Employee perceptions of code of conduct content, purpose and implementation: a case study

dc.contributorAalto Universityen
dc.contributorAalto-yliopistofi
dc.contributor.authorKarhujoki, Helena
dc.contributor.departmentDepartment of Communicationen
dc.contributor.departmentViestinnän laitosfi
dc.contributor.schoolKauppakorkeakoulufi
dc.contributor.schoolSchool of Businessen
dc.date.accessioned2013-06-25T07:15:57Z
dc.date.available2013-06-25T07:15:57Z
dc.date.dateaccepted2013-05-14
dc.date.issued2013
dc.description.abstractObjective of the study The objective of the study was to determine how employees of the case company perceive and understand the purpose and content of the company's updated code of conduct, and how they experienced the code of conduct implementation. The final objective was to help the case organization to identify what measures should be taken in order to ensure the vitality of the code of conduct also in the future, and to further improve the ethical and compliant corporate culture. Research data and methodology The study was conducted as a case study, and the data was collected from two sources. The primary data consisted of 17 semi-structured interviews that were analyzed using a qualitative method of constant comparison. In addition, an employee survey (n=455) was carried out and analyzed using quantitative methods. Employee survey findings were compared to the analyzed interview data, when applicable. Findings Interviewees were capable of linking the code of conduct to their everyday work, to the organizational culture and to the society as a whole, which indicates that the purpose of the code was well understood. However, many employees understood the code rather as a rulebook than every employee's right, an observation that requires further attention. In terms of content, especially people conduct issues (i.e. how to treat others), stakeholder relations and those topics that related to interviewees' daily work were considered important. Most of the content of the code of conduct was perceived easy to understand, but the situations where the line between right and wrong was not clear were challenging to the employees. When assessing the implementation of the code of conduct, the degree of manager commitment and face-to-face communication were emphasized. Furthermore, local discussions were perceived necessary.en
dc.ethesisid13208
dc.format.extent84
dc.identifier.urihttps://aaltodoc.aalto.fi/handle/123456789/10294
dc.identifier.urnURN:NBN:fi:aalto-201306267066
dc.language.isoenen
dc.locationP1 I
dc.programme.majorFinnish Business Communicationen
dc.programme.majorTalouselämän viestintäfi
dc.subject.heleconviestintä
dc.subject.heleconcommunication
dc.subject.heleconyritysviestintä
dc.subject.heleconbusiness communication
dc.subject.heleconorganisaatio
dc.subject.heleconorganization
dc.subject.heleconyrityskulttuuri
dc.subject.heleconcorporate culture
dc.subject.heleconetiikka
dc.subject.heleconethics
dc.subject.keywordcode of conduct
dc.subject.keywordcompliance
dc.subject.keywordbusiness ethics
dc.subject.keywordethical corporate culture
dc.titleEmployee perceptions of code of conduct content, purpose and implementation: a case studyen
dc.typeG2 Pro gradu, diplomityöfi
dc.type.dcmitypetexten
dc.type.ontasotMaster's thesisen
dc.type.ontasotPro gradu tutkielmafi
local.aalto.idthes13208
local.aalto.openaccessno

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