The effects of person-organization ethical fit on employee attraction and retention: towards a testable explanatory model
Coldwell, David and Billsberry, Jon and Van Meurs, Nathalie and Marsh, Philip (2008) The effects of person-organization ethical fit on employee attraction and retention: towards a testable explanatory model. Journal of Business Ethics, 78 (4). pp. 611-622. ISSN 0167-4544
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An exploratory model is presented as a heuristic to indicate how individual perceptions of corporate reputation (before joining) and corporate ethical values (after joining) generate specific individual organizational senses of fit. The paper suggests that an ethical dimension of person-organization fit may go some way in explaining superior acquisition and retention of staff by those who are attracted to specific organizations by levels of corporate social performance consonant with their ethical expectations, or who remain with them by virtue of better personal ethical fits with extant organizational ethical values. Specifically, the model suggests that individual misfits that arise from ethical expectations that either exceed or fall short of perceived organizational ethical performances lead to problematic acquisition and retention behavioural outcomes.
|Research Areas:||Middlesex University Schools and Centres > Business School > International Management and Innovation|
Middlesex University Schools and Centres > Business School > International Management and Innovation > International and Cross-cultural Management group
|Citations on ISI Web of Science:||12|
|Deposited On:||26 Oct 2009 11:08|
|Last Modified:||03 Dec 2014 14:54|
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