The Influence of Ethical Training on Employees’ Ethical Behaviour in Tanzania: The Mediating Role of Perceived Organisational Support

Abstract

This study aimed to examine the influence of ethical training outcomes dimensions (compliance with group norms, ethical 
knowledge, and the ability to address ethical issues) on employees' ethical behaviour in Tanzania, with perceived organisational support as a mediating factor.  The social exchange theory was used as a framework that guides the interdependence of organizational components and employees' behaviours. The study adopted a quantitative research approach and utilized a 
structured questionnaire to collect data. A total of 129 respondents were selected through stratified random sampling. Structural Equation Modeling (SEM) is used for analysis to understand the complex relationship between variables using SPSS AMOS software. Findings revealed that perceived organizational support mediates the relationship between compliance group norms on ethical behavior. Conversely, the perceived organisational support does not mediate the influence of ethical. knowledge on ethical behaviour. Furthermore, resolving ethical issues had a direct influence on ethical behaviour, and the relationship is mediated by perceived 
organizational support. It concluded that ethical training plays a significant role in impacting employees' ethical behavior, and 
human resources departments bear the primary responsibility of ensuring perceived organizational support through timely ethical 
training.