Relationship Between Organizational Dissent & Ethical Climate: Their Effects On Turnover Intentions

Abstract

It is an undeniable fact that organizational managers need information from the employees in order to be able to respond to rapidly changing market conditions and to make the right decisions. The information may sometimes be new ideas, thoughts, and sometimes there are opposite opinions or dissatisfaction. A number of behaviors, events or situations play a role in the organization when members of the organization fall into disagreement with managers. The case of such separation of opinions emerging within the organization is called as organizational dissent. Organizational dissent emerges in the organizational behaviour field as a concept to be examined thoroughly. The current study attempts to identify the relationship between organizational dissent and ethical climate. The study also examines the joint effect of organizational dissent and ethical climate on turnover intention. For this aim, we collected data from 156 employees working in the banking industry in Turkey. Results of correlation analyses showed that there are significantly negative relationships between articulated dissent and caring climate and principle focus climate. Turnover intention is found to be significantly positively correlated with articulated dissent and implicit dissent and significantly negatively correlated with caring climate and principle focus climate. Implicit dissent and articulated dissent significantly positively effect turnover intentions and caring climate and principle focus climate significantly negatively effect turnover intentions. Theoretical and managerial implications of these findings are discussed.