Asian Basic and Applied Research Journal

Workplace ethical practices play a critical role in shaping employee attitudes, behaviour, and productivity within organisations. Kenya Power is a key institution in Kenya’s socio-economic development through its provision of electricity services. Despite its strategic role, concerns persist regarding service delivery and operational performance, raising questions about the influence of workplace ethical practices on employee productivity. This study assessed the impact of workplace ethical practices on the productivity of call centre employees at Kenya Power. Specifically, it examined the effects of workplace fairness, management integrity, employee rights and respect, and transparency in evaluation on employee productivity. The study was anchored in Organisational Justice Theory, Social Exchange Theory, and Psychological Contract Theory. An explanatory sequential mixed-methods research design was adopted. The target population comprised 275 call centre agents working at Kenya Power’s Stima Plaza. Using Yamane’s formula, a sample of 163 respondents was selected through stratified random sampling. Workplace fairness had a positive and statistically significant effect on employee productivity (β = 0.451, p < 0.001). Employee rights and respect also had a positive and statistically significant effect (β = 0.283, p = 0.005). However, management integrity had a negative but statistically insignificant effect (β = −0.094, p = 0.441), while transparency in evaluation had a positive but statistically insignificant effect (β = 0.150, p = 0.099). The study concludes that workplace fairness and employee rights and respect are significant determinants of productivity among call centre employees at Kenya Power. It recommends strengthening workplace fairness policies, enhancing initiatives that protect employee rights and respect, and promoting ethical workplace practices to improve employee productivity and organisational performance.