管理学方面的理论研究

cathy0929

不知道是不是我对管理学的认知有限，为什么管理学的理论没有像经济学那样体系化？

经济学从基本假设入手，进而进入供需研究，到均衡分析？

那管理学的理论是不是也存在理论的假设化前提？

管理学是goal－oriented，不知道这是不是一种研究假设？

非常谢谢大家的指点，非常想在Ph.D开始之前，把这个问题弄清

galluplinc

cathy, u r proposing a huge question here~ and frankly, i do not agree with u on the point that management studies were not theoretically articulated. for instance, social exchange theory has been employed to explain the dynamic er-ee relationship in the organization.

u may get a general idea about how "management" evolves time over time by clicking http://www.nwlink.com/~Donclark/history_management/management.html. i strongly recommend you google hr, ob, and strategy for detailed knowledge before rushing into the phd application.

[此贴子已经被作者于2009/7/23 1:18:50编辑过]

cathy0929

Kevin, really appreciate your guide, I will look into details, recently I am also reading some classics in OB, OB is basis for management study, different levels (individual, group, and organization) will have their respective research extensions.

thank you for all your help.

galluplinc

u r welcome~

if u wanna dig more in ob, here are some principal articles that u may wanna take a look at:

staw, 1984, organizational behavior: a review and reformulation of the field's outcome variables, anuual review of psychology, 35: 627-666
heath & sitkin, 2001, big-b versus big-o: what is organizational about organizational behavior, journal of organizational behavior, 22: 43-58
o'reilly, 1991, organizational behavior: where we've been, where we're going, annual review of psychology, 42: 427-458
mowday & sutton, 1993, organizational behavior: linking individuals and groups to organizational contexts, annual review of psychology, 44: 195-229
rousseau, 1997,organizational behavior in the new organizational era, annual review of psychology, 48: 515-546


if u wanna dig more in hr, just google mark huselid, patrick wright, barry gerhart, timothy baldwin, david lepak. and u will get into their research details and updated info.

[此贴子已经被作者于2009/7/23 3:03:34编辑过]

cathy0929

How Grateful I am to all of you!!

I want to do some research in Cultural Industries, I found some organizational development mode in cultural industry are really unique, especially in some media organization. Then I read some books on cultural industrial management, and found that it is a too broad topic, then I got stunk in "management" itself, i asked myself, what management is ?  what the unique thing in cultural industries, especially when i want to be specific in the organizations in cultural industries. but then I am a little confused again, if i want to continue, cultural industries management, where to start? its developing mode (that must be strategic management), or unique talents research (maybe HRM in cultural industries management, about their distinctive working attitudes, how these people balance work and life).

finding a starting point is a little difficult for me at present. I will try to find these papers

I need time to comb my thoughts and find connections

cathy0929

does anybody have such following papers available? I need them badly

my email address is cathy20040929(ａ) 163.com

I only free download one paper

1. staw, 1984, organizational behavior: a review and reformulation of the field's outcome variables, anuual review of psychology, 35: 627-666

2. o'reilly, 1991, organizational behavior: where we've been, where we're going, annual review of psychology, 42: 427-458

3. mowday & sutton, 1993, organizational behavior: linking individuals and groups to organizational contexts, annual review of psychology, 44: 195-229

4. rousseau, 1997,organizational behavior in the new organizational era, annual review of psychology, 48: 515-546 

thank you very much

bill3305

还有OS 也是很好的journal

lu05721025

。。

lu05721025

。

cathy0929

Lu:

   thank you very much.

   I am seriously considering this problem these days, if it is about the strategic HRM in Cultural Industries, it can starting from the distinctive aspect in the talents (artists) managemnt in Cultural Industries. Different areas in HRM (such as recruting, selecting, training, performance evalution, rewarding) must present its enlightening points in different industries for furthur comparative or contrast research.

   As for the model I am thinking of these days, I think I will consider "organizational change" and "strategic HRM" together

  

   Cathy