International Conference on African Development Issues (CU-ICADI) 2015 : Social and Economic Models for Development Track

Effects of Workplace Ethics on Employees and

Organisational Productivity in Nigeria
Adeyeye, J.O, Adeniji, A. A.,Osinbanjo, A.O., Oludayo, O.A
Business Management Department,
Covenant University,
Ota, Ogun-State, Nigeria
[email protected]
anthonia. adenij i@covenantuniversi ty. edu .ng
[email protected]
[email protected]

Abstract-Man's abysmal failure to uphold ethical

behaviour within the framework of employment I. INTRODUCTION
relationship, necessitates continuous interrogation of the
complex issues, which arise from the asymmetry between Ethical behaviour and the prevailing system of
productivity and employees' commitment. This paper employment relations in any work organizations is very
examines the effects of etiquette and unethical behaviour on crucial for general development, the production of goods
employee commitment and productivity in Nigeria. A and services, both for domestic consumption and
descriptive survey research method was adopted for the international trade or exchange, creation of national
study using one hundred and eleven valid questionnaires,
wealth, the attainment of political stability and the
which were administered on Employees in Government
Establishments, Organised Private Sector, Indigenous, inclusive benefits of sustainable human developments. In
Asian and Lebanese Companies operating in Ikeja, Oshodi, other words, how well organizations adhere to ethical
Ikorodu, Isolo and lganmu Industrial Estates of Lagos standards, obviously, determines the well-being of all the
State, Nigeria. Secondary data as well as documented stakeholders, the organisation's productivity and the
evidence were also reviewed and used for the study. The subsequent profitability, as well as the macroeconomic
sampling procedure was carried out randomly. The data growth and development of the nation [5].
collected were analyzed through Structural Equation The concept of efficiency as applicable to the context
Modelling and supported by descriptive statistics. Each
of employment relationship is a function of proper
item was based on a 5-Point-Likert scale. AMOS 22 was
adopted in testing the study hypotheses; the data was
management of employees at work, including the
presented with the use of SPSS while Structural Equation adherence to workplace ethical standards. Admittedly,
Modeling (SEM) was utilized due to its generality and work dominates the lives of most men and women, and
flexibility to evaluate the validity of regression and the management of employees, both individually and
correlation between the observed variables. The results collectively, remains a central feature of organizational
show that significant relationship exists between ethical life [22]. The totality of the essence of work in society is
standards and organisational productivity, in Nigeria and that it is the primary determinism around which human
that integrity cum discipline have negative impact on lives are ordered, organizations improved and nations are
improved productivity level of the organization, which
developed. Also the primacy of work in society and the
could be attributed to the nature of these virtues being
abstract and could only be seen or observed overtime. The
critical role of the production function have naturally
study suggests that all government agencies such as contributed to the growth, development and advancement
National Pension Commission (PENCOM), Nigerian of nations throughout human history.
Investment Promotion Commission (NIPC), Economic & In practical terms, nations are in existence to provide
Financial Crimes Commission & Independent Corrupt security, safety and most importantly developments to
Practices, etc. saddled with the duty of ensuring etiquette in people who had surrendered their sovereignty in
workplaces, should discharge their responsibilities more exchange for the aforementioned necessities of life, using
diligently and sanction organisations found guilty of organizations and all human resources available to them.
unethical conducts in business concern and employment
Indeed, organizations advance the fortunes of nations
relationships.
through efficiency, productivity, output level and
Index Terms - Work Ethics, Work Attitudes,
performance, as engendered by the institutional labour or
Teamwork, Integrity, Self-Discipline, Profitability
a group of people known as workers. These workers are
human beings with aspirations, hope and feelings. They
render their human efforts (labour) in exchange for

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International Conference on African Development Issues (CU-ICADI) 2015: Social and Economic Models for Development Track

equitable wages and salaries, good physical working indiscipline are dimensions of human behavior.
environment and longevity of employment relationship, Disciplined behavior is the sine qua non for individuals,
anchored on ethical standards and human resource best organizations and national survival and development.
practices, [4] . Discipline and indiscipline, just and unjust, right and
Any behaviour contrary to the expectations of these wrong, can be directly associated with ethics.
actors would rather hinder the trajectory of production However, work ethics as noted by Cascio, is the
processes and the development of the organizations. accepted standards in terms of personal and social
Since national development is dependent on what the welfare of employee, their work attitudes, self-discipline
labour can generate by way of Gross Domestic Products and commitment to their assignments [ 16] . Velasquaez
(GDP), a substantial attention must be paid to the observes that work ethics is the principle of conduct
agreement legally, socially and economically entered into governing an individual or a group in the work place,
by all the stakeholders for the parties to enjoy the which makes them conform to the ethical standards thus
expected efficiency, equity and development, which are influencing organizational output level and the resultant
the main objectives of employment relationship and the profitability level [38] .
overall impact on the organizational productivity. The work attitudes, integrity, self-discipline,
teamwork, emphasis on quality, commitment and
Statement of Problem productivity of the Nigerian workers have painted a
The desperation of the productive enterprise to rather negative picture of an apathetic, uncommitted men
achieve corporate goals and workers ' desire for equity and women, who are unresponsive to motivational
have naturally affected etiquette, integrity, self discipline techniques. The Nigerian workers have been described as
and by extension the level of performance and indolent, apathetic and unresponsive to motivation and
productivity within the framework of employment generally, not willing to put forth maximum productive
relationship [5] . efforts [35] . Whichever way we look at it, the Nigerian
Hitherto, Nigerian workers were ranked among the workers are what we have, hence we must encourage
best in world, given a conducive work situation. Today, them to make meaningful contribution to the
the rating has developed far below average as Nigerian development of the nation by becoming more productive.
workers only care about what he can benefit from
employment relationship. Ultimately, this study is to see III. TEAMWORK AND ORGANISATIONAL
standards and favourable situations in the work system PRODUCTIVITY
acting as a catalyst to increasing performance of Every organization, large or small, private or public
employees, in terms of efficiency, effectiveness and real enterprise, struggle to acquire productivity so as to
output. achieve success and maintain a valuable image in this
Admittedly, globalization and its concomitants pose a present days of stiff organizational competitions. Though
potent challenge to organized labour, hence necessitates the population of workers in an organization may be
the adoption of a proactive strategy in the continuous large and organizational productivity also low with no
interface with employers, management and government improvement in their products, yet this could be as a
and onerous pursuit of the development agenda in result of absence of teamwork in the organization.
Nigeria. Gone were the days of irresponsible trade Absence of teamwork in the organization is the failure of
unionism. This is another cogent reason for the research. an organization to coordinate works into work groups so
as to tap from the respective human resources the
II. REVIEW OF LITERATURE organization possesses [19] . Teamwork is the
The Oxford Advanced Leamer' s Dictionary defines cooperative and coordinated efforts on the part of a group
ethics as "the science which deals with morals" Ethics is of persons who work together as a team. It is the
the systematic study of the fundamental principle of the willingness of people to work together to achieve a
moral law; or as normative science ofhuman conduct [7] . common goal. A team exists when individual strengths
This implies that ethics is basically a normative science, and skills are combined with teamwork in the pursuit of a
as distinct from the descriptive or empirical sciences. common cause in order to produce meaningful results for
Moral principles that form the subject matter of ethics are the team members and the organization [4] . Thus, a team
about the way people ought to behave in terms of the combines individual strength with a shared commitment
commitment to their work and their team, integrity and to performance.
being self-disciplined. It follows that ethics, primarily is There is a saying that many hands make light work.
the critical investigation of the norms of conduct to The reason not far-fetched , in that more can be achieved
which human actions ought to conform. According to as a collective than individual. For instance, with
[27], the term ethics refers to the fundamental principles teamwork, creativity is achieved. Because we have
of right and wrong; it is the behavior that is consistent different skills, knowledge and personal attributes, by
with those principles. Conceptually, discipline and utilizing these different aspects in a team, more ideas can

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International Conference on African Development Issues (CU-ICADI) 2015: Social and Economic Models for Development Track

be generated and more creative solutions brought on productivity if the employee morale is enhanced. A
board thereby leading to better results and thus improve committed employee is perceived to be loyal and stays
on the organizational results/ productivity. with the organization even in turbulent times, attends to
Not only that, even the best qualified individual work regularly, protects organisation's assets and as well
cannot have all of the skills to do everything. While some shares its goals [14]; [18] . Therefore employee
persons excel at coming up with the ideas, some others commitment is an important factor for sustained
have to be counted on when it comes to implementing productivity. Hence the following proposition in null
and follow through of a plan [3] . The bottom line is that form that; H3 : Employee commitment is not likely to have
when a team works together, it has a wide range of skills a significant relationship with organizational
available to deliver extra-ordinary results. Thus, in the productivity.
light of this, we come up with the proposition in null
form that; H 1 : Teamwork is not likely to influence VI. WORK ATTITUDE AND
organizational productivity. PRODUCTIVITY
Each individual worker has a different level of
IV. INTEGRITY AND PRODUCTIVITY attitude to work and this attitude is assessed by the
The goal of any organization is to have employees involvement of employees in performing the assigned
behave in a manner consistent with the company' s responsibilities. According to [21], attitude as an
mission and goals i.e aligning absolutely with the core acceptable and unacceptable evaluation of particular
values, adhering to a code of ethics and matching actions person, people, objects, events happenings or ideas.
with beliefs across a variety of situations [31]. Attitude paves way for behavioral action which
Meanwhile, integrity play a fundamental role in ultimately influences productivity. The relationship
employee pattern of alignment, sound moral, ethical between work attitude and productivity has been largely
principles and organization productivity [15]; [36]. studied and various factors are responsible for this
Moreover, absenteeism, unwarranted breaks, stealing of relationship. Some studies [6], [21], [35] argued that
organization property, converting office equipment for employees work attitude tends to be favourable when
personal use, gossiping etc. are characteristics of organizations facilitate industrial harmony, affection,
unethical conducts and are liable to affect organization recognition, friendliness, freedom that are crucial for
productivity [26]; [32]; [34] . However, the organization enhancing organizational productivity [29]. However,
level of productivity is directly proportional to employee where these are ignored, intention leave, sabotage,
level of commitment and satisfaction, thus, the absenteeism, labour turnover, low morale and
commitment and satisfaction becomes immaterial if it productivity becomes a common phenomenon. Also
does not infused with integrity [10]; [11]. Integrating argued that unfavourable work attitude could come as a
values of integrity into the day-to-day operation of an result of poor relationship with a leaders/manager, lack
organisation will promote employees ethical behaviour, of recognition and flextime, inequality, inconsistent
prevent damaging lapses while tapping into human promotion and payment of salary, lack of training,
instincts for moral though/action and as well enhanced development and career opportunities [1 ]; [28] increased
sustained productivity [11]. industrial hazard, inadequate employment protection can
Therefore, we propose the null hypothesis that; H2 : be the push factor behind an individual's attitudes
Integrity will not in any way contribute to organizational towards organizational productivity [35]. It becomes
productivity. imperative to note that an individual that is not satisfied
with the pay, working environment, ethical values,
culture, company policy and processes may exhibit some
V. EMPLOYEE COMMITMENT AND attitudes that could be detrimental to organizational
PRODUCTIVITY productivity. When productivity is adversely affected,
Most organizations have realized that the employees' then achievement of corporate objective suffers which
commitment is fundamental in determining organisation will eventually make profit maximization unattainable. It
productivity [39]; [13] . Meanwhile, employee is pertinent to note that the notion of an employee
commitment is an extent to which employee feels towards his/her job will certainly influence his/her
attached, loyal and dedicated to the organisation goals attitude. However, favourable and unfavourable cultural
and objectives [9]; [39]; [30]. However, employee and ethical values should be a formal and informal laid
commitment can benefit organization in a number of down policies, procedures and standards which are
ways which include but not limited to reducing established to guide the conduct, attitude and behaviour
absenteeism, promoting employee active engagement, of employees in the workplace [20] . Therefore, the
reducing intention to quite thereby resulting in sustained success of every organization is a dependent factor on
productivity [12] . Besides, Rajendran and Raduan (2005) employees ' attitude towards increasing productivity of
opined that employee commitment tends to aid higher the organization. Therefore, we have the following

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International Conference on African Development Issues (CU-ICADI) 2015 : Social and Economic Models for Development Track

assertion that; H 4 : Work Attitudes do not have significant

relationship with organizational productivity.

VII. SELF-DISCIPLINE AND

PRODUCTIVITY
Self-discipline at the workplace is an optimistic
determination and efforts which assists in developing
certain traditions for guiding individual's feelings,
conducts, behaviours, thoughts, activities and habits.
Self-discipline could be seen as an art of self-control,
self-reliance, self-determination and self-sufficiency,
which stimulates an individual to sustain his/her
decisions and drives the individual towards achieving the
set goals. In order to flourish and survive, organizations
Fig. 1. Proposed Model for the Study
must drive the need to concentrate on stimulating self-
discipline at work [ 17]. The lack of self-discipline among
workers may result to distressing thoughts, negativity and
lack of enthusiasm at work, which adversely affect VIII. MATERIALS AND METHODS
productivity of the employee and the organization at Survey research design was adopted because it is
large. Leader and managers of organization need to admit economical, convenient, and practicable. Structured
the fact that self-discipline cannot be learnt transferred questionnaire was used as research instrument to obtain
and fulfilled overnight .An organization benefit greatly relevant and valid data from one hundred and eleven
when its employees demonstrate some measures of self- (111) respondents from organised private sector,
discipline at work. In fact, self-discipline at work indigenous, Asian and Lebanese Companies operating in
promotes strong relationships to succeed and raises an Ikeja, Oshodi, Ikorodu, Isola and Iganmu Industrial
enviromnent of commitment, dedication, keenness and Estates of Lagos State, Nigeria. The questionnaire was
devotion amongst the employees which ultimately results divided into two parts; the first part contained the
in improved organizational productivity. Maxwell, demographic data such as gender, age, marital status, etc.
Chonko, and Loe (2001) indicated that self-discipline at while the second part contains twenty items that focused
work can be sustained by making sure that employees are on observed variables of the study, which were
cleared about performance expectations in order to developed from literature and each item was based on a
sustain their focus towards the accomplishment of work 5-Likert scale. AMOS 22 was adopted in testing the
assigned to them. Self-discipline involves giving greater study hypotheses; the data was presented with use of
commitment to work without being coerced, compelled SPSS while Structural Equation Modeling (SEM) was
and intimidated; relaying information to others; keeping utilized due to its generality and flexibility to evaluate
them informed and updated; assuming responsibilities; the validity of regression and correlation between the
caring for others ' interests etc. [8]. Self-discipline is not observed variables.
influenced and imposed from supervisors or managers
rather it comes from one's attitude. When individual in IX. RESULTS OF INVESTIGATION
an organization have this attitude, it shapes and develops Table 1 depicts the characteristics of the respondents.
the culture of self-discipline which will ultimately lead to TABLE 1· RESPONDENTS BIO-DATA
increased productivity. And where a new Characteristics Frequency % Valid Co mula
employee/individual JOins the workforce, he/she (N=lll) % tive%
Gender: Male 65 58.6 58.6 58.6
inevitably and habitually imbibes the culture of self- Female 46 41.4 41.4 100.0
discipline. Conversely, productivity can be affected Age: Below 21 years 4 3.6 3.6 3.6
adversely when individuals are overwhelmed with 21-30 years 44 39.6 39.6 43.2
31-40 years 39 35.1 35.1 78.4
laziness, negligence, irresponsibility, favouritism, self-
41- 50 years 18 16.2 16.2 94.6
interest and lack of self-determination. Apparently, if Above 50 6 5.4 5.4 100.0
managers and employees are not self-disciplined, hence Marital Single 33 29.7 29.7 29.7
the organization will become a lawless community which Status: Married 68 61.3 61.3 91.0
Divorced 6 5.4 5.4 96.4
will eventually make increased productivity far from
Widowed 4 3.6 3.6 100.0
sight. Following from above, we propose the following Educational W ASC/GCE/SS 3 2.7 2.7 2.7
null hypothesis that; H5 : there is no significant positive Qualification CE
correlation between self-discipline and improved : ALevei/OND 28 25 .2 25.2 27.9
BSc/BA/MSc 72 64.9 64.9 92.8
organizational productivity. Ph.D 8 7.2 7.2 100.0
Status: Senior Staff 37 33.3 33.3 33.3

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International Conference on African Development Issues (CU-ICADI) 2015 : Social and Economic Models for Development Track

Middle Staff 67 60.4 60.4 93.7 work attitude, commitment, team work and discipline.
Junior Staff 7 6.3 6.3 100.0
Below 5 years
Strong relationships that exist between these variables is
Service 43 38.7 38.7 38.7
Years: 5- 10 years 54 48.6 48.6 87.4 a vital predictor of organisational productivity. The
I Oyears & above 14 12.6 12.6 100.0 regression coefficient value between commitment and
Source: Survey,2014 productivity is 0.16, being the highest. While the
As obtained in Table 1, the valid sample for the study coefficient value between both work attitude and
shows that sixty five (65) males and forty six (46) productivity; team work and productivity is .13.
females representing 58.6% and 41.4% respectively. The
sample indicates that one hundred and one (101)
respondents are above twenty one (21) years but not
more than fifty (50) years, while below twenty one (21)
years and above fifty (50) years are four (4) and six (6)
respondents respectively. Evidently, a significant
percentage (61.3%) of the respondents were married with
29.7% unmarried. About 48.6% have worked for five
years and above with 38.7% below five (5) years.
There are different measures of model fit measure of
how well a model accurately represents reality. There are
many different measures among which include; the
significance level of the study chi-square value, Normed
Fit Index (NFI), Comparative Fit Index (CFI), and Root
Mean Square Error of Approximation). The rule of Fig. 2. Standardized Parameter Estimates of the Model
Source: Survey, 2014
thumb for these parameters varies; for NFI and CFI, the
benchmark value should either equal or greater than .90
[41]. In structural equation modeling, chi -square value is X. DISCUSSION AND MANAGERIAL
expected not to be significant and different standards are IMPLICATIONS
considered to be appropriate model fit using this Results obtained from the study showed that integrity
measure, the value ranges between 2 and 5. However, as and discipline have negative impact on the improved
for the chi-square value (CMIN/DF = 4.234) obtained productivity level of organization, which could be
from the study it could be considered to have good model attributed to the nature of these virtues being abstract and
fit. The NFI and CFI values obtained are depicted in could only be seen or observed over time. In other words,
Table 2, these values are .872 and .873 , respectively,
both hypothesized statements regarding these variables
while .9 and above are considered to have acceptable or
should be accepted - (a) integrity will not contribute to
good fit.
organisational productivity; this is contrary to the
TABLE 2· MODEL FIT SUMMARY
existing literature that was argued by Bergman (2006)
Model
N c D p CMI
that infusion of integrity into daily operations of
PAR MIN F N/DF
Default 2 8.
organisations tend to enhance employees ethical behavior
2 4.234 which may enhance productivity; (b) there is no
model 5 468 014
Saturate 2 .0 significant positive correlation between self-discipline
0
d model 7 00 and organisational productivity. Similarly, this
Indepen I 6 I
4.396
hypothesized statement is also contrary to the view of
dencemodel 2 5.942 5 000 [ 17] who argued that for organisations to flourish and
N I T survive, stimulation of self-discipline at work is essential.
R
FI FI LI
Model
Delta
FI
Delta rho
CFI Further, others hypotheses should be rejected having
rhol obtained that these variables (work attitude, commitment,
1 2 2
Default .8 .0 .8 and team work) are strong predictors of organisational
.873
model 72 37 99 048 productivity, which are supported by literature. [39]; and
Saturate I. I.
1.000
[13] argued that employees' commitment is a
d model 000 000 determining factor of organization productivity. [ 19]
Indepen .0 .0 .0 argued that lack of teamwork could lead to failure in
.000
dencemodel 00 00 00 000
organisations. Work attitude has also been found to be
Source: Survey,2014 vital in organisation productivity.
Depicted in Figure 2 are the standardized parameter
estimates of the model. Generally, close relationship
exists amongst the observed variables viz-a-viz integrity,

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International Conference on African Development Issues (CU-ICADI) 2015: Social and Economic Models for Development Track

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