David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 41 (4):349 - 360 (2002)
The purpose of this study was to assess the relationships among ethical context, organizational commitment, and person-organization fit using a sample of 304 young working adults. Results indicated that corporate ethical values signifying different cultural aspects of an ethical context were positively related to both organizational commitment and person-organization fit. Organizational commitment was also positively related to person-organization fit. The findings suggest that the development and promotion of an ethical context might enhance employees' workplace experiences, and companies should consider adopting ethical policies that support principled conduct, punish unethical actions, and increase individual perceptions of an ethical company environment.
|Keywords||ethical context organizational commitment person-organization fit|
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Citations of this work BETA
John G. Bruhn (2009). The Functionality of Gray Area Ethics in Organizations. Journal of Business Ethics 89 (2):205 - 214.
Barry Z. Posner (2010). Another Look at the Impact of Personal and Organizational Values Congruency. Journal of Business Ethics 97 (4):535 - 541.
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.
Sean Valentine, Philip Varca, Lynn Godkin & Tim Barnett (2010). Positive Job Response and Ethical Job Performance. Journal of Business Ethics 91 (2):195 - 206.
Scott John Vitell, Encarnación Ramos & Ceri M. Nishihara (2010). The Role of Ethics and Social Responsibility in Organizational Success: A Spanish Perspective. [REVIEW] Journal of Business Ethics 91 (4):467 - 483.
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