Impact of Organizational Virtuousness on Employee Willingness to Support, Commitment, and Work Intensity : The Mediating Role of Social Exchange, Motives, and Sacrifice, Complemented by Character Morality

Despite its disinterested nature, organizational virtuousness brings benefits to the organizations, as it makes an employee more willing to support the organization and work with intensity motivated by prosocial motives. In this study, we investigated the impact of organizational virtuousness on employee outcomes like employee willingness to support, commitment, and work intensity. For this, we modified Tsachouridi & Nikandrou (2019) to incorporate the complementary Role of Morality, as well as a mediatory role of social exchange. We proposed that organizational virtuousness perception increase prosocial motives, social exchange, personal sacrifice, and impression management. These factors would in turn increase emp[loyees support with the organization, their time commitment, and their work intensity. We also proposed that character morality moderates the effect of organizational virtuousness on these three outcomes. Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 309 respondents and analyzed using confirmatory factor analysis and structured equation modeling. The results suggested that Organizational Virtuousness’ (OV) seems to have a significant positive effect on Personal Sacrifice (PS), Prosocial Motives, Social Exchange, and Impression Management Motives (IMM). IMM seems to positively affect tine commitment and work intensity. Personal sacrifice, prosocial motives, and social exchange also seem to be positively affecting time commitment. Personal sacrifice negatively affects time commitment, however, positively affects work intensity. The moral character also seems to be positively affecting both time commitment and work intensity. OV also seems to be directly and positively affecting time commitment and willingness to support. Lastly, Moral character negatively moderates the effect of OV on willingness to support. Overall, we found the positive and significant impact of organizational virtuousness on employee outcomes