This study aims to investigate the impact of “ethics in the training process” on job attitudes. Furthermore, this study evaluates the mediating role of training effectiveness on the relationship between ethics in the training process and job attitudes.
The outcome of “ethics in the training process” has been assessed through job attitudes (measured by job satisfaction, organisational commitment, leader satisfaction and intention to stay). The authors have collected responses from 209 employees in 27 residential housing enterprises and provided the data to test the suggested research model.
Results obtained from structural equation modelling showed complete mediation. Stronger perceptions of ethics in the training process were associated with stronger perceptions of training effectiveness, which is related to positive job attitudes.
Future research can investigate variables like training need evaluation, which can further add to the organisational support theory.
The results suggest that training program design that focuses on long-term benefits rather than immediate returns improves retention. Firms must consider employee needs, diversity and learning styles. By addressing ethical challenges in training programs, companies can foster a positive work culture and increase employee market value, ultimately leading to better long-term outcomes.
This study significantly contributes to the training field by focusing on ethical considerations in the design and implementation process. To the best of the authors’ knowledge, it is the first to explore this crucial aspect of training. To facilitate a comprehensive investigation, the authors have developed a new scale specifically designed to measure ethical practices in training programs. This innovative tool provides a valuable resource for future research and practical applications.
