This behavior tends to see employees as social beings that are not selfish. Schwepker (2001) found that a positive association between a positive ethical climate and job satisfaction.ġ7 Organizational Citizenship behavior (OCB) is a term that is used to identify the behavior of the employee so that he can be called as a "good member". Peterson (2003) found the relationship between ethical pressure and lower and organizational commitment and higher intentions to leave the organization. The study revealed that work ethics is more related to moral commitment than calculative involvement. Furthermore, Kidron (1979) explores the link between PWE and commitment to organization. Studies showed that ethical conduct in the work influence job satisfaction organizational commitment and turnover intention (Weeks et al, 2004 Schwepker, 2001). Thus, in turn, is likely to enhance employee job satisfaction and organizational commitment, and also decrease turnover intention (Koh and Boo, 2004). Employees who perceive their organizations to be ethical are likely to perceive their organization are being fair to them. This theory explained that the justice perception of employees effect their job attitudes and organizational outcome. The link between work ethic, job satisfaction, organizational commitment and turnover intention can be explained by the organizational justice theory (Koh and Boo, 2004). Therefore, this could lead to the success of the organization to achieve their objectives and targets in this new era of challenging and competing environment. In conclusion, the capability of managers to maintain quality leader- member relationship in running day-to-day operation will give impact to subordinates satisfaction and commitment towards the organization. The findings of this study also found to support and broaden the previous literature particularly took place in Western and non-Western countries. The results from hierarchical regression analysis confirm that distributive justice play the mediator role in the relationship between leader- member exchange and subordinate attitudinal outcomes (i.e., job satisfaction and organizational commitment within the context of the organization of this study. For measurement of scale purposes, the researcher believes that the validity and reliability standard requirements has been met satisfactorily.
This is evident from thevalue Fcalculated > Ftable of 3.395> 3.18 and a significance value of 0.006 Ftable of 3.857> 3.18 and a significance value of 0.This study tested a theoretical framework derived from the thorough reviews on leadership literature specifically on leader- member relationship in an organization. 2) There is an effect of the physical condition of the work environment on the work ethic of the employees. This is evident from thevalue Fcalculated 0.05. The conclusions of this study are: 1) There is no influence of educational background on employee work ethic.
The data analysis technique used two-way analysis of variance. Data collection techniques using documentation and questionnaires. Thetest was try outout carriedon 20 employees of thesection of Sewing PT Nesia Pan Pacific Clothing. Population of 56 employees of Sewing CV Puro Sentosa Garmindo. This research is a quantitative research with census design. 3) the influence of the background and physical conditions of the work environment on the work ethic of employees. 2) the influence of the physical conditions of the work environment on the work ethic of employees. This study aims to examine: 1) the influence of educational background on employee work ethics.