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The possible factors affecting the ways individuals perceive differently the climate of their employing organization are discussed, and the effects of three sets of possible determinants are examined empirically using data from a sample of 387 persons working at different levels in 14 organizations. The results tend to show that the perceptions of significant others may have greater influence than either variables reflecting the individual's position or objective indicators of organizational structure or context. However salary is found to be a better predictor than the literature would lead one to expect. [ABSTRACT FROM AUTHOR]

A study of 82 business organizations provides data on the disputed question of whether organization technology or organization size is more closely associated with the elements of organization structure. Technological variables are found to be associated with structure in certain definable respects, but, on the whole, size enjoys a much higher relationship. Partial correlational analysis serves to clarify these patterns of association. Measures of technology used in previous studies are seen to be problematic for two reasons. They can obscure the differential elements involved in technology. Secondly, they may to an important degree be acting as surrogates for inter-industry differences which include the influence of industrial managerial ideologies and environments. [ABSTRACT FROM AUTHOR]

This paper considers the processes by which commitment to a career line and to a particular employing organisation is generated. From a brief survey of the literature a rudimentary theory is proposed. This theory is examined in the light of empirical evidence from a study of graduate recruits in two large firms and is generally supported. The career plans of the recruits are examined from this theoretical position. [ABSTRACT FROM AUTHOR]