This article extends the work of Miller and Monge (1987) by proposing that cultural and role variables within organizations will predict the extent to which individuals hold a collective or individualistic approach to organizational life. This model begins by describing two contrasting models of organizational participation and allocation. One of these models is characterized by collective participation, learning, and communication, with equity as a driving allocational principle. The second model is characterized by individual participation, learning, and communication, with outcome maximization as a driving allocational principle. Research on allocation and participation is explored to investigate possible variables that would point to a preference for the individual or collective model. Two organizational culture variables and two organizational role variables are proposed as important moderators. The two models are then tested on subgroups formed on the basis of these moderators, and the theoretical import of these models is discussed.
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