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Original Research



Vol 18, No 11 ( 2023 )   |  DOI: 10.5281/zenodo.10224363   |   Author Affiliation: School of Leadership and Advanced Studies, Wesleyan University-Philippines.   |   Licensing: CC 4.0   |   Pg no: 826-841   |   Published on: 22-11-2023


The objectives of this study were twofold: (a) to assess the current business ethics climate through managerial ethics, job satisfaction, and organizational commitment from the perspectives of employees within the government–owned airports in Thailand, and (b) to provide the information to the airport management to get a better understanding and to identify an appropriate strategy in order to improve working ethics, job satisfaction, and organizational commitment of their employees. Seven indicators of the managerial ethics variable were selected. These indicators consist of Good Citizenship, Integrity, Courage, Common Interest, Determination, Fairness, and Role Model. The five indicators of employees’ job satisfaction were based on the common characteristics of job satisfaction identified, including Salary, Promotion, Co–workers, Supervisors, and the Job itself. The three indicators of employees’ commitment were based on the common theme, which consists of Affective Commitment, Continuance Commitment, and Normative Commitment. Perceptions of the 15 indicators were collected by utilizing a questionnaire with a five–point Likert–type scale. The sample was 318 employees within the selected 26 government–owned airports of the Department of Airport of Thailand. Descriptive and correlational statistics were used to analyze the collected data. The relationship between socio–demographic profile, managerial ethics, job satisfaction, and organizational commitment was determined. The results suggested valuable insight into the managerial ethics, job satisfaction, and organizational commitment of the organization. Overall, the employees shared a generally high positive opinion of their managerial ethics and had a positive perception of their job satisfaction. For organizational commitment, overall, the employees showed their commitment as neutral. There was a different level of relationship between each of the indicators of managerial ethics, job satisfaction, and organizational commitment. All significant correlation identified was positive, in which the higher level of managerial ethics of the head/supervisors/managers, the employees most likely to have better job satisfaction and organizational commitment in the government–owned airports.


Business Ethics, Managerial Ethics, Job Satisfaction, Organizational Commitment, Government Airports.