Journal of Social Economics Research
December 2020, Volume 7, 2, pp 62-71
Ethical context, Turnover intention, Perceived organizational support, University, Female employee.
Ahanchian, M., & Ganji, S. F. G. (2017). The effect of perceptions of ethical context on job satisfaction with emphasis on work values: The case of female staff at an Iranian university. International Journal of Work Organisation and Emotion, 8(2), 118-130.
Alkhateri, A. S., Abuelhassan, A. E., Khalifa, G. S., Nusari, M., & Ameen, A. (2018). The Impact of perceived supervisor support on employees turnover intention: The Mediating role of job satisfaction and affective organizational commitment. International Business Management, 12(7), 477-492.
Arnéguy, E., Ohana, M., & Stinglhamber, F. (2018). Organizational justice and readiness for change: a concomitant examination of the mediating role of perceived organizational support and identification. Frontiers in Psychology, 9, 1172.
Arokiasamy, L., Marimuthu, M., & Moorthy, M. K. (2010). A study on the perceived organizational support in the financial industry in Malaysia. A literature review. Interdisciplinary Journal of Contemporary Research in Business, 2(7), 56-72.
Arshad, H., & Puteh, F. (2015). Determinants of turnover intention among employees. Journal of Administrative Science, 12(2), 1-15.
Babic, A., Stinglhamber, F., & Hansez, I. (2015). Organizational justice and perceived organizational support: Impact on negative work-home interference and well-being outcomes. Psychologica Belgica, 55(3), 134-138.
Belcourt, M., Bohlander, G., & Snell, S. (2008). Managing human resources (5th ed.). Canada: Thomson-Nelson.
Cheng, P.-Y., Yang, J.-T., Wan, C.-S., & Chu, M.-C. (2013). Ethical contexts and employee job responses in the hotel industry: The roles of work values and perceived organizational support. International Journal of Hospitality Management, 34, 108-115. Available at: https://doi.org/10.1016/j.ijhm.2013.03.007.
Chiang, C.-F., & Hsieh, T.-S. (2012). The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior. International Journal of Hospitality Management, 31(1), 180-190. Available at: https://doi.org/10.1016/j.ijhm.2011.04.011.
Chinomona, E., Popoola, B. A., & Imuezerua, E. (2017). The influence of employee empowerment, ethical climate, organisational support and top management commitment on employee job satisfaction South Africa. Journal of Applied Business Research (JABR), 33(1), 27-42.
Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263. Available at: https://doi.org/10.1177/0734371x15581850.
Demirtas, O., & Akdogan, A. A. (2015). The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1), 59-67. Available at: https://doi.org/10.1007/s10551-014-2196-6.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51. Available at: https://doi.org/10.1037/0021-9010.86.1.42.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507. Available at: https://doi.org/10.1037/0021-9010.71.3.500.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565. Available at: https://doi.org/10.1037/0021-9010.87.3.565.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51059. Available at: https://doi.org/10.1037/0021-9010.75.1.51.
Engelbrecht, A., & Samuel, O. M. (2019). The effect of transformational leadership on intention to quit through perceived organisational support, organisational justice and trust. South African Journal of Economic and Management Sciences, 22(1), 1-8. Available at: https://doi.org/10.4102/sajems.v22i1.2338.
Ensari, M., Sebnem, K., & Melisa, E. K. (2016). The mediating effect of perceived ethical climate on organizational commitment, trust and turnover intention interactions: A research on insurance sector. European Law Review, 58(5), 28-46.
Ganji, E. F. G., Kafashpour, A., & Sorkhan, V. B. (2017). The effect of ethical context perceptions to the job response: emphasizing work value (case of study: Female staff at Ferdowsi University of Mashhad). Quarterly Journal of Women Studies Sociological and Psychological, 14(4), 69-94.
Ganji, S. F. G., & Ahanchian, M. R. (2016). Perception of the organization's ethical context effect on female employees’ turnover intention with work values as the moderator. Organizational Resources Management Researches, 6(3), 129-152.
Ganji, S. F. G., & Johnson, L. W. (2020). The relationship between family emotional support, psychological capital, female job satisfaction and turnover intention. Studies, 7(1), 59-70.
Ganji, S. F. G., & Kafashpour, A. (2016). A survey of the mediating role of perceived organizational support in the relationship between ethical context and female employees' job response. Sociology of Women Journal of Woman and Society, 7(327), 1-18.
Ishak, A., Hussein, A., Hussain, A., & Hamid, S. F. (2018). Entrapment of permanently employed employees: Precarious work behaviour, organizational justice & perceived organizational support. Turkish Online Journal of Design, Art & Communication. Special Education, 1364-1370. Available at: 10.7456/1080SSE/182.
Jawahar, I. M., & Hemmasi, P. (2006). Perceived organizational support for women's advancement and turnover intentions the mediating role of job and employer satisfaction. Women in Management Review, 21(8), 643-661.
Johnsrud, L. K., & Rosser, V. J. (2002). Faculty members' morale and their intention to leave: A multilevel explanation. The Journal of Higher Education, 73(4), 518-542. Available at: https://doi.org/10.1080/00221546.2002.11777162.
Jung, H. S., Namkung, Y., & Yoon, H. H. (2010). The effects of employees’ business ethical value on person–organization fit and turnover intent in the foodservice industry. International Journal of Hospitality Management, 29(3), 538-546.
Kaptein, M. (2011). Understanding unethical behavior by unraveling ethical culture. Human relations, 64(6), 843-869.
Kim, S., Tam, L., Kim, J.-N., & Rhee, Y. (2017). Determinants of employee turnover intention. Corporate Communications: An International Journal, 22(2), 1-16.
Kincaid, C. S., Baloglu, S., & Corsun, D. (2008). Modeling ethics: The impact of management actions on restaurant workers’ ethical optimism. International Journal of Hospitality Management, 27(3), 470-477.
Kokabi, M. (2009). Where is information ethics in Iranian library and information science publications and services? Electronic Journal of Information Systems Evaluation, 12(1), 89–94.
Lee, E., & Jang, I. (2020). Nurses’ fatigue, job stress, organizational culture, and turnover intention: A Culture–Work–Health model. Western Journal of Nursing Research, 42(2), 108-116.
Liu, C.-M., & Lin, C.-P. (2016). Corporate ethical values and turnover intention. Journal of Leadership & Organizational Studies, 23(4), 397-409.
Liu., W., Zhao, S., Shi, L., Zhang, Z., Liu, X., Li, L., . . . Jia, X. (2018). Workplace violence, job satisfaction, burnout, perceived organisational support and their effects on turnover intention among Chinese nurses in tertiary hospitals: a cross-sectional study. BMJ open, 8(6), 1-20.
Mete, E. S., & Sökmen, A. (2019). The mediating role of organizational commitment in the organizational justice’s effect on job satisfaction and turnover intention. A Research on Academic Staff, Gazi Journal of Economics and Business, 5(3), 193-205.
Nakhaie, H., Shariat, H., & Kavousi, E. (2011). A survey of the relationship between organizational culture and ethical behavior of the state organizations staff in Kerman (Kerman is a city in Iran). Paper presented at the International Conference on Financial Management and Economics, IPEDR, IACSIT Press, Singapore.
Newman, A., Thanacoody, R., & Hui, W. (2011). The effects of perceived organizational support, perceived supervisor support and intra-organizational network resources on turnover intentions: A study of Chinese employees in multinational enterprises. Personnel Review, 41(1), 56-72.
Nica, E. (2016). The effect of perceived organizational support on organizational commitment and employee performance. Journal of Self-Governance and Management Economics, 4(4), 34-40. Available at: https://doi.org/10.22381/jsme4420164.
Reader, T. W., Mearns, K., Lopes, C., & Kuha, J. (2017). Organizational support for the workforce and employee safety citizenship behaviors: A social exchange relationship. Human Relations, 70(3), 362-385. Available at: https://doi.org/10.1177/0018726716655863.
Rubel, M. R. B., Kee, D. M. H., Quah, C. H., & Rimi, N. N. (2017). Ethical climate and employee turnover intention in the ready-made garment industry of Bangladesh. Global Business and Organizational Excellence, 36(2), 61-73. Available at: https://doi.org/10.1002/joe.21770.
Saeed, I., Waseem, M., Sikander, S., & Rizwan, M. (2014). The relationship of turnover intention with job satisfaction, job performance, leader member exchange, emotional intelligence and organizational commitment. International Journal of Learning and Development, 4(2), 242-256. Available at: https://doi.org/10.5296/ijld.v4i2.6100.
Satardien, M., Jano, R., & Mahembe, B. (2019). The relationship between perceived organisational support, organisational commitment and turnover intention among employees in a selected organisation in the aviation industry. SA Journal of Human Resource Management, 17(8), 11-23.
Schneider, B. (1975). Organizational climates: An essay 1. Personnel Psychology, 28(4), 447-479. Available at: https://doi.org/10.1111/j.1744-6570.1975.tb01386.x.
Schyns, B., Torka, N., & Gossling, T. (2007). Turnover intention and preparedness for change. Career Development International, 12(7), 660-679.
Shafer, W. E., & Simmons, R. S. (2011). Effects of organizational ethical culture on the ethical decisions of tax practitioners in mainland China. Accounting, Auditing & Accountability Journal, 24(5), 647-668.
Shafer, W. E. (2002). Ethical pressure, organizational-professional conflict, and related work outcomes among management accountants. Journal of Business Ethics, 38(3), 261-273.
Shafique, M. Z., ud Din, M. Z., & Tahir, M. (2018). The effects of perceived organizational support on the turnover intention: A case study of textile sector. International Journal of Academic Research in Business and Social Sciences, 8(9), 547-558. Available at: https://doi.org/10.6007/ijarbss/v8-i9/4637.
Shahzad, I. A., Farrukh, M., Kanwal, N., & Sakib, A. (2018). Decision-making participation eulogizes probability of behavioral output; Job satisfaction, and employee performance (evidence from professionals having low and high levels of perceived organizational support). World Journal of Entrepreneurship, Management and Sustainable Development, 14(3), 321-339.
Stinglhamber, F., & Vandenberghe, C. (2004). Favorable job conditions and perceived support: The role of organizations and supervisors. Journal of Applied Social Psychology, 34(7), 1470-1493.
Tetteh, S., Wu, C., Opata, C. N., Asirifua Agyapong, G. N. Y., Amoako, R., & Osei-Kusi, F. (2020). Perceived organisational support, job stress, and turnover intention: The moderation of affective commitments. Journal of Psychology in Africa, 30(1), 9-16. Available at: https://doi.org/10.1080/14330237.2020.1722365.
Trevino, L. K. (1990). A cultural perspective on changing and developing organizational ethics. Research in Organizational Change and Development, 4(2), 195-230.
Treviño, L. K., Butterfield, K. D., & McCabe, D. L. (1998). The ethical context in organizations: Influences on employee attitudes and behaviors. Business Ethics Quarterly, 8(3), 447-476.
Trevor, C. O., & Nyberg, A. J. (2008). Keeping your headcount when all about you are losing theirs: Downsizing, voluntary turnover rates, and the moderating role of HR practices. Academy of Management Journal, 51(2), 259-276. Available at: https://doi.org/10.5465/amj.2008.31767250.
Valentine, S., Nam, S.-H., Hollingworth, D., & Hall, C. (2014). Ethical context and ethical decision making: Examination of an alternative statistical approach for identifying variable relationships. Journal of Business Ethics, 124(3), 509-526. Available at: https://doi.org/10.1007/s10551-013-1879-8.
Wong, Y. W., & Wong, Y. T. (2017). The effects of perceived organisational support and affective commitment on turnover intention. Journal of Chinese Human Resource Management, 8(1), 2-21.
Xiong, R., & Wen, Y. (2020). Employees’ turnover intention and behavioral outcomes: The role of work engagement. Social Behavior and Personality: an international journal, 48(1), 1-7. Available at: https://doi.org/10.2224/sbp.8609.
Zeffane, R., & Bani, S. J. (2017). Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates. Employee Relations, 39(2), 1148-1167.