Does Ethical Orientation of HRM Impact on Employee Ethical Attitude and Behavior? Evidence from Sri Lankan Commercial Banks

Viruli A. de Silva, H.H.D.N.P. Opatha and Aruna S. Gamage

International Business Research, 2018, vol. 11, issue 1, 217-229

Abstract: Employee ethical behavior (EB) has been recognized as the behavior that organizations pursue to drive performance and success. Despite many positive consequences of EB, corrupt business practices and unethical behavior are common in organizations. How Ethical Orientation of Human Resource Management (EOHRM) or ethical criteria embedded HRM functions directed as a ‘bundle’ could address this problem has not been empirically tested in research. This study examined how EOHRM could influence employee EB in organizations through an identified mediator employee Ethical Attitude (EA). A three-construct integrated model was developed based on literature gaps and tested empirically. The type of investigation was correlational, cross-sectional in the time horizon and unit of analysis was individual. A stratified random sample of 550 senior and middle-level managers was selected from 11 domestic Licensed Commercial Banks (LCBs) in Sri Lanka. A pre-tested structured questionnaire (with 5-point Likert Scale) was used to collect primary data. Using SPSS Version 23.0, correlation and regression analysis were performed on 360 usable responses (65%). EOHRM was positively and significantly related to employee EA (0.432, p

Keywords: ethical orientation of HRM; ethical behavior; ethical attitude; organizations; commercial banks (search for similar items in EconPapers)
Date: 2018
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Persistent link: https://EconPapers.repec.org/RePEc:ibn:ibrjnl:v:11:y:2018:i:1:p:217-229

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