Coldwell, David A.; Billsberry, Jon; van Meurs, Nathalie and Marsh, Philip J. G.
|DOI (Digital Object Identifier) Link:||http://dx.doi.org/10.1007/s10551-007-9371-y|
|Google Scholar:||Look up in Google Scholar|
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.
|Item Type:||Journal Article|
|Keywords:||ethics; person-organization fit; attraction; retention; corporate social responsibility; corporate social performance|
|Academic Unit/Department:||Open University Business School
Other Departments > Human Resources
|Depositing User:||Jon Billsberry|
|Date Deposited:||17 Sep 2007|
|Last Modified:||14 Jan 2016 16:41|
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