Top Managers' Beliefs and Rationales for Participation
研究发现高层管理者对工作的信念不同，其参与管理的理由和效果也不同；人文信念者视参与为沟通手段，组织信念者看重决策接受，而马克思主义相关信念者强调员工的道德权利和士气。
Top managers' beliefs about work were found to vary with rationales for the use of and the outcomes from participation. Endorsers of humanistic beliefs saw participation principally as a means of communication. Endorsers of the organization belief (value of group working) saw decision acceptance as a primary use. Individuals who considered their employees subject to some alienation and exploitation (Marxist-related belief), emphasized participation as a moral right of employees and as a means of increasing employee morale. Endorsers of the work ethic generally attributed less value to participation. As an overall group, the top managers saw decision acceptance, decision quality, and communication between themselves and their employees as prime rationales for participation.