An investigation of the effects of corporate ethical values on employee commitment and performance: Examining the moderating role of perceived fairness [Book Review]
David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 89 (2):251 - 260 (2009)
Corporate ethical values (CEVs) can be viewed outside the realm of organizational training, standard operating procedures, reward and punishment systems, formal statements, and as more representative of the real nature of the organization (Organ, 1988). Past researchers have empirically demonstrated the direct influence of CEVs on job performance. This study argues that employees' perception of organizational fairness will create perceptual distortion of CEVs. The results of the study indicate that perceived fairness moderates the influence of CEVs on two seminal outcomes, namely, job performance and commitment. The study offers prescriptive and descriptive insights to both academe and industry to understand the influence of CEVs and fairness on the performance outcomes of employees
|Keywords||corporate ethical values ethics job performance commitment organizational fairness|
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Citations of this work BETA
Weihui Fu & Satish P. Deshpande (2013). The Impact of Caring Climate, Job Satisfaction, and Organizational Commitment on Job Performance of Employees in a China's Insurance Company. Journal of Business Ethics:1-11.
Leonidas C. Leonidou, Olga Kvasova, Constantinos N. Leonidou & Simos Chari (2013). Business Unethicality as an Impediment to Consumer Trust: The Moderating Role of Demographic and Cultural Characteristics. [REVIEW] Journal of Business Ethics 112 (3):397-415.
Philip M. Linsley & Richard E. Slack (2013). Crisis Management and an Ethic of Care: The Case of Northern Rock Bank. [REVIEW] Journal of Business Ethics 113 (2):285-295.
Pablo Ruiz-Palomino & Ricardo Martínez-Cañas (forthcoming). Ethical Culture, Ethical Intent, and Organizational Citizenship Behavior: The Moderating and Mediating Role of Person–Organization Fit. Journal of Business Ethics.
Pablo Ruiz, Carmen Ruiz & Ricardo Martínez (2011). Improving the "Leader-Follower" Relationship: Top Manager or Supervisor? The Ethical Leadership Trickle-Down Effect on Follower Job Response. [REVIEW] Journal of Business Ethics 99 (4):587 - 608.
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