Employee job response as a function of ethical context and perceived organization support

Abstract

Examination of the corporate support and ethical context literatures provided the basis for this assessment of the relationships among corporate ethical values, perceived organizational support, job satisfaction, and turnover intention. It was specifically proposed that perceived organization support would mediate the relationships between an ethical context and the two work responses, and mediated regression analysis using data from 460 accounting and finance professionals was utilized to test these relationships. Results identified partially mediated relationships among the study variables, which suggested that the effects of corporate ethical values on individual work attitudes operate partly through perceived organization support. This study makes a contribution to the literature by showing that companies might better manage employee job response with programs that build support for employees and their ethical development, and the various prospects of achieving ancillary benefits from such programs are discussed.