Ethical Work Climate as a Factor in the Development of Person-Organization Fit by Sims and Keon
"Ethical work climate as a factor in the development of person-organization fit" by Sims and Keon (1997). This article presents findings relative to the business research issue of how to best fit a person to their employment organization. Business research includes market research and more, such as research that examines all aspects of the business environment. The purpose of business research is to examine a specific business phenomenon. For this article, the purpose of the business research was to understand the relationship between ethical climate in the organization and the development of a good person-organization fit. Survey research was used to conduct this research. Specifically, the business problem investigated, was the need to understand perceived ethical work environment and how this matched with employee positions. To facilitate this understanding, Sims and Keon studied the relationship between stage of moral development in 86 working students and their perceived ethical work environment. The authors explained that a business owner must understand that ethical organizations and ethical individuals within the organization is a concern since employees, customers, media, government, and the public all view the a
Findings also support the second hypothesis showing that there is a strong relationship between ethical climate preferences and current position of the employee. Since people are not likely to be satisfied with their fib or remain employed in a position when the person-organization fit is off, it is more productive for both perspective employee and the employer understand the possibility of this fit. Total scores for each set of descriptors were calculated for five dimensions of ethical work climate on preferred and present surveys. Implications of the findings are that employers need to include screening of applicants for their ethical values and views. The fact that the Victor and Cullen scales lacked reliability was used to explain findings that did not support a hypothesis. The short form of the Defining Issues Test (by Rest, 1979) was used to measure moral judgment. Thus, findings that did not support the hypothesis were not relevant and those that did support the hypothesis were relevant. Sims and Keon also suggested that job applicants be able to screen the organization with regard to ethical climate. In addition, employees unhappy in their environment are more likely to seek alternative employment. They concluded that: a match between employee and employer ethics is important for increased job satisfaction, people prefer working in ethical climates that are consistent with their own morals, and people prefer working in caring environments that are governed by rules. Within this context, Sims and Keon investigated the following hypotheses: "Individuals are most attracted to organizations, which display ethical values similar to their own; individuals' organization preferences are similar to organizations they have chosen to work for; individuals are more satisfied with their current environment, if they work for an organization which displays ethical values similar to their preferences; and individuals show greater organizational commitment to organizations which display ethical values similar to their preferences" (p. Reliability coefficients were provided for most of the scales demonstrating good reliability of these measures. The authors also concluded that since it is only the self-serving climate that must be considered, all other findings were not important. , 1967) was used to measure job satisfaction.
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