Parboteeah, K. P., Seriki, H. T., & Hoegl, M. (2014). Ethnic diversity, corruption and ethical climates in sub-Saharan Africa: Recognizing the significance of human resource management. The International Journal of Human Resource Management, 25(7), 979–1001. doi: 10.1080/09585192.2013.815251
Use of Literature Evaluation
The authors introduce the research problem by explaining the role of human resource management in enhancing ethical behaviors and ethics in organization and the efforts HRM are employing to understand cross-cultural of ethical and ethics climates with growth of globalization. Despite of this, the authors demonstrate a gap that exists between the study of cross-cultural ethics from other regions in the world and African continent. The authors clearly demonstrate how Africa has been ignored despite attracting various global investors. They thus demonstrate their interest to close this gap (Parboteeah et al., 2014).
The researchers focused on employing ethical climates topology that contains three moral judgment bases that include principle, benevolence and egoism. They explain these bases and how they influence ethics in an organization. The authors have also discussed the theories of cross-cultural ethical climates, social institutional factors, ethnic diversity, and corruption into details based on the three moral judgment bases and on the situation in African continent. They use these discussion to derive to the research propositions or hypothesis and thus, directing the research based on the established situation. The hypotheses are highly based on what has been studied in the past and the results obtained from these studies.
The author does not clearly mention the research problem but has clearly derived by demonstrating the knowledge gap and providing the paper main intention or purpose. They have clearly identified two main descriptive variables that include ethnic diversity and corruption. Information on the sample is also provided which include five companies located in two African countries where participants are drawn from. The research main results have also been clearly summarized. The authors have employed various literatures to support their work, though the literature used is quite old ranging from 1972 to 2012. Nevertheless, the literature manages to justify the importance of the study topic.
Research Problem Evaluation
The need for this study is highly demonstrated by the identified problem. The authors clearly show the knowledge gap and the growing importance for HRM to understand ethics and ethical climate based on Africans culture, thus justifying the study. The problem is clearly framed in a manner that is consistent with the study. It focuses on social aspect and qualitative research techniques are employed to address the problem. The statement clearly states that the study will address the problem by understanding the African culture which is to be applied in HRM context. Nevertheless, the authors have used very outdated journals to support their work with some dating more than two centuries ago (Parboteeah et al., 2014).
Explaining Justified and Grounded Research Study
Study justification is demonstrated by presence of statistics showing deficiency in the field and literature showing great need for the study or that information. Grounded research is a research that provides bases for future studies (Ramalho et al., 2015). There is no clear statistics or literature showing the great need of studying African culture for ethical and ethics employment in business leadership. Thus the research is not highly justified. The paper clearly states on its research deficiency and recommend for future research. It can thus be said to provide research ground.
Explaining Original Problem
The original problem is demonstrated by literature gap regarding a certain topic or problem (Babbie, 2017). The paper has justified the need of the research by showing the extensive research of cross-cultural issues in other countries and used them to demonstrate the deficiency in study of African culture with regard to ethics and ethical climate in human resource leadership.
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