Introduction The universal ethical dimension of human practice is deeply embedded in the principles of morality and core human virtues. Within the business environment of the particular organization, the concept of virtues implies the organizational structure based on a strong moral compass, a compelling mission, culture, and leadership. The research conducted by Chun (2017) represents the leading empirical study regarding organizational virtue from the perspective of internal and external stakeholders. Moreover, the study examines the linkage between such moralities and organizational outcomes in terms of “identification, satisfaction, and distinctiveness” (Chun, 2017, p. 869). The main results promoted a discussion regarding the ways the companies might establish encouraging and supportive stakeholder perceptions of pivotal dimensions of organizational virtue, focused on shaping their “identification and differentiation in the marketplace” (Chun, 2017, p. 871). Initial Analysis: Employee Data Correlation The initial results of the study were based on the examination of the relationships between the main organizational virtues and other variables through correlation analysis. The core virtues applied in the research comprised empathy, warmth, integrity, conscientiousness, courage, zeal, distinctiveness, satisfaction, and identification. According to the results, all the dimensions of organizational virtue are considerably linked to each of the three dependent variables for both employee and customer data. To be more specific, employee satisfaction is strongly connected with integrity and conscientiousness. Employee identification is most vividly associated with integrity. Moreover, employee distinctiveness was led by three determining factors, such as zeal, conscientiousness, and integrity. However, the most important virtue for employees is integrity, as it guides all three strategic variables. Initial Analysis: Customer Data Correlations Customer data correlations were examined with the same fundamental organizational virtues. With this said, customer satisfaction and distinctiveness are strongly linked to integrity, followed by empathy. At the same time, these organizational virtues are the least closely associated with courage. In addition, customer identification demonstrated the most pivotal correlation with empathy and the least close tie with conscientiousness. Another virtue, empathy, revealed a fundamental role within all three variables, particularly for customer identification. More specifically, integrity was proved as the most defining and influential virtue for employee identification. Discussion of the Main Findings: Satisfaction The study conducted by Chun (2017) examined the concept of organizational virtue, which helped clarify the variation in satisfaction, identification, and distinctiveness concerning the views of two critical stakeholder groups, including customers and employees. Managers are primarily responsible for facilitating a differentiated organizational outlook by promoting corporate social responsibility (CSR). However, Chun’s (2017) research argues that organizational virtue enhances the level of satisfaction among employees and customers, which, in turn, promotes distinctiveness. Moreover, the mos