本文目的在探討個人之道德觀念與個人對其組織倫理氣候之認知兩個倫理變項，與組織承諾、工作滿意度、及離職意向，三個攸關組織績效的人力管理變項間之關係。研究結果雖顯示，個人道德較高者較能認知組織之倫理氣候，但是個人所持有的道德觀念並非影響組織承諾等管理變項之直接因素。惟有使個人對組織之各項倫理政策有所認知，才能增強個人對組織的承諾；而當個人對組織有高承諾時，其工作滿意度會較高，同時離職意向會較低。此外，員工個人對組織倫理的認知能否與其本人所持有之道德觀點相配合，會顯著影響該員工的離職意向。這些研究結果驗證了西方多位學者所倡導的〝單獨一項個人因素無法有效解釋組織之倫理行為〞；而〝當一組織之「倫理價值／倫理標準」廣被其成員接受時，該組織之成功性（本文所驗證之變數為組織承諾）將會增加〞。

This paper gives an empirical study on how individual moral values and corporate ethical climates perceived by employees affect the three salesforce management variables -organizational commitment, job satisfaction, and turnover intention, within a salesforce organizational culture. The results indicate that while individual moral values may significantly influence the employees’ perception of corporate ethics, its impact on potential organizational commitment is indirect. The key to understand the influence of ethical considerations on organization in terms of organizational commitment seems to lie in recognizing employees’ perceptions of corporate ethics. In addition, it appears that those who are more committed to the organization have more job satisfaction and are less likely to leave the organization than those who are less committed; a match between individual moral values and corporate ethical standards may reduce salespeople’s turnover intention. These findings support the viewpoint held by most western scholars that individual characteristics alone are insufficient to explain organizational ethical behavior; when ethical standards/values of an organization are widely shared among its members, organizational success (it is the employees’ organizational commitment in this study) will be enhanced.