Background: This study seeks to investigate the relationship between new concepts of organizational ethical climate as well as organizational identity on employees' turnover for their purpose the impact of four dimensions of organizational ethical climate on firm^'s identity and employees' intentions to leave were studied.  
Method: based on the objectives of the survey research and its nature of applied and descriptive data were collected from 156 randomly selected salespersons of a food manufacturing firm in the city of Mashhad. Structure equation modeling was utilized to analyze research data and validate conceptual model.
Finding: the results indicated that the organizational ethical climate and relevant dimensions have a positive and significant impact on organizational identity and a negative impact on employees' turnover. It was also noticed that while ethical norms directly and indirectly (through organizational identity) affects intention to leave, such impact appears to be higher through promotion of organizational identity.
Results: according to the finding of our research, predominant organizational ethical climate is related to employees' turnover, through organizational identity promotion. The outcome provides managers with practical suggestions to improve organizational ethical climate which in turn may lead to an improved rate of turnover.