Ethical climate fit, leader-member exchange and employee job outcomes

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dc.contributor.authorMutsvunguma, Patricia S.
dc.date.accessioned2012-02-15T06:56:37Z
dc.date.available2012-02-15T06:56:37Z
dc.date.issued2012-02-15
dc.description.abstractThe study sought to investigate whether the effects of an employee’s fit or misfit with the ethical climate of an organisation is mitigated or exacerbated by the quality of the leader-member exchange experienced. The outcome variables looked at includes organisational commitment, job satisfaction and turnover intentions. Data was gathered from a total sample of 125 employees from three different non profit making organisations. Pearson Product Moment Correlations and moderated regressions were used to address the main research questions of the study. Despite, the implied theoretical link between ethical climate fit and leader member exchange, partly as a function of the constructs being centred on the notion of fit, and the role organisational leaders play in the formation of ethical climates, no significant moderation effects were found. Both variables were found to relate significantly to all job outcomes, but no combined effects of these variables on job outcomes were found. The findings of the study highlight a need for further empirical research on these concepts, and for the inquiring of existing theoretical propositions linking leaders to ethical climates.en_US
dc.identifier.urihttp://hdl.handle.net/10539/11321
dc.language.isoenen_US
dc.subjectEthical climate fiten_US
dc.subjectLeader member exchangeen_US
dc.subjectOrganisational commitmenten_US
dc.subjectJob satisfactionen_US
dc.subjectTurnover intentionsen_US
dc.titleEthical climate fit, leader-member exchange and employee job outcomesen_US
dc.typeThesisen_US
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