David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 92 (2):269 - 276 (2010)
In this study, we consider the association between ethical conflict and adverse outcomes, including employee stress, (lack of) organizational commitment, absenteeism, and turnover intention. Our findings show that ethical conflict is associated with adverse outcomes. Our results identify the importance of ethical conflict for organizations and the benefit for organizations to address and mitigate ethical conflict. In addition, our research contributes to the person–organization and turnover literature by extending the person-fit framework to the ethical domain and by suggesting that ethical conflict can be useful in predicting turnover. The findings of our study reinforce the need to minimize ethical conflict in the workplace due to the organizational costs associated with ethical conflict.
|Keywords||ethical conflict turnover stress absentism organizational conflict|
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References found in this work BETA
Maureen L. Ambrose, Anke Arnaud & Marshall Schminke (2008). Individual Moral Development and Ethical Climate: The Influence of Person–Organization Fit on Job Attitudes. [REVIEW] Journal of Business Ethics 77 (3):323 - 333.
David J. Fritzsche (2000). Ethical Climates and the Ethical Dimension of Decision Making. Journal of Business Ethics 24 (2):125 - 140.
Kelly D. Martin & John B. Cullen (2006). Continuities and Extensions of Ethical Climate Theory: A Meta-Analytic Review. [REVIEW] Journal of Business Ethics 69 (2):175 - 194.
Milton Rokeach (1973). The Nature of Human Values. New York,Free Press.
Citations of this work BETA
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.
Mari Huhtala, Taru Feldt, Anna-Maija Lämsä, Saija Mauno & Ulla Kinnunen (2011). Does the Ethical Culture of Organisations Promote Managers' Occupational Well-Being? Investigating Indirect Links Via Ethical Strain. Journal of Business Ethics 101 (2):231-247.
Pablo Ruiz-Palomino, Ricardo Martínez-Cañas & Joan Fontrodona (2013). Ethical Culture and Employee Outcomes: The Mediating Role of Person-Organization Fit. [REVIEW] Journal of Business Ethics 116 (1):173-188.
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.
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