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Participative management remains an ethical imperative

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References

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1962Anti-Minotaur: The Myth of a Value-Free Sociology370 cited
1985THE IMPACT OF PARTICIPATION ON GOAL ACCEPTANCE AND PERFORMANCE: A TWO-STEP MODEL.254 cited
1979Importance of supportive relationships in goal setting.183 cited
1981Hawthorne, the myth of the docile worker, and class bias in psychology.147 cited
1976Changing Toward Participative Management Approaches: A Model and Method70 cited
1982Critique of Bramel and Friend.10 cited

Cited by

1989A Test of Participation Theory in a Work Re-design Field Setting: Degree of Participation and Comparison Site Contrasts57 cited
1993Empowering Management in New Product Development Units43 cited
1991Beyond traditional paternalistic and developmental approaches to organizational change and human resource strategies37 cited
1996Dominant Ideologies, Strategic Change, and Sustained Performance36 cited
1990Organizational Information-Processing Capabilities and Degree of Employee Participation34 cited
2002Human resource strategy for the new ICT-driven business context33 cited
1994

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Managing change in an interdisciplinary inpatient unit: An action research approach

24 cited

1995Organizational Codependency19 cited

2015Influence of ethical behaviors in corporate governance11 cited

1996Towards an assertion perspective for empowerment: Blending employee rights and labor process theories7 cited

2016WORKPLACE DEMOCRACY AND OD: PHILOSOPHICAL AND PRACTICAL CONNECTIONS6 cited

1991A review of the participatory management literature: Implications for HRD research and practice4 cited

2014Influence of governance practices on employee job satisfaction at teachers service commission headquarters Nairobi, Kenya.2 cited