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Journal of Social Economics Research

December 2020, Volume 7, 2, pp 62-71

Ethical Context of Organization and Turnover Intention of Women Employees: The Mediating Role of Perceived Organizational Support

Seyedeh Fatemeh Ghasempour Ganji


Lester W. Johnson


Babak Banejad


Vahid Babazadeh Sorkhan

Seyedeh Fatemeh Ghasempour Ganji 1

Lester W. Johnson 2
Babak Banejad 3
Vahid Babazadeh Sorkhan 4

  1. Ph.D. Student, Ferdowsi University of Mashhad, Mashhad, Iran. 1

  2. Professor, Swinburne Business School, Swinburne, University of Technology, Hawthorn Victoria, Australia. 2

  3. Ph.D in Marketing Management, Yazd University, Yazd, Iran. 3

  4. Master, Islamic Azad University, Babol Branch, Iran. 4

Pages: 62-71

DOI: 10.18488/journal.35.2020.72.62.71

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Article History:

Received: 12 June, 2020
Revised: 15 July, 2020
Accepted: 18 August, 2020
Published: 04 September, 2020


Previous studies found that females understand and react to behavioral factors such as ethical behaviors and organizational support different from men. As females appear to have higher senility to ethics and supportive behaviors, thus, their behavioral response including turnover intention (TI) has been gaining a vast amount of attention in literature. This study aims to examine the influence of ethical context on female employees’ turnover intentions. It also examines the mediating effect of perceived organizational support. The sample of 210 was obtained from female employees at Ferdowsi University of Mashhad, Iran using a standard questionnaire. We employ Partial Least Square Structure Acquisition Modeling (PLS-SEM) to analyze data. The results of the research demonstrate that perceived organizational support is a mediator in the link between ethical context and turnover intention. The negative direct and indirect effects of ethical context on turnover intention were also supported. Moreover, perceived organizational support negatively effect of turnover intention.
Contribution/ Originality
This study contributes to the existing literature by conceptualizing the mediation effect of perceived organizational support in the relationship between ethical context and turnover intention which was not sufficiently investigated in literature.


Ethical context, Turnover intention, Perceived organizational support, University, Female employee.


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Competing Interests:


All authors contributed equally to the conception and design of the study.

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