ISSN:0022-2380    

DOI:10.1111/j.1467-6486.1979.tb00379.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

ISSN:0022-2380    

DOI:10.1111/j.1467-6486.1979.tb00380.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

ISSN:0022-2380    

DOI:10.1111/j.1467-6486.1979.tb00381.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

ISSN:0022-2380    

DOI:10.1111/j.1467-6486.1979.tb00382.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

AbstractTheproblem of which organization structure is most appropriate for current business conditions has perplexed managers for decades. Several management theorists have proposed that modifications of the firm's structural design were in response to changes in the organization's context. Recently, Child2suggested that senior executives in the firm may have the discretion to strongly influence their organization unit's structure. This paper discusses the development of a contingency theory of structural determination which incorporates strengths of past theories, managerial discretion, fourteen dimensions of structure, and organizational effectiveness. It also reports on preliminary research which supports the importance of managerial discretion in the structural determination process.

ISSN:0022-2380    

DOI:10.1111/j.1467-6486.1979.tb00383.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

AbstractPreviousresearch indicates that effective operating systems adopt structural patterns appropriate to their environmental uncertainty. Production units have typically been found to require more structure than comparable research organizations. The current findings document a consistent mismatch between the relative structural levels desired by research and production managers and the structural levels currently recommended for their respective functions. Implications regarding this conflict between organizational efficiency and employee attitudes are presented.

ISSN:0022-2380    

DOI:10.1111/j.1467-6486.1979.tb00384.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

AbstractThebeliefs about work of managers and blue‐collar workers in the U.S.A. and Scotland were determined through a questionnaire. Both managers and blue‐collar workers strongly endorsed humanistic beliefs and were indifferent to the work ethic. Blue‐collar workers endorsed more strongly than managers beliefs about worker exploitation and the value of participation. In Scotland, there was a wide difference in the perceived value of leisure between managers and workers. It appears that the Scottish respondents hold fewer independent beliefs than their U. S. counter

ISSN:0022-2380    

DOI:10.1111/j.1467-6486.1979.tb00385.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY