Journal of Business Ethics 116 (1):173-188 (2013)
AbstractWe build on limited research concerning the mediation processes associated with the relationship between ethical culture and employee outcomes. A multidimensional measure of ethical culture was examined for its relationship to overall Person-Organization (P–O) fit and employee response, using a sample of 436 employees from social economy and commercial banks in Spain. In line with previous research involving unidimensional measures, ethical culture was found to relate positively to employee job satisfaction, affective commitment, and intention to stay. New to the literature, ethical culture was also found to be associated positively with employee willingness to recommend the organization to others. These effects were observed even when perceptions of P–O fit were controlled. Importantly, ethical culture was also positively related to overall P–O fit, which in turn, partially mediated the relationship between ethical culture and employee outcomes. Our findings add to studies that focus on the importance of the degree of ethical congruence between the individual employee and the organization. They suggest that ethical culture, with its expected impact on virtuousness and emotional well-being, will positively influence outcomes independently of the degree to which there is a match between employee and organizational values
Similar books and articles
Ethical fit, diversity, and attrition: Evidence from the vehicle emissions testing market.Lamar Pierce & Jason Snyder - unknown
Individual moral development and ethical climate: The influence of person–organization fit on job attitudes. [REVIEW]Maureen L. Ambrose, Anke Arnaud & Marshall Schminke - 2008 - Journal of Business Ethics 77 (3):323 - 333.
Supervisor Role Modeling, Ethics-Related Organizational Policies, and Employee Ethical Intention: The Moderating Impact of Moral Ideology.Pablo Ruiz-Palomino & Ricardo Martinez-Cañas - 2011 - Journal of Business Ethics 102 (4):653-668.
Ethical context, organizational commitment, and person-organization fit.Sean Valentine, Lynn Godkin & Margaret Lucero - 2002 - Journal of Business Ethics 41 (4):349 - 360.
The influence of ethical fit on employee satisfaction, commitment and turnover.Randi L. Sims & K. Galen Kroeck - 1994 - Journal of Business Ethics 13 (12):939 - 947.
Exploring the Process of Ethical Leadership: The Mediating Role of Employee Voice and Psychological Ownership. [REVIEW]James B. Avey, Tara S. Wernsing & Michael E. Palanski - 2012 - Journal of Business Ethics 107 (1):21-34.
The effects of person–organization ethical fit on employee attraction and retention: Towards a testable explanatory model.A. Coldwell David, Nathalie Meurs Jon Billsberrvany & J. G. Marsh Philip - 2008 - Journal of Business Ethics 78 (4).
Ethical work climate as a factor in the development of person-organization fit.Randi L. Sims & Thomas L. Keon - 1997 - Journal of Business Ethics 16 (11):1095-1105.
The Moral Significance of Employee Loyalty.Brian Schrag - 2001 - Business Ethics Quarterly 11 (1):41-66.
Leaders' Moral Competence and Employee Outcomes: The Effects of Psychological Empowerment and Person–Supervisor Fit. [REVIEW]Tae-Yeol Kim & Minsoo Kim - 2013 - Journal of Business Ethics 112 (1):155-166.
Added to PP
Historical graph of downloads
Citations of this work
Empowering Employee Sustainability: Perceived Organizational Support Toward the Environment.Cynthia E. King, Jennifer Tosti-Kharas & Eric Lamm - 2015 - Journal of Business Ethics 128 (1):207-220.
Ethical Culture, Ethical Intent, and Organizational Citizenship Behavior: The Moderating and Mediating Role of Person–Organization Fit.Pablo Ruiz-Palomino & Ricardo Martínez-Cañas - 2014 - Journal of Business Ethics 120 (1):95-108.
Consumer Participation in Co-creation: An Enlightening Model of Causes and Effects Based on Ethical Values and Transcendent Motives.Ricardo Martínez-Cañas, Pablo Ruiz-Palomino, Jorge Linuesa-Langreo & Juan J. Blázquez-Resino - 2016 - Frontiers in Psychology 7.
Exploring how and when ethical conflict impairs employee organizational commitment: A stress perspective investigation.Zhen Wang, Haoying Xu & Meng Song - 2021 - Business Ethics: A European Review 30 (2):172-187.
Why Do Managers Leave Their Organization? Investigating the Role of Ethical Organizational Culture in Managerial Turnover.Maiju Kangas, Muel Kaptein, Mari Huhtala, Anna-Maija Lämsä, Pia Pihlajasaari & Taru Feldt - 2018 - Journal of Business Ethics 153 (3):707-723.
References found in this work
Managing Business Ethics: Straight Talk About How to Do It Right.Linda Klebe Treviño - 2010 - Hoboken, New Jersey: Wiley.
A Review of The Empirical Ethical Decision-Making Literature: 1996–2003. [REVIEW]Michael J. O’Fallon & Kenneth D. Butterfield - 2005 - Journal of Business Ethics 59 (4):375 - 413.
A Review of The Empirical Ethical Decision-Making Literature: 1996–2003. [REVIEW]Michael J. O’Fallon & Kenneth D. Butterfield - 2005 - Journal of Business Ethics 59 (4):375-413.
The ethical context in organizations: Influences on employee attitudes and behavior.Linda Klebe Treviño, Kenneth D. Butterfield & Donald L. Mccabe - 1998 - Business Ethics Quarterly 8 (3):447-476.
Continuities and Extensions of Ethical Climate Theory: A Meta-Analytic Review.Kelly D. Martin & John B. Cullen - 2006 - Journal of Business Ethics 69 (2):175-194.