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Help
If you have any questions, you are always welcome to contact us. We'll get back to you as soon as possible, withing 24 hours on weekdays.
Customer service
All questions about your order, return and delivery must be sent to our customer service team by e-mail at yourstore@yourdomain.com
Sale & Press
If you are interested in selling our products, need more information about our brand or wish to make a collaboration, please contact us at press@yourdomain.com
Are HRM practices, procedural justice and ethical behavior important source of employees misconduct? What are the relationships among HRM practices, procedural justice, ethical behavior and Employee Misconduct in this context? To answer these questions, we i) develop a theoretical framework describing the factors that contribute to Employee Misconduct, ii) test the proposed model using Factor Analysis , multiple Regression Analysis techniques and others on both public and private sector employees sample data collected via hand and web survey, and iii) consider the implication of the model. The results of the study show that HRM practices have a strong relationship with procedural justice. Three of HRM practices, training and development, performance management and promotion and compensation and incentives have strong impacts on Employee Misconduct. Interestingly, procedural justice mediates the relationship between HRM practices and Employee Misconduct whereas unethical behavior of self and coworker moderate the relationship between procedural justice and Employee Misconduct.
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birth defects, or other reproductive harm.
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⚠️ California Proposition 65 Warning: Some products sold on this website may expose you to chemicals known to the State of California to cause cancer, birth defects, or other reproductive harm. For more information, visit www.P65Warnings.ca.gov.
