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Abstract

The job structure of apparel patternmakers in North Carolina manufacturing units producing women's and children's apparel in 1989 was examined Sixty companies met the eligibility requirement of employing their own patternmakers. Self-administered questionnaires were completed by patternmakers and managers during visits to the companies by the researcher. The response rate of 83 % represented 50 companies employing 79 female and 40 male patternmakers. The independent variables were fashion change frequency and organizational strategy. The dependent job structure variables were task differentiation, skill variety, task identity, task significance, autonomy, and feedback. Results indicate that companies with high fashion change frequency and analyzer strategy require patternmakers with strong patternmaking skills. Companies with low fashion change frequency and defender strategy require patternmakers with diverse pre-production manufacturing skills and minimal patternmaking skills. Implications for pattermnaker education and for future research are discussed

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Job Design of Patternmakers in Apparel Manufacturing

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