The Mediating Role of Organizational Commitment on the Effect of Ethical Climate on Job Satisfact?on and Turnover Intention: Research on a Holding's Managers

Ethical climate have been the subject of many studies in the literature due to having a structure that can give direction to employee behaviors and having a significant relationship with both positive and negative working outputs. In many of the studies, ethical climate has been shown to have significant and positive impact on organizational performance, intellectual capital, trust to manager, job satisfaction, organizational commitment, organizational trust and individual performance. On the other hand, some findings have also seen that positive perceptions of ethical climate reduces interpersonal conflict, emotional burnout, turover intention, absenteeism and role stress. As seen, the relationship between ethical climate and many positive or negative variables have been investigated. However, the number of studies which investigates the mediating role of organizational commitment on the effect of ethical climate on job satisfaction and turnover intention is very limited. Another distinctive feature of this study is that for directly managers. As known a significant proportion of the researchs conducted to employees and very few of them directly target managers. The main purpose of the study is to reveal the mediating role of organizational commitment on the effect of ethical climate on job satisfaction and turnover intention. In this context, in order to reveal the relationship and the impact of that, an empirical research was conducted for managers at headquarters of a holding company in Ankara. The results provided that, ethical climate have significant and positive relation with organizational commitment and job satisfaction. At the same time significant and negative correlation was detected between ethical climate and turnover intention. Moreover ethical climate was explained a significant part of organizational commitment, job satisfaction and turnover intention. In the study two different models has been established to determine the mediating role of organizational commitment. According to the first model organizational commitment has no mediating effect on the effect of ethical climate on turnover intention. But according to the second model organizational commitment has complete mediating effect on the effect of ethical climate on job satisfaction.