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The effects of person-organization ethical fit on employee attraction and retention: Towards a testable explanatory model

Journal Article


Abstract


  • 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. �� 2007 Springer Science+Business Media B.V.

Publication Date


  • 2008

Citation


  • Coldwell, D. A., Billsberry, J., Van Meurs, N., & Marsh, P. J. G. (2008). The effects of person-organization ethical fit on employee attraction and retention: Towards a testable explanatory model. Journal of Business Ethics, 78(4), 611-622. doi:10.1007/s10551-007-9371-y

Scopus Eid


  • 2-s2.0-39749165004

Start Page


  • 611

End Page


  • 622

Volume


  • 78

Issue


  • 4

Place Of Publication


Abstract


  • 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. �� 2007 Springer Science+Business Media B.V.

Publication Date


  • 2008

Citation


  • Coldwell, D. A., Billsberry, J., Van Meurs, N., & Marsh, P. J. G. (2008). The effects of person-organization ethical fit on employee attraction and retention: Towards a testable explanatory model. Journal of Business Ethics, 78(4), 611-622. doi:10.1007/s10551-007-9371-y

Scopus Eid


  • 2-s2.0-39749165004

Start Page


  • 611

End Page


  • 622

Volume


  • 78

Issue


  • 4

Place Of Publication