Abstract
This study makes significant payment to our beliefs about issues and solution of ethical climate and turnover intention. This research is not only discusses how ethical climate creates trust in supervisor, emotional exhaustion, and organizational commitment but also explains how these parameters affect job satisfaction, which relates to turnover intention. All the parameter, we use in our research is well tested and exercised. To explain our point of view in well understandable manner, a structured model is derived from the literature on the subject. More over this research brings the issue of ethical climate to the discussion table and provides a well-established path to other researchers. The research will make the managers able to lessen the turnover intention in the organization. As the study linking various variables and theories, it suggests the main affects and causes of their interdependences. It also helps managers to maintain such an ethical climate, which leads to job satisfaction and less turnover rate.
Highlights
Ethical Climate means organizations the routine behaviors in which it operates as well as the expected events, which are supported, rewarded (Schneider and Rentsch, 1988)
As the research discusses some of the important and necessary variables started from ethical Climate and ends on Turnover Intentions in PTCL
It is concluded from the study that there is a shortage of ethical codes and conduct in PTCL, which result low organizational commitment and lessen trust on Supervisor
Summary
Ethical Climate means organizations the routine behaviors in which it operates as well as the expected events, which are supported, rewarded (Schneider and Rentsch, 1988). One survey of four thousand employees of business responded as, 25% believed that, in order to meet business objectives ethical conduct was ignored by their company, and some what 17% believed that misconduct was encouraged by the company to achieve its business objectives (Goodell, 1994). This evidence shows the existence of unethical climate and tells that the climates of all organizations are not necessary to be unethical. Its relationship to some job-related result is unknown, predominantly in business
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