* Barney J Erasmus, Department of Business Management, Samuel Pauw Building, Room 5-48, Muckleneuk, Pretoria, South Africa. University of South Africa, PO Box 392, Unisa, 0003, Telephone: 012 433 4681, Email: erasmbj@unisa.ac.za or erasmbj@gmail.com Abstract. The study on which this article reports, examined the relationship between the susceptibility of unethical behaviour in human resource (HR) practices (dependent variable) and three independent variables, namely the role of the HR function in institutionalising good business ethics, factors influencing the personal ethical behaviour of HR practitioners, and the commitment to ethical business conduct, exhibited by certain individuals and groups within organisations. A descriptive study was undertaken using an online questionnaire, and 304 HR practitioners in South Africa participated. The results indicated that employee selection, performance management and appraisal, recruitment and advertising were the areas most susceptible to unethical HR practices. The least susceptible HR areas were affirmative action, employment equity plans, employee orientation, employee socialisation, and psychometric testing. The results also showed statistically significant relationships among the independent variables and the dependent variable. Amongst others findings, a statistically significant positive relationship existed between susceptible unethical HR practices when HR practitioners are solely responsible for resolving ethical dilemmas, and a negative relationship when HR is not directly involved with resolving ethical dilemmas. The HR function has an important role and contributes to institutionalising business ethics in organisations.

中文翻译：

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南非人力资源管理实践中的不道德行为：人力资源从业者的观点

*南非比勒陀利亚Muckleneuk穆克尼厄克5-48室塞缪尔·鲍（Samuel Pauw）大厦业务管理系Barney J Erasmus 南非大学，邮政信箱392号，Unisa，0003，电话：012 433 4681，电子邮件：erasmbj@unisa.ac.za或erasmbj@gmail.com摘要。本文所报告的研究调查了人力资源实践中不道德行为的敏感性（因变量）与三个自变量之间的关系，即人力资源职能在制度化良好商业道德中的作用，影响个人的因素组织中的某些个人和团体展现了人力资源从业人员的道德行为以及对道德商业行为的承诺。使用在线调查表进行了描述性研究，南非的304名人力资源从业人员参加了该研究。结果表明，员工选拔，绩效管理和评估，招聘和广告是最容易受到不道德的人力资源实践影响的领域。人力资源最不敏感的领域是平权行动，就业公平计划，员工取向，员工社交和心理测验。结果还显示自变量和因变量之间的统计显着性关系。在其他发现中，当HR从业人员全权负责解决道德困境时，易受影响的不道德的HR实践与统计显着正相关，而当HR不直接参与解决道德难题时，两者之间存在负相关关系。人力资源职能发挥着重要作用，并有助于将组织中的商业道德制度化。