David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 16 (11):1095-1105 (1997)
The purpose of this study was to determine if there is a relationship between the ethical climate of the organization and the development of person-organization fit. The relationship between an individual's stage of moral development and his/her perceived ethical work environment was examined using a sample of 86 working students. Results indicate that a match between individual preferences and present position proved most satisfying. Subjects expressing a match between their preferences for an ethical work climate and their present ethical work climate indicated that they were less likely to leave their positions.
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Citations of this work BETA
Jeanette Lemmergaard & Jorgen Lauridsen (2008). The Ethical Climate of Danish Firms: A Discussion and Enhancement of the Ethical-Climate Model. Journal of Business Ethics 80 (4):653 - 675.
Weihui Fu & Satish P. Deshpande (2012). Antecedents of Organizational Commitment in a Chinese Construction Company. Journal of Business Ethics 109 (3):301-307.
David Pastoriza, Miguel A. Ariño & Joan E. Ricart (2009). Creating an Ethical Work Context: A Pathway to Generate Social Capital in the Firm. [REVIEW] Journal of Business Ethics 88 (3):477 - 489.
K. Praveen Parboteeah, Hsien Chun Chen, Ying-Tzu Lin, I. -Heng Chen, Amber Y.-P. Lee & Anyi Chung (2010). Establishing Organizational Ethical Climates: How Do Managerial Practices Work? [REVIEW] Journal of Business Ethics 97 (4):599 - 611.
B. Elango, Karen Paul, Sumit K. Kundu & Shishir K. Paudel (2010). Organizational Ethics, Individual Ethics, and Ethical Intentions in International Decision-Making. Journal of Business Ethics 97 (4):543 - 561.
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