Limitations and Future Scopes of Research

There are some limitations of this study which we enumerate here. The sample is collected only from a specific database and the response rate was only 32.54 percent; hence there may be generalizability problem. Research on a bigger sample may be the best way to tackle the problem of generalization. This limitation would not have much impact as all samples belonged to the same population. There are various aspects which must be looked into before generalizing the outcome of the research. First, individual ideologies and ethical culture are not built easily, say, by imparting a few training programs but it may be the outcome of well- articulated recruitment policies, that is, companies should make sure that they select the right candidates during hiring. At the same time it cannot be discarded that some notable endeavors like ethical training can change employees’ views about ethics and hence it should be imparted diligently.

Second, some people, having high self-esteem and favorable self-image, are careful about their actions (Brockner et al., 2003). This may be the main reason behind their sensitivity toward (ethical) decision making. This limitation can be somewhat taken care of by the following argument. That is, if ethics training is given to these people, they will become more conscious toward their actions. If analysis of individual ideologies is done at the time of hiring and compared after they undergo the ethics training, it can give a better understanding about them.

Thirdly, the popular notion that organizational culture (OC) is usually deeply rooted and encourages employees to behave as per an organization’s expected norms and values, is not necessarily true if we consider individual ideologies (Jackall, 1988). However, OC is the outcome of an organization’s HR practices like recruitment, training, norms, and rules. A study of organization’s HR policies in addition to this research can ensure holistic knowledge about the impact of ethics training.

Fourthly, this research does not cover the negative impacts of ethics training like creating control, increased sensitivity, hesitancy in decision making, politicization of ethics, and so on. It may be countered by considering that almost every training program has negative consequences. And, we cannot disregard the higher order purposes like building ethical organizations that ethics training aims at. Hence, the fear of, say, noncompliance of ethics training is smaller in comparison to bigger problems arising out of unethical practices that may result in its absence. The negative outcomes can be dealt with better organizational processes, involvement of employees, empowered decision making, increased awareness of the benefits of ethics, and so on. Concerted effort by the top management is the best way to deal with these crucial yet complex issues. Studying these issues will add to the existing knowledge of the impact of ethics training.

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