The role of human resource management activities in supporting the ethical work climate: a case study of the Nigerian public sector

Abstract

This thesis explores the role of HRM activities in supporting the EWC of the Nigerian publicsector. There is a gap in the literature on the role of HRM in supporting the ethical climate oforganizations, does it exist or not? In exploring this topic, this study focused on a rather under -researched context in literature, the Nigerian environment. The ethical climate framework byVictor and Cullen was adopted qualitatively to explore the collective perception of employeesabout their organizations' EC.In exploring this topic, semi-structured interviews were used to obtain data qualitatively fromtwo organizations within the Nigerian public sector, a total of 20 semi-structured interviews werecollected virtually for the main study during the Covid-19 global pandemic. Data were collectedfrom employees at different levels and the HR personnel within the case organizations.The findings from this study revealed the collective perceptions of employees about the ethicalclimate of the Nigerian public organizations, this showed the existence of different ethicalclimate types with a dominant perception of the rule's climate. This study also showed thatdifferent contextual factors could be responsible for the existence of the EWC. However, the roleof HRM activities in supporting the EWC exists, and this can be positive or negative. This studyfound that the presence of driving forces means that the HRM role in supporting the EWC isenhanced while restraining forces means that this role is limited. Some of the restraining forcesidentified to limit the role of HRM activities in supporting the EWC of Nigerian publicorganizations included unethical practices at work and the lack of adequate government funds.In conclusion, this study noted that HR does not work in isolation within the Nigerian publicsector and some challenges face the implementation of HRM activities, such challenges arereflected within the socio-cultural environment and could limit the role of HRM activities inenhancing positive ethical work climate. This study contributes to practice by encouraging HRpractitioners within the Nigerian public sector to make conscientious efforts in ensuring thatactivities of human resource management constantly communicate and promote an ethicalenvironment in their daily operations.Finally, this study made some significant contributions to knowledge. Firstly, through aqualitative investigation of the EWC, this study broadens our understanding of the ethicalclimate types that exist within the Nigerian public sector. This study also contributestheoretically to knowledge by developing a framework to explore the role of HRM in supportingthe ethical work climate of the Nigerian public sector and this can also be extended in othercontexts.

Date of Award	Apr 2021
Original language	English
Awarding Institution	University of Bedfordshire
Supervisor	Pauline Loewenberger (Supervisor)