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ABSTRACT:

This study assessed the role and significance of employee code of conduct in steering ethical behavior and improving organizational outcomes, particularly in public educational institutions. The questions of the study were: what are the main barriers to the effective implementation of the Employee Code of Conduct in public secondary schools in Lusaka District? What mechanisms are currently in place to enforce the Employee Code of Conduct in these learning institutions? And how do these barriers affect the integrity and performance of the public schools? The study employed a mixed-methods approach with random and purposive as sampling techniques while pragmatism was the underpinning philosophy. By integrating both quantitative and qualitative methods, this research aimed to provide a comprehensive understanding of the roles of leadership, reward systems, and organizational culture in ensuring adherence to ethical behavioural standards by educators. The study population included teachers, regulators, sub-sector unions, and educational administrators of the schools. The sample size was Three Hundred and Fifty-three (353) with an 85% (300) return rate. The secondary data was from documents, written records, research publications, annual publications from the MoE, and any other readily available information that the researcher(s) came across including legislative, strategic plans, and policy documents, performance metrics, ethical codes etc., while primary data was collected using questionnaires, interview schedules and focus group discussions. Findings revealed a high level of awareness among employees though understanding and adherence varied across staff categories, with inconsistent enforcement being a noted challenge. Employees acknowledged the positive impact of the code of conduct on school culture and professionalism but suggested improvements in policy clarity. To address these challenges, it was strongly recommended that refinement of the code of conduct be done, enhancing training on ethical decision-making, and establishing regular monitoring and evaluation mechanisms.

KEYWORDS:

Employee Code of Conduct, Ethical Behavior, Public Institutions, Enforcement Mechanisms, Disciplinary Procedures, Organizational Outcomes.

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