Toward a Theory of Organization Development Interventions in Unionized Work Settings
提出了一个基于系统理论的工会-管理层关系概念框架，并描述了组织发展顾问的进入模型，旨在推进工会化工作场所中组织发展干预的理论。
In unionized work settings, any organization development (OD) work which does not limit itself before its inception to interpersonal relations among top executives must necessarily include union-management relations in its “client system, ” at least for the phases of entrance and diagnosis. Nonetheless, since Kochan and Dyer's pioneering conceptualization in 1976, the theory of OD intervention in unionized work settings has not been significantly advanced. We contribute toward this theory by (i) developing a system-theory-based conceptual framework of union-management relations -a prerequisite for a diagnosis of, and an intervention in, these relations; and (ii) describing and discussing an entry model of OD consultants. The relevance of each of the proposed theoretical models for OD work is illustrated. Finally, on the basis of the two models, potentially fruitful theoretical paths are delineated for prospective theory builders.