When Fairness is Not Enough: Impact of Corporate Ethical Values on Organizational Citizenship Behaviors and Worker Alienation

When Fairness is Not Enough: Impact of Corporate Ethical Values on Organizational Citizenship... Extant research indicates a positive and significant relationship between corporate ethical values and employees’ job performance. Furthermore, past studies have empirically demonstrated that perceived fairness moderates the influence of corporate ethical values (CEV) on employee performance. In other words, high congruity between employees’ and an organization’s ethical values will result in superior employee performance outcome. This research aims to develop a broader perspective on the complex relationship between CEV and employee outcomes. The article will first examine the direct influence of CEV on organizational citizenship behaviors (OCBs) and alienation from work (AFW), and then the moderating role of perceived fairness. The researcher found a significant direct effect of CEV on both OCBs and AFW, but that perceived fairness does not moderate these relationships. A key implication of findings of this research is that although perception of fairness may suppress the impact of organizational ethical transgressions on employee performance in the short run, as earlier studies have demonstrated, but in the long term, implications of perceived fairness are multifold. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Business Ethics Springer Journals

When Fairness is Not Enough: Impact of Corporate Ethical Values on Organizational Citizenship Behaviors and Worker Alienation

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Publisher
Springer Journals
Copyright
Copyright © 2016 by Springer Science+Business Media Dordrecht
Subject
Philosophy; Ethics; Business and Management, general; Management; Business Ethics; Quality of Life Research
ISSN
0167-4544
eISSN
1573-0697
D.O.I.
10.1007/s10551-016-3107-9
Publisher site
See Article on Publisher Site

Abstract

Extant research indicates a positive and significant relationship between corporate ethical values and employees’ job performance. Furthermore, past studies have empirically demonstrated that perceived fairness moderates the influence of corporate ethical values (CEV) on employee performance. In other words, high congruity between employees’ and an organization’s ethical values will result in superior employee performance outcome. This research aims to develop a broader perspective on the complex relationship between CEV and employee outcomes. The article will first examine the direct influence of CEV on organizational citizenship behaviors (OCBs) and alienation from work (AFW), and then the moderating role of perceived fairness. The researcher found a significant direct effect of CEV on both OCBs and AFW, but that perceived fairness does not moderate these relationships. A key implication of findings of this research is that although perception of fairness may suppress the impact of organizational ethical transgressions on employee performance in the short run, as earlier studies have demonstrated, but in the long term, implications of perceived fairness are multifold.

Journal

Journal of Business EthicsSpringer Journals

Published: Mar 15, 2016

References

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