CHAPTER 2

LITERATURE REVIEW
2.1 Introduction

The concept of ethical behaviour of employees has gone through significant changes,

which opened new horizons for different areas of research. One of those areas is the

possibility of testing whether or not individual personality traits support the ethical

behaviour of employees. To explain how the development of ethical behaviour of

employees has made is possible to identify more ethical individual and how identifying

ethical behaviour-related individual personality traits fits into ethical behaviour of

employee’s literature; a thorough review of literature on personality traits and ethical

behaviour of employees is needed.

This chapter, firstly, elaborates on the established antecedents of ethical behaviour of

employees to give a detailed background to the research This chapter continues to review

conceptualization of personality traits based on the Big 5 Personality Traits Model that

have been developed by Lewis Goldberg 1993. Then, the overview of hotel industry in

Malaysia were reviewed to describe the benefits of ethical behaviour of employee both

for the employees and organizations. Finally, the conceptual framework of this research

have been constructed.

2.2 Ethical Behaviour

2.2.1 The Overview of Ethical Behaviour

Ethical behaviour has been an explanation behind worry since antiquated time. Ethical

behaviour in business practice has been developed perseveringly. In current time, ethical

behaviour has been looked as noteworthy piece of the business accomplishment. There

are heaps of theoretical and empirical studies which explain the segments and factors

affecting the ethical behaviour of individual in the affiliation and from this time forward

their ethical fundamental initiative, ethical behaviour is afirm since human improvement

had been progressed. India is known as it has rich ethical custom, which envisioned in the

holy messages of the land like Gita, Upnishad and so forward. A lot of theoretical and

empirical studies are open on ethical behaviour by various master authorities. These have

been caused to see the ethical philosophy of business. And today it is seen as an

unmistakable component of any business..

There are different theories dependent on which most by far of empirical investigations

have been assessed, Cavanagh et al. (1981) have given utilitarian, theory of right and

theory of equity, all of these theories and ways of thinking is extraordinary. Pursue and

Vitell (1986) have given descriptive basic leadership process. According to Gresham,

Ferrel and Mclaves N. (2013), both hierarchical and singular components are drivers of

good lead. Fritzche and Becke, (1984) interface ethical conduct with regularizing theories

of morals ,most by far of the empirical investigations relies upon the Rest model of

ethical choice
Issues of morality and ethics have progressively gotten increasingly significant in

organizations and business settings. Customarily, these issues of ethics and social duty in

business settings have been examined and remarked on by prescriptive methodologies

that are grounded in philosophical conventions (David and Wim, 2016). In the event that

ethical conduct isn't polished inside the organization, it might have the capacity in

lessening the organization by and large performance. An organization's capacity to

deliver ethical conduct that goes far in excess of what was required can be a key resource

and one that is hard for contenders to mirror (Henry KY and Richard Musebe, 2016).

Individuals may imagine that ethics is something cozy, a secret issue that an individual

and his inner voice share. How I carry on, how I arrive at objectives (as long as they are

lawful and genuine), probably won't appear to be significant, and some may even say that

ethics has nothing to do with the executives. Elwira Lesna, 2012 did referenced in her

examination that business ethics encourages us to understand why this is going on, what

its suggestions may be, and how I may address this circumstance.

According to Ranjit Kumar Paswan, 2003, an assistant professor in Asansol’s Girls’

College, Ethics is an essential trait which one embraces and pursues as a core value of

fundamental dharma in one's life. It infers moral direct and good behaviour with respect

to a person. Gebeheyu Jalu Negassa, 2015 have clarified unethical activity of businesses

in creating nations is exceptionally connected with financial issue. A few clients are

loathing quality products and enterprises at their expense. Furthermore, business

malpractices can cause enormous harm on the individuals, communities, and public as

well as to the business organization. Thus, doing this research can help to improve and

gain more information of the human condition.

2.2.2 Theoretical Studies and Models on Ethical Behaviour

Survey of existing theories and models confirm that there are plenty of models and

theories accessible on ethical behaviour. Ferrell and Gresham (1985) included individual

and organizational factors as possibility and contended that ethical issue rises up out of

the social, social condition. He related his model to nearness of expert codes, corporate

approach, prize and discipline in his possibility outline. All things considered, theory of

marketing ethics showed that impression of ethical issues and results experienced the

deontological and teleological assessment lead to ethical judgment and afterward goal

tend situational limitation impact the ethical behaviour.

The four component of ethical behaviour, Rest (1986) of behavioural procedure in which

each component is vary to each other, in view of four component model, Trevino (1986)

exhibited individual circumstance interactionism model, he displayed individual and

situational factor as directed which sway moral judgment to reach to the behavioural

stage. As an individual factor he included sense of self quality field and locus of control.

As situational factors he included components of quick employment setting, authoritative

culture and character of work.

Dubinsky and Loken (1989) ethical basic leadership on promoting relied upon theory of

contemplated activity. It is comparable disclosures by (Aizen ad Fishbein 1980; Fishbein

and Ajzen 1975; Fishbein, 1979). Dubinsky proposed two or three variables which sway

ethical basic leadership in promoting for instance behavioural and normative

acknowledges about the appraisals of those outcomes and inspiration to consent to

reference.
Simultaneously in (1989) Ferrell, Gresham, and Fraedrich combination other model and

built up a more complete five stage model of ethical choice. Ethical basic leadership

process goes from five stages, Awareness (of ethical issue), Cognition (stage of cognitive

moral development), Moral evaluation (Deontological evaluation and teleological

judgment), Determination and Action (ethical or unethical behaviour and behavioural

evaluation, criticism circle which might be affected by organization action opportunity,

individual moderator, which sway each stage of the procedure. He incorporated the piece

of Kohlberg, Ferrell and Gresham and Hunt and Vitell and gives more informative view

in which ethical basic leadership is influenced by the outer (condition, peers,

circumstance) just as inner (moral worth structure build) factors.

After that most far reaching Jones model (1991) was exhibited. He introduced a moral

intensity as in his issue unforeseen model and he fights that moral intensity which is the

degree that individuals believe that to be issue as an ethical one effect each portion of

moral basic leadership and direct, component of moral intensity which sway the

behaviour is size of the result, likelihood of impact, temporal instantaneousness, grouping

of impacts, these huge component was ignored by all past existing models.
Woceshym (2011) proposed a model of ethical decision making, he battled that both

conscious and subconscious, natural procedures work when choices are being made.

Further, it is fought that the choice maker spirals back endive of forward between the two

handling while at the same time perceiving moral difficulties and applying moral

standards and getting to and utilizing subconscious, information about them and contend

that levelheaded vanity the ethical code that long stretch achievement of associations

when fused with essentials, this model relied upon thinking, instinct and good standards.

Past all current model from review of these each and every current model and theory, I

can ensure that each and every model has been expected a significant job in the headway

of the more complete model and moreover it is experimentally tried by various

specialists. This can be contemplated that to arriving at ethical choice conduct it goes

from one stage to other and affected by interceding determinants, which can be requested

as individual, hierarchical and outer elements and their develops.

2.3 Personality Traits

2.3.1 The Overview of Personality Traits

The possibility of personality traits might be as old as human language itself. As

indicated by which the significance of personality traits investigates the management'

potential towards individuals’ conduct at workplace. Various studies are discovered

developing a relationship in between personality traits and ethical behaviour (Trevino et

al., 2003; Brown et al 2005 ; Walumbwa and Schaubroeck, 2009; Kalshoven et al., 2010).

Traits are acquired characteristics of a person in the early research custom. Numerous

researchers are of the feeling that any trait's impact on ethical behaviour since it generally

rely upon the circumstance (Yukl and Van Fleet, 1992; Huges, Ginnet and Curphy 1996).

Personality is the reliable musings and behaviour of a person's that are steady after some

time and generally predictable crosswise over various circumstances (Roberts and

DelVecchi,2000; Burger 2006; Walumbwa and Schaubroeck, 2009).

In this manner, personality traits are perceived as an influential factor towards individual

conduct in the workplace expressing their experiences and perceptions (Barrick&Mount,

1991; Goodstein and Lanyon, 1999). In light of this thought, in this investigation, five

factors of personality model is used as a tool to study specified domains of personality

characteristics and ethical behaviour.

In 1978 Paul Costa and Robert McRae published their Neuroticism-Extraversion-

Openness Inventory (NEO-I) that grouped personalities according to three principal

traits. In 1985 when any analysis, the other 2 additional, and printed the modern

personality test (NEO PI).

The groupings establish the five personality traits psychologists use today, known as

"The Big Five." Together, they structure the abbreviation OCEAN.

Openness to
Experience

Conscien-
Neuroticism
tiousness

The Big 5
Personality Traits

Agreeable Extraversion

Figure 2.3.1: The Big Five Personality Traits Model Adapted from Lewis Goldberg 1980
2.3.2 History and Development of Big-five Personality Traits

Improvement of the Big-Five character qualities started in 1884, when Sir Francis Galton

proposed "lexical speculation" (for instance a recommendation communicating that

especially critical individuals' variations in human participation will become encoded as a

single terms in English and various tongues), and examined the dictionary for

recognizing descriptive terms that can be used for explaining individuals' aberrations

(Goldberg, 1993; Trull, 2012). Later on, Allport and Odbert (1936), and Norman (1967)

corrected and diminished Galton's (1984) descriptive-terms reliant on the Second and

Third arrival of Webster's vocabulary, independently.

One of the principle experts, who used Galton's (1984) terms to perceive character

descriptors, was Louis Thurstone. Thurstone (1934), who led factor examination

improvement, expelled five typical factors from sixty descriptive descriptors.

Be that as it may, Thurstone didn't continue with his work and decided to use diagonal

revolution in his ensuing assessments, which lead to ID of seven independent factors

instead of five factors (Thurstone, 1953). At that point, using Allport and Odbert's (1936)

4500 descriptive traits, Cattell (1943) recognized 35 bipolar variables (each pole

incorporated a couple of articulations and modifiers). I can say that the present Big-Five

character traits are subsidiaries of these bipolars. Instead of Cattel, who kept up for a

couple of times that more than dozen factors were removed from bipolar variable by

using diagonal turn, various pros, for instance, Smith (1967), and Digman et al. (1981)

were among others who uncovered only five factors from Cattell's (1943) variables

(Goldberg, 1993; Laher, 2013).

Conceptualization of the Big-Five personality traits is established in lexical methodology.

Thereby, the initial step was to investigate the dictionary to distinguish terms that

describe personality traits (for example people's suffering styles of reasoning, acting, and

feeling). At the point when these descriptive terms structure an example (for example

personality structure), they develop a personality. For example, amiability in individuals

typically accompanies sprightliness and vitality. In this way, the example among these

traits build a personality called "extraversion" (McCrae and Costa Jr., 1997

2.3.3 Big-Five Personality Traits /Five-Factor Model (FFM)

The Five-Factor model involves five measurements, to be specific Openness to

Experience Conscientiousness, Extraversion, Agreeableness and Emotional Stability or

Neuroticism. These personality traits are the most adequate proportions of human

personality (Gurven et al., 2013; Wilt and Revelle, 2015). The writing on the Big-Five

personality traits including the set up results and the connection to ethical behaviour of

workers are displayed independently for every one of personality traits. Prior to

elaborating on every characteristic, the history and advancement procedure of FFM is

displayed so as to clarify how the Five Factor Model (FFM) depicts such a wide varieties

of personality traits.

In establishing the theoretical link between each of the Big-Five personality traits and

ethical behaviour of employees, a mechanism similar to that of Spreitzer (1995) was

employed. In other words, hypotheses were developed and justified by finding the link

between the Big-Five personality traits and any of the ethical behaviour of employee's s

cognitions or dimensions.
The most widely accepted system to emerge from this approach was "The Big Five" or

"Five-Factor Model" (Goldberg, 1990; McCrae and John, 1992; McCrae and Costa,

1987). The Big Five comprises five major traits shown in the Table below. A way to

remember these five is with the acronym OCEAN (O is for Openness; C is for

Conscientiousness; E is for Extraversion; An is for Agreeableness; N is for Neuroticism).

Big 5 Definition

Personality Traits

Openness to The tendency to appreciate new art, ideas, value, feelings, and

Experience behaviour

The tendency to be careful, on tome for appointment to follow

Conscientiousness
rules, and to be hardworking

The tendency to be talkative. sociable and enjoy others; the

Extraversion
tendency to have dominant style

The tendency to agree and go along with others rather than to

Agreeable
assert one’s own opinions and choice

The tendency to frequently experience emotions such as anger,

Neuroticism
worry and sadness as well as being interpersonally sensitive

Table 2.3.3: Descriptions of the Big Five Personality Traits

2.3.3.1 Openness to Experience

Analyst Art Markman characterizes, "openness to experience" as "how much an

individual is happy to think about new thoughts and openings". In spite of the fact that

openness can be for the most part portrayed as an element of personality mirroring the

inclination toward subjective investigation, it can likewise be definitively reflected into

unmistakable (however associated) subtraits of Openness to Experience and Intellect

(DeYoung,2014; DeYoung, Quilty and Peterson, 2007). They will in general feel

curiously about things and will receive new items or things more rapidly than those with

less openness-to-experience (Quintelier, 2014).

2.3.3.2 Conscientiousness

Conscientiousness, which has developed as the Big Five build most reliably identified

with execution crosswise over employments ((Barrick and Mount, 1991; Salgado, 1997),

is showed in three related actualities – accomplishment direction (dedicated and diligent),

steadfastness (mindful and cautious), and efficiency (planful and composed). An upright

individual has characteristics, for example, persevering, determined, wellorganised, and

objective arranged (Camps, Stouten, and Euwema, 2016).

2.3.3.3 Extraversion

Extraversion, as a personality trait, was first proposed by noted psychiatrist Carl Jung

during the 1920s. Extroverts are regularly unjustifiably pegged as excessively garrulous

and neighborly individual. As a general rule, they essentially gain vitality from

connecting with internet based life association. Outgoing individual has the personality

traits of kind disposition, sociability (cordial and straightforward), forward, dynamic, and

whimsical (Bratton and Strittmatter, 2013). Extroversion obviously has a solid hereditary
part. Twin investigations propose that hereditary qualities contribute somewhere close to

40 and 60 percent of the variance among extroversion and introversion.

2.3.3.4 Agreeable

That form of agreeableness is conformism. In other words, the higher the score the more

likely one is to conform to the group. Agreeableness is the personality trait characterized

by friendliness, cooperativeness, modesty, kindness, considerate, and helpful towards

others (Camps et al., 2016).It also means by accepting the ideas of other people without

questioning them. Emotionally,it shows up as politeness even there is dishonesty in the

behaviour. Literally, high attitude of agreeableness can avoid from having arguments and

fight. Thus, the importance of agreeableness is presumably controlled by how a

researcher decides to turn factor tomahawks comparative with other personality

measurements.

2.3.3.5 Neuroticism

Typically defined as a tendency towards anxiety, self-doubt, depression, shyness, and

other similar negative feelings. Passionate flimsiness or neuroticism is something

contrary to enthusiastic strength in which individuals claim the character qualities of

being on edge, temperamental, pushed, and hasty (Kalshoven et al., 2011). In reality,

neuroticism is rarely fun for anyone, though some research can predict student success

and may be correlated with certain reproductive benefits. According to Dr. Benjamin

B.Lahey, of the University of Chicago’s Departments of Health Studies and Psychiatry

and Behavioural Neuroscience, despite not limiting as a diagnosis, psychologists and

psychiatrists do not dismiss a personality that shows a sonorous disceptation towards

neuroticism as unimportant for mental wellbeing.

2.3.4 Facets of Personality Traits

So how might it feel to be educated that your entire personality can be illustrated with

scores on just five personality traits? Do you think these five scores get the flightiness of

your own and others' trademark examples of contemplations, feelings, and behaviours? A

considerable number individual would almost certainly say no, showing some exclusion

in their conduct that contention with the general example that others may see. For

instance, you may know people who are warm and well-arranged and feel that it's easy to

visit with stranger at a social affair yet are startled if they have to perform before others

or address tremendous get-togethers of people. The path that there are different

techniques for being extraverted or honest shows that there is a motivator in considering

lower-level units of personality that are more explicit than the Big Five traits. These

increasingly explicit, lower-level units of personality are regularly called facets.

 Facet of Personality Traits

Big 5
Facets
Personality Traits
Fancy prone,
Open feelings
Openness to
Open to diverse behaviour
Experience
open to new and different ideas
open to various values to belief
Competent
Orderly
Dutiful
Conscientiousness
Achievement oriented
Self-disciplined
Deliberate
Gregarious (sociable)
Warm
Assertive
Extraversion
Active
Excitement-seeking
Positive emotionality
Trusting
Straightforward
Altruistic
Agreeable
Compliant
Modest
Tender-Minded
Anxious
Angry
Depressed
Neuroticism
Self-consciousness
Impulsive
Vulnerable
Table 2.3.4: Facets of Big 5 Personality Traits
2.3.5 Big-Five personality traits and its Global Application

Since personality traits are gotten from language, thusly, there is a likelihood that

personality traits fluctuates crosswise over various societies. Presently, the inquiry is

whether personality is general. Many multifaceted analyses have been led to see whether

the Five Factor Model (FFM) is generalizable to different societies. Observational

examinations have tried FFM in excess of fifty social orders and crosswise over six

distinctive continents,and they have given proof of all-inclusiveness of FFM (Gurven et

al., 2013; McCrae and Costa Jr., 1997; Bond et al., 1975; Schmitt et al. 2007).

2.3.6 The measurement instruments of big-five personality

Costa and McCrae's (1985, 1992) NEO and amended NEO personality inventories are the

most extensive estimations of the Big-Five personality traits. In any case, the length and

cost thought of these measures have been tricky for some examinations. To conquer the

issue, Goldberg, (1990, 1992) created 100 thing markers, with the goal that they can be

utilized as an option in contrast to NEO personality inventory. Later on, Saucier (1994)

abreviated Goldberg's (1992) markers and thought of 40 smaller than expected markers to

quantify Big-Five personality traits in an increasingly proficient way. By looking at the

rule related legitimacy appraises between Goldberg's (1992) and Saucier's (1994)

measures, Dwight et al. (1998) indicated that there is a solid likeness between the two

estimates' predictive validities. Table 2.2.6 provides descriptions of people who would

score high and low on each of these traits.

 Big 5 Example Behaviour for Example Behaviour for
Personality Traits High Scores Low Score
Enjoy seeing people with types Prefer not to be exposed to

Openness to of haircut and body piercing; alternative moral system; narrow

Experience curious; imaginative; interest; inartistic; not analytical;

untraditional down-to-earth

Never late for a date; Prefers spur-of-the-moment

organized; hardworking; neat; action to planning unreliable,

Conscientiousness
persevering; punctual; self- hedonistic; careless; lax

disciplined

Being the life of the party; Preferring a quiet evening reading

Extraversion active; optimistic; fun-loving; to a loud party; sober; aloof;

affectionate unenthusiastic

Agree with others about politic Quickly and confidently asserts

opinions; good-natures; own right; irritable; manipulative;

Agreeable
forgiving; gullible; helpful; uncooperative

forgiving

Constantly worrying about Not getting irritated by small

little thing; insecure; annoyances; calm; unemotional;

Neuroticism
hypochondriacally; feeling hardy; secure; self-satisfied

inadequate

Table 2.3.6: Example behaviours for those scoring high and low for the big 5 Personality
traits
2.4 Hotel Industry in Malaysia

2.4.1 The Overview of Hotel Industry in Malaysia

As a sub-sector to services sector, tourism has a development in outside trade salary from

RM17.3 billion in year 2000 to RM46.1 billion of in 2007 (Bank Negara Malaysia

[BNM], 2008). It shows that tourism had an improvement in its income for 166% in a

time of only 7 years. This is for the most part a result of the effects of campaigns "Visit

Malaysia Year" (Poon and Low, 2005) and "Cuti-cuti Malaysia". Modern, tourism has

recorded full scale receipts of RM49,561.2 million for the year 2008, an expansion of

RM3,491.2 million from year 2007 (Tourism Malaysia Corporate, 2009). Flood impacts

have been made by the extension in tourism exercises into various sectors of the

economy. All things considered, the steadily advancement of tourism industry has added

to the improvement of each and every related industry and associations. These included

hotel industry, retail organizations, eateries and transportation (Bank Negara Malaysia

[BNM], 2008).

Hotel industry assumes a significant job in supplementing tourism as it offers

convenience to explorers and travelers. Everything considered, hotel industry has been a

critical player in the advancement of the Malaysian economy, which contributing

approximately 50 percent of the nation's veritable GDP (Awang, Ishak, Radzi, and Taha,

2008). As today, there are 122 hotels with different evaluations and sizes in Kuala

Lumpur alone (Ministry of Tourism, Arts, and Culture Malaysia, 2018). This has

demonstrated that Kuala Lumpur has a staggeringly high thickness of hotels. Here the

issue rises, how is the hotel business in Kuala Lumpur adjusted to the perpetual

augmentation of vacationers and explorers? In this circumstance, it shows up impractical

to give more rooms by simply remembering the amount of hotels for Kuala Lumpur. This

is in light of the fact that the land area of Kuala Lumpur has recently 244km², suggesting

that there will be 1 hotel in each 2.3km². In this sense, hoteliers need to find various ways

to deal with manufacture their productivities. indeed, even in their ethical conduct at the

working environment.

As of late, governments from wherever all through the world have been setting

progressively more accentuation in creating services industry in their countries. They are

on the whole now mindful of the remarkable quality of services and its significance in

supporting a nation's monetary development. Business services showed the most

grounded advancement to the extent worth included and budgetary effectiveness (Wirtz

and Ehret, 2009). Hypothetically, any relationship in creating nations must endeavor

perpetually to improve effectiveness to extend efficiency (Oluleye and Olajire, 2001). As

a result to the Malaysia economy, a higher proportion of GDP will be recorded,

progressively more work will be given, and so forth. Thusly, these have made hotel

industry as a key sub-sector to services industry and these social commitments should not

be ignored by hoteliers in Malaysia.

2.4.2 The Justification Study of the Ritz-Carlton Hotel Kuala Lumpur

The Ritz-Carlton Hotel Kuala Lumpur is situated in Kuala Lumpur's " Golden Triangle "

business territory and abutting Bintang Walk, the city's type of New York's fifth Avenue

with various retail and eating alternatives. The Ritz-Carlton, Kuala Lumpur has done

Malaysia pleased by winning "Best Hotel in Asia" in the first ever " Ultimate Service

Award " sorted out by CNN Partner Hotels, American Express and Taylor Nelson Sofres

Hospitality and Leisure. The Ultimate Service Award is the first overall respect that

perceives and remunerates incredible assistance in the hotel industry. It is planned for

perceiving hotel and their employees that attempt to ensure their clients' visits are

significant and charming. A sum of 2,500 nominations was gotten from 128 countries

across more than nine region: Asia, Indian sub-landmass/Ocean, Australasia/Pacific

Europe, Middle East, Africa, North America, South America and Central

America/Caribbean. The hotel in dependably trying to accomplish quality assistance just

emphasizing that establishment should keep up guest reliability in all areas.

The Ritz-Carlton Hotel, Kuala Lumpur, "Malaysia's luxury boutique hotel", has won the

desired Five Star Diamond Award for the fifth consecutive year. The hotel was also

casted a ballot "Best Hotel in Malaysia 2001" by readers of Asia cash and Finance Asia

magazine. Moreover, it was chosen as one of "Top 30 Asian Hotels" in Condé Nast

Traveler Readers' Choice Awards 2001.

The greatest achievements of was established in 1993. The honors are made each year by

a universal jury of hospitality experts and peers, for the most part from the World Travel

and Tourism Council. Awards are given both on a general world-level premise, and on

eight worldwide zone levels, in a wide scope of categories tourist hotels/settlement,

tourist attractions, and airlines/transport. They have been portrayed as the "Oscars of the

travel industry". Khalil El-Mouelhy was the chief of the World Travel Awards. As The

Ritz-Carlton Hotel Kuala Lumpur has a good reputation in hotel industry in Malaysia, the

personality traits of the employees are investigated to find the relation between

personality traits towards their ethical behaviour at workplace. The following table

shows the highest achievement of The Ritz-Carlton Hotel Kuala Lumpur in global

recognition.

No. The World Travel Awards -

Achievement
The Ritz-Carlton Hotel Kuala Lumpur
1. Malaysia's Leading Hotel Residences 2018 Winner
2. Malaysia's Leading Business Hotel 2009 Winner

No. The World Travel Awards Nomination –

Achievement
The Ritz-Carlton Hotel Kuala Lumpur
1. Asia's Leading City Hotel 2019 Nominated
2. Asia's Leading Luxury City Hotel 2019 Nominated
3. Malaysia's Leading Hotel Residences 2015 Nominated
4. Malaysia's Leading Hotel Suite 2015 Nominated
5. Asia's Leading City Hotel 2014 Nominated
6. Asia's Leading Luxury City Hotel 2014 Nominated
7. Malaysia's Leading Business Hotel 2014 Nominated
8. Malaysia's Leading Hotel 2014 Nominated
9. Malaysia's Leading Hotel Residences 2014 Nominated
10 Malaysia's Leading Hotel Suite 2014 Nominated
11. Asia's Leading City Hotel 2013 Nominated
12. Asia's Leading Luxury City Hotel 2013 Nominated
13. Malaysia's Leading Business Hotel 2013 Nominated
14. Malaysia's Leading Hotel 2013 Nominated
15. Malaysia's Leading Hotel Residences 2013 Nominated
16. Asia's Leading City Hotel 2012 Nominated
No. The World Travel Awards - Achievement
The Ritz-Carlton Hotel Kuala Lumpur
17. Asia's Leading Luxury City Hotel 2012 Nominated
18. Malaysia's Leading Business Hotel 2012 Nominated
19. Malaysia's Leading Hotel 2012Asia's Leading City Hotel 2015 Nominated
20. Asia's Leading Luxury City Hotel 2015 Nominated
21. Malaysia's Leading Business Hotel 2015 Nominated
22. Malaysia's Leading Hotel 2015 Nominated
23. Malaysia's Leading Hotel Residences 2015 Nominated
24. Malaysia's Leading Hotel Suite 2015 Nominated
25. Asia's Leading City Hotel 2014 Nominated
26. Asia's Leading Luxury City Hotel 2014 Nominated
27. Malaysia's Leading Business Hotel 2014 Nominated
28. Malaysia's Leading Hotel 2014 Nominated
29. Malaysia's Leading Hotel Residences 2014 Nominated
30. Malaysia's Leading Hotel Suite 2014 Nominated
31. Asia's Leading City Hotel 2013 Nominated
32. Asia's Leading Luxury City Hotel 2013 Nominated
33. Malaysia's Leading Business Hotel 2013 Nominated
34. Malaysia's Leading Hotel 2013 Nominated
35. Malaysia's Leading Hotel Residences 2013 Nominated
36. Asia's Leading City Hotel 2012 Nominated
37. Asia's Leading Luxury City Hotel 2012 Nominated
38. Malaysia's Leading Business Hotel 2012 Nominated
39. Malaysia's Leading Hotel 2012 Nominated
40. Asia's Leading City Hotel 2011 Nominated
41. Asia's Leading Luxury City Hotel 2011 Nominated
42. Malaysia's Leading Business Hotel 2011 Nominated
43. Malaysia's Leading Hotel 2011 Nominated
44. Asia's Leading City Hotel 2010 Nominated
45. Malaysia's Leading Business Hotel 2010 Nominated
46. Malaysia's Leading Hotel 2010 Nominated
47. Asia's Leading City Hotel 2009 Nominated
48. Malaysia's Leading Hotel 2009 Nominated
49. Asia's Leading City Hotel 2008 Nominated
50. Malaysia's Leading Hotel 2008 Nominated
51. Malaysia's Leading Hotel 2007 Nominated
52. Malaysia's Leading Hotel 2006 Nominated
53. Malaysia's Leading Hotel 2005 Nominated

Table 2.4.2.1: The Ritz-Carlton Hotel Kuala Lumpur Awards and Recognition from the
World Travel Awards (2005 – 2019)
Source: The World Travel Awards 2019
 The table below shows the total number of hotel in Malaysia. Including Peninsula

Malaysia, Sabah and Sarawak and Federal Territory

Tourism Accommodation Registration And Classification Statistics Until August 2018

A: Classified Travel Accommodation Premises
Have Been Classified Overall
Number
Number
Number Star Star - Apartment Orchid of
of Room
States Of Hotel
Registration Number
Number Number Number Number Number
of
of Hotel of Room of Hotel of Room of Hotel
Room
Peninsula Malaysia
Perlis 43 13 687 0 0 13 317 26 1,004
Kedah 128 54 8,506 0 0 17 945 71 9,451
P.Pinang 186 78 15,040 0 0 34 527 112 15,567
Perak 220 69 7,312 2 320 62 1,493 133 9,125
Selangor 375 146 16,216 2 400 60 1,373 208 17,989
N.Sembilan 141 49 6,057 4 711 35 848 88 7,616
Melaka 299 110 14,156 0 0 55 1,426 165 15,582
Johor 333 104 14,671 1 284 60 1,685 165 16,640
Pahang 358 92 19,193 0 0 74 1,782 166 20,975
Kelantan 156 37 2,627 0 0 51 973 88 3,600
Terengganu 145 59 5,411 0 0 50 933 109 6,344
Total 2,384 811 109,876 9 1,715 511 12,302 1,331 123,893

Sabah / Sarawak
Sabah 449 175 16,738 0 0 121 2,694 296 19,432
Sarawak 291 106 10,274 1 215 114 2,577 221 13,066
Total 740 281 27,012 1 215 235 5,271 517 32,498
Federal Territory
Kuala
Lumpur 344 122 30,465 15 3,473 32 1,518 169 35,456
Putrajaya 7 5 1,152 0 0 1 59 6 1,211
Labuan 41 19 1,112 0 0 7 125 26 1,237
Total 392 146 32,729 15 3473 40 1,702 201 37,904
Overall Total 3,516 1,238 169,617 25 5,403 786 19,275 2,049 194,295
Table 4.2.2.2 Tourism Accommodation Registration And Classification Statistics of
Hotel Until August 2018
Source: Ministry of Tourism, Arts and Culture Malaysia, October 2018
2.5 Relationship between Personality Traits and Ethical Behaviour

During the 1980s, the media exposed the public to several scandals including the defense

industry. In 1991, UNYSIS Corporation was seen as liable of civil and criminal charges

of conspiracy to defraud the government, pay off and filling false cases on government

contracts. In results of that, the ethical conduct of individuals and organizations has gone

under increased public awareness on how significance in adjusting ethical conduct in the

workplace. Truth be told, as indicated by a 1987 Time Magazine Study, 76% of the

American public saw an absence of business ethics in managers as adding to the decay of

U.S. moral standards (Lazniack and Murphy, 1991:261).

With respects of the usage of the laws and regulations, individual, business owners and

organizations understood the significance of executing ethical basic leadership and ethical

conduct in the workplace and corporate culture. Organizations are monitoring the unethical

business practices since it can prompt the negative assessments from the public.

Furthermore, the practices additionally can expand the likelihood of budgetary issue may

emerge. In view of the proof relating facets of personality to different types of moral conduct

(Colquit et al., 2006; McAdams, in press), the moral personality have been recognize as The

Big Five Personality. Personality is the just one sort of individual contrast; there are others

that might be similarly great, or maybe more grounded, associates of an individual's pledge to

an ethical philosophy.

2.6 Theoretical Framework

Theoretical framework that is utilized in this study is The Big Five Personality Model

where the underlying model was progressed by the Ernest Tupes and Raymond Christal.

J.M Digman proposed his five consider model of character 1990, and Goldberg stretched

out it to the most significant level of organizations in 1993as can be seen in figure 2.1.
2.7 Conceptual Framework

A relationship between the personality traits which are Openness to Experience,

Conscientiousness, Extraversion , Agreeable, Neuroticism and ethical behaviour has been

found. In this situation, the employee ethical behaviour may be affected by the various

personality traits. Figure 2.7 below shows the independent variables of personality traits

and these variables will influence the employee’s ethical behaviour which is what the

researcher want to study in this research. This means that when the independent variable

is present, the dependent variable is also present.

Personality Traits

Openness to
Experience

H1
Conscientiousness

H2 Ethical Behaviour of
Employees
Extraversion H3

H4

Agreeable H5

Neuroticism

Independent Variables Dependent Variable

Figure 2.7– Adapted from The Government Annual Research Journal of Political Science
Conceptual Frameworks of Personality Traits and Ethical Behaviour
Source: Ernest Tupes and Raymond Christal. J.M Digman , 1990; Lewis Goldberg1993
2.8 Hypothesis Development

The following hypotheses have been developed in order to determine the relationship

between the two variables:

H1: There would be a significant relationship between openness to experience and ethical

behaviour of employees.

H2: There would be a significant relationship between conscientiousness and ethical

behaviour of employees.

H3: There would be a significant relationship between extraversion and ethical behaviour

of employees.

H4: There would be a significant relationship between agreeable and ethical behaviour of

employees.

H5: There would be a significant relationship between neuroticism and ethical behaviour

of employees.
2.9 Summary

In this chapter the researcher has been discussing about the literature review on the

personality traits and the ethical behaviour from the previous research that has been

found. Each of the personality traits are explained thoroughly as well as the dimension of

ethical behaviour. The conceptual framework is created in order to identify the

relationship between the variables. In order to measure the impact, the hypothesis is

developed to attain it. This chapter extensively looked into the literature to address the

previously mentioned destinations. The conceptualization of ethical conduct of

employees was expounded to demonstrate how it is conceivable to distinguish ethical

conduct of employees (replying: Is it conceivable to respond to the research questions?).

At last, antecedents and results of ethical conduct of employees were altogether looked

into not exclusively to give the foundation of the research (replying: Where does the ebb

and flow research fit in the literature?) yet in addition to show why distinguishing and

having enabled employees are significant (replying: Why are the research questions

significant?).