Corporate Ethical Values, Group Creativity, Job Satisfaction and Turnover Intention: The Impact of Work Context on Work Response

By S. Valentine, Lynn Godkin, Gary M. Fleischman, Roland E. Kidwell. 2011

311 citations recorded by the source corpus.

Subfields: Demography, Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2e0e54793b4a2841851e7ed896af20ce1fbe706a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. M. Hartmann
2. Weihui Fu
3. Y. Sohn
4. B. Joo

In Information Systems and Management

1. M. Hartmann
2. Weihui Fu
3. Asko Tolvanen
4. M. Huhtala
5. T. Feldt
6. B. Joo
7. S. Mauno

In Organizational Behavior and Human Resource Management

1. T. Feldt
2. Asko Tolvanen
3. S. Mauno
4. M. Huhtala
5. B. Joo
6. H. Hahn
7. Shari L. Peterson
8. Yeseul Jung

Citations in the corpus

• A moderated mediation model of job stress, job satisfaction, and turnover intention for airport security screeners (2017, background): “Job satisfaction is, in turn, associated negatively with personnel turnover (Porter and Steers, 1973; Russ and McNeilly, 1995; Valentine et al., 2010).”
• Human resource practices, employee attitudes and small firm performance (2017, unknown): “…goals can create a work environment that encourages employees to reason and behave ethically through social process and workplace norms, as well as helping firms experience additional benefits through positive interactions among employees (Valentine et al., 2011; O’ Fallon and Butterfield, 2005).”
• Corporate social responsibility in the food sector (2011, background): “…Evans and Davis (2008) E’s perceived org. support E Valentine et al. (2006) E’s work satisfaction E Lee et al. (2008); Valentine et al. (2006); Valentine et al. (2011) (two studies); Valentine and Fleischman (2008); Vlachos et al. (2010); Walsh and Sulkowski (2010) Ellemers et al.…”
• The Impact of Emotional Intelligence, Organizational Commitment, and Job Satisfaction on Ethical Behavior of Chinese Employees (2013, background): “Valentine et al. (2011) found that corporate ethical values were associated with decreased turnover intention in a survey of administrative employees and sales & marketing employees in United States.”
• The Associations between Ethical Organizational Culture, Burnout, and Engagement: A Multilevel Study (2014, background): “This is also significant in supporting well-being, as the cultural context can have a profound effect on levels of stress and attitudes toward work (Peterson and Wilson 2002), and ethical values can promote positive interactions among employees (Valentine et al. 2011).”
• Turnover intention: the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity (2015, background): “…(Peterson 2009), personality (Allen, Weeks, and Moffitt 2005), job satisfaction (e.g. Tett and Meyer 1993; Egan, Yang, and Bartlett 2004; Valentine et al. 2011), organizational commitment (Cole and Bruch 2006; Joo 2010; DeConinck and Bachmann 2011), employee engagement (Bothma and Roodt…”