Consequences of corporate ethical culture integrity factors

This study investigates the relationship between corporate ethical culture integrity factors —accountability, ill-conceived goals, leader's role modeling, obedience, and pressure to compromise— and employees' turnover intention. In addition, it examines whether perceived work-related stress as a mediating variable in these relationships. A quantitative research design was employed, and data were collected from 160 white-collar employees working in service organizations in Istanbul. The resarch data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results revealed that leader's role modeling, obedience, and pressure to compromise significantly influence work-related stress, while accountability and ill-conceived goals did not show significant associations. Moreover, work-related stress was found to significantly predict turnover intention. Among the integrity factors, ill-conceived goals and pressure to compromise directly increased turnover intention, whereas leader's role modeling exhibited a non-significant negative effect. Mediation analysis indicated that work-related stress significantly mediated the effects of leader's role modeling, obedience, and pressure to compromise on turnover intention, confirming a complementary partial mediation pattern. The study contributes to the organizational ethics literature by clarifying how integrity dimensions within ethical culture influence employees' psychological responses and turnover behavior. From a managerial perspective, the findings emphasize the importance of strengthening ethical leadership and reducing pressures that compromise moral standards to mitigate work-related stress and retain talent. Key Words: Corporate Ethical Culture, Integrity Factors, Work-Related Stress, Turnover Intention, PLS-SEM, Mediation Analysis.