Thomas L. Keon’s research while affiliated with Nova Southeastern University and other places

This study considers the ethical decision making of individual employees and the influence their perception of organizational expectations has on employee feelings about the decision making process. A self-administered questionnaire design was used for gathering data in this study, with a sample size of 245 full-time employees. The match between the ethical alternative chosen by the respondent and that alternative perceived to be encouraged by his/her organization was found to be significantly related to both feelings of discomfort and feelings of intrapersonal role conflict. Implications for these findings are discussed.

This study attempts to help explain the ethical decision making of individual employees by determining how the perceived organizational environment is related to that decision. A self- administered questionnaire design was used for gathering data in this study with a sample size of 245 full-time employees. Perceived supervisor expectation, formal policies, and informal policies were used to assess the expressed ethical decision of the respondents. The findings indicate that the perceived organizational environment is significantly related to the ethical decision of the respondent.

The purpose of this study was to determine if there is a relationship between the ethical climate of the organization and the development of person-organization fit. The relationship between an individual's stage of moral development and his/her perceived ethical work environment was examined using a sample of 86 working students. Results indicate that a match between individual preferences and present position proved most satisfying. Subjects expressing a match between their preferences for an ethical work climate and their present ethical work climate indicated that they were less likely to leave their positions.

An interactionist perspective was adopted to investigate how the personality characteristics of self-esteem (SE) and need for achievement (nAch) moderated the influences of organizational characteristics on individuals' attraction to firms. Ss read an organization description that manipulated reward structure, centralization, organization size, and geographical dispersion of plants and offices and indicated their attraction to the organization. Although Ss were more attracted to firms that were decentralized and that based pay on performance, results supported the interactionist perspective. Ss with low SE were more attracted to decentralized and larger firms than high SE Ss. Ss high in nAch were more attracted to organizations that rewarded performance rather than seniority. Finally, organization size influenced attraction differently for individuals high and low in nAch. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

We adopted an interactionist perspective to investigate how the personality characteristics of self-esteem (SE) and need for achievement (nAch) moderated the influences of organizational characteristics on individuals' attraction to firms. Subjects read an organization description that manipulated reward structure, centralization, organization size, and geographical dispersion of plants and offices and indicated their attraction to the organization. Although subjects were more attracted to firms that were decentralized and that based pay on performance, results supported the interactionist perspective. Subjects with low SE were more attracted to decentralized and larger firms than high SE subjects. Subjects high in nAch were more attracted to organizations that rewarded performance rather than seniority. Finally, organization size influenced attraction differently for individuals high and low in nAch.