David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 13 (12):939 - 947 (1994)
This study examines the influence of ethical fit on employee attitudes and intentions to turnover. The results of this investigation provides support for the conjecture that ethical work climate is an important variable in the study of person-organization fit. Ethical fit was found to be significantly related to turnover intentions, continuance commitment, and affective commitment, but not to job satisfaction. Results are discussed in regard to some of the affective and cognitive distinctions among satisfaction, commitment, and behavioral intentions.
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Citations of this work BETA
Soo-Yeon Kim & Hyojung Park (2011). Corporate Social Responsibility as an Organizational Attractiveness for Prospective Public Relations Practitioners. Journal of Business Ethics 103 (4):639-653.
Kristen Bell DeTienne, Bradley R. Agle, James C. Phillips & Marc-Charles Ingerson (2012). The Impact of Moral Stress Compared to Other Stressors on Employee Fatigue, Job Satisfaction, and Turnover: An Empirical Investigation. [REVIEW] Journal of Business Ethics 110 (3):377-391.
Sean Valentine, Philip Varca, Lynn Godkin & Tim Barnett (2010). Positive Job Response and Ethical Job Performance. Journal of Business Ethics 91 (2):195 - 206.
Janet L. Kottke & Kathie L. Pelletier (2013). Measuring and Differentiating Perceptions of Supervisor and Top Leader Ethics. Journal of Business Ethics 113 (3):415-428.
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.
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