The Effect of Work Ethics on Job Performance in International Smes in Al-Hassan Industrial Estate

Abstract

The purpose of this study is to explore how work ethics (through work ethics elements: integrity, responsibility, equality and self-discipline) effects on employee's job performance in SMEs in Al-Hassan Industrial Estate. A survey was conducted on 257 employees in SMEs in Al-Hassan Industrial Estate. Hierarchical regression was used to model the effect of work ethics on employee's job performance. The work ethics elements are integrity, responsibility, equality and self-discipline. The results show that work ethics is improved employee's job performance in SMEs in Al-Hassan Industrial Estate. Moreover, the elements of work ethics (integrity, responsibility, equality and self-discipline) also improved employee's job performance. Moreoverthe company should be provided the necessary information to all auditors frankly, the managers should be authorized responsibility to employees, managers should be treated all employees fairly, and the workers should be carried out the tasks assigned to them by self-monitoring.

Independence, Work Ethic, Spirituality, and Productivity: A Comparative Study of Several Asian Countries

“…Partially, the higher the spirituality, the lower the probability of productivity. These findings are in line with the research results of (Eka Dirgantara Bataineh, 2020;Faregh, Jahanian, & Salimi, 2021;Miñon, 2017;Moon, Youn, Hur, & Kim, 2020), which proves that values such as independence, work ethic, and spirituality have an essential role in increasing labor productivity. Different findings from the research of (Prihono, Budiartha, & Astika, 2016) and (Noh & Yoo, 2016) state that spirituality in the workplace has a positive and significant impact on work productivity.…”

Perceptions of Ethicality: The Role of Attire Style, Attire Appropriateness, and Context

“…For instance, Gross and De Dreu ( 2021 ) suggest that those perceived as following norms are also perceived as behaving more honestly; Scilhavy and King ( 2009 ) argue that individuals scoring high on professionalism have a higher ability to recognize ethical dilemmas, use moral equity judgments, and engage in ethical actions. Other positive occupational attributes associated with formal attire, such as self-discipline, expertise, credibility, trustworthiness, and being responsible (Adomaitis & Johnson, 2005 ; Kwon & Johnson-Hillery, 1998 ; Sebastian & Bristow, 2008 ) have also been positively related with perceptions of different aspects of ethicality (e.g., values, behavior) in prior studies (e.g., Bataineh, 2020 ; Davis & Rothstein, 2006 ; Du Toit, 2015 ). Moreover, research suggests individuals make role and hierarchy attributions based on attire formality, with individuals being dressed in more formal attire being perceived as having higher level positions within organizations, and more authority and responsibility (e.g., Damhorst, 1985 ).…”

SPECIAL TREATMENT INTERDICIPLINARY JOURNAL, 2023. Vol. 9. (1.)

“…To put it bluntly, managers should have authority over their staff, treat everyone equally, and rely on their team members to self-monitor the work they are given. (Bataineh, 2020).It has been suggested by Toor and Ofori (2009) that ethical leadership could play the role of a mediator in the connection between organizational culture and the outcomes experienced by employees. According to the findings, ethical leadership has a greater likelihood of resulting in greater leader effectiveness, employee willingness to put in extra effort, employee job satisfaction, and an environment climate that fosters the flourishing of ethical leadership, all of which lead to improved employee job performance.…”