Workplace Ethics and Corporate Vitality of Hospitality Firms in Yenagoa Bayelsa State

point for further research. 2.0 Literature Review 2.2 Conceptual Review Workplace ethics Workplace ethics is a system of moral principles applied in the workplace. It is a whole new scientific area because it combines law theory and politics as much as philosophical and historical documents. Ethics become a term very flexible and have many different aspects. Workplace ethics provide guidelines for acceptable behaviour by organizations in both their strategy formulation and day-to-day operations. An ethical approach is becoming necessary both for corporate success and a positive corporate image. Especially nowadays ethics in the workplace are obligated because many organizations are only interested in making money despite the ethical costs or the harm they would probably cause to people or even to nature (environmental pollution). Corporate social responsibility defines all the cases of ethics that organization can follow effectively. Many organizations are choosing to make a public commitment to ethical workplace by formulating codes of conduct and operating principles. In doing so, they must translate into action the concepts of personal and corporate accountability, corporate giving and corporate governance Broni, (2019). Workplace ethics encompass a broad spectrum of principles that guide individual and collective behavior within an organizational context. Central to workplace ethics is the notion of integrity, which demands honesty, transparency, and accountability in all interactions and decision-making processes. Employees are expected to uphold these values not only in their professional dealings but also in their personal conduct, both within and outside the workplace Baumhart, (2018). 2.2.2 Transparency Transparency according to Clark (2004), is the ease with which an outsider is able to make meaningful analysis of a company’s transactions, its economic fundamental and non-financial aspects pertaining to that business. It has become increasingly significant in recent times that organization give detailed information about its activities that cannot readily be quantified in financial terms at that point in time but which nonetheless has far reaching implications on organizations. It is a measure of how good management is at making information available in candid, accurate and timely manner, not only in audit data but also in general reports and press releases. Transparency according to Hallak and Poisson (2007) requires clearness, honesty and openness. It is the principle that those affected by administrative decisions should be informed and the duty of civil servants, managers and trustees to act visibly, predictably and understandably. Corporate governance at its core involves the monitoring of the corporation’s performance and the monitor’s capacity to respond to poor performance – the ability to observe and the ability to act, Nwinyokpugi, (2017). Integrity Workplace integrity is a fundamental aspect of organizational culture that encompasses honesty, trustworthiness, and ethical behavior among employees and leadership. It goes beyond mere compliance with rules and regulations to embody a deeper commitment to ethical standards and moral principles in all aspects of work. workplace integrity is about consistency between words and actions, where individuals and organizations uphold their values even when faced with challenges or temptations. It involves transparency in communication and decision-making, ensuring that information is shared honestly and decisions are made based on ethical considerations rather than personal gain or expediency (Treviño & Nelson, 2016). workplace integrity in fostering a positive organizational climate and enhancing employee morale. When integrity is prioritized, employees feel secure in their roles, knowing that they can trust their colleagues and leaders to act ethically and fairly. This trust forms the basis of strong interpersonal relationships and teamwork, which are essential for organizational success (Brown & Treviño, 2006). workplace integrity contributes to organizational effectiveness by reducing risks associated with unethical behavior such as fraud, corruption, and misconduct. Organizations that prioritize integrity are better equipped to navigate crises and maintain their reputation even in challenging circumstances. This resilience stems from a foundation of trust and credibility built over time through consistent ethical behavior (Minkes et al., 1999). Trustworthiness Workplace trustworthiness is a cornerstone of organizational relationships, emphasizing reliability, honesty, and consistency in actions and communications among employees and with stakeholders. It represents a fundamental element of organizational culture that fosters a sense of security, openness, and mutual respect within the workplace. Trustworthiness in the workplace begins with individual integrity and ethical behavior. Employees who consistently uphold their commitments, follow through on promises, and act with honesty and transparency build trust with their colleagues and supervisors. This reliability forms the basis for effective teamwork and collaboration, as coworkers feel confident in each other's abilities and intentions (Dirks & Ferrin, 2002). Leadership plays a pivotal role in cultivating trustworthiness within organizations. Effective leaders demonstrate integrity by aligning their actions with organizational values and making decisions that prioritize ethical considerations and the well- being of their employees. When leaders consistently act with transparency and fairness, they establish a climate of trust that permeates throughout the organization (Mayer et al., 1995). Corporate Vitality Wyner, Donohoe and Matthews (2009), defined corporate vitality in relation with the ability to galvanize organizations energy across all roles and aspects that sustains it ability to attain goals. This simply means that vitality elucidates the efficient and dexterous running of the firm in its everyday undertakings and its eventual progression into inventive market oriented and goal driven entity. Therefore, corporate vitality is the corporate energy reflected in its resource, competencies and capabilities to enable it compete favourably, survive and gain competitive advantage (Akpotu & Konyefa, 2018). Afema (2014) posits that corporate vitality is the aggregated momentum relating to firm capabilities, competencies and systems that guarantee strategic actions targeted at gaining competitive advantage. Vitality in firms’ typifies the healthiness and overall wellbeing that reinforces the multiple efforts at corporate survival. Essentially, the build-up of vitality in firms is necessarily activated and sustained by definite strategic attempts at having a firm with capacity to compete. It is associated with market responsiveness capacity and strengthened ability for resource deployment. Resilience Every organization is unique as an entity. This entity is evident in organizations exposed to challenges or adverse experiences. There exist wide variations in the way companies respond to stress. Some organizations appear to be relatively unaffected, while others develop a variety of behavioural, psychological and physical consequences (Hormor, 2016). Hence, resilience is the process of adapting an organization well in the face of adversity, trauma and threat, or even a significant source of stress such as business relationship problems, workplace financial stress. It means the capacity to withstand and bounce back from unstable experiences and challenges while remaining unbroken as well as progressive (Hormor, 2016; Gabriel & Zeb-Obipi, 2019). According to Hormor (2016), resilience is a dynamic construct. It could be defined as the overcoming of adversity or stress by the organization. 2.1 Theoretical Framework 2.1.1 Institutional Theory Institutional theory was propounded by William Richard Scott in 1995. This theory states that organi