Impact of Ethical Work Climate on Employees’ Work Related Outcomes (Job Satisfaction, Turnover Intention and Employee Creativity): Mediating Role of Organizational Identification

Abstract

The conducted study has investigated the influence of ethical work climate of organizations on the work related outcomes of employees which are job satisfaction, turnover intention and creativity of employees, either directly or indirectly through a mediating impact of organizational identification. This study explains about organizational identification experienced by sales employees due to the existence of an ethical work climate in an organization that may result in higher satisfaction of employees with their jobs, low level of turnover intention and greater employee creativity. It is a relatively new perspective in terms of Pakistan’s Cellular Telecommunication industry but not anonymous. Data is collected by survey method from a sample of 273 sales employees, who are randomly selected and employed in telecommunication companies of the Lahore city. Multiple regression analysis by Baron and Kenny (1986) was used for mediation analysis. According to the results it has been observed that organizational identification partially mediated between ethical work climate and job satisfaction; partially mediated between ethical work climate and turnover intention; partially mediated between ethical work climate and employee creativity. Academically, this study provides a perspective to highlight relationship between ethical work climate and employees’ work related outcomes (job satisfaction, turnover intention and employee creativity). The study is specific to telecom sector of Lahore city of Pakistan and is based on small sample size. Consequently, results cannot be generalized to larger populations within telecom sector or over other business sectors. However, the study opens grounds for future research opportunities in all business sectors and is significant to management and scholars