Examining Factors That Could Lead to Unethical Behaviour in Institutions of Higher Learning

Ishak, Nurul Khair; Haron, Hasnah; Ismail, Ishak

doi:10.15282/jgi.3.1.2019.5418

Cited by 4 publications

(7 citation statements)

References 30 publications

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“…The main findings and conclusions just presented support the viewpoint of the relevant literature on the critical importance of leadership as the 'tone at the top' that shapes the direction and ethical culture of an organization (Elliot, Marquis & Neal, 2013;Rothman, 2017;Ishak, Haron & Ismail, 2019). In this sense, demonstrated ethical behaviour at the organizational level in the form of academic leaders' behaviours, ethical (mis)conduct, and decisions about sanctioning unethical or rewarding integrity and ethical behaviour of individuals informs the overall research model.…”

Section: Discussionsupporting

confidence: 72%

“…In the context of a higher education institution, the ethical infrastructure can be perceived as shown in Table 1, where the principle of "from words to actions" aims to avoid the unethical behaviours listed in the table. Source: adapted from Heyneman, 2013;Ishak, Haron & Ismail, 2019. In light of the above, it is imperative for higher education institutions to create a culture of integrity and ethical values (Priscariu & Shah (2016;Momete, 2019). To achieve this, higher education institutions must ensure the effectiveness of their ethical infrastructure, i.e.…”

Section: Research Backgroundmentioning

confidence: 99%

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Implementing Organizational Ethics in Academic Environment – The Case of Croatian University

Lovrincevic

2022

ECMLG

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Despite its great importance as a crucial aspect of organizational culture, organizational ethics and the implementation of ethics initiatives at all levels of the organization are still largely misunderstood or even neglected, not only in the business world but also in academia. Given the role of universities in educating young people for the labour market and future jobs, the translation of defined and proclaimed ethical policies, norms, and formal documents into desirable ethical behaviours by individuals, departments, and faculties is a sine qua non requirement for any university. This is especially true in less developed countries and emerging economies where the challenge of creating an ethical environment in organizations, corporate or otherwise is even greater. The main goal of the paper is to explore the interrelationship between formalized ethical policies and initiatives and demonstrated ethical behaviours at the organizational level, as well as to further investigate their role in shaping ethical behaviours of academic staff and, subsequently, ethical behaviours of students in an academic setting in a transitional economy. To achieve this goal, empirical research was conducted in 2021 using a specially designed questionnaire on a sample of 115 employees from one of the leading universities in Croatia. A moderated mediation model was designed and the analysis was conducted using PROCESS macro v4.0 for SPSS. The obtained results suggest that the effectiveness of standalone formalized ethical policies and initiatives is questionable in shaping ethical behaviours of academic staff, whereas these policies and initiatives in conjunction with actually demonstrated high ethical behaviours at the organizational level positively influence the ethical behaviours of academic staff. Moreover, the demonstrated ethical behaviours of academic staff plays an important mediating role in the positive impact of formalized ethical policies and initiatives on student ethical behaviours. In fact, demonstrated high ethical behaviour at the organizational level contribute positively to the indirect effects in this model. These and other findings of the research contribute to the relevant literature by providing additional confirmation of the importance of moving beyond formal ethics-related documents to actually demonstrated ethical behaviours in shaping ethical behaviours of individuals, in this case, university employees and students.

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Section: Discussionsupporting

confidence: 72%

Section: Research Backgroundmentioning

confidence: 99%

Implementing Organizational Ethics in Academic Environment – The Case of Croatian University

Lovrincevic

2022

ECMLG

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“…Even in institutes of higher education, the issue of CWB or unethical behaviour in the workplace persists and the issues surrounding higher education are gaining attention and are becoming a frequent subject of discussion amongst a variety of people (Ishak et al, 2019).…”

Section: Cwb In Institututes Of Higher Education (Ihe)mentioning

confidence: 99%

Work Ethics’ Impact on Counterproductive Work Behaviour in Institutes of Higher Education

Misnan,

Sharkawi,

Mustapa

2024

IJARBSS

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“…For this reason, the grounding of ethics as a form of local wisdom into service culture is fundamental and depends on the leadership of the business entity. As mentioned by Ishak et al (2019), "leaders are considered as tone at the top that shapes the direction and ethical culture of an organization". Leaders are responsible for the conduct of the organisation.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Frei (2008) emphasised that senior members of an organisation must focus on the process of recruiting and selecting to filter the right applicants. Given that senior members (leaders) are responsible for organisational behaviour (Wan et al, 2017), ethical leadership, known as moral managers, considers ethics essential and will certainly be communicated well to their subordinates (Ishak et al, 2019) and prospective employees at the time of recruitment. Davis and Gautam (2011) emphasized that "recruitment is one of the biggest things" Thus, the right, reliable and resilient service recruiting as part of the main foundation of an ethics-based service culture in addition to service training and service rewards, has the potential to create service co-creation to support service transformation.…”

Section: Quality Human Resourcementioning

confidence: 99%

A Conceptual Model of Ethical Service Compliance and Culture for Banking Sector

Rachmat

Surachman

Thoyib

et al. 2020

JGI

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The objective of this study is to propose a conceptual model of ethical service compliance and culture for the banking sector in order to comply with ethical service and local wisdom which has been argued as one of the specific domains. The review of the literature was conducted to examine the existing service culture model and theoretical concept. PICO (Problem, Intervention, Comparison, and Outcome) technique was utilised to identify the service domains which suit the banking sector. This study found that service culture needs to include the service domains since the early stage of the recruitment process and training. It is also important to consider the service reward, service co-creation, service transformation, service climate dan service orientation as the drivers of ethical service compliance and culture, which drives toward an excellent service value.

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Examining Factors That Could Lead to Unethical Behaviour in Institutions of Higher Learning

Cited by 4 publications

References 30 publications

Implementing Organizational Ethics in Academic Environment – The Case of Croatian University

Implementing Organizational Ethics in Academic Environment – The Case of Croatian University

Work Ethics’ Impact on Counterproductive Work Behaviour in Institutes of Higher Education

A Conceptual Model of Ethical Service Compliance and Culture for Banking Sector

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