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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Sean Valentine, Lynn Godkin, Gary M. Fleischman & Roland Kidwell (2011). Corporate Ethical Values, Group Creativity, Job Satisfaction and Turnover Intention: The Impact of Work Context on Work Response. [REVIEW] Journal of Business Ethics 98 (3):353 - 372.
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.
Sean Valentine & Gary Fleischman (2004). Ethics Training and Businesspersons' Perceptions of Organizational Ethics. Journal of Business Ethics 52 (4):381 - 390.
Sean R. Valentine & Terri L. Rittenburg (2007). The Ethical Decision Making of Men and Women Executives in International Business Situations. Journal of Business Ethics 71 (2):125 - 134.
Sean Valentine, Philip Varca, Lynn Godkin & Tim Barnett (2010). Positive Job Response and Ethical Job Performance. Journal of Business Ethics 91 (2):195 - 206.
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