The objective of this research paper was to investigate the relationship between perceived Employee-Organization congruence (EOC) and Organizational Commitment (OC) in the Sri Lankan apparel sector. The present study, which was part of a comprehensive study Employee-Organization congruence (EOC) and attitudes, empirically evaluated seven perceived EOC related factors that could have effect on EOC namely supportiveness, innovation, aggressiveness, attention to detail, outcome orientation, emphasis on rewards, team orientation and three OC factors ,that is affective, normative and effective commitments. The study involved 175 machine operators who were selected from 05 large garment factories in Sri Lanka. The results indicated that all the EOC variables were positively and significantly correlated to OC. This study would be an effective contribution in the existing body of knowledge. Human Resource Managers and other recruiters may be helped to recognize the significance of perceived EOC and OC as well as their relationship with each other for ensuring selection of machine operators. Perceived congruence in the organization, will help creating and maintaining a conducive environment for improving organizational commitment of the machine operators which will ultimately result in enhanced efficacy and effectiveness of the organization.

Traditional approaches to understanding the ethical context of organizations often focus on ethical work climate, which reflects the collective moral reasoning of organization members. However, such approaches overlook other components of the ethical environment that may influence how ethical judgments translate to ethical behavior. This study extends our understanding of the ethical context of organizations by considering how three distinct aspects of that context—collective moral reasoning (ethical climate), collective moral emotion, and collective ethical efficacy—interact to influence ethical behavior. Results from 117 work units support our hypotheses. Implications and suggestions for future research are discussed.

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This article describes the development of a new theory and measure of ethical work climate. Three studies are conducted to construct the Ethical Climate Index (ECI) and measure the ethical work climate dimensions of collective moral sensitivity (12 items), collective moral judgment (10 items), collective moral motivation (8 items), and collective moral character (6 items). Results of the third study indicate that the ECI is a reliable instrument and support the convergent and discriminant validity of each. Furthermore, results support the predictive validity of the ECI with respect to ethical and unethical behaviors.