Organizational Logics of Managerial Careers
提出了一个理论模型，将组织特征（结构与增长）与管理职业生涯模式联系起来，描述了三种理想类型的组织职业逻辑，并基于四家英国制造企业的工作角色转换模式进行说明。
A theoretical model of managerial careers is presented which links two organizational characteristics (structure and growth) to the pattern of managerial careers within an organization. Different combinations of these characteristics give rise to different organizational career logics (OCLs), which are the rationalities an observer imputes to the pattern of work role transitions within a firm. Each OCL is associated with its own distinctive pattern of work role transition, and a framework for classifying these transitions is described which allows the differences to be made manifest. Three ideal-type OCLs are described, and the perspective is illustrated by reference to work role transition patterns in four large British manufacturing firms. Additional sources of variance are discussed: some are predicted by the OCL perspective and some arise as the result of choices made by individual managers within the overall framework of their firm's OCL. A simple two-dimensional model of individual choice is presented. Each OCL and its associated pattern of transitions is also likely to develop different skills and expertise in its managers; the paper concludes by discussing what these different forms of expertise might be.