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 public sector. There is a gap in the literature on the role of HRM in supporting the ethical climate of organizations, 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 by Victor and Cullen was adopted qualitatively to explore the collective perception of employees about their organizations’ EC. In exploring this topic, semi-structured interviews were used to obtain data qualitatively from two organizations within the Nigerian public sector, a total of 20 semi-structured interviews were collected virtually for the main study during the Covid-19 global pandemic. Data were collected from 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 ethical climate of the Nigerian public organizations, this showed the existence of different ethical climate types with a dominant perception of the rule's climate. This study also showed that different contextual factors could be responsible for the existence of the EWC. However, the role of HRM activities in supporting the EWC exists, and this can be positive or negative. This study found that the presence of driving forces means that the HRM role in supporting the EWC is enhanced while restraining forces means that this role is limited. Some of the restraining forces identified to limit the role of HRM activities in supporting the EWC of Nigerian public organizations 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 public sector and some challenges face the implementation of HRM activities, such challenges are reflected within the socio-cultural environment and could limit the role of HRM activities in enhancing positive ethical work climate. This study contributes to practice by encouraging HR practitioners within the Nigerian public sector to make conscientious efforts in ensuring that activities of human resource management constantly communicate and promote an ethical environment in their daily operations. Finally, this study made some significant contributions to knowledge. Firstly, through a qualitative investigation of the EWC, this study broadens our understanding of the ethical climate types that exist within the Nigerian public sector. This study also contributes theoretically to knowledge by developing a framework to explore the role of HRM in supporting the ethical work climate of the Nigerian public sector and this can also be extended in other contexts.