domination taken part in employing

domination taken part in employing people in the organization. Availability of orientation and training in organizations were mentioned by 45% of respondents. Availability of personnel training and development in organizations were indicated by more than half of respondents (64.5%). Most of training courses were of basic knowledge. Trainings on ethical practices were only 10.5%. Most of performance appraisals were evaluated by supervisors (68.5%). Most of the appraisees who knew the evaluation results accepted them at the average level by 63.9%, at high level by 31.2%, and at low level by 4.6%. There were, however, about 0.3% did not accept the evaluation results. Compensations and incentives of most organizations were compared with other firms in the same kinds of business. This was shown in the answers of 76% of respondents who viewed that their salaries and compensations were equal to others in the same kind and size of business. 16.9% of respondents judged that their firms gave less compensation, and only 7.2% thought that their firms gave more salaries and compensations. For disciplinary action, most respondents mentioned that their firms had some kinds of disciplinary action upon breaking rules and regulations. Almost 90% perceived punishment approach as a disciplinary action, and 10% of these viewed that punishment was treated inequitably.
Factors Affecting on Perception of Ethical Work Climate
Studied factors were categorized into four groups: individual factors, work-related factors, organizational factors, and other environmental factors. The results of the study found that organizations with respondents having different gender, age, and educational levels had no different perception of ethical work climate levels at statistical significance of 0.05. However, factors on different ethical climate perception were work-related factors, organizational factors and other environmental factor.
Work-related factors: In term of in-work positions and tenures in organizations, it was statistically significant at 0.05 that people with different in-work positions and tenures had perceived ethical work climate differently. Employees with less than one year tenure had more perception level of ethical work climate than those with longer tenure.
Organizational factors: The study revealed that employees in organizations with different sizes had perceived ethical climate level not differently at the significant level of 0.05. Employees with the supervisors giving high concerns for employees had perceived ethical climate in organization greater than those with the supervisors giving less concerns on employees at the statistically significant level of 0.05.
Environmental factor: Here, the factor is levels of business competition. Employees in business with different levels of business competition had perceived ethical climate not quite differently. However, employees in business with high level of competition had higher perception of ethical climate than those with less level of business competition. (table 4)