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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DOI 10.1007/s10551-009-0153-6
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References found in this work BETA

The Nature of Human Values.Milton Rokeach - 1973 - New York: Free Press.
Ethical Climates and the Ethical Dimension of Decision Making.David J. Fritzsche - 2000 - Journal of Business Ethics 24 (2):125 - 140.

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