This study investigates interrelationships between planning elements and measures of satisfaction in religious organizations. The paper identifies four surrogate mea sures of stakeholder satisfaction which are useful in assessing organizational effec tiveness in the absence of a profit measure. Using t-tests and Pearson's Correlation Coefficient, five general hypotheses are tested. The findings suggest that the select use of individual planning elements (rather than emphasizing a "complete" or formal planning process) is sufficient, in many cases, to maintain stakeholder satis faction, and thus ensure a continued flow of needed resources into the relgious organizations.
PurposeThis study seeks to explore the relationship between corporate ethical values and person‐organization fit (P‐O fit) and the effects on organization commitment and job satisfaction. Further, it aims to examine the construct of moral intensity as a moderator of the P‐O fit‐commitment relationship as well as the P‐O fit‐job satisfaction relationship.Design/methodology/approachUsing a sample of 489 members of the National Purchasing Association in the USA, a structural model was examined in which it was hypothesized that corporate ethical values would be positively related to person‐organization fit and P‐O fit in turn would be positively related to commitment and job satisfaction. It was further hypothesized that the outcomes associated with P‐O fit would be moderated by moral intensity such that high moral intensity would strengthen the P‐O fit outcomes relationships.FindingsAll of the hypotheses were supported.Research limitations/implicationsAll data stem from one data source, introducing the possibility of mono‐source bias. Additionally, all scales use self‐reports, introducing the possibility of mono‐method bias.Practical implicationsThese results highlight the importance of corporate ethical values and moral intensity in building and maintaining an ethical and committed workforce.Originality/valueThe findings of this study contribute to the ethics and P‐O fit literature by establishing a link between corporate ethical values and P‐O fit. It further construes moral intensity as a subjective variable based on the perceiver rather than an objective characteristic of ethical issues. Moral intensity was found to strengthen the relationships between P‐O fit and satisfaction and P‐O fit and commitment.
The current study examines the effects of centralization on the relationship between organizational justice and job satisfaction using referent cognitions theory as a theoretical foundation. The sample consists of 489 members of the National Association of Purchasing Managers. Results indicate that the relationships between procedural, distributive, and interactional justice and job satisfaction are stronger under conditions of high centralization. Directions for future research and implications for managers are discussed.
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