Understanding Reasons for Employee Unethical Conduct in Thai Organizations: A Qualitative Inquiry

Ermongkonchai, Phongstorn

doi:10.7903/cmr.3550

Cited by 25 publications

(18 citation statements)

References 17 publications

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“…Manual transcriptions were coded and analyzed to identify the patterns or correlations appeared. This research applied a similar method conducted by Ermongkonchai (2010) in qualitative research about non-ethical behaviors among employees in an organization in Thailand; by Zakari, Nawawi, and Salin (2016) in research about internal controls and the impacts referring to fraud in an oil and natural gas company in the United States; and by Omar, Nawawi, and Salin (2016) in research about the causes and effects of employees' fraud focusing on a certain industry which was an automobile industry in Malaysia.…”

Section: Methodsmentioning

confidence: 99%

Internal controls in fraud prevention effort: A case study

Hamdani

Albar

2016

JAAI

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This study is aimed at investigating how far the internal controls are able to prevent fraud in financing administration at an Islamic Bank in Medan, Indonesia. The method applied in this study was a case study method. The operational definition used in this study was COSO framework. The data were collected through observations and semi-structured interviews. The results of the study show that some weaknesses of the internal controls have been identified as one of the factors of fraud. Poor internal controls lead to fraud. The management of the bank still employs one official to the same officials to conduct various financing activities. It leads to fraud because the activities are lack of supervisions. This study is focused on one company, so the findings may not be generalized to other companies. It is because of the different types of business, working environment, and practices. It is expected that the future study is able to enlarge the number of samples or companies.

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Section: Methodsmentioning

confidence: 99%

Internal controls in fraud prevention effort: A case study

Hamdani

Albar

2016

JAAI

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“…This hypothesis is evidenced in the work of Frank and Oblog (2014) who maintained that a trade-off is required by organisation to choose between inclination for Toxic Leadership or increased staff productivity. Ermongkonchai (2010), Housman and Minor (2015) also found a significant effect of Toxic Leadership on Organisational Silence.…”

Section: Discussionmentioning

confidence: 96%

Toxic Leadership and Organisational Silence: An Appraisal of Selected Faith-Based Organisations in Ogun State, Nigeria

Adeoye¹,

Egbuta²,

Ayeni³

2020

JRDM

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This study examined the effect of toxic leadership on organisational silence in selected faith-based organisations in Ogun State, Nigeria. It debates that securing endurable paths to organisation success requires keen attention to the menace of organisational silence, and this does not leave out organisations that base their business operations on certain fundamental doctrines, corporate practices, or religious believes. Survey research design was adopted. The population of the study was seven hundred and seventy-five (775) staff drawn from the selected faith-based organisations in Ogun State, Nigeria. The study adopted multi-stage sampling technique. Structured questionnaire was adapted, validated and used for data collection. Cronbach's Alpha Reliability Analysis ranged 0.704 to 0.775. Descriptive and inferential statistics were used for data analysis. Findings revealed that Toxic leadership had significant effect on Organisational silence (Adj. R 2 = 0.475; F (4, 361) = 83.60, p<0.05). This revealed that organisational silence exists as a result of toxic leadership, and to this end, employers and managers are expected to take every affordable step to weaken the weight of organisational silence by deploying quality leadership that encourages cross fertilization of ideas, creativity, ingenuousness and knowledge extension among employers, managers and employees.

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“…Based upon the literature review and the recent qualitative research by Ermongkonchai (2010), it was found that agency theory and psychological contract theory were the dominant theories on the reasons for employee unethical behaviors. This research aims to investigate the reasons for employee misconduct through tests of agency theory and psychological contract theory (Figure 1).…”

Section: Tests Of Psychological Contract Theory and Agency Theorymentioning

confidence: 99%

Managerial Perceptions on Employee Misconduct and Ethics Management Strategies in Thai Organizations

Ermongkonchai¹

2010

IJBM

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Of the recent trends in Corporate Social Responsibility within the business sector, the ethical conduct of employees is one of the most challenging tasks facing organizations. Based on the theoretical framework of agency theory and psychological contract theory, exploratory research was conducted among 229 managers to identify the reasons behind employee misconduct in Thailand. The findings reveal that agency theory was the dominating theory explaining the reasons behind serious unethical behavior by employees. The results indicate that employees committed acts of misconduct because of greed, financial benefits, or other individual motivations. As regards the ethics management approach adopted by organizations, it was found that companies are employing compliance strategy with other various tactics to improve corporate governance. In order to improve compliance, it is recommended for companies to improve management control system to minimize wrongdoing and to be responsive to misconduct incidents. Organization development can be improved by fostering desired corporate culture, religious and philosophical beliefs.

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Understanding Reasons for Employee Unethical Conduct in Thai Organizations: A Qualitative Inquiry

Cited by 25 publications

References 17 publications

Internal controls in fraud prevention effort: A case study

Internal controls in fraud prevention effort: A case study

Toxic Leadership and Organisational Silence: An Appraisal of Selected Faith-Based Organisations in Ogun State, Nigeria

Managerial Perceptions on Employee Misconduct and Ethics Management Strategies in Thai Organizations

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