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

journal contribution
posted on 2008-04-01, 00:00 authored by D A Coldwell, Jonathan Billsberry, N Van Meurs, P J G Marsh
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.

History

Journal

Journal of business ethics

Volume

78

Issue

4

Pagination

611 - 622

Publisher

Springer

Location

Dordrecht, The Netherlands

ISSN

0167-4544

eISSN

1573-0697

Language

eng

Publication classification

C1.1 Refereed article in a scholarly journal; C Journal article

Copyright notice

2007, Springer

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