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Prethodno priopćenje
https://doi.org/10.30924/mjcmi/2018.23.1.65

Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners

Barney J. Earsmus   ORCID icon orcid.org/0000-0002-4651-1573 ; University of South Africa, Pretoria

Puni tekst: engleski, pdf (441 KB) str. 65-86 preuzimanja: 1.344* citiraj
APA 6th Edition
Earsmus, B.J. (2018). Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners. Management, 23 (2), 65-86. https://doi.org/10.30924/mjcmi/2018.23.1.65
MLA 8th Edition
Earsmus, Barney J.. "Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners." Management, vol. 23, br. 2, 2018, str. 65-86. https://doi.org/10.30924/mjcmi/2018.23.1.65. Citirano 13.12.2019.
Chicago 17th Edition
Earsmus, Barney J.. "Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners." Management 23, br. 2 (2018): 65-86. https://doi.org/10.30924/mjcmi/2018.23.1.65
Harvard
Earsmus, B.J. (2018). 'Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners', Management, 23(2), str. 65-86. https://doi.org/10.30924/mjcmi/2018.23.1.65
Vancouver
Earsmus BJ. Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners. Management [Internet]. 2018 [pristupljeno 13.12.2019.];23(2):65-86. https://doi.org/10.30924/mjcmi/2018.23.1.65
IEEE
B.J. Earsmus, "Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners", Management, vol.23, br. 2, str. 65-86, 2018. [Online]. https://doi.org/10.30924/mjcmi/2018.23.1.65

Sažetak
The study on which this article reports, examined the relationship between the susceptibility of unethical behaviour in human resource (HR) practices (dependent variable) and three independent variables, namely the role of the HR function in institutionalising good business ethics, factors influencing the personal ethical behaviour of HR practitioners, and the commitment to ethical business conduct, exhibited by certain individuals and groups within organisations. A descriptive study was undertaken using an online questionnaire, and 304 HR practitioners in South Africa participated. The results indicated that employee selection, performance management and appraisal, recruitment and advertising were the areas most susceptible to unethical HR practices. The least susceptible HR areas were affirmative action, employment equity plans, employee orientation, employee socialisation, and psychometric testing. The results also showed statistically significant relationships among the independent variables and the dependent variable. Amongst others findings, a statistically significant positive relationship existed between susceptible unethical HR practices when HR practitioners are solely responsible for resolving ethical dilemmas, and a negative relationship when HR is not directly involved with resolving ethical dilemmas. The HR function has an important role and contributes to institutionalising business ethics in organisations.

Ključne riječi
Human Resource Management; ethics; South Africa; practitioners’ views

Hrčak ID: 212849

URI
https://hrcak.srce.hr/212849

Posjeta: 1.512 *