the relationship between organizational performance and employees" ethics, since Brooks and Selley (2008) argue that creating and sustaining an ethical climate is a key determinant of stakeholder support and success.…”

“…In accordance with Opatha (2009), "performance evaluation is defined as a systematic process of identifying, measuring, influencing and developing job performance of the employees in the organisation in relation to the set norms and standards for a particular period of time in order to achieve various purposes". Ethics can permeate through employee performance evaluation and management (Winstanley and Hartog, 2002).…”

Training and Development And Performance Of Nigerian Educational Sector

“…In line with the above discussion, EC boosts and enforces the employees to acquire suitable ethical behaviour in discharging their responsibilities within the organization. In this regards, ethical behaviour of an employees viewed as essential in realizing organizational success and performance (Brown, Stilwell, & McKinney-Gonzales, 2005;Winstanley & Hartog, 2002).…”

Moderating Role of Ethical Climates on HRM Practices and Organizational Performance: A Proposed Conceptual Model

“…An ethical climate has an effect on the degree to which an organization encounters genuine ethical issues. With a specific end goal to enhance the ethical reactions of organizational members, consideration ought to be centered around changing the EC through recruitment and selection (Baker & Cooper, 2000;Shen, Chanda, D'Netto, & Monga, 2009), training and development (Roberson, Kulik, & Pepper, 2003), performance appraisal (Brown & Stilwell, 2005;Winstanley & Hartog, 2002), compensation and reward system (James Jr, 2000;Rowan, 2000) and employee relations (Erdlen, 1979). These studies infer that changing the unethical conduct with the help of EC may have a critical impact on organization performance and its reputation.…”