Impact of Ethical Training and Code of

Conduct on Employee’s Job Satisfaction

Euseirah Mahmood (07-0437)

INTRODUCTION• Working in an ethical manner is not merely the field of

CEOs and owners but of employees as well.

• A business is made up of its employees; so it’s critical that each worker must understand the importance of ethical business behavior if the company and the individual workers aim success.

• Employees who follow basic principles and code of conducts will find that employers will be happy to hire them, keep them on the job and promote them to higher levels of responsibility which can lead them to job satisfaction at the end.

OBJECTIVES OF THE STUDY

• To find out the influence of ethical work environment on employee’s job satisfaction

• To find out that do Code of Conduct and Ethical Training make a difference

• To get an insight on where the organization lacks in providing ethical environment to its employees

RESEARCH METHODOLOGY

PopulationEmployees of different organizations with job experience of 1-2 year in any organization

Sample SizeConvenient sampling method is adopted to collect the data. The sample size is 150.

Research ApproachQuestionnaire

VARIABLES• Job Satisfaction• Ethical Training• Code Of Conduct

THEORETICAL FRAMEWORK

Ethical Training

Code of Conduct

Facets of Job Satisfaction:•Pay •Promotion•Co-worker•Supervisor•Work

Overall Job Satisfaction

HYPOTHESIS• H1: An organization with strict code of conduct will influence

employee’s job satisfaction

• H2: Employees at organization with a code of conduct will report higher levels of job satisfaction

• H3: Employees of organizations that provide ethical training will report higher levels of job satisfaction

Gender

   Frequency Percent

Valid Percent

Cumulative Percent

Valid Male 113 71.5 71.5 71.5

Female 45 28.5 28.5 100.0

Total 158 100.0 100.0  

DEMOGRAPHICS

Age

   Frequen

cy PercentValid

PercentCumulative

Percent

Valid 20-30 80 50.6 50.6 50.6

31-40 47 29.7 29.7 80.4

41-50 25 15.8 15.8 96.2

Above 50 6 3.8 3.8 100.0

Total 158 100.0 100.0  

  

Type Of Organization

    Frequency Percent

Valid Percent

Cumulative Percent

Valid Private Sector

153 96.8 96.8 96.8

Public Sector

5 3.2 3.2 100.0

Total 158 100.0 100.0  

 Designation

   

Frequency PercentValid Percent

Cumulative Percent

Valid senior manager 50 31.6 31.6 31.6

middle manager

93 58.9 58.9 90.5

lower level manager

15 9.5 9.5 100.0

Total 158 100.0 100.0  

Qualification

    Frequency Percent

Valid Percent

Cumulative Percent

Valid Bachelor 54 34.2 34.2 34.2

Masters 95 60.1 60.1 94.3

M.Phil/MS 4 2.5 2.5 96.8

Doctoral 5 3.2 3.2 100.0

Total 158 100.0 100.0  

Training Program During Employment Tenure

Frequency Percent Valid Percent

Cumulative

Percent

Valid 1-10 99 62.7 62.7 62.7

11-20 27 17.1 17.1 79.7

21-30 25 15.8 15.8 95.6

31-40 7 4.4 4.4 100.0

Total 158 100.0 100.0

Ethics And Governance In Management

Frequency Percent Valid Percent

Cumulative

Percent

Valid Regularly 110 69.6 69.6 69.6

Often 18 11.4 11.4 81.0

Sometimes 18 11.4 11.4 92.4

Ocassionally 11 7.0 7.0 99.4

Never 1 .6 .6 100.0

Total 158 100.0 100.0

Satisfaction With Job

Frequency Percent Valid Percent

Cumulative

Percent

Valid Strongly

Disagree 1 .6 .6 .6

Disagree 22 13.9 13.9 14.6

Neutral 21 13.3 13.3 27.8

Agree 72 45.6 45.6 73.4

Strongly Agree 42 26.6 26.6 100.0

Total 158 100.0 100.0

CROSS TABULATION

Organizations where employees regularly speak about ethics and governance to their executive leaders in management setting have satisfied employees.

Satisfaction With Job * Ethics And Governance In Management Cross tabulation

Count

Ethics And Governance In Management

TotalRegularly Often Sometimes Occasionally Never

Satisfaction

With Job

Disagree 13 0 0 1 0 14

Neutral 1 6 12 0 0 19

Agree 51 7 5 10 0 73

Strongly

Agree45 5 1 0 1 52

Total 110 18 18 11 1 158

Satisfaction With Job * Ethical Training Cross tabulation

Count

Ethical Training

TotalDisagree Neutral Agree

Strongly

Agree

Satisfaction

With Job

Disagree 0 0 1 13 14

Neutral 2 1 11 5 19

Agree 4 5 16 48 73

Strongly

Agree1 0 19 32 52

Total 7 6 47 98 158

Employees who feel that code of conduct should be promoted through training are among those who are satisfied and highly satisfied with their jobs.

The results showed that formal written code of conduct make a difference as such organizations have highly satisfied employees.

Satisfaction With Job * Code Of Conduct Cross tabulation

Count

Code Of Conduct

TotalDisagree Neutral Agree

Strongly

Agree

Satisfaction

With Job

Disagree 0 0 1 13 14

Neutral 0 0 14 5 19

Agree 2 10 29 32 73

Strongly

Agree0 3 3 46 52

Total 2 13 47 96 158

CORRELATION  

Correlations

    Satisfaction With Job

Unethical Behavior

Satisfaction With Job

Pearson Correlation 1 -.008Sig. (2-tailed)   .917N 158 158

Unethical Behavior

Pearson Correlation -.008 1Sig. (2-tailed) .917  N 158 158

There is a negative and weak correlation between employee’s job satisfaction and reporting of unethical behavior.

Correlations   

Satisfaction With Job

Formal Written Code Of Conduct

Satisfaction With Job

Pearson Correlation 1 .238**

Sig. (2-tailed)   .003N 158 158

Formal Written Code Of Conduct

Pearson Correlation .238** 1Sig. (2-tailed) .003  N 158 158

**. Correlation is significant at the 0.01 level (2-tailed).  

There is a positive relationship between job satisfaction and formal written code of conduct and also highly significant.

Correlations   

Satisfaction With Job

Ethical Training

Satisfaction With Job

Pearson Correlation 1 .014Sig. (2-tailed)   .861N 158 158

Ethical Training

Pearson Correlation .014 1Sig. (2-tailed) .861  N 158 158

The correlation value is .014 which is positive but shows very weak correlation between ethical training and job satisfaction.

One-Sample Test  Test Value = 0  

T DfSig. (2-tailed)

Mean Difference

95% Confidence Interval of the

Difference  Lower UpperSatisfaction With Job 56.381 157 .000 4.032 3.89 4.17Ethical Training 73.196 157 .000 4.494 4.37 4.61Formal Written Code Of Conduct 69.270 157 .000 4.329 4.21 4.45

Unethical Behavior 93.030 157 .000 4.544 4.45 4.64

The mean difference lies between the upper and the lower limit of the confidence interval level of difference which proves the reliability of the estimates of the data, hence proving alternate hypothesis.

CONCLUSION• The purpose of this study was to find out that whether code of conduct and

ethical training have an impact on employee’s job satisfaction or not.

• The results of the study showed that organizations where code of conduct are implemented and followed strictly have satisfied employees.

• Also, results show that ethical training influences employee’s satisfaction level as the organizations where ethical trainings are conducted have satisfied employees.

RECOMMENDATIONS• Code of conduct is probably the most common way that organizations can

influence ethical behavior.

• Besides providing guidelines for appropriate employee behavior and establishing better corporate culture, ethical training should also be provided to employees to enhance ethical environment and culture within the organization.

• A code of conduct and ethical training can also improve management, help organizations to comply with government guidelines, and produce more socially responsible organizations.

• To enhance its effectiveness a code of conduct and ethical training should be reinforced by other factors e.g. top management support for ethical behavior.

THANK YOU