A E’REEJMIMEY {EQUEEY me PM} AND PGSTeBETEREfiENT EXECUTWES AND E‘EEER RELATEQEN '50 LEESUBE must-s Rm on Dogma. of M. A. MICHEGAN STAKE UNIVERSITY Gary" CL 5 chase-21 W6? ABSTRACT A PRELIMINARY INQUIRI INTO PRE- ABD POST-WT EXECUTIVES AND EEIR RELATION TO LEISURE by Guy G. Johnson This inmtigotion as lost mndomntolly lotivotod by o oonoom with tho payohologiooi oftooto of loiouro. Forooootoro hovo luggomd that inoroooingly oophiatiootod toohnologioo]. dovolop-ont my bring o onrrontly o-orging loiouro-oriontod oooioty to m1 uturity in tho mitod Stotoo within tho foroooooblo futuro. Thio otuw bogino with tho ouggootion thot tho oirouutonooo of tho rotiring gonorotion of Anoriotn buoinou oncutivoo night provido our boot nooooroh oppmi- notion of tho conditions to bo foood by tho tutnro'o loimu'o Inn. Spooifioolly. tho prooont nooooroh In intondod to 1) provide psychological ond donogrophio doooriptiono of thio poouliorly intorooting gonorotion of moutivoo. who-o oonooro hovo oponnod son of tho soot signifi- oont oooiol and ooononio ovonto in tho history of tho Ropnblioo 2) uploro pouibio dittoronooo botlvoon pro- ond poot- rotiro-ont populotiono (on poyohologiool dinonoiono «I won oo in bookground) which night ouggoot solo offooto of rotironont n won on oono minbloo rolovont to thou Guy 6. Johnson offooto. we! 3) onion intor-orgoniutionoi difforonooo «on; noon- tivoo which light provido onggootiono oonoorninc tho offooto of orgoniootionol mum» on tho oaoontivo' o poyohologiooi uoll-boing following rotironont. ihio otudy too corriod out with tho oooponotion of four poo- rotirooo and four poot-rotirooo fro: oooh ono of fivo IoJor Midtootorn orgoniutiono. Four of thooo orgoniootiono oro oonoroiol oorporotiono ond tho fifth io o civil oorvioo organiootion with montivo rooponoi- bilitioo couporobio in ooopo. I I loch oncntivo m intonioood ond no ookod to oouploto oovoroi printod inotruoonto looming bookground. poroonoiity dioonoiono. voi- uoo. ond dun-rout lifo-ootiofootion. Along tho inotrunonto nood voro tho Golifomio Poyohologiooi Invontory. tho mport-VMon-Lindooy Stub of Voluoo. tho hokoooh Dognotion Soolo. tho Mood: Voluo Seth. and tho Bovighurot Lifo-Sotiofootion Indox. Tho otudy yioldod intorooting and pothopo ulnohlo boooiino doo- oriptivo doto for o uniqno olooont of tho I Alon-icon populotion. In od- dition. tho pro- ond poot-rotiroo groupo voro found to diffor oyoton- otioolly in. thoir utont of miobility on tho iifo-ootisfootion nou- m-o. indicating tho prooonoo of nodiotod rotiro-ont offooto on poot- rotirooont Ion-bong. Importont difforonooo botvloon pro- ond poot- rotirooo on poroonolity ond voluo noomroo voro not ouggootod by tho doto. Hm. thono oppoorod to bo o tondonoy town-d gnotor voriobil- ity of oooonrod volnoo in tho pro-rotirooont group. ouggooting diffora ontioi organiootionoi offooto on moutivo ulnoo ond into:- orgoniootionol hotorogonoity. In gonorol. tho study providoo no compelling roooon to boliovo thlt tho pro- ond poot-rotironont oo-pioo otndiod homo boiong to difforont poyohologiool populotiono. mm io no ouggootion that tho poyohologi- on]. offooto of rotirooont oro. ooriono or thot tho montivo boo oppooo- iobio difficulty odjnoting to no ohongod oirou-otonooo ond oooiol in- puts. Although tho nogotivo tooulto in thio otndy offor ubignitioo for intorprototion. tho gonorol ouggootion oppooro to bo thot tho oonooquonooo of onoutivo rotironont no of oo-ovhot looo prootiool oipifioonoo thou hoo boon ouppoood. Hovovor. ouggootiono oro providod for ooyo in which fun-tho:- otndioo could roprooont inprovooonto ovor tho prooont ono. Dioouooiono oro prooontod on tho iopliootiono of montivo rotioo- Iont. tho proopooto of o loionno-oriontod oooiow. ond tho portioulor oignifioonoo of tho gonorotion of montivoo unplod for thio invooti- ghtion. Approvod : Dtto: A PRELIMINARI INQUIRY INTO PRE- AND POST-RETIREMENT EXECUTIVES AND THEIRJRELATION T0 LEISURE by Gozy G. Johnoon A THESIS submittod to Miohigon Stoto Univoroity in partial fulfillnont of tho roquirooonto for tho dogroo of MASTER OF ARTS Deportnont of Poyohology 1969 To my wifo. whooo potionoo oontinuoo to no- limitlooo AGNGILEDGMENTS Approciation is oxtondod to Dr. Carl 1". Frost for tho unsolfish provision of his onorgios. his tins. his oxportiso. and his friond- ship. His invest-onto havo boon groat-a you- and a half of tins. sov- oral thousand nilos of travol. and dozens of hours of intorviovs. Tho dividondo havo boon lino. Appsociation is also dinoctod to Drs. mgono Jacobson and John Noloy for thoir sorvico on my nosoarch connittoo and for idoas. idoas. idoas. PU gratitudo is also offsrod to tho any oncutivos of tho five organisations who graciously provided thoir ooopsration in this investi- gation. Finally. approciation is oxprossod to tho Olivor Wondell Holmes Association of Now fork City for its financial support. iii TABLE OF CONTENTS LIST OF TABLESOOOOOO0.0.0.0000...0.0.0.000...OOOOOOOOOOOOOOOOOO...O LIST OF APPENDICESooooooooooooooooooooooooooooooooooooooooooooooooo INTRODUCTIONooooooooooooooooooooooooooooooooooooooooosooooooooooooo Rosearch Difficulties........o............o...........oo... Inplicatinns Of Rfisearchooooooooooooooooooooooooooooooooooo m9 Litemtm0.000000000000000000.000000000000000000000000 TIE PROBE“ AND MTIONALEOO0.00......0.0...OOOOOOOOOOOOOOOOOOOOOOOO Preliminary Conceptual Considerations............o.....o... Nature Of tha Present StudYoooooooooooooooooooooooooooooooo Purposes Of the Present StudYoooooooooooooooooooooooooooooo Conceptual orient‘tionoooooosoooooooooooooooooooooooooooooo Summany 0f Expectationsoooooooooooooooooooooooooooooooooooo METHOD...00......0......O...OOOOOOOOOIOOOOOOOOOOOOOOOOOOOOOOOOOOOO. maigDOOOOO0.00.00.00.000....0.0...OOOOOOOOOOOOOOOCOOOOOOOO Sampling Proceduroooooooooooooooooooooooooooooooooooooooooo Dfltfl CellOCtionoooosooooooooooooooooooooooooooooooooooooooo In3trumantsooooooooooooooooosoooooooooooooooooooooooooooooo Scoringooooooooooooooooooosoooooooooooooooooooooooooooooooo Mahala.OOOOCOOOOO0.0.0.0000...0.0.0.0...OOOOOOOOOOOOOOOO. ESULTSOOOOO0.0..0...00......O...OO0......OOOOOOOOOOOOOOOO0.0...... Background-Demographic Inform‘tionooooooooooooooooooooooooo Pbrsonalityoooooooooooooooooooooooooooooooooooooooooooooooo Vhluos.........o..............o............................ L1f9-Sflt18fIOt10noooooooooooooooooooooooooooooooooooooooooo DISCUSSIWCOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOCOOOO0...... Th. S‘mplaooooooooooooooooooooooooooooooooooooooooooooooooo Description Of the EXOOULiVO Samplaoooooooooooooooooooooooo Pro-Retirement V8. Post-Retirement S‘mplgaooooooooooooooooo Interborg‘nithion‘l Differencesooooooooooooooooooooooooooo M9th0d°1°gyoooooooooooooooooooooooooooooooooooooooooooooooo mar StudYoooooooooooooooooooooooooooooosoooooooosoooooo Ming.OOOOOOOOOOOOOOOOOOOOOOOOOOOOO0.0COOOCOOOOOOOOO0.... LIST OF REFERENESOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOO iv Page Thble 1. 2. 15. 16. 17. 19. 20. LIST OF TABLES Symbols Used in Theoretical Statements Relating to Executive Behavj-orooooeoooeooeoosoosooeoooeoeoeoooooooo Theoretical Statements Relating to Executive Be- havior...OOOOOCOOOOOOOOO0......OOOOOOOOOOOOOOOOOOOOOOOO0.. Distribution Of the Executive MID-1‘sooooooooooooooooooooo Descriptions of Organizations Participating in smWOOOOOOOOOOOOOOOOOOOC...00....OOOOOOOOOOOOOOOOOOOOOOOO Scales From the California Psychological Inventory........ Scales From.Allport-Vernon-Lindzeyx Study of values....... Coefficients of Correlation for Various Measures 0f mQ-S‘qu‘Otj-onoooooooooooooooooooooooooooooooooooooo Area of the country Lived in Before Age 18................ Location in Which Most of Early Life th Spent............ Home wan's Main Source of Income......................... Section of Town Lived In While Growing Up................. Birthplace of Parents......o.............................. Either's Chief Occupation................................. Formal Education Completed by Parents..................... Parents Living Together While Executive Grew Up........... Who Made the Major Decisions in Fhmily.................... Type of upbringing........................................ Role of Religion in Early Home Life....................... Executive's Religious Participation as a Ibung Man........ Early Agreement With Parents on Matters of Religion....... Page 2# 2h 36 37 #1 #2 50 5o 50 51 51 51 52 52 LIST OF TABLES (Continued...) Table Page 21. Present Frequency of Attendance at Religious Services.................................................. 52 22. Present Religious Preferences............................. 52 23. Predominate Activity During School Days................... 53 24. Encouragement From Parents During Teens................... 53 25. Number of Books Around House During Executive's YouthOOOOO00.0.00...0.0.0.0.0.0...OOOOOOOCOOOOOOOO0.00...O 53 26. Most Frequent Location for Meeting Friends During youthOOOOOOOOOOOOOO..0...OOOOOOOOOOOOCOOO0.0.0.0...O..0... 53 27. Most Frequent Location for meeting Friends at Present..... 5h 3; 28. Response to Anger in Youth................................ 29. Iype of School Attended Between Ages of 12 and 18......... 54 30. Formal Education Completed by Executives.................. 55 31. Highest Degrees Attained.................................. 55 32. Extent Still Friendly With PeOple Known in School......... 55 33. Age of Executives......................................... 56 3uo Present M3r1t£l Statusooooooooooooooeeoooooooooooooooooooo 56 E 35o Mean NUMbOP 0! Children................................... 3: 36. Raported HealthOOOOOO...000......OOOOOOOOOOOOOOOOOOOOOOOOO O\ 3?. No. of Different Cities. Towns. or Townships Lived In..... 5 38. type of Housing Presently Lived In........................ 39. type of Community Presently Lived In...................... 40. Size of City Preferred.................................... 41. Expression of Concern About Honey......................... #2. Feeling About Adequacy of Financial Resources For RetmmntOOOOOOOOOOOCO...OOOOOOOOOOOOOOOOOOOOO...00...... #3. What mecutives Would Do With largest Sure of Sudden Th: Free $50.000o Inherit‘nceooooooooooeoeooeooeoooooooooo ‘63 ‘& 3532333 vi LIST OF TABLES (Continued...) Table Page on, Presenthependents (Not Including Self)................... 59 45. Frequency of Drinking Beer._Wine. or Liquor............... 59 #6. Attitudes Toward Gambling................................. 59 #7. Factors Most Influencing Choice of_Occupation............. 6O 48. Importance of Wife in Career.............................. 60 49. Critical Experience Influencing Career.................... 60 50. Length of Service in Organization and Longth'or'Sorvico"’ in Higher-Echelon Positions..........,.................... 61 51. Recognitions Received..................................... 61 52. MajornAccomplishments Outside of‘Wbrk..................... 61 53. Psychological Preparation fer Retirement.................. 6h 54. Attitude Toward fbtlmmntooo...9......"n.............. 65 559 Remaining Objectives in Career............................ 55 56. Family Focus in Anticipation of Retirement................ 65 57. Post-Retirement Involvements.............................. 66 58. Early Retirement.......................................... 66 59. Age of Executives. By Organization........................ 67 60. Mban Years of Education Completed. By Organisation........ ‘67 61. Length of Service in Organisation. By Organization........ 67 62. Means and Standard Deviations For CPI Scales Compared With Some Additional Samples.............................. 68 63. Means and Standard Deviations For Dogmatism Scale......... 68 66. Pre- and Post—Retiree Means and Standard Deviations For CPI Scales............................................ 69 65. Means For CPI Scales. By Organization..................... 70 66. Means For Dogmatism Scale. By Organization................ 70 67. Means and Standard Deviations for Allport-Vernon- lindzey value Scales Compared With Some Additional MbBOOOOOOOOOOOOOOOOOOOOO0.0...OOOOOOOOOOOOOOOOOOOOOOOO 71 vii tit Ill-lili‘ial . Ililtlllllll LIST OF TABLES (Continued...) Teble Page 68. Mean Banks of Rokeach Instrumental values................. 72 69. Mean Ranks of Rokeach Terminal values..................... 72 70. Means and Standard Deviations For Allport-Vernon- Lindzey: Shady Of V‘lueaoooooooooooooooooooooooooooooooooo 73 71. Means For Allport-Vernon-Lindney Scales. By Organ- iz‘tionOOOOOO0.00.00.00.00.000000COOOOOOOOOOOOO0.0...0.... 7“ 72. Mean Ranks of Rokeach Instrumental Velues. By mmiutimOOOOOO00.0.0000...OOCOOOOOOOOOOOOOOOOOOO0.0... 75 73. Mean Ranks of Rokeach Terminal values, By Organ. lutionOOOOOOOOOO0.000000...OOOOOOOOOOOOOOOOOOOOOOOO0.0... 76 74. Means and Standard Deviations For Life-Satisfaction hdexOOOOOOOOOOOOOO...OOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOO. 76 75. Means Fer Life-Satisfaction Index. By Organization........ 7? viii Appendix A. B. LIST OF APPENDICES Letter of Introduction to CoOperating Executivasooooooooooooooooooooooooooooooooooooooooooooooo Research Instruments 1. 2. 3. 4. 5. InterV1CW'qu93t10n3oooeoooeooooooooooooooooooooooeoooo Career Summary Shoetoooooooooooeoooooooooooooooooooooo Rokeach Velue Scale 3o TBPM1nalooooooooooooooooooooooooooooooooooooooooooo be InBLPUMBnt‘looooooooooooeoooooooooooooeooooooosoooo Life-Satisfaction Index a. Part 100.00.000.00.0000000000C.OOOOOOOOOOOOOOOOOOOO b. Part ILOOOOOOOOOOO0.0000000000000000000000000.0... BGCRSPOund IhbeMCtiOn Inventonyooeoeoeooeooooooeesooe Pegs 95 96 97 98 99 100 101 102 CHAPTER ONE: INTRODUCTION The advantages of dying old can be overestimated. -John Ciardi Indeed. And though there are many things about modern American life that increasingly porplox its observers. the fact that tho poet's aphoriss seems particularly appropriato as wo noar the aid of the tran- tieth century is especially bewildering. The benefits of onorIously increased prosperity. vastly improved health. much longer life. and more abundant leisure have been sold to us daily through the popular press. Rapid change is one of the distinguishing characteristics of our time andagreatdoalofthischangohasbeontcsardasarkodiucroasoiuin- dividual mod.- to do thirgs accompanied by . marked decrease in things the individual must do. With glaring exocptions. a nu's tile is be- cosing his own and his resources are becoming correspondingly enhanced. or .11 times in history. one might assume that ours is one in which tho good lifo would be most likely. In addition. most students of civilisation would tell us that human culture does not become richly differentiated until nu has some time in which to be entiroly impractical if he so chooses. So long as non not spend their waking hours and energetic years simply for maintaining thon- solves . growth. we are told. is highly improbablo and the quality of civ- ilisation is not likely to improve. Historically. labor has supported biological lifo and. perhaps to a significant extent. psychological lifo as well. Only recently have technology and medicine produced a situ- 1 2 atiouinwhichmancanoxpocttobovirtuallyfroefronlabor. His physical needs demand fewer hours of his day and industrial society doundsfoworyoaroofhislifo. Forthofirsttimoinhistory. lifo istrubeecomingsepantedfromwork. Andwhilo thismightouggesta new Poricloan ago of tremendous proportions. it suggests other things as well. krone thing. even if itworo domesstratod thatfroedomfrcmlabor is a nocossary condition of cultural progress. so could not assume that it is also a sufficient ono. mile snorgios and croativity nood not relate to inflate needs to prove beneficial to society. it seems as though it is necessary that they at but be engaged actively and not passively if they aro to oncomgo cultunl growth and not cultural waste. The disengagement of man's energies from the business of making a living does not inply a necessary ro-ongagomout of a nature which will prove wortlnlhilo to society. Secondly. what of the individual? Without work. can there be indi- vidual growth-cor oven survival! no biological consequences of tho sop- arationoflifofromworkahouldnotboworrisomo since itisonrin- creased productivity and the more general availability of phoieal ro- oourcos that make such a distinction over moro likely in the first place. Directly. at least. biological life should not be threatened. However. we might consider it dugorous to make such an ssumption of psychological lifo. ' myloisuro shouldovorboaproblomundorawcircumstaneesvould have been scnwhat difficult for even our most recent ancestors to under- stand. But a problem it seems to be. nevertheless. In its most general. far-reaching fern. it is a problem that concerns the very moaning of 3 hunan lifcandthe contribution cfworktc that-eaning. Ifitistrue that"wsonciclwlife".vhathappenstoqliferhenthere isno longer work? If work has largely supported meaningful psychological life in the past. can he expects psychological crisiswhu thatrork is renoved! m a Ian's Job has been a nJor source of satisfaction. self-esteen. and self-actualisation. what happens when that Job is sade inconsequential or no longer exists! For the most part. nan of the most significant implications of thisproblenliesonewhere incurfuture. sincethebulkofthelmerican population is still actively engaged in eaming a living. The practical consequences of finding leaning in a life well-provided for. but which is not sorta-centered (in a restricted. conventional sense) are presently felt only by sons selected groups within society. And while it is sober- ingtobetoldthattheseoonsequenoessaysoonbeofthehighestrel- «once for society as a mole. econolists are by no means agreed on how i-inent such a leisure-oriented situation is. Overall. it wouldn't appear unreasonable to direct research toward the problen of leisure. since the odds seen to be heavily in favor of continuing and increasingly funds-ental change in this area. Prudence would suggest that preparations should be nade and. typically. the ade- quacy of preparation depends upon the adequacy of on knowledge. the assunptionofaseriousfutureadjushenttoleisureonthepartofsoci- ety isn't an unreasonable one. but it does itself carry assunptions rhichshouldbenadeolear. meisparticulerlytrueifhunanlabor isnotallbutelininated inthenentveryfewyears. beforeeerldso- cial and economic conditions have evolved substantially. mile tine- table estiaates vary a great deal. the currently nost popular guess a anong ocononists seems to be that this now circunstance will not de- velop itself to full maturity over night. a: the other hand. if these conditions are forecast exclusively for such affluent countries as the United States on a longer-range basis. we met presune sons ability of these prosperous countries to renain sonewhat insulatcd froa developing social. political. and eoononic conditions world-wide. But to be able to do so safely for alvextendedperiodof time seensunlikelyatbest. Ithasbecone in- creasinglyolearduring thepastfewyears thattobe ornottobe iso- lated fro- world socicty as a whole is not a real choice. and that it never really was. nodern oo-unications and accelerating conditions in the world have eiwply accentuated the currently dangerous relations anong the potent 'cowpcnents of the world systen. of which the United States is only one. It seen. then. that hunan labor cannot virtually disappear on an exclusive basis in the limited States and a few of the other eeonoaically fortunate countries without seriously dangerous disequilibriu- being the result. long-range enjoy-ant cf the fruits of nodem techological advances and consequent long-range leisure society depends to some upon the ability of technology to create siailar conditions on a global scale. mile the prospect of this ooourenoe is certainly not i-ediate. the pos- sibility. indeed likelihood. cannot be rejected out of hand. In fact. it may be the only alterative to global destruction. So. whatever might be one's assuaptions about rates of develop-ant. it appears that leisure can. will. and perhaps west be a continuing and broadlybbased phenonenon for which preparation and research are appropriate. mm W The difficulties of stWing the psychological inplications of leisure are innediately apparent. In our present society. there are fewpureenaples oftbe circuwstanceswhichhavebeendisouseed. mile it is true that there are people without work and that there are people whose work is not meaningful. it is difficult to find a situation in which Jobsignificancecanbestudiedinrelationtcsuchthingsas psychological adjust-ant. self-actualisation. and the productive nobil- isation of energies without fear of tho substantial interference of other variables. , Forennple. thereisalwaysacertainunenployedelenentinso- ciety. (no light expect. however. that this unorplcymant threatens biological life as well as psychological life and that it is not un- likely that on. formor would often tabs priority. the situation for the individual would seen quite different from that which we would expect inafuturefronwhichwe-ynotbe farreloved. Further-ere. today's unemployed are often society's least employable. later. however. we do notexpoctthistobe the case. in increasinglylitorateinerioanso- ciety is energing. one in which capacity for creative contribution will be ever nore widely distributed. ihe majority of the future menployed will be unenployed not becauce of inability but because of the decreas- ing utility of hunan labor in the production and distribution functions of the econow. Secondly. thereisagreatdealofoontenporarydieeussionofthe alienation of workers because of Job fractionatien. it are told that the Jobisnctmeaningfultotheworkerandthatthishasiwportant consequences both for the indivichal and for the organisation. For our purposes here. however. this person does not offer the sort of 6 rsearch opportunity that we would consider nest appropriate. mile the work nay not be neaningful and. of itself. may not contribute substan- tially to the individual. worker's life-meaning. it is true that a sub- stantial portion of histine is occupiedbyhis Johandthatthere isa quite direct relation between this activity and his incone which supports his other life activities. This is also a condition quite unlike that which we expect in the future. In addition. we have a difficulty sono- what analogous to that discussed above. Presently. the individual nost likely to be engaged in a "fractionated" Job is often the individual least prepared to engage in the nore substantive types of work available. Fortunately. there is one additional cmtonporary situation which might offer sons research possibilities of relevance to advancing prob- less of leisure. this is the currently inth area of retire-out and perhaps our best opportunities lie here. This is not to say that this area is free fron difficulties. For one thing. one cannot assune that the retiree is necessarily m. of financial concerns and that his biological welfare is assured past his last working day. The fact is that adequate incoae is one of the sajor concerns of those presently reaching retire-ant. Garenust be taken in order to secure a research population whose prisary adjustment is to new and unfaniliar leisure. In addition. the study of acne selected groups of retirees night offer little more than the stucv of the alienated worker mentioned aboveandformarvofthesanereasons. Ifamanhasbeenalienated froa his Job throughout the najority of his working life. one would etpectthatsomesortofadjustnentwouldhaveoccurredlcngbeforehe reaches retirement and that the abasence of his for-er Job would not have thesanemeaningforhiaasforthenanwhohasbeenhighlyego- involved with his work and psychologically dependent upon it. Here again, 7 we are interested in the relatively sophisticated individual who is quite adequately prepared for creative productivity and. at present. sons available groups of retiring individuals would not adequately represent those in whoa our prinry interest lies. Finally. the problens of leisure brought on by present-day retire- nent are closely tied in with the problens of advancing age. In the future. this will not necessarily be the case.since leisure. uneaploy- ment. and retirement nay be largely associated with one's lost vigorous and potentially creative years. For these reasons. at least. one would not expect to gain signifi- cant insights into the problems of a new broadly-based leisure class by studying certain inappropriate elenents of the retiring population or the retiree in general. It see-s. however. that there are sons segments of society whose retirenents quite closely parallel the oireusstances ‘ of the energing an of leisuze and which largely avoid the problens dis- cussed. mo such-segnent is occupied by the Anerican business executive. A stub of the psychological adjustment problens of the executive inretirenent(assuningtherearesoae) hasseveralthingstoreoo-end it. It could be worthwhile both because of its potential relevance to ~ the broader problens of leisure suggested aboveand for its ncre i-edi- ate practical ilplications for business organisations and the retiring executives thenselves. First. of all retired individuals. the executive seensleastlikelytobeplaguodbyfinancial difficulties. his is par- ticularly true of those executives toward the top of the organisational hierarchies of saJor coapanies and. for this reason. the najor executive night be lost valuable for studies in the area of leisue and its psych- ological iaplications. than such an executive retiree. one could assume 8 that the absence of his fonior Job usually implies no direct biological threat. Further. the executive seems to satisfy our interest in persons for whoa a Job is particularly significant. Since business is a highly con- petitive activity and since one ' a presence in an upper-echelon position implies a certain degree of achievement motivation. one would expect that here we would have at least some people for whom the Job is a focus for appreciable life-neaning. The psychological literature offers con- siderable evidence of the relationship between Job status and Job satis- faction (Uhrbrock. 193“: Hoppock. 1935: 'niorndike. 1935: Bell. 1937: Super. 1939: Hull and Kolstad. 191.2; Gurin. VoroOf. and Bold. 1960). In the Gurin. Veroff. and Fold study. aanagerial people were found to be substantially nore satisfied with their Jobs than clerical workers. sales workers. skilled workers. seniskilled workers. and unskilled workers. In addition. those at the nnagerial level nentioned ego satisfactions substantially acre than lower echelon people while the opposite was the case with extrinsic satisfactions. In short. our knowledge of the role of the erocutive in modern Anerioan business and industry as well as the quality and degree of preparation necessary for participation in such a role would suggest that the executive typifies the highly notivated. well-prepared. job-oriented individual. mile a stuck of the executive does not formally avoid the diffi- culties of confounding probleas of . old-age with problem of leisure. one night have reason to suspect that problees associated with aging itself should be at least no greater for the executive at retirenent than for aw other current segment of society. ind since the executive is usually located in the higher socioecononic status areas. one would expect him 9 to enjoy full benefit of those financial. medical. and style-of-lifo factors encouraging vigor on into his later decades. In addition. there seens to be a continuing tendency toward earlier retirement in censroe and industry. mic. coupled with the implications of an in- creasingly expanding life expectanw. suggests that pmical deterior- ation night not be universally significant among those problons faced by the executive at retire-out. (he night suspect that the sore iapor- taut problem are first and nost fundamentally psychological. Here. one iuportant observation should be nde. while it is true that the retiring executive population seens to offer one of the best available approxintions of a future leisure population. it is necessary to keep in nind that it's highlyunlikely that theywillprove tobe conparablo in any fundanental way. The present generation of retiring executives is probably the last to lie alnost wholly outside this end of a transition period between a socioeconomic systo- in which the right to consume is based more or less upon individual contribution to GNP and a socioecononic systen necessarily based on something quite different (given our assuaptions about the shifting relation of won and machines to productivity). Our le isure-nan will lie outside the other end of this transition period and will differ a great deal fron today's retiring executive because the culture intowhich howillbebornandwithin whiohhewillhavotofunctionwilldifferagroatdealfronours. Re- tironent represents. to the executive of today. a change fron a life of GNP-oriented activities and relationships to a life without then. And one would expect that it's really the CHANGE to which he aust adapt. not the lack of work itself. an the other hand. it is likely um "retire- sent" for the future leisure-nan will be. not a change. but a way of 10 life. a set of assumptions about the way things are naturally supposed to be. Consequently. the absence of work (in the ordinary sense) will be sonething quite different for the two sen. Present behavior always has sons important relation to behavior which has occurred earlier in the history of the organisn and the histories here will differ not only in their particular content. but also in their context. Moreover. scientific studies of behavior carried on within a given cultural context are always culture-bound. always to so. extent. In- quiry never occurs in a vacuum. Culture is the glass through which science peers as well as both the fore and prise-matter of the phone-one peered at. For this reason. a study of executive retirement cannot really be a study of the psychological effects of no-work. per se. The executive's long and intense work history has seen to that. The best we can do is to study the psychological effects of a changed stilulus situation and. from this study. gather hints about the psychological inputs necessary for adjust-out in a no-work environaent. But. though these hints can have sons preliainary usefulness for speculations about a future and highly developed leisure society. their greatest useful- ness nay prove to be related to the transition period itself. be torn used earlier was "the MRGIJIG nan of leisure“. And though guesses of when nan will finally becone obsolete in the labor aarket have begun at fifteen years or so h.ho. and have extended to something short of infin-~ ity. there cease to be general agree-out that we as a race are entering the beginnings of a new age (perhaps alreacw with unnerving speed) and that the painful processes of transition are likely to weep along with then the lives of a large proportion of our people for one or more gonor- ations. the nuioer depending upon one's assumptions about the rate of ll change. In any event. the executive population seems to be one of the best we have for stimulating the circumstances either of the emerging or of the mature men of leisure. the former more than the latter. In behav- ioral science. predictive accuracy usually deteriorates as the time in- terval over which the predictions are made increases. If we look too far ahead. we are likely to see only the fussy outlines of strange things we cannot understand because they so little resemble arything we have ever seen before and because our experience has not given us the tools. either uthodological or linguistic. for dealing with than. The predicament is semen in behavioral science: We know that our data can generate only extremely conservative and tentative inferences. even before we know what the data are. We are historical creatures. prisoners of time and space. Scientists too. W11 tion 2!. m The immediate practical implications of additional knowledge of the circumstances and consequences associated with executive retirement are several. First. the individual executive might be better able to pre- pare for his non-working years if he were to better understand what will face bin at retire-out and how these circumstances might relate to his needs and capabilities. * The organisation. on the other band. could pro- fit froa additional knowledge of the ways in which executive retirement affects the organisation and its effective functioning. In addition. the organisation would be in a better position to establish more adequate and relevant preparatory programs for its executives. if necessary. as well as nore satisfying and nutuallv useful post-retirement relationships. Finally. society at large could benefit fron the retired executivo' s con- tinuing engagement in progress relevant to society's needs and in prob- 12 lens with which the executive. by virtue of his peculiar talents and long experience. night he singularly equipped to deal. Hhile Western society in general and American society in particular seem to be moving toward an era in which human contributions will be increasingly less critical to well-being. the developing circumstances in the world as a whole would suggest that we can little afford to waste any hunan talent or energy. a rapidly accelerating trend toward a dangerous and grossly uneven distribution of the benefits of modern technology demands the attention of anyone who night have effective means for dealing with the situation. hough the general topic of retirement has been approached in one manner or another by workers in several disciplines. very little has been done on the specific retirement needs of selected groups of retirees. Similarly. though many eonpanies have some sort of pie-retirement prep- aratory progre- for=eonpany employees in general. there appears to be little if ary effort to tailor this preparation to meet the particular needs of specific groups of employees. In general. one night suspect that business executives. along with professional people. educators. leaders in government. religion. etc.. might share characteristics and retirementnoedswhichtheydonot share toe great extentwith other types of workers. heir familiarity with a high degree of creative activity and] or responsibility night be a source of satisfaction during their post-eaployment years. but it sight also be a source of disenchant- aent and frustration. In su-ary. it appears that the iaplioations of executive retire- ment are several that they can be organised into at least four categories. 13 In descending order of generality. but not necessarily in descending order of importance. these are as follows: 1. 2. 3. ‘0. Implications associated with the executive as representa- tive of a future but rapidly emerging leisure-oriented society. i.e. . as representative of a new broadly-based leisure class. Implications associated with the executive as representa- tive of a larger socially significant group with superior training. experience. and capacities for responsibility and creativity including. in addition to executives. se- lected persons in education. the sciences. the military. politics. etc. Implications associated} with society's opportunities for profiting fully from the executive's skills and experience. Implications associated with the individual emecutive's ad- Justment and well-being. I Alloftbeimplicationssumwarisedaboverolatecleselytothoex- tent and quality of the executive's adjustment to changes brought on by his separation from his career. In the literature. as well as in folk- lore. it has appeared that retirement has often been seen as something doors-ental. quite unlike other and earlier significant milestones in life's sojourn. he executive's particular circumstances as well as the needsofthetimesuggestaseriousandpusalingparadoxhoreandthe new world with which technology is confronting us promises to present a situation in which the decrement will be unnecessary or even entirely inappropriate. 119 no Lianne Oily two significant investigations into executive retirement have emerged from the litoreture. one nearly ten years after the other. he. first. by Harold 12. am. (1953). was the pioneering study in the 11.1.1 and was a product of the Graduate School of Business Administration at Harvard. he second. by Richard a. Beamnt and James H. ‘rower (1961). comes from Industrial Relations Counselors . Inc. . a nonprofit research organisation specialising in industrial relations research. Both are creditable efforts and make substantial contributions to an understand- ing of many aspects of executive retirement. Neither. however. deals with the psychological aspects of the retirenent problen and. though both incorporated the interviewing of several hundred executives. the focus has been on the econonic and organisational implications of the problem. he individual retiree. his personality. his needs. his post- retirement activities. etc. . are touched upon only indirectly and coin- «mono. In the prom- to manm 29;. Hall notes that considerable variability prevails among retired executives in the extent to which their adjustment has been satisfactory and in the extent to which contentment or discontent has dominated their later years. Essentially. however. the problem is dropped at that point. here is no systematic effort to determine in what additional ways the respective executives differ from one another. while both books offer considerable anecdotal observation from the various interviews. little was learned of the variables associated with what might be called suc- cessful adjustment to retirement and the variables associated with an unsuccessful adjustment to retirement. Apparently. the differences among retiring executives are signifi- 15 cant if not clear. It is not unocnunon to hear references to cases in which previously healthy and apparently well-adjusted executives suddenly begin to have either physical health problems or emotional difficulties soon after retirement. In some cases. death occurs only a few months after leaving the job. In other cases. alcohol suddenly becomes a prob. lem or severe depression results. Both of the above mentioned books re- port such instances. Unfortunately. however. there appears to be no in- dication in the literature (either in these books or elsewhere) of the frequency with which such difficulties arise. We have no solid data in- dicating the preportion of satisfactory adjustments to unsatisfactory ad- justments. Our personal experience as well as the 1953 and 1961 studies do. however. lead us to suspect that the area deserves at least a prelim- inary examination. CHAPTER THO: TEE PEOELIHLAID RATIOIALE figgliminagz anceptugl ggnsiderations From a research standpoint. the problem is both a broad one and deep. There is need for systematically obtained information to serve questions relating to the general problems of leisure as well as ques- tions relating to the more specific problems of the individual execup tive and his organisation. The ultimate task for the scientist would be to identify the individual and situational variables functionally related to specific post-retirement states and events which have been differentiated in such a manner that combinations of these states and events could be selected for defining "satisfactory adjustment" to re- tirement and "unsatisfactory adjustment". respectively. The old "criterion problem" should not be a probleut Much of the confusion.which the race (scientists not excluded) has generated for. itself during the perplexing period of its history has been. at base. a confusion of words with things and an inability to determine which are antecedent to which. The question is not "What is satisfactory adjust- mentl". but "What should.we call itt". A concept is produced by selecting slices of sensory experience past or present for inclusion in a pigeon hole with the appropriate label attached. And the decision of what to put in and what to leave out is not nature's. but ours. Moreover. in this case. the decision is not so much the task of the scientist as it is of the technologist and one would expect that the particular manner in which "satisfactory adjustment" is 16 17 operationalized would and should vary as a function of who the technol- ogist is and what his values and objectives are. it any rate. once the ultinte Job of the scientist is completed (that of uncovering functional relations among independent measures). information would be available which could provide a base for description. prediction. and influence of value to anyone having interest in the determination and fruits of particular post-retirement circumstances. Given an ideal scientific state of affairs. then. "satisfactory adjustment" should be defined by the individual executive. his organisation. or the society in ways use- ful to then. i The discussion so far. however. has suggested that ourpresent state of lmowledge is anything but ideal. Rather than at the end. we are at the beginning. Furthermore. the ultimate objectives of science in this area lie a considerable distance from this beginning in research steps necessary. if not in time. ‘ Done at all. science must use the resources available in the present. Done best. it is a cumulative enterprise which displays a gathering of momentum as it proceeds successfully. 1111s stucw begins with a realisation of the importance of the executive pepulation for our social and economic system. but with little more. We know nearly nothing at this stage and we suspect really very little which is both specific and useful for our work here. Since we are not equipped to approach our ultimate aims directly. then. preliminary work must be done. A final step always suggests some which have gone before and all pre- suppose a first. In science. the first stage of a systematic inquiry is often less systematic than those which follow or less so than the effort as e woke-«Ind oft-n men-arm. so. , Abram Kaplm. in his. venerable book m Qnduct of m. suggests two contexts in which scientific 18 activity is legitimately carried on: 1) the context of discovery and 2) the cmtext of justification. These differ in several ways. one of the most obvious of which is the differing criticisms which are appropriate for each. In large measure. the most frequently heard criticisms of existing studies are appropriately directed toward the context of jus- tification. Unfortunately. however. they are frequently not confined to it. The academician who has discovered the control group may not yet be entirely sure that it is really useful in research. but he knows that it certainly is a useful device in an argument. And when a study has been carried on in the context of discovery. such arguments can be applied in their most apparently deveetating forms. but all too often quite inappro- priately. This is not a defense of inadequacies in scientific procedure. mere is no doubt that. understandable or not. inadequacies at any stage of inquiry cannot be overlooked. There is no escaping the reality that the degree of trust we may legitimately give to conclusions is limited by the extent to which procedures and circumstances fall short of ideal. If they are less than fully adequate for the task's objectives. for what- ever reason. we must simply be content with knowing less. But meagre knowledge seems to be an expected as well as chronic consequence at early stages and we should not assume that science has spoken all it has to say after hearing only its first statement. Science does not differ from other historical means of building conceptual maps of the world so much in that it is empirical instead of speculative. but in that it is empir- ical IN ADDITION to speculative. It is almost always necessary to be able to say what is apparent before we are able to say what is. All of this is simply to say that. though we might enact that a pre- liminary and exploratory study such as this might not yield a great deal 19 by itself which is systematic and to a high degree trustworthy. wemust realise that the first context which Kaplan discusses is as appropriate to science as the second. Kore importantly. both are absolutely neces- sary if there is to be human progress. if human conceptual syqu are to usefully reflect systems in the natural world with increasing adequacy. The part is not to be mistaken for the whole. m m 3.22. mm m This investigation is not experimentally oriented in any accepted sense. It is preliminary. exploratory. and largely descriptive. It rep- resents part of the ”bumping and stumbling" stage that might lead to fur- ther studies of a more comprehensive and precise nature. In an investigation of executive retiremnt. the initial difficulty is fundamentally the same as in most inquiries. There are a near infin- ite nunber of post-retirement states and events (if one looks closely enough) as well as a comparable nunber of individual and situational var- iables. Moreover. these may be connected by an astronomical number of functional relationships. (he might mpect that everything in the world is related to everything else at least in some way and to some extent. how- ever slight. But since money. time. and energy are not free goods. all of these relations cannot be determined. Happily. this is neither nec- essary nor desirable. Some of the relationships will be irrelevant and some so slight as to have no practical consequence. Science in general functions to sim- plify and applied science is even more concerned with cutting through some relationships to others of more fundamental , interest. In short. we are interested not in all relationships of individual and situational var- 20 iables to post-retirement behavior. but only in those which have like- lihood of being relevant to the practical considerations of the various technologists and interest groups discussed above and in those which are strong enough to mks a difference. In the long run. then. ignoring some things should not be an accident. but ignoring the wrong things will be. Since we do not know which variables are important in accounting for pragmatically meaningful amounts of variance in post-retirement be- havior. some preliminary probes must be made in order to search out var- iables most fruitful to pursue. This is such a probe. Hethodologically. it ventures only a fractional step beyond clinical observation. broadly understood. However. relatively uncontrolled observation of one sort or another is usually responsible for suggesting hypotheses during those early stages of research when tight conceptual structures are not yet available for the job. In this study. one would expect not so much to begin with hypotheses as to end with then. m 2:. the mm mm: Samples from the population of American executives are drawn in service of several questions. general and specific. n-eliminary explor- ations are directed to the following concerns. 1. antimment n. Eggkntirgment fighaflor If the newly acquired leisure of retirement offers a challenge to the executive's psychological well-being. i.e.. if retirement does have undesirable effects on the adjustment of at least some executives. one would expect that measurable differences should exist betrteen representative samples of pre- and post-retirees on at least some psychological dimensions. If no differences can 2. 21 a be found. one would have no evidence that retirement has an un- desirable effect. If didfferences are found. further work should be done to determine the specific nature and extent of these dif- ferences as well as the personal and situational variables with which they are associated. The fundamental question for prelim- inary research. then. is this: Do representative samples of pre- and post-retirees belong to different psychological populations? Both distribution level and spread are important in relation to this question. since pre- and post-retiree differences may show themselves either in one or both of these respects. Further. if later research is to seek out variables which account for signif- icant amounts of variance in post-retiremnt behavior. as indi- cated above. one should first know if variance exists which is either threoretically or practically interesting. regimen 2:. rm. m Lumen he current generation of American executives who are either at or near retirement is .a particularly interesting one. It is a transition generation. the careers of which span some of the most significant industrial. technological. and economic events in the history of the country. In addition . the executive population itself is an interesting one in an industrial democracy. There is value in knowing something of the characteristics of people who are drawn toward and who succeed in organisational leader- ship roles. It is also good to have descriptive data available for selected populations such as this in order to provide further validation of psychological research instruments as well as to make possible meaningful comparisons of this sample from the 22 American population with others. 3. Inter-organisational Qifferences Organisations differ in many measurable respects and these dif- ferences can influence executive behavior both on and off the job in several ways. The use of a sample of executives drawn from a number of organisations in this study. rather than one. serves at least two purposes. a. Some hint may be provided of the extent to which the specific "character” of organisations can influence the executive' s post-retirement behavior. Differen- tial demands placed on executives in differing con- texts may result in a "forced homogeneity" within organ- isations. A comparison of data across organisations. then . might provide clues to the existence and identification of organisational variables which are related to post- retirement states. b. The use of m. from several organisations 1. also val- uable because of its contribution to the reliability of descriptions of the executive population. 22min; ._.2__&‘1°n tion Facts don' t speak for themselves. There is no doubt that a concep— tual realm is absolutely necessary in science (for the same reasons it is necessary in life). Scientific activity which _is entirely and ex- clusivelyempirical is not very powerful and its cumulative yields are not great. it this stage. however. no tightgpredictive model is avail.- able for dealing specifically with our subject here. Consequently. we 23 have no deductive hypotheses which are designed to provide theory with its empirical referents. And while there seems to be some sort of com- pulsion running through a good deal of behavioral research which assumes a necessity for providing hypotheses. whether or not there is theoretical justification for them. it doesn't appear that this sort of magical activ- ity really changes anything. In addition. it doesn't appear that the infancy of social science is likely to be severely retarded by simply looking at the data without first generating highly specific but arbi- trary guesses about it. The best we can do at this point is to locate thcactivities of the present study within the descriptive theory of general psychology. Such an orientation is useful in that it can provide at least some loose ra- tionale for doing what is done rather than any one of a near infinite num- ber of other things possible. In very general theoretical terms. the research literature of psy- chology can be summrised by saying that any humanresponse is the result of personal predispositions and situational inputs. combined according to some functional rule (1.1). i.e.. m ahavigg :- Msmsitiong 11 hmived m gituation For our purposes. in the behavioral study of executive retirement. this statement can be used as a basis for several additional statements which can serve to more clearly define the nature of our inquiry and the ex- pectations associated with it. Given this statement and the symbols defined in Table l. we can construct the theoretical statements presented in table 2., Further. these can be considered in relation to their implied assumptions. the ultimate objectives of research in this area. and the 21+ purposes of this particular study. Table l. Sylbols Used in Theoretical Statements Rela cutive Behavior 8 II Human Behavior P m Predispositions S - Situation Bpr Pro-retiree Behavior 2pc Post-retiree Behavior r Pro-retiree Predispositions Pp = Post-retiree Predispositions = (hr-J ob Situation so,- = Off-Job Situation Bpr.o aPre-retiree (la-Job Behavior Bin-.of sPre-retiree Off-Job Behavior 8pc.“ s Post-retiree Off-Job Behavior Bo = Behavior Associated with (hr-Job Situational Inputs Bo: :- Behavior Associated With Off-Job Situational Inputs :- vie elated With sitions Table 2. Theoretical Statements Belating to Exec- 10. ll. 83P113 Bpr " Bproo * r.of Bpr.o ' Pp:- 11 11 30f 391'.“ '1’ pr 11 30 xi 30f I ofiof .of ' po 11 30f ‘The elements in each of these statements refer to some theoretical mean population value in each case. Table 2-1 is the summarising theoretical statement upon which all of the following statements depend. For our purposes. it is possible to partition the situational component into two aspects: a) on-the—job situation and b) off-the-job situation (as shown in number 2). Given this distinction. one can conceptualise the composition of the pre- retiree's behavior in the manner as shown in nudoer 3. Post-retiree 25 behavior'can also be analysed in this way; but.since the on-jcb situ- ation in this case would equal sero. this element drops out of the equation (number h).‘ Consequently. given numbers 3 and.b. it is pos- sible to conceptually isolate that portion of the executive's behavior that is associated with onothe-job situational inputs (number 5). Any measured bheavioral differences that are found between representative samples of pre- and post-retirees should then be attributable to this factor. Ultimately. it‘would be of great interest to industrial psycholp ogy. as well as this particular study. if the respective contributions of on-job and.off-job situations to executive behavior could be isolated empirically. Research in industrial psychology has for years dealt with this very problem. e.g.. in approaching such operational questions as "What is a job!”. ”what is workt“. etc. And while the behavior’aseoci- ated with off-job situational inputs is shown in number 6. the particular conceptual approach offered here does not provide a means fer isolating the critical Bp element upon which any empirical determination of Ref would depend. This particular study is not so much interested.in the not element. however. as it is in Bo. If behavioral differences between representative samples of pre- and post-retirees can be found. it would allow at least preliminary inferences about the contribution of on- job inputs to behavior and the possible psychological losses incurred when these inputs are no longer present. Until such differences are found empirically. one cannot conclude that Bprm-Bp0 e Bo - 0 is a false state- ment. Statements 2 through 6 in Teble 2 carry with them.assumptisne in ham... to the truth of statement nun-nor 1. per one thing. a strict ‘lo assumption is made thatr in these statements refers to a multiplica- tive relation in an arithmet cal sense (in which case everything to the right of the equal sign would drop outi): it is a place-holder represent- ing some rule for combining the various elements. The actual nature of this rule would have to be empirically determined in each case. 26 interpretation of the equations assumes the independence of the elements to the right of the equality signs. Of course. this assumption cannot be made. Situational differences over time have an enormous influence on the organiu's predispositions to respond. In addition. the organ- ism's present predispositions largely determine the interpretation it will make of the present stimulus situation. NEAT is perceived and How it is perceived. The elemmrts represented in the model. than. whether in their original or in their partitioned form. constantly interact with one another in an exceedingly complex manner. mile present behavior depends upon the values of each of the elements coinined in some way. it is also true that the value of a particular element will be determined largely by the values of other elements. A Secondly. the exact nature of the functional rules represented in each case cannot be stated. It's quite likely. though. that they will not allbethesame.alsodependingtosomeextentupontheelementsthem- selves in a particular case. The model allows for the conceptual isolation of behavior associated with on-job inputs. but such an isolation can really occur in a strictly logical manner only if the functional rules were to call for the additive combination of the elements. while this would work conceptually and while it cannot be said precisely what the functional rules are in each case. most of the psychological research to date would strongly indicate that it is very unlikely that any of them are spiri- eally additive. Though both of the above assuptions and their empirical unlikeli- hood severely limit the use of the model as a tight logical instrument for use in the emirical realm. it still has value as a preliminary (albeit over-simplified) intuitive guide for helping us center on what it is that this and subsequent studies are intended to do. The further 27 development of useful conceptual systems. perhaps with a base similar to this. can occur with additional research. Finally. the model assumes that Pp, - Ppo. If our series of state- ments is to provide for the conceptual isolation of Bo. this assumption has to be made. he have to assume that the executive population does not differ systematically in matters of ”set“ as a function of pre- vs. postpretirement status. While this assumption. in principle. carries with it many of the problems discussed above in different contexts. it is possible to provide an empirical test of it. (me of the functions of this study can be to make a beginning in this respect. Measures of executive predispositions can be made and if differences are found. the model must be amended. If no differences are found. one could not assume that P 1. I P P P0 order to determine if the pre- and post-retirement populations do not in is false. but further research would have to be done in fact differ in this respect. Hints and direction can be provided here. The second group of statements in Table 2 is included simply to ex- tend some of the ideas presented in the first group and to point out that the executive's behavior. like In. stimulus situation. can be partitioned conceptually. This exercise can serve to make clear some of the impor- tant psychological differences which should exist between the pre- and post-retiree populations. For example. measures of pre- and post-retiree behavior are really measures of taro different phenomena which have tee different sets of components. as numbers 7 and 10 show. The pro-retiree is continuously engaged in nking both cn-job and off-job responses in association with the role-prescriptions. constellations of reinforcements. etc.. peculiar to each. The post-retiree. on the other hand. must respond only to the demands of his present off-job situation. Bis behavior. his 28 response configurations. need only relate to the social environment not formally associated with his former work role. If. as thte (1956) suggests. there is such a thing as an a-ganisatiom Man. are there behav- ioralohangeewhenthemaninthea'ganisationhanisreloasedfromhis harness! What effect does former on-job behavior. in addition to emu-job situation. have on the executive's behavior after retirement. that effect do off- job engagements continuing through the transition period from work to no-work (their number and kind) have? What about the social situation after retirement! Are new interpersonal relationships estab- lished after retirement to compensate for those lost at retirement! If so. what are their effects on the emecutive's sense of well-being. atti- tudes. activities? Bore. both major types of variables from the tradis- tion of social psychology are important: present situation and learning. And here we are concerned not only with the influence of retirement it- self but also with the differential effects on post-retirement behavior that might ensue from career-long experiences in organisations with dif- ferent goals. climates. value-systems. and role-system. no concept of human organisation implies a non-random distribution of overt bbhaviors. But. if it is to continue for any extended period of time. it is also necessary that individual human predispositions with- im the organisation be distributed. not only non-randomly. but in a stable and characteristic way. Persons inside the organisation must be more like one another (in some critical respects) than they are like people in other organisations or people outside of organisations. In order to accomlish this. any given organisation tends toward the establishment of norms for individual behavior. overt and covert. In addition. a system will be developed for bringing about conformity to these norms and thereby 29 superimposing on the individual the organisational. values which they represent. Given this process and given several organisations which differ on some dimensions. one would anticipate finding executive values to be relatively intra-organinationally hoacgeneous and inter-organisationally heterogeneous. Moreover. one would expect that this phenoaencn would be most marked anong pre-retirees since they are still actively engaged in the pursuit of organisational goals and are still directly subject to intro-organisational pressures. That is. while one would expect post- retirees froe a given organisation to be sosewhat similar in their velues. onewouldexpectthentobeLESSsinilarthanpre-retireesfromthesase organisation. 'me influence of individual differences should be nore pronounced in the post-retirement population. giving rise to more randoa variationinmeasuredvalue sooresandcausingtheatotendnoretmrd sole single node rather than several. In short. any representative san- ple of post-retirees taken fro- several organisations hhould be more homo- geneous in their values than an otherwise coupanble sample of pre-retirees. Inter-organisational differences reflected in neasures of executive behavior can be the result either of processes occurring inside the organ- isation and acting upon the executive's predispositions over tine or the result of differential recruit-ant of executives in the first place. H'ith this innind. itwouldbe useful to utilise sonemeans of deter-ining the extent to which the executive population across organisations compared before being subject to organisational pressures. How mob of any neasured inter-organisational difference and intro-organisational similarity in ex- ecutive behavior can be attributed to inputs and how much to processing? In sumaary. than. this study. for the purposes described above. ex- plores the relations of two gross variables (pre- vs. poet-retirement 3O status and organisational affiliation) to several measures of executive behavior. overt and covert. Because of the exploratory nature of the study. a fundamental problen at the outset is that of determining what the behavioral measures should be. that psychological characteristics will prove. in the long run. to be relevant and useful in contrasting the pre- and post-retirenent populations. in describing the executive population. and in exploring differences among organisations? bsearch in social psychology has shown that the behavior of other people has a vast influence both upon our responses in the here and now and upon our readiness to respond to given stinuli at a later tile. Given any set of social inputs over tine. one associated set of behaviors or predispositions is most probable. Ganges in this set of social in- puts. when other variables are held constant. will result in changes in the probability of anticipated behaviors. no question with regard to the retiring executive is this: Do the objective changes in social sit-. uation brought on by his separation from his work role result in stimulus configurations which are warm different froa those encountered be- fore retiresent! If so. one would expect the behavioral effects to occur which mum; reflect the perceived presence of given social stiwulus patterns. Thesecanbei-ediateandovertortheycanbenore pernnent and unobservable until an appropriate stimlus occasion arises. And while both are important and relevant to behavioral theory. our interests here lie prinarily in the latter type of effect. (be might expect that the extant to which the executive will be able to interact adequately with his post-retiresent environment will be deter- sined largely by the adequacy of his frames-of-reference and response sets. Consequently. the focus here will be upon the relatively persistent 31 effects of changed social inputs. ones which can be expected to in- fluence the executive's post-retirement life in some relatively con- sistent and long-tern runner. Measures will be taken of behavioral predispositions as they are developed. maintained. and nodified by social interaction. We're concerned with social phenomena which affect relatively pernanent marks on the behavioral shape of the organism: and on its contribution to response. he concept of "personality" is really not so much professional or scientific as it is popular. While it's a rather useful word in ordi- nary conversation . we don' t have to go far in professional or scientific activity before the anhiguity. imprecision. andovereloading of conno- tations that it shares with nest of popular language begins to cause serious difficulties. In one of its general usages. however. it refers to scne collection of the more persistent and pervasive predispositions of the organiel. And while the Operational decision of which predispos- itional measures to include under the concept is a rather arbitrary one. several widely used leasures exist which have identified reliable and relatively independent disensions. Such seasures are typically used for descriptive and comparative purposes and it is for these purposes that they could be useful here. Several “personality“ dimensions have proven to be quite stable over tine. leading us to expect that consistent differ- ences between pre- and post-retirenont populations would be reflected in personality neasures only if existing differences are fundaaental and significant. only if the effects of retirenent are really quite nassive. In social psycholog. with a sonewhat different and sore oonitive orientation. the nest popular concept covering predispositional phenomena has been "attitude“. Rokeach (1966) has defined an attitude as a "learned 32 and relatively enduring organisation of beliefs about an object or sit- uation disposing a person toward some preferred response". While the concept of attitude is an important one which is related to behavior in important ways. it is a bit too specific for our exploratory purposes. A person typically has many dosens. even hundreds. of attitudes and we have no realwayof knowing at this pointwhichamongthesewouldbe sig- nificantly related to the psychology of retiremt. Oar purposes would be better served at this point by a measure of some more fundamental entity upon which attitudes depend. The concept of ”value” would be more appropriate. A value can be seen as the "core compoth of a clustering of attitudes which direct behavior on a long-range basis toward some goals in preference to others (Hollander. 1967)". A measure of values would delve deeper and should detect cognitive activity on a more fundamental level than would measures of attitudes. It should detect. if not the tide (like measures of personality). at least the current and not the ripples. And again. measures of values would be expected to detect pre- vs. post-retirement differences only if arch differences are in fact rather significant and fundamental. (he might expect. however. that these measures would be more sensitive to relatively less nssive changes than would the measures of personality discussed above. airing the past twenw years or so. instruments have been developed which can be described roughly as measures ofa tendency of the person- ality toward rigidity or flexibility in interacting with the environ-ant (idorno. et ll... 1950; Rokeach. 1960). Some research has suggested that such a factor might be rather fundamental. influencing behavior in char- acteristic whys even in such an apparently unsuspected phenonencn as pe1~ ception (Within. 1959). This could also be an important factor for study 33 in the executive population. since it might also express itself in the ease or difficulty with which an executive adjusts to the changes pre- cipitated by retirement. The predispositions discussed above are likely to be among the most important for our purposes and it would seem that seasures of them should be taken so that relevant comparisons can be made. In addition. however. several other types of date night prove to be useful and suggestive. 1. a systematic measure of the executive's subjective assessment 2. of well-being would be useful for investigating the effects of retirement on executive "happiness“. In addition. it would be instructive to know what other variables are related to this assessment. Differences bemoan pre- and post-retirees might express themselves either in terms of means or variances. If retirement has totally negative or totally positive effects. one would expect differences in means. a: the other hand (and this seems more likely). if retirement does have an effect on this variable. but if theeffect is mediated by moderator var- iables. one would expect that the post-retiree group would pro- duce more heterogeneous measurements than the pro-retiree group. 'lhis stuck will attempt to provide some systeutic data in order to help establish baselines which have not been available to this time. And while the use of psychometric instruments as dis- cussedaboveisveryinportantinthisrogard. itiealsotrue that such instruments have been developed for other or more gen- eral purposes and not for the special problems of executive re- tire-one. Therefore. one would expect that clues useful for the design of further studies might emerge through the use of rather unsystematic probing. such as in a relatively unstructured inter- 3. 3“ view. The interview would also offer an opportunity to collect information about the executive's present and intended activi- ties. affiliations. engagements. eto.. and the extent to which they relate to life-continuity. Finally. rather extensive demographic ntorial and personal as well as career background information would be useful for des- cribing the executive population as well as for comparing the executives as organisational inputs.’ warm 1. Z. 3. 5. Executive values should differ more across organisations than within organisations. Post-retiree values should be acre homogeneous than pro-retiree values. Inter-organisational differences in executive demographic or background "input" characteristics should not be great enough to account for nud>er 1. above. Differences beueen pro-retiree and post-retiree values should be greater than comparable differences on personality dimensions. Post-retirees should be more heterogeneous than pro-retirees in their subjective asses-eats of well-being. ‘300 No.29 CHAPTER THREE: METHOD Subjects in this study were assigned to treatment categories by self-selection and independent variables were not under the control of the investigator. therefore. the design is ex post facto. not ex- perimental. and causal relationships cannot be determined. The in- quiry is capable only of uncovering some of the more dominant correla- tional associstions among variables and the interpretation of findings must be appropriately limited. In general. it can be said that the investigation involved 1) the gathering of historical-personal data. 2) interviewing to review the professional careers and retirement expectancies of executives. and 3) the ministration of psychometric instruments to provide a baseline of data. (he of the stucb's primary focuses was upon executive predispos- itions. but since the concept of “predisposition" is not easily parti- tioned into subconoepts which have corresponding independent empirical referents. it is difficult to know at this point which measures would be both relevant and non-redundant. It was decided that a variety of instruments would be used as a preliminary probe. m while small samples make it less likely that conventional signif- icance levels will be reached in comparisons of pre- and post-retirees. i.e.. that real differences will be detected. this study was faced with practical limitations of time and resources which necessarily limited the number of executives that could be included. But since the stub is 35 3.6 exploratory and includes the collection of a wide variety of data. it was thought that existing differences of an important nature might still be likely to express themselves on at least some of the measures taken. ‘Ihe original plan was to select five pro-retirees and five post- retirees. all within five years of retirement. from each of five organ- isations differing in a nunber of objective respects. Sample attrition. however. made it necessary to reduce the total sample size from fifty to forty. with four pro-retirees and four post-retirees in each case (Table 3). In addition. circumstances did not permit selecting executives precisely within the original age boundaries (See Table 33). Table tribution of the Executive le‘ Mignon I 2 g I! V Pre-(i) 1! h h 4 1% Post-(B) h it it it 1+ ‘Cell entries refer to numbers of subjects. nailing “Pa-ocean» Five organisations were selected for participation in the investi. gation and official willingness to cooperate was secured from appropri- ate officers in each case. no initial selection was made in order to provide a seemingly reasonable cross-section of organisations on certain objective criteria (sise. function. history. etc. ). The final selection was determined by availability and willingness to participate. All five organisations are located principally in the Midwestern United States. urea are engaged primarily in manufacturing. one in retailing. and the fifth is a major government civil service organisation. 1 fuller des- cription of each is provided in “fable '1». Orga_n_isatien I: (he of the world's largest industrial organisations; engaged in heavy manufacturing. Several thousand em- ployees; highly differentiated functions: exceedingly complex organisational structure. Organisation has existed for several decades; has divisions throughout the world: principle location in one of largest Amer- ican cities. from which executive sample was drawn. Maniatien H: are of the nation's largest retailing organisations. Organisation has existed for several decades. Operations spread through considerable geographical area: primary Operations in one of largest American cities. from which executive sample was drawn. Or nation : large civil service organisation in the Midwest. llany professional personnel. Headqmrs in a medium-sired Midwestern city. from which executive sample was drawn. Eganigflon IV: Indium-sized industrial organisation engaged in the man- ufacture of consumer products. Organisation has existed in present form for approximately a quarter century. Pri- mary operations in small Midwestern city. from which ex- ecutive sample was drawn. Qzanisation V: ledium-sised industrial organisation engaged in the man. ufacture of consumer soft-goods. " Family organisation which has existed for several decades. Primary operations in very small Midwestern town. from which executive sample was drawn. After official sanction had been secured from each organisation. an organisational representative. in each case. was onlisted to search out both pro- and post-retirees who might be interested in participating in the study. The representative then contacted each executive. briefly explaining the purpose of the investigation and explaining that partici - 38 potion was entirely voluntary. Those executives who expressed a willing- ness to c00perate were told that they would be contacted by the investi- gator within a short time. A list of names. addresses. and telephone numbers was provided. a Collection Approximately ten months were spent in the scheduling of interviews. in the interviewing itself. and in acquiring psychometric data for the studv. A letter of introduction was first sent to each executive (as shown in Appendix A) which explained the purpose of the study. outlined the contribution required from each participant. and suggested a date and time during which he could be interviewed. 'mis letter was followed later by a telephone call in which the suggested interview time was either con- firmed or a more convenient time scheduled. M interviewers were involved in most of the sessions. which typi- cally lasted from two to two and one-half hours. (h two occasions. how- ever. unpredictable circumstances made it impossible for one of the inter- viewers to be present.‘ A list of questions had been prepared for use in the interviews. but it was soon found that the most workable procedure seemed to be one in which the executive-was simply asked to review his life and career in- formally. beginning with his birth. In the process of doing this. re- sponses to nearly all of the questions would arise and. if further infor- mation or clarification were necessary. the interviewers would interrupt the narrative and ask that it be provided. In most cases. one interview- er asked most of the questions and most actively responded to the I"Subsequent analysis suggested no reason to believe that this affected the data in any appreciable way. Neither did the interview sessions themselves appear to differ to any noticeable extent. It appeared that the rmjor advantage secured in the use of two interviewers was one of convenience. 39 executive's contributions. while the other spent the majority of his time takil'Ig notes. the sessions were quite infoer with the first ten minutes or so usually devoted to the exchange of pleasantries and the establishment of infoml and relaxed interaction. which continued to prevail throughout. There was reason to believe that the executives genuinely enjoyed the sessions and that they responded frankly and in an unguarded sanner. ‘Ihe interview sessions were terminated by leaving a packet of pencil and paper instruments which the executive was asked to complete and re- turn in a stamped. self-addressed envelope. In the majority of the cases. these materials were retumed within a week. In some. however. a follow- up letter was necessary in order to stimulate their return and. in a few cases. they were never returned. n:- latter cases account for the sample attrition nentioned above. Instrumng The instruments for gathering data which were used in this study are described below. with the exception of number 1. all of the items were completed by the executive at his convenience and returned to the investigator by mail. 1. me new ‘lhe original list of interview questions shown in Appendix B-l was formulated not so Inch to elicit "yes" or "no” types of answers as to stimulate expression and cement in areas relating to the executive's formative years. his early career and life. and his later years. However. as indicated above. the subjects proved to be essentially ”self-stimulating". They managed. quite 40 spontaneously. to provide a good deal of the "stream-of- consciousness“ material (emotional. reflective. reminiscent). largely free associational. which.could later’be coded.and searched for clues useful in the future development of more systematic measures. 2. m M 3.12:. This item.(Appendiz B-Z) was used as a source of demographic and background data as well as of data to be coded in assoc- iation‘with that from the interviews. 3. leigornia szgholOgical Inventor: (1957) This is one of the most widely used psychometric tests of gen- eral personality for use with normals. It is composed of #80 items frosuwhich eighteen scales have been developed. These deal primarily with characteristics important for individual capacity for effective social interaction. The scales have been grouped into four categories which give some indication of the psychometric clustering that has been found to occur. verbal labels for the scales as well as their’abbreviations are shown in Table 5. 1*- immune-tum: use: 2:; 29.9.22: (1960) Like the CPI. this instrument has been used for some time in a variety of contexts and considerable related research has been reported in the literature. It is a measure of the RELATIVE dominance of six "interests or motives in personality” based upon a conceptual classification originated by Sprunger.“ It does not provide absolute measures of these values. but only I"See references 41 their standing relative to one another. The six values are shown in Table 6. Table 25 Scales From the California chhological Inventog‘ ages I. Heasures of Poise. Ascendancy and Self-Assurance 1e 1» WWQO 2. Ce Capacity for Status ’4. Sp Social Presence 5. 3a Self-Acceptance gee II. Measures of Socialisation. Maturity. and Responsibility 7. Re Responsibility 8. So Socialisation 9e 30 Self-Contra]. ll. 61 Good Impression w. Measures of Achievement Potential and Intellectual Efficiency 13. A0 Achievement via Conformance ll}. Ai Achievement via Independence 15. Is Intellectual Efficiency my IV. Measures of Intellectual and Inter- est Modes 16. Py Psychological-Hindednus 17. F2 Flexibility 18. Fe Femininity *Source: California Psychological Inventory. Manual. Palo Alto. alifornia: Consulting qunologists Press. InOs s 1957e 5. much m 52:12." This is a more recently developed assure of values than the one discussed above and is related to Rokeach's general theoretical formulations (1960; 1966). A distinction is made between ”tera- inal“ and "instrumental” values. a distinction that has long “See references 42 been in the culture in philosophical value theory. etc. The instrument consists of two lists of eighteen values each. one terminal and one instrumental (See Appendix B-3). The subject is asked to rank the values on each list in order of their im- portance to his. i.e.. most important number one. second most important nuaber two. etc. Rokeach's approach incorporates the use of more specific verbal labels than does that of Allport. et al. In addition. it is more behavioral. more operant. The twa measures might complement one another rather nicely in ex- ploratory research such as this. ble 6. 1e ' m All” 'emon- d -- duo: o no * 1s m mOOREC‘l Relates to an interest in the discovery of truth 2. £1; Economic Relates to an interest in what is useful. 3. £3 Ae£t_hetic Relates to an interest in form and harmony h. 119. Sogiai Relates to the love of people 5. m 5111;“; Relates to an interest in power 6. an new Relates to an interest in unity. the comprehen- sion of the cosmos as a whole *Source: Allport-Vernon-Lindsey. Manual. u 9; mm. Boston: Houghton Hifflin Company. 1 . 6. $522! M $9.19. (1960) he development of the Rokeach Dogmatism Scale represented an extension of the work of Adorno. et a1. (1950). The result is considered to be a measure of "closed-mindedness” independent 7. #3 of ideology. The highly dogmatic individual is one who has a tightly organized belief system. usually derived from author- ity. A characteristic feature of dogmatism is rigidity in the psychological field. That is. the highly dogmatic individual is more resistant to the acceptance of information contradic- tory to his belief system than is the less dogmtic individual. &- tisfaction 3.395 Neugarten. et al.. (1961) point out that there have been two general approaches to the measurement of "successful aging”. (he has involved the use of measures of overt behavior. focusing on range and level of activities and the extent of social par- ticipation. It generally carries at least the implicit assump- tion that “the less an individual varies from the pattern of activity that characterised him in middle age. the greater is his well-being“. The other approach has focused upon the in- dividual's "internal frame of reference. with only secondary attention given to his level of social participation". As indicated earlier. our purposes are not served at this point by making value judgments about the adequacy or indadequacy of the executive' s adjust-ant to retirement. horeover. under the circumstances of this study. sufficient and appropriate data were not available for such judgments. It is appropriate. how- ever. to have some measure of the executive's well-being for pre- retirement vs. post-retirement comparisons. inter-organisational comparisons. etc. The Life-Satisfaction Index. developed by Robert Ravighurst and [.14. others. is a measure of the individual's own evaluations of his well-being. It is constructed in two parts and yields both in- dividual and combined scores. Since subjective reports such as this are extremely vulnerable to conscious and unconscious defenses. however. it is necessary that the instrument be val- idated against some independent criterion. Neugarten. et a1. (1961) investigated the relationship of the instrument to life- satisfaction ratings from a group of independent raters as well as from a trained clinical psychologist. These correlations. as well as others of pertinence. are shown in Table 7. In ad- dition. it was found that agreement between the clinical psychol- ogist and the other raters was higher for older respondents than for younger ones. Similar findings were reported in relation to the Index itself. For persons under 65. the clinical psychol- ogist's ratings correlated .05 with Part I of the Index and .32 with Part II. However. for respondents over 65. the respective correlations were .55 and .59. In general. it appears that the Life-Satisfaction Index can be of value in this study if used with prudent caution. It is shown in Appendix M. Table 7. Coefficients of Correlation for V one s of e- action : —:a— 1 2 3 lb 5 6 1. mu". 33mg. m e6h‘ e55 e58 e39 “so? 2. Clinical Psychologist's 5. 6. Ratings ... 3. Life-Sat. Index. Part I .... “to-ate Inde. hrt II “‘- Socioeconomic Status - ‘80 039 0“? e21 e09 -." 073 036 ‘elo " ehl -eo7 *Source: Neugart'en. B. 1.. Havighurst. R. J.. and Tobin. S. S. The Hgasurement of Life Satisfaction. Jamal g; Gergnfllog. 1961. l . 1&2. 8. m “5 Background Information Thirty-five items were taken from an instrument designed for an earlier and unrelated study (Frost. et al.. 1968) to supplement the background and demographic information obtained from the in- terview and the Career Summary Sheet. The items (Appendix 3-5) were chosen because of their availability and because of a desire to collect a wide array of background information for preliminary exploration. The following is a brief sumary of the scores and scoring procedures used in the study. 1. £2 ELM" and “Gm” m M Material recorded during the interviews and nterial from the Career Sun-ary Sheets was content-analysed in terms of a number of pro-established categories. The resulting data were then tabulated and made available for comparison and analysis by ordinary means. Residual interview material was searched for additional items of interest. 2. mm n W mum 3. The instrument produces eighteen scores. one for each of eighteen measured dimensions. The specific metrical and anlytical tech- niques involved in the development of these scales is explained in detail in the test manual. Aliens-menu” = 213.191 2.: £121.22 This instrument produces six scores. one for each of six values represented. The specific procedures used in the development of #6 the instrument as well as the high degree of dependency among the resulting scores is explained in the test manual. ’4. Rokeach 15193 §g_a_l_.9_ Since the subjects are asked to rank the values in each one of the two lists. the position of each value in each case can be represented by a single numerical score. 5. m 22m ical: The scale cmsists of forty items and the subject is to respond to each on a seven-point scale. Individual items scores are then summed. resulting in a total score for each subject. Higher scores indicate the greater degree of dogmatism. 6. Egg-Satisfaction $1133; A scoring key is provided in Neugarten. et al. (1961). The in- strument produces scores for both Part I and Part II and a total score can be produced by simply summing the scores from the two parts. 7. Background Information The responses for each of the items were tabulated in the ordinary manner. Ana is Because of the small sample sises and because of the exploratory nature of the study. a good deal of the data were simply analysed by inspection. In other cases. however. conventional statistical techniques were used. such as the product-moment correlation. the analysis of variance. etc. CHAPTER FOUR: RESULTS The results of the investigation will be reviewed according to the following outline.‘ I. ackground-Demomghic Information (Background Information Ques- IV. tionaire. Interview. Career Summary Sheet) A. Description of the Executive Sample B. Pro-Retirement vs. Post-Retirement Samples C. Inter-organisational Comparisons Personality (CPI. Rokeach Dogmatism Scale) A. Description of the Executive Sample B. Pro-Retirement vs. Post—Retirement Samples CL Inter-organisational Comparisons 15139; (Allport-Vernon-Lindsey: Stw of Values. Rokeach Value Scale) A. Description of the Executive Sample B. Pro-Retirement vs. Post-Retirement Samples C. Interborganisational Comparisons Lifgg§gtigggg§ygg (Havighurst Life-Satisfaction Index) A. Description of the Executive Sample B. Pro-Retirement vs. Post-Retirement Samples C. Inter-organisational Comparisons I"Differences which reach conventional significance levels are indicated in footnotes. Also. unless otherwise indicated. NaZO for pro-retirement sample and N=20 for post-retirement sample in pre- vs. post-retirement comparisons. 1.? 1+8 I. Background-kmogramxic Information (Background Information Question- aire. Interview. Career Summary Sheet)‘ A. Description 9; _t_._h__e_ Executive m The selection of the executive sample was guied by a desire to include individuals whose organisational roles imply respon- sibility for a significant portion of organisational resources. Differences in organizational structure as well as the problem of securing sufficient numbers of persons meeting the pre- or post- retirement criterion requirements (See page 35) did result in a certain amount of variability among executives with regard to their respective echelon positions. However. it can be said that the majority of those participating either were or are at or near the president/vice-president levels. " For the most part. the executives in the sample grew up in the Midwestern Limited States (Table 8). however. considerable var- iability exists with regard to the characteristics of the specific locations (Tables 9. 10. and 11.). Table Bl gs o; the gung Eved in Before fig 18 Post- Igtal The Northeast .05 .15 .10 W South m e10 e05 The Middle West .95 .65 .80 The Pacific Coast -- -- «- amid. the U. s. - .10 .05 .___Tatr.1. W...— A substantial portion of the executives' parents were immi- grants (Table 12) and. while a siseable proportion of the execu- tives come from business families. the greatest number of them *Proportions shown in tables often do not sum to 1.0 because of rounding. "Roles with comparable responsibility either for human or physical re- sources were represented in the civil service organization. 49 grew up in families in which the father was either a semi-skilled or skilled worker (Table 13). Over half of the executives' par- ents received less than a complete high school education (Table 1h). able ca ion in Which Host of Ear Life Has nt M... as — Iofi FII‘. .20 .2 e22 Town. Under 2.000 .30 .10 .20 Town. 2.000-10.000 .10 .24 .17 City. 10 . 000-100 .000 . 10 . 21+ . 17 City. 100 . 000 and over . 30 . 19 . 21} Total 1. 00 1. 0; l. 00 Table 10. Home Town's Main gurce of Income s Agriculture . 30 . g . 2E InduSth. “138. e 25 e 5“ e 1‘0 “10108810 . Retell . Tourist e 05 e 09 e 07 Petroleum or Mining .10 «- .05 Diversified . 30 . 18 . 2‘! __m__u1 hoe 0.92 1.9.1. Section of .~. Lived In while G - ire;- Post- 13121 Ehtclusive Section .05 . .08 Good. but not Best .35 .37 .36 Average Section .95 .21 .33 Poorer Section ..... .05 .03 “VCd in m m‘ e15 e26 e21 ___Tg__ta_L 1 00 1 00 01 gble 12! Higgins of Parents Lather 52212.1: MU For-o1 W Pre- . 75 . 25 . 80 . 20 Post- . 60 . '40 . 6O . 40 T0121 .68 .32 . 70 . 30 50 gble 13! Father's ggief Occugéion 256: Post- Igtal Unskilled Worker .05 .05 .05 Semi-skilled or Skilled Worker . 1&5 . 37 . 41 Sales or Office Work -- -- ... Supervisory Work . 05 . 11 . 08 Sub-professional (bookkeeper. pharma- cist. MW . OtO. ) m e 11 e 05 Scientist (geologist. engineer. chem- 181:. Utes ) m '"'- “- Professional . 10 . 05 . 08 311311108“)! e 35 e 21 g 28 Executive of large business or industry ~---- . ll . 0 5 Etal 1. 00 g 01 . 00 Eble 1h, firmal Ekiucation Completed 92 Parents Father Mothg; m- Epist- Total Egg- Post- Etal 6 yrs. or less . 21 . 30 . 26 . l6 . 26 . 21 7 We m g 05 . 03 m..- u.- o-- 8 yrs. .21 .35 .28 .21 .32 .26 9 We m e 05 e 03 m e 05 e 03 10 yrs. .05 .05 .05 .05 .11 .08 11 yrs. -- --- -- . 0 5 -- . 03 12 yrs. .26 .05 .15 .21 .26 .21} Some College .16 .05 .10 .11 -- .05 College . 11 .10 .10 .16 - .08 Graduate Work -- -- -- . 0 5 -- . 03 E21 lI 00 1. 00 l. 00 l. 00 1. 00 l. 01 Tables 15 through 20 and 23 through 27 provide a portrait of the executive's early home life. Most of the executives re- ported growing up in homes in which both parents were present (Table 15) and it appears that these were in most cases patri- archal. at least with regard to major decisions (Table 16). Eighty- two percent of the sample claimed that their upbringing had been strict but fair (Table l? ) . '1_‘able 15. Parents Living Toggther flhile Executive grew 92 Pre- Post- Total Yes 75.5. .35 .75 Ho. Because One Died .25 .10 .18 No. Because Both Died .05 - .03 Bo. Because They Separated .05 -- .03 Ho. Because They Were Divorced -- .05 .03 22131 1, 00 .00 1. 02 51 Table 16! Who Made the Major Decisions in 17% llg- Post- Total Hother . 15 . 09 . 12 Father . 60 . 76 . 68 Some Other Person . O 5 ... . 03 Discussion and Comon Agree- ment . 20 . 14 . 17 Some Other Hothod - -- - Tgtal l. 00 0. 99 l. 00 _:_ able 12. IE of wringing Pre- Post- til Strict But Mr 755 .53 .E2 Strict But Unfair . 05 - . 03 Inconsistent ... -.. ... Not Very Strict . 15 . l7 . 16 Almost No Discipline ... -- ... gtal 1. 00 l, 00 1. 01 The role played by religion in the executive's early fam- ‘ ily life can be explored in Tables 18. 19. and 20. There is a high degree of correspondence between the executive's early re- ligious affiliations as he recalls them and his recalled per- ception of the emphasis religion received in the home (Tables 18 and 19). This portion of the acculturation process is also illus- trated by a rather high degree of intra-family harmony in religious matters as evidenced in Table 20. These data can be compared with reports of present religious activity in Table 21 and Table 22 whows the relative proportions of executives presently claiming preference for the religions shown. The entire sample responded with one of these three in an Open-end item. and none in addition to these were indicated. Table 18 ' __ Post- An Essential Part of Home Life .30 . 5 .38 (he of Several Factors Which Were Important .60 .40 .50 A Relatively Unimportant Factor .0 5 .15 .10 Something to be Left Out of Our Family Life -- -- -- (he's Own Business .05 -- .03 19m 1. 00 l. 00 l. 01 52 ble 1'. Executive's Reliious Particle tion as a Ioun Pre- Post- Gmrch Member and Active in Church Activities .40 .40 A Nominal Church Member .55 .45 A Religious Rebel --- .05 A Non- Churcu ,Uithout any Great Religious Convictien . 05 .10 Total 1.00 1,00 . 08 1. 01 Toble 20! Berg figment With Parents on Matters of glgion Pg- Est- figtal Here in Close Agreement .25 .53 ' . Usually Felt the Same on Important Hatters e70 enz e56 Disagreed on Most Important Matters .05 ... .03 Disagreed Completely ~— .0 5 .03 Tatal 1.00 1300 1.90 Mce or More a Week :10 . 10 . 10 EV.” "90“ s 45 e 40 e “3 We. 01' MO. ‘ Month e 20 e 35 e 28 at Special Occasions (Such as Easter) . 20 . 10 . 15 Do Not Attend Services .05 .05 .05 Igtal 1.00 l. 00 11:01 1e Presen io e sea 22" Post. Tital Catholic . 15 . 0 5 . 0 me e 05 m e 03 Protestant . 80 . 95 . 88 mg 1. 00 l. 00 l. 01 Tables 23 through 26 display data relating to early activ- ities and interests of the respondents. Interestingly. it appears that most of the executives in the sample did not participate pre- dominately in conventional organisational activities during their school days (lible 23). Sand-lot Games .32 .52 Boy Scouts. 4-H Clubs. FFA. or YMCA .20 .08 .15 Student Government. School Politics .08 .04 .07 Student.Paper. Science Clubs .04 .04 .04 Worked or Studied.Host of the Time and me Not Participate .36 .28 .33 12m $1490 0.26 Loo ggble 24E Encouraggment From Parents gaging Egggs 2.0- Lost- :22; Choose Friends Carefully .32 .27 .30 Continue Education .35 .46 .40 Read Good Literature .13 .04 .09 a" may e19 e19 e19 N011. Of These - .0’4 .02 _____I.9.E§1_ 0.99 4490 $1490 f able 22! Number of Books Around House wring gecutive's Youth Pre- Post- Total A Large Library E -- .03 Several Bookcases Full .40 .40 .40 Q). 3001:0890 hill s25 e20 .23 ‘ FOR 800k. s25 035 e30 Oily a Few Children's Books .05 .05 .05 Total 1. 00 L00 1, 01 Tables 26 and 27 provide an interesting contrast. Nearly twice as many executives reported meeting friends most often at friends' homes during their youth. as reported meeting at their on homes. However. almost exactly the apposite is reported for the present. le 26 mt tion for Meetin iends in Youth Pre- Post- Tog At a Friend's Home I? .42 . 50 At a Club. Dance Hall. or Public Building .08 .08 .08 At Own Home .27 .27 .27 At the Corner --- .15 .08 At Church Activities . 08 .08 .08 $021 1. 01 1, 00 1. 01 54 gable g1, Most F‘reguent Location for Meeting grinds at Present W... {-’-§-°' gg. an At a Friend's Home .25 .16 ‘t ‘ Clutch 01‘ Club e18 e16 s1? At a Theatre. Restaurant. or Other Public Place -- .08 .04 Total 1.00 0.98 4:90 Nearly half of the executive sample indicated that they gen- erally tried to hide their feelings when they were angry during their youth (Table 28). table 28. Reg-mnse to agar in Youth 213-- Post- E? Fighting .12 .17 .l Kicking or Throwing Something . O6 . 24 . l4 Steering - .06 .03 Talking it Over With Someone . 44 . 12 . 28 Trying to ma Feeling. e38 em 0&2 Total 1. 00 1. 03 ll 01 Tables 29 through 31 review the educational background of the executive sample. Approximately two-thirds of the respondents com- pleted college and approximately one-third of the sample did some graduate work. The mean number of years of completed formal ed- ucation for the entire sample was 15. 53 (Table 30). The distribu- tion of highest degrees completed is shown in Table 30. In gen- earal. it appears that most of the respondents have not maintained close social relationships with those whom they knew during their school years (Table 32). 01W r WW Been the _ - - ; ~- .of Benin. Pre- Post- tal Private or Parochial .10 .05 .0? Public .90 .90 .90 Vocational or bade - .05 .03 Total 1.00 1,00 590 55 6 yrs. or less --- -- -- 7 y". --- . 05 . 03 8 m. “.- e 05 e 03 9 yrs. -- --- --- 10 m. e 05 -"" e 03 11 yrs. .10 -- .05 12 yrs. . 10 . 15 . 13 Some College .10 . 0 5 .08 001108. Graduate 0 35 e 35 e 35 Graduate work . 30 . 35 . 33 Total 1. 00 1. 00 1. 0 3 lean Years Completed 15. 75 15. 30 15. 53 ndard viation 3. 02 i}. 24 3. 13 ‘Highest level completed is shown “WW 2::- :m— 1921 Less Than High School .10 .10 .10 High SChOOl e 20 e 20 e 20 B‘Chelor' . mm. e “0 e 20 e 30 Master of Arts . 15 .15 . 15 Master of Business Administration . 05 . 15 . 10 Doctor of Jurisprudence (or L. L. B. ) . 0 5 . 05 . 05 Doctor of Medicine . 0 5 -- . 03 Other Beyond High School --- . 15 . 08 Etal 1. 00 1. 00 1I 01 ble 2 Extent ill Frien With Peo 1e Known in hool Lre: Pos 1:021 NOt ‘t All e 05 e e 5 hiendly With a Few on Here Occasions . 29 . 33 . 33 Friendly with Some . but See Them Irregularly . 43 . 38 . 40 See Some Regularly . l4 . l4 . 14 Close Friends to Quite a Few . 10 . 04 . 07 1'22; fl 1. 01 O. 98 O. 92 circumstances of the executive sample. Several of the following tables explore the present personal The mean age of the entire sample is 64.33 (Table 33). which is interesting in light of the fact that the sample somewhat exceeds the originally intended five year pre- and five your post- range. 56 Table 22. Age of Executives an‘ Mdard Deviation” Pro-retirees 0. 0 . Post-retirees 67.85 4.99 Total 64.33 3.30 I'Difference Between Means: pg .01 ”Difference Between Variances: p5 .02 ble Present Marital tus Egg- Post- ntal Single ... ... ... Married. No Children . 20 . 10 . 15 Married. (he or More Qiildren .80 .85 .83 Hidomd m e 05 e 03 Separated or Divorced -- ~— -- 192.; 1. 00 1. 00 1. 01 ble Mean Nunber of dren Pre-retirees 2. 0 Post-retirees 1.8 Total 1. 9 The typical executive in the sample reports good health in the past and continued good health at present (Table 36). Table 36, gamed Health Present Health Health gstog 92.26 'Je' .2: 930d Fug: Pro-retirees . 80 . 20 . 70 . 30 Post-retirees .75 .25 .75 . 25 .1229; J3 4&5 473 -28 A considerable degree of mobility has marked the lives and careers of even this older generation of executives. as can be m from “b1. 37s 0 Wu “1' -—-— - .. -—. m“ 57 Table 38 indicates that nearly all of the executives pres- ently live in their own houses and Tables 39 and 1&0 effer a compar- ison of present living circumstances with those which are consider- ed preferable. ble of ousin Presen Lived In 39;- Post- Tgtal mud ‘p‘mnt e05 e05 e05 Rented House .05 .05 .05 0m 30“” e90 e90 e90 2021 1. 00 1,00 1.00 ble of mmuni Presen Lived}; Post- I?“ In the “Mt” %. e15 e O m at 108' mu 2.000 e05 e10 e08 Town of 2.000 or More. but Less Than 10.000 .15 .10 .13 City of 10.000 to 100.000 .55 .35 .45 City Larger Than 100.000 .20 .30 .25 TottL W00 Lu...— T‘a_ble 40. §i§_e of City Preferred ;_Pr_e_- Post- Total Rural or Country .20 .10 .15 5.000 01' L088 e05 s20 .13 5.000 to 50.000 .35 .35 .35 50.000 to 200.000 .25 .30 .28 200.000 or More .15 .05 .10 Total 1. 00 1,00 1,01 Emile it appears that one's location in a higheruechelon pos- ition is certainly no assurance that money cannot or will not be a problem. a majority of the total sample indicated in the interview that they were not actively concerned with money and that financial matters were not likely to be a problem (Table 41). Only ten per- cent cf the total sample indicated that their financial resources were inadequate for retirement (Table 1&2). but many expressed con- and doubt because of what they saw as a serious and unpredictable 58 inflationary situation. Table 1&3 offers an indication of how the executives in the sample would use a substantial inheritance at this point. Table M"! Emssion of Concern About Kong; _l:r_e_- Post- 1th Actively Concerned . 50 . 05 . 27 ”Ct Actively Concerned e 50 e 95 e 73 {gm 1: 00 1, 00 5 1I 00 Table 42. Feeling About Adequacy of Financial Resources 1 Fe tirement 4 Pre- Post- Total ktremely Adequate 353' .20 .13 mt. “aqua e 65 s 65 e 65 ‘”“89 e 20 e 05 e 13 Quite Inadequate . 10 . 10 . 10 Extremely Inadequate -- -- -- Tgtal l, 00 1: lg 01 Table #3. that hecutives Would Do With largest Share of Sudden L. r; e v 0 000 Inheritance gr;- Post- Tgtal Pay Off a Mortgage -- -- ~— Put it in a Savings Account .13 ... .07 BuyaNewCarorNewHouse ornake Some Other Major Purchase .0’+ «- .02 Take a Vacation Trip Out of the Country .09 .11 .10 Invest in "Blue-Chip" Stocks or Bonds .#3 .50 .06 Invest in lore Speculative Stocks or Bonds .04 .11 .07 Some Combination of the Above .22 . 28 . 21} Don't Know .0“ 0- .02 12% 9.99 M0 0. 98 It's interesting to note that. even at their relatively late stage in life. almost one-third of the executive sample reported having more than one person financially dependent upon them (m1. M)e 59 “£2910 “a muonWWjL—MMJEEL— f m- Post- Total None -- . 05 . 03 (he Person . 55 .80 .68 No or Three Persons . 2 5 . 10 . 18 Four or Five Persons . 20 . 05 . 13 More Than Five -- --- .— Tgtal l, l. 00 1. 02 Tables 1&5 and 1&6 show the executive's reported relationship to alcohol and gambling. WW Pre- Pogt- tal Never 2"1'0' .10 2f Daily .43 .100 .41 weekly .10 .30 .20 honthly .1“ -- .07 Very Few Times a Year , .25 .20 .22 Eta]. 1,02 1.00 LOO Table 46. Attitude Towag Gambling Pre- Post- It is Stupid TIE .35 .2737 It is Morally Wrong --- --- .... It is kciting .oto .05 .05 It is a Good Recreation . 9 - .10 CID m. It or 1“" It e61 e60 .61 Total 0.98 11.. #00 It appears that considerable variability exists among exec- utives with regard to the types of factors that have been signifi- cant in determining what their life's work would be. Table 1+7 shows the tabulation of responses. 60 Table 1&2. Factors Host Influencing Choice of Occuation Pre- Post- gtal Family . 08 . 33 . 18 Expected Income . 19 . ll . 16 blends e 08 e 06 e 07 Job Opportunities . 23 . 28 . 25 Counselors -- -- - Training Opportunities - -- -- Accomplishment of an Ideal in Work . l9 . 06 . 14 An AW Pencil e 15 e 17 e 16 Total 1 00 01 01 Several executives offered anecdotes about individuals who were particularly significant in determining the direction of their careers. From Thble 1&8. it does not appear that the exec- utive's wife plays any consistent role in her husband's career. A similar distribution of responses resulted when respondents were asked if there had been any significant determining event. such as a significant failure. which had influenced their direc- tion (Table 1t9). gable #8. Inmrtance of gife in Game: 32- 222- Ltd Wife a Determining Influence .50 .50 . wife Not a Determining Influence .50 .50 .50 e i i rience uencin Pre— 3933- Igtal Had a Single mummg Experience 7173 .50 . 7 Did not Have a Single Determining kperience .55 .50 .53 Igtal 1.00 1.00 1100 The tenure of respondents in their present or immediate pre- retire-ant organisations is shown in Table 50. In addition. the proportion of this time that has been spent in positions of crit- ical responsibility is shown. Executives averaged approxi-ately 61 18 years in such top-level positions. Table 50. Length of Service in Organisation and Length of Kean Tears in: ' _ Mean Proportion migm W ML mum. 30s e 57 e 27 Port-bum. e fl e 25 M 31:9 w 1 Q A... Table 51 deals with the sources of the executive's reinforce- nents. Ibspondents were more likely to report receiving satisfy- ing recognition in connection with their Jobs than they were in connection with activities off the Job. nu executive's assessment of off-Job accomplishnents is shown in Table 52. Over half of the sample ea their njor accomplishments associated with faaily activities. ble tic ved _ gm: Off-ng j' 1e! Ea xeg go h-e-Retirees . 55 . 5 . 35 . 5 Post-Retirees .85 .15 .45 .55 M J0 .30 .150 .60 W P”- m:- .12—“1 mm Activities 733 .57 .57 Conunity Activities . l3 . 19 . 16 Development of Self .l? .05 .11 Development of Social Activities . 04 -- . 02 all-thing Ilse .08 .19 .14 m 0.x L00 4100 me of the most strikingly consistent observations in this stub was the nearly universal tendency of the respondents to spend a disproportionate amount of interview tine on early life and work periods. then asked to start at the beginning and re- view both life and career. the modal executive would proceed to 62 describe events in childhood. in his school life. and in the early part of his career in great detail. The later periods (often as much as the past 25 or 30 years). however. were often skipped over in a few words. with few anecdotes. and with emphasis only upon a few particularly significant transition periods. In several cases. an executive had difficulty remenbering the exact year a given pro- motion was received. what his title was at that time. etc. In general. most of the careers have developed steadily over a rather long period of time. but with successes and promotions occurring regularly. Host of the executives reported being fully employed during the depression and one would suspect that this pro- vided. not only a head-start once the depression was over. but also valuable continuity of reinforcement. At any rate. this group seemedtobeamongthelasttobelaidoffduringthisperiodor during others. It appears that the leadership abilities of these individuals were typically recognised rather early and utilized rather con- sietently. as evidenced by their military experiences. their early and continuing associations with significant technological. economic. and social events. etc. Several individuals who had been trained in technical areas and who had acquired success in these areas in- dicated that they then moved into management because they felt that they were "more people-oriented". The sample as a whole imprest the interviewers as a group of particularly bright. well-prepared. and highly motivated individuals with rather broad interests and knowledge which belie the stereo- types either of the "narrow" or of the "conservative" businessma. 63 Neither were popular stereotypes of the "governmental bureaucrat" supported. 3. W 29.. W3 name; How comparable are the pre- and post-retiree samples? Are they matched sufficiently on variables which are not of interest but which might have behavioral effects? Can their use in the investigation of retirement effects be Justified? Perhaps the fact that we are now presently in a state of transition and under- going high rates of change make it unlikely that we will find pro- and post-retirement samples that do not differ in a great many unwanted ways. even within such a relatively narrow age range. Several differences do show themselves in the background and demographic data. 1. Table 8. A larger proportion of pro-retirees came originally from the Middle Vest.‘ 2. able 14. A larger proportion of the pro-retirees' parents had a college background."I 3. able 20. There appears to have been a decrease in the home- geneity of the family on religious matters from the post- to pre-retirees. Pro-retirees report less often having been in close agreement with their parents on religion.* 4. Table 28. more is a shift in the reported typical response to anger in youth. Pro-retirees reported more often "talk- ing it over with someone”."' In addition. several differences are shown with regard to pres- ent circumstances. ‘pé . 05 6n 1. Table 32. It should come as no surprise that the pre- and post-retiree groups differ in mean age.‘ however. that the sample variances also differ** is indication of the extent to which the pre- and post-retiree samples are not comparb able. 2. Igble hi. Pro-retirees express more active concern about adequate money for their retirement.**‘ 3. Table ##. Pro-retirees more often reported having more than one dependent.' Thbles 53 through 5? deal with the executive and retirement itself. The respondents were asked to what extent psychological preparation had been made for retirement. to what extent they had thought about and planned for it. Table 53 shows their responses. There is a tendency for pro-retirees to report that they ARE think- ing about it more often than for post-retirees to report that they DID think about it. ggble 53. szphological Preparation for Retirement Currently Thinking Thought About It About It 2.. is. 221'" '10 Pro-retirees '33 .35 «- .. 22stzggtirees --- -- .hj _.55 Thble 54 shows the executives' responses to a question about their attitudes toward retirement. ""‘m .01 *an .05 “an” .__-.__._,._____.. m... ‘ we" Pro-retirees . l5 . 35 . 50 Pest-retirees .10 .30 .60 Igtal c.l3 .33 .55 Pro-retirees were asked about their relationship to their jobs as they neared retirement. Had they accomplished all that they wanted to accomplish in their work? were there objectives still remaining? Host of the pro-retirees said that they were satisfied that no significant objectives still remained (Table 55). However. when both pre- and post-retirees were asked whether or not the mandatory retirement age was a good idea. response was mixed. Several suggested that the executive should be allowed to reach his "peak" of responsibility slightly earlier and then have a "phasing-out" period afterward that might not be so strenuous. ble Remainin; 0b ectives in Yes No Pro-rot :55 _i85 Seventybthree percent of the total sample suggested that their families were a significant factor influencing their post- retirement plans and activities. No clear difference between the pre- and post-retiree samples shows itself (Table 56). is F ocu in Antici tion of Retirement Yes 32 Ere-retirees :35 .35 Post-retirees .80 .20 M .73 J There was perfect agreement between the pre- and post-retiree samples on the matter of planning for and engaging in post- 66 retirement business or community activities making use of the executive' s background (Table 57). Some executives said that they planned to maintain a consulting relationship with their compan- ies and some post-retirees reported doing so. however. there was no agreement regarding the value of such relationships. Table 5?; Post-Retirement Involvements Planned Qirrent— Iii—ll. '0 l_.__.M Pre- retimes .70 .30 ... .... Post- retirees --- --- .70 430 A substantial portion of pro-retirees said that they planned to retire early. but an even larger proportion of post-retirees reported that they had served until the conventional retirement age (Table 58)."l Table fl. 2’11 ggtirement t, L Planned Carried Out Yes No es No Pro-retirees . 60 . 1+0 ... «- Post-retims -- -- .§5 .25 C. Later-emanizational Comma” me organizations are compared with regard to the age of executives. their completed formal education. and their tenure in the organisation and in upperbechelon positions. Differences are found in edication" and in the proportion of time spent in upper- echelon positions.ml Tables 59. 60. and 61. respectively. deal with these findings. *P_‘_ e 05 up! . 025 67 WEI" " 01"an -...H. “W .Orwaniionm 3 "A “ Mean Standard Wtion I 63.13 2.71 II 63.50 3.08 III 67.00 6.16 IV 61.75 3.19 V 66L25 6&0 gble 60I & Years of Education QmpletedI §y gganization" Eganization Bean IA (pm) 19.00 IB (post-) 13.00 Total 16.00 IIA 15.25 IIB 15.50 Total 15.38 IIIA 16.00 1113 17.50 Total 16.75 IVA 17.00 IVB 17.00 Total 17.00 VA 11.50 VB 13.50 $50 ‘Differenoes among organisational means: p5 .025 Ia_b_le 61. Eggth of 231% in Orga_nigtion. g1 Mtion Organigtion Bean Yrs. in lean Proportion . Organietion in H1 her Echelon S D IA 30.0 .61 .42 13 28.0 .55 .42 Total 29.0 .58 .42 IIA 31.6 .66 .47 IIB 39.0 .50 .48 Tbttl 35.3 .58 .47 IIIA 33.0 .29 .44 1113 32.0 .47 .42 Total 32.5 .38 .43 IV‘ 21".0 e71 032 m 20.0 .80 .39 Total 22.0 .75 .35 VA 36.0 an ace VB 39.0 Jot}; 37.5 "Differences among organisational means: p_‘_ .05 I""‘Wot available 68 II. firsonalig (CPI. Rokeach Dogmatism Scale) A. Escription of the Engtive m detained means and standard deviations for the California Psychological Inventory are show in Table 62. Comparable data from additional samples are included for comparison purposes. Table 62. Means and Standard Deviations For CPI Scales Business N Pro- Plus College Saleslaen‘I Bank . §9_ale Post- Students“ Executive * Managers" m sd m sd 1!: sd 1:: ed m ed Do 31.3 528—82 .'3 '673 29.5 7.7 32.0 0.7 30.2 073 Cs 20.6 3.2 20.9 3.8 20.5 4.3 21.1 3.3 21.3 3.2 Sy 25.5 0.9 25.0 5.0 25.0 5.5 28.0 3.8 25.0 0.3 Sp 35.1 5.6 37.3 5.8 36.1 5.4 38.2 4.5 36.4 5.2 Be 20.9 3.6 22.3 3.8 20.7 0.0 23.2 2.0 19.6 3.3 M: 39.7 3.9 36.6 4.6 39.8 3.4 39.8 3.0 40.5 2.7 Re 33.3 0.0 30.8 0.5 31.5 5.7 31.6 0.0 33.2 3.6 80 38.2 5.0 36.8 5.2 37.5 5.1 38.3 4.4 39.0 .1 So 33.? 7.0 27.6 7.5 32.9 7.1 32.0 6.2 34.8 6.9 To 20.5 3.8 23.3 0.8 20.5 5.120.1 0.1 25.2 0.0 01 21.0 6.0 17.2 6.2 20.0 6.8 20.7 5.6 21.2 7.2 Cm 26.0 1.9 25.5 2.0 26.3 1.0 27.1 1.1 26.5 1.3 Ac 29.8 3.9 27.4 4.5 28.7 5.2 30.1 4.0 30.6 4.0 A1 20.0 0.1 20.9 0.2 19.7 0.8 17.9 3.6 22.1 3.3 Ie 39.6 0.9 39.8 5.0 00.1 6.3 00.3 0.3 01.2 0.2 Py 12.8 2.0 11.0 3.0 12.2 3.1 12.1 2.0 12.1 2.5 Fx 8.1 3.7 11.1 3.8 9.3 3.6 6.9 3.1 8. 7 3.6 1 2 3.2 16 16.2 3.5 l6 l6 4 .4 I"Source: California Psychological Inventory. Manual. Palo Alto. Calif- omia: Consulting Psychologists Press. Inc.. 1957. 3’4. Response to items on the Rokeach Dagmatism Scale are shown in Table 63. g: {4__- 6 . m' .1 .‘_.'.._ xi- iii" in :1: . or ,’ ' 1'" t1“ g,_h . ' Mean Standard Deviation Pressetirees iii. 55 27, 7 Postoretirees 141. 10 28. 32 Total 4.37.83 28. 03 69 B. Pro-Retirement lg. Post-gtirement Samples Oily one significant difference was found between pre- and post-retirement samples on the California Psychological Inventory. The difference is behveen the variances on the Wb (Sense of Well- Being) scale.‘I indicating that post-retirees are more variable in their responses than pro-retirees (Table 64). There is also a somewhat consistent tendency for pro-retirees to score above post- retirees on the scales in Class I (See page 41). Table 64. Pre- and Post-Retiree Means and Standard Won CPI Scalu_ i- E-- .q- Mg Pro-retiree Est-retiree m sd m sd Do 32. 0 5. 7 30:5 6. 0 Ca 20. 9 3. 2 20. 3 3. 2 3? 25. 3 5. 2 25. 7 4. 6 Sp 34. 5 6. 3 34. 0 4. 8 Sa 21.1 3. 9 20. 7 3. 3 ib‘ 40. 3 2. 3 39. 1 5. 4 RD 33. 2 4. 1 33. 3 3. 8 SO 38e 2 6e 2 38s 3 3e 8 So 33. 4 6. 2 3“. 1 7. 7 To 24. 6 3. 5 24. 3 4. 2 Ci 21.2 5.5 21.5 6.5 on 26. 6 1. 9 26. 2 1. 9 Ac 29. 6 3. 6 29. 9 4. 1 A1 20. 3 3. 9 19. 7 4. 3 Ie 39. 5 5. 3 39. 7 4. 4 h 12s 5 2e 2 13e 1 1e 8 h 8. O 3. 7 2. 2 3. 6 Fe 12,2 :2. l l g 3. 3 *p5 . 02 No significant differences were found between the pre- and post-retiree samples on the Rokeach Dogmatism Scale (Table 63). C. Eur-eggmigagonal Commigons Mean scale values are shown. by organisation. for the Calif ornia Psychological Inventory in Table 65. No significant 70 differences resulted. Table 65. Means For CPI ScalesI B: Organization 55g; Organization I II III E v Do 33. 5 32. 30. 1 32. 27. 1 Cs 22. 3 21. 3 18. 5 21. 5 19. 0 Sy 27.6 26.6 23.8 26. 5 22.9 8p 34. 6 35. 5 30. 0 37. 4 33. 8 Sa 21. 6 22. 5 18. 4 22. 4 19. 5 no 01. 3 00.0 39.3 39.6 38.1 Re 34.1 34.9 33.9 31.9 31.5 So 37. 3 40. 1 39. 1 38. 1 36.4 So 34. 5 36. 8 35. 3 29. 1 32. 9 To 20. 3 26. 0 23. 5 25. 3 23. 3 Ci 21.9 20.1 23.0 17.5 20.3 Cm 27.1 26. 5 26.3 25.8 26.3 Ac 32. 9 3o. 5 31. l 28. 0 26. 3 Ai 19. 5 21.0 19. 1 19. 5 20. 3 Ie 42. 0 40. 4 39. 8 38. 0 37.9 Py 13. o 12. 6 13. 0 12. 6 12. 5 h 6e 8 8e 7e 1‘ 9e 5 8e 8 Fe 18, 0 12.6 12.3 15, 2 11.0 Means for the Rokeach Dogmatism Scale are shown. by organi- nation. in Table 66. No significant differences resulted. but there appears to be a tendency toward lower dogmatism in Organ- isation II. Table 66, Means for Dogggtism Sggle. g: Organisation Organiggtion Mean IA 1%.5 IB 135.0 Total 136.8 IIA 116.0 IIB 115.3 Total 115.6 IIIA 151.5 IIIB 100.5 Total 106.0 IVA 134.5 IVB 163.0 Total 148.8 v1 132.3 VB 151.8 ____.Tatol_ 13.3.0 71 III. Values (Allport-Vemon-Lindzey: Study of Values. Rokeach Value Scale) A. Description 9_f_ _t_h_9_ Executive M2319. Table 67 shows means and standard deviations for Allport- Vernon-Lindzey value scales compared with comparable data from additional samples. In general. the executive sample tends to be higher on the economic value. lower on the aesthetic. and higher on the religious in relation to the general norms. Table 67. Means and Standard Deviations For Allport-Vernon-Lindsey Value ales Co red 1 Some dditional les Scale Pro- Plus Male Norms“ Southern Bus. Ad. Pgst- Businessmen" Students" m sd m ed an ad I: sd 11100. “Be 02 5e 9 “3e 09 .‘ 37e a: *‘ El. 09 3e E Econe 1+8. 10 6e 9 “2e 05 .. [+50 69 ‘* ”9e 25 7e 7 Aesth. 31. 27 5. 5 35. 72 ‘* 3“. 35 " 32. 53 7. 3 Soc. 35.68 5.8 37.05 ** 36. 24 *9 36.16 6.0 P01. 40. 38 6. 2 43. 22 “ 40. 39 " 45. 68 6. 0 l 41 88 ** 46 2 n 24 8.4 eSource: Allport-Vernon-Lindsey. Manual. w 9; Valueg. Boston: Houghton Hifflin Company. 1960. . l . “These data were not available. Mean ranks for Rokeach's instrumental and terminal values are shown in Tables 68 and 69. respectively. Instrumental values ranked highest by the entire sample were "honest". "responsible". “capable". and "ambitious". Lowest ranked were ”obedient“. "cheer- ful". "polite". and "clean". Terminal values ranked highest were "family security". "self-respect". "sense of accomplishment". and ”freedom". Lowest ranked were "social recognition". "pleasure". "world of beauty". and ”equality". 72 Value antiree Post-re tiree Total Honest 2. 30 3. 70 3.00 Responsible 5. 05 6. 20 5. 63 Capable 5.20 6.05 5. 63 Anbitious 7.65 6.35 7.00 Broadminded 7e9o 7e 05 7e“ Courageous 8. 25 7. 70 7. 98 Forgiving 9.45 3. 80 9.13 $lf- Controlled 10. 05 9. 15 9. 63 Intellectual 9. 85 9. 85 9. 85 Helpful 10. 40 10. 15 10. 28 Logical 10.05 11. 50 10.78 Imaginative 12. 5O 10. 05 ll. 28 Independent 10. 35 12. 20 ll. 28 Loving 10. 30 12. 65 11. 48 Clean 12. 30 1.1. 60 11. 95 Polite 12. 75 11. 65 12. 20 mserful 12. 25 12. 20 12. 23 Obedient 14,35 14. 10 14.2} Table 62I Mean Ranks of Rokeach Terminal Values xalue gmmtiree fist-retiree tal Family Security 3.35 5. . Self-Respect 6. 20 6.00 6.10 Sense of Accomplishment 6. 25 6. 50 6. 38 Freedom 7.00 6.95 6.98 Wisdom 7.90 7.00 7.45 Inner Barmorv 7. 55 8. 70 8. l3 Happiness 8. 55 8. 10 8. 33 World at Peace 9.65 7.80 8.73 True Friendship 9. 00 10. 45 9. 73 Mature Love 10. 00 10. 10 10. 05 National Security 1].. 05 9. 90 10. 48 a Comfortable Life 10. 45 10. 60 10. 53 Salvation 9. 55 ll. 80 10. 68 An Exciting Life 12. 60 9. 35 11. 60 world of Beauty 13. 60 12. 35 12. 98 Pleasure 13. 25 14. 25 13. 75 flog; figcogition 12I 85 14. 75 l}. 80 B. Pro-Ream»:g 1g. Post-fitirement m retiree samples on the Allport-Vernon-mndzey scales. No reliable differences were found between the pre- and post- Of interest. however. is the suggestion of a real difference between the pre- 73 and post-retiree variances on the economic value (Thble 70).‘ Pro-retirees may tend to be slightly more variable. Table 70. Means and Standard Deviations For Allport-Vernon-Lindsay: Study of values §gale Pro-retirees Post-retirees m sd m sd Theoretical 41.90 6.24 44.50 5.50 Economic’ 48.40 8.06 47.85 5.63 Aesthetic 31.05 5.34 31.50 5.7“ 3001‘]. 31’s 70 5e 57 360 65 5e98 Political 39.95 6.65 no. 80 5.73 ggligious 44.00 10.18 39.05 8.75 No dramatic shifts either'in instrumental or terminal values are reflected in the Rokeach scale. Several differences of at least two full mean ranks did appear. however. and these might be suggestive. Among instrumental values. post-retirees ranked both “loving" and "independent" lower'and "imaginative" higher. They also ranked terminal values "family security" and "an exciting life" higher than did pre-retirees (Tables 68 and 69). Ct Igtgrbegganiigtional‘gggpggigggg, No significant interborganisational differences were found ‘with the Allport-Vernon-Lindzey instrument (Table 71). The only thing of interest is a suggestion that the civil service organi- sation might be somewhat higher on the theoretical value and the retailing organisation a bit higher on the economic. Assuming that these are reliable differences. the one in Organization III is most likely a reflection of the prominent amount of professional training of’the executives in it. not of the nature of civil serb vice organisations in general as opposed to commercial organi- “tion'e I"I’§2.05 74 Table 71. Means For Allport-Vernon-Lindzey Scales. 7, _ ._..- __ . _ _ ~ Oranization J _ --__-_.. _ _ _ __ . manigtion eo* Econ. Aesth. fig. 29;. Rel. n 1.25 471.25 36.25 35.25 39.25 IF3775 IE 44. 75 49. 50 29.75 34.00 40. 00 42.00 Total 43. 00 46. 88 33. 00 34. 36 39.36 42.88 37. 25 55. 50 30. 50 30. 00 42. 75 44. 00 42. 00 50. 00 34. 00 36. 50 40. 75 36. 75 Total 39. 63 52. 75 32. 25 33. 25 41.75 40. 33 111 IIB 111‘ 47. 50 46. 25 29. 50 33. 75 3“- 50 48. 50 IIIB 49. 25 46. 75 23. 75 37. 00 40. 00 33. 25 Total 48. 38 46. 50 29. 13 35. 38 37. 2 5 43. 37 IVA 42.00 49.25 27.50 38.00 44.00 39.25 IVB 42.75 44. 50 35.50 36.50 37.25 43.50 Total 42. 38 46. 88 31. 50 37. 25 40. 63 41. 38 VA 41. 50 46. 75 31. 50 36. 50 39. 25 44. 50 v3 42.00 48.50 29.50 39.25 46.00 34.75 Total 41 4 6 0 0 88 42 6 6 *Differences among organisational means": pg .0 5 Tables 72 and 73 present the mean ranks. by organisation. of Rekeach's instrumental and terminal values. respectively. It appears that the five organizations are quite homogeneous in their rankings. No one organization seems to stand out as a deviant and no consistent patterns seem to be present. 75 Table 72. lean ranks of Rokeach Instrumental Values . Win Lino W I; II III er V Honest 2. 75 2. 50 3. 00 1. 75 5. 00 Responsible 5. 38 5. 63 6. 13 5. 25 5. 75 Capable 5.25 3. 50 8.50 6.13 4.75 Ambitious 8. 38 6.25 8. 38 7.13 4. Broadminded 7. 50 5.88 8.13 8.13 7.75 Courageous 8. 38 7. 88 5. 88 7 . 63 10. 13 Forgiving 10. 50 9. 88 7. 38 9. 00 8. 88 Self- Controlled 8.75 11.00 9.00 11.75 7.63 Intel- lectual 8. 00 8. 25 9. 88 12. 00 ll. 13 Helpful 10.13 8. 00 10. 63 9. 63 13.00 Logical 12. 63 10. 38 10. 63 8. 75 11. 50 Imagi- native 13. 75 10. 50 14.13 8.63 9.33 Independ- ent 10.00 14.88 9.88 10. 75 10.88 107138 10.50 11. 50 11.63 10. 63 13.13 Clean ll. 50 12. 13 13. 63 10. 63 11. 88 Polite 12. 63 13.75 9. 25 l3. 13 12. 2 5 Cheerful 9. 50 13. 50 13. 13 13. 63 ll. 38 W .5.1 61 42.13 1.6.38 111.25 Iv. magma-29.0.29. 1. mansion 21 me. ELu" m Table 74 shows the means and standard deviations for the Life- Satisfaetion Index. Part I. Part II. and both parts combined. In addition. comparable data are shown from a study carried out by Neugarten. et al. (1961) in which the Life-atisfaction Index was administered to a sample of 92 males and females. aged 50 to 89. and stratified by socioeconomic status. In all cases. means for the executive sample are substantially higher and standard devi- ations smaller. indicating that the executive sample as a whole displays a relatively high degree of life-satisfaction. as mea- sured by this instrument. Table 73. Moan Ranks of Rokeach Terminal Values 76 Or anization vglue Organization L v I; III 3.! v hmily Security 5.00 3.38 2.63 4.88 6.00 Self- RBBPOOt 5e 63 5e 50 50 50 60 50 7e 38 Sense of Accomplish- ”nt 7e25 5o 63 5088 4038 8075 Freedom 6.63 7.63 6.88 8.25 5.50 Wisdom 8.25 6.50 7.75 6.13 8.63 Inner Harmony 6. 25 7.63 9.00 9.75 8.00 Happiness 7.63 8.75 8.13 7.88 9.25 World at Peace 10.00 9.88 7.50 9.38 6.88 True Friend- ship ll.88 6.25 11.88 12.50 8.88 Mature LOVO 9.63 3.13 11.25 11.75 9.50 National Security 9.25 10.25 9.25 13.25 10.38 a comfort- able Life 10.38 12.38 10.63 11.00 8.25 Salvation 8.88 13.25 8.75 12.13 10.38 An Excit- ing Life 10.63 11.63 12.88 7.25 12.50 Equality 12.88 11.63 11.88 10.75 10.88 Hbrld of Beauty 13.50 13.88 14.25 10.88 12.38 Pleasure 12.50 15.63 13.13 14.00 13.50 Social Recog- nition 14.88 13.13 13.88 13.13 14.00 file 24. fl! and Standard aviations £9; Life-Satisfaction Index Part I Part II Part I'+ Part II m m __jb a sd Pre- 16.10 18.35 1.56 34.775 2.36 Postn 15.35 18.45 2.85 35.80 4.40 Total 15.73 18.40 2.21 35.13 3.38 Neugar- 12.40 15.10 4.70 27.60 6.70 tenI et al** I"Difference between pre- and post- variances: pf .02 ‘*Source: leugarten. G. 1.. Hhvighurst. R. J.. and Tobin. S. S. The Meas- urement of Life-Satisfaction. Journal‘gf’ggrontologz. 1961. 16.134-143. 77 It is interesting to note that the dogmatism measure and life-satisfaction appear to be related. at least as measured by the Life-Satisfaction Index. Part II (r = -.37). Dogmatism and the total life-satisfaction score correlated -.28. which approaches significance. No comparable relation was found between dogmatism and Part I of the Index. however. B. Pre-Retirement‘zg,{Eggfigfletirementa§§gplgg No difference was feund between pre- and post-retiree means on the Life-Satisfaction Index (Table 74). but variances for both 17?, Part II and for the total scores (Part I«+ Part II) were signifi- cantly different‘. indicating that a greater degree of variabil- _ ity exists in the post-retiree sample. i CL laterbogganiggtional Campgrisons Table 75 shows means for the Life-Satisfaction Index. by or- ganization. No significant interberganisational differences appear. Table 75..heans For’Life-Satisfaction Index. _ n a Dr animation “__ Organization rt I Part II 2253;;4t_ggg§_;; Ia 15.75 17.00 32.75 13 15.25 18.25 33.50 Total 15.50 17.63 33.13 111 17.75 18.75 36.50 Total 16.63 19.38 .00 IIIA 16.25 19.25 35.50 IIIB 14.50 17.00 31.50 Tetal 15.38 18.13 33.50 Iva 15.50 17.50 33.00 IVB 16.50 17.00 33.50 Total 16.00 17.25 33.25 VA 15.25 19.25 34. 50 VB 15.00 20.00 35.00 T021 :1213 512- 63 3&- Ii *pé .02 CHAPTER FIVE: DISCUSSION no. £32213 How good is the sample? Is it appropriate and adequate for our purposes? First. there is the possibility that the sampling procedure itself had the effect of artificially homogenizing the post-retiree group. Since it is likely that the post-retirees would feel less obligation to participate in the study simply because a member of their former organ- ization approached them. it is possible that only those who are relatively well-adjusted to retirement. i.e.. those upon whom retirement has had no significant effect. would volunteer to cooperate in the first place. If this were the case. it would have the effect of removing the most interesting cases from the sample. resulting in pre- and post-retiree groups which are more alike in critical respects and obscuring differences which might actually exist in the population. it this point. such a pos- sibility contributes to the ambiguity of negative results. While this study has made no provision for determining what differences. if any. might exist between those who volunteered and those who did not. further studies should take such possible differences into account. The inadequacy pointed out above can contribute to the extent to which the sample is not representative of retiring executives in the or- ganizations included here as well as of retiring executives in general. Consequently. generalizations from this study. including those from the descriptions offered. must be tentative and cautious. But this should be 78 79 the case in any event. There is some reason to believe. however. that the sample does correspond somewhat to the executive population as a whole. Data shown in Tables 62 and 67 agree somewhat more closely with related samples shown than with college student norms in the one case and the general male norms in the other. 11111. these comparisons offer nothing dramatic. they do suggest that our sample of executives is not an entirely improbable and deviant one. An additional problem concerns the extent to which pre- and post- retiree samples are comparable in ways other than those relevant to the study. Apparently. there are differences. some of which are reviewed on pages 61 and 62. The difference between pre- and post- age variances is unfortunate and. in principle at least. it is avoidable. Practical sampling problems in this particular instance. however. made such an out- come rather unavoidable. Other differences appear simply to be reflec- tions of changing social and cultural conditions which apparently can show themselves even within the relatively short period of time repree sented in the difference between pre- and pasta-retiree ages. In general. the differences that do appear do not seem to be particularly relevant ones. assuming that they are real. and there is always the likelihood of getting some by chance in a studv such as this in which so many com- parisons are made. They do point out. however. that it is really in- possible to control such sources of contamination in a study such as this. This is one of the major defects inherent in cross-cultural in- quiries and it can be eliminated only by substantial modification in research design. Is the executive population really a useful one for use .in the study of the general problems of leisure? This sample would seem to indicate 80 that it is: l) Executives as a group do seem to be rather satisfied ‘with their stake in life (Table 74) and this corresponds to earlier findings regarding the executive and job-satisfaction. It still re- mains. however. to determine the extent the degree of life-satisfaction represented here is determined.by the relation of the executive to his Job. 2) is expected. the sample is well-educated; The entire group averaged 15.53 yDars of fermal education and those without extensive formal backgrounds appear to have reached rather comparable levels of general education informally. In any event. the entire sample is of course highly skilled and knowledgeable within its particular areas of competency. 3) The executives. in general. appear to be enjoying good health and the effects of aging appear to be unusually mild in many cases. 4) Finally. while it appears that the sample is in uncommonly good financial condition. in relation to the remainder of the population. it is not universally affluent (Tables 41 and 42). Escgiption 2f t_h_e. Executive Sam While the data provide an interesting and suggestive portrait of this particular generation of oxecutives. one must be careful not to carry conclusions and inferences too far. First. the sort of data availn able here can provide only correlational inferences and. at best. is not capable of an identification of variables which "cause" people to be- come successful executives. Secondly. there are no baseline data from the general pepulation or from other groups within the p0pu1ation with which these data can be compared. While a given characteristic might he possessed by executives. it might be possessed.by other people as well. and to the same extent. 'Without baseline data. one cannot 81 identify those personal and background characteristics which distine~ guish the executive group from others in the culture at large. Finally. a good deal of the data presented here is derived from self-reports. For comparisons with other samples. selfbreport data can be used like any other: a verbal response is no less behavioral. 'With- out validating criteria of some kind. however. self-reports alone can be extremely misleading and are subject to a number of unwanted influ- ences. such as perceived role requirements. interviewer expectations. selective retention processes. etc. Anyone who has seen the same person respond in opposite ways to the same item contained twice at different points within the same psychometric instrument can appreciate these in- adequacies. Nevertheless. there is great value in the longerbrange study of the executive population. Just as there is value in studying any person who is exceptional. either in a constructive or a destructive way. The Amer- ican executive is numerically exceptional. at least. and given the com- petitive conditions of contemporary organisations in the united States. those who somehow manage to find themselves in top-level leadership pos- itions mny'well be psychologically exceptional as well. There is no doubt that the nature of this exceptionality is as yet'by no means clear (For example. most of the sample were near the tops of their school classes. but some academic "disasters" were included as well.). but in a culture that emphasizes competition and achievement as well as material wealth. it is good to continue toward an understanding of those individ- uals who have won the game in all of these areas. Is the major executive different in kind. psychologically. or is he the embodiment of mainstream cultural values. i.e.. Just like everyone else. only more so? At any 82 rate. the general interest of the behavioral scientist in this pepu- lation has a basis in common with his interest in the unusual man of any description. (he might suspect that one's knowledge of the behav- ior of the modal man will remain forever clouded so long as one studies only the modal man. It is fair to assume that an understanding of what psychological processes are capable of producing under extraordinary circumstances might lead to a fuller understanding of the processes themselves and of their typical products. It's interesting and even important to notice that some of the back- ground data in this study support findings which have been typical in areas directly concerned with current socioeconomic problems. such as education. We're usually told that one's chances of getting along well in life are considerably diminished if 1) a parent is missing from the home during childhood and/ or 2) if the family income level is below some critical minimum. Apparently. the absence of a parent deprives the child of some socicemotional support necessary for adequate development and makes coping with life somehow more difficult. in the absence of power- ful compensating influences. In addition. it appears that family income must be sufficient to provide a foundation upon which a stable and healthy family structure can be built and sustained. With either one or both of these disadvantages. the child's likelihood of success is seriously dimp- inished. whatever his desires. whatever his intentions. whatever his op- portunities. Further. the socioeconomic classes in the United States have sub-cultural life styles which distinguish them and the journey from one to another can be a long Journey indeed. While the nation's system certainly does not have built-in prohibitions preventing vertical mobility. 83 hurdles can be too high. so high that nearly no one makes it over the top. ever. So. what about the self-made man? Is there such a species? One of the executives in the sample said. knowingly. "You can only go so far on your own. After that. you've got to have the help of other people or you'll get nowhere." Table 15 indicates that seventy-five percent of the total sample came from families in which both parents were present. Table 13 shows that. while nearly half of the sample (41%) came from homes in which the father's principal occupation was that of semi-skilled or skilled worker (not nearly so exceptimal during the earlier part of the century as in the contemporary econony). only FIVE percent had fathers who were unskilled workers. The point seems to be that certain variables are critical during childhood for making one's later success in life reasonably probable. even for the exceptional man. Not coming from a. solidly uppehmiddle class home was not and presumably still is not a serious handicap in the United States (and that's no real surprise). but coming from too near the bottom. even at a time when lad borers made up a much larger proportion of the labor force than they do now. can be. a devestating one. more is no magic. in interesting difference is found in‘ «Tables 26 and 27 and was dis- cussed above. Apparently. executives. during childhood were substanti- ally more inclined to meet their friends at friends' homes. but much more at their own homes during adulthood. what this means is difficult to say. but the difference is rather dramatic. One might speculate that the ex- ecutive. who places relative emphasis on the economic value (Table 67). also places a high value on symbols of economic status. including those found in the home. Since a relatively large preportion of the sample 84 reported coming from working-class homes. it may have been the case that inferiority feelings related to the home led to a tendency to avoid bring- ing friends into it. Now. however. after success and its symbols have been achieved. there may be a desire to display the fruits of success. It's interesting that executives in general ranked "honest" highest on Rekeach's instrumental scale. Why honesty should take such conspic- uous precedence over other values in the list. including more predictable ones such as "responsible". "capable". and "ambitious". is difficult to say. It is true. however. that the sample also scored relatively higher on the "religious" value on the Allport-Vernon-Lindzey inth (Table 6?). (he could interpret the ranking of "honest” as an expression of the group values of Protestant organizations with which the sample is heavily associated (Table 22). m the other hand. it may reflect exper- ience regarding the utility of honesty in business or life activity or it may be. at least in part. a reaction to the conventional stereotyped businessman image that seems to prevail. or might be perceived to prevail. in the culture. It's also interesting that "obedient" was ranked lowest on the in- strumental scale. This fact. along with the observation that "social recognition" is ranked lowest on the terminal scale. as well as the ob- servation that only twenty-two percent of the sample reported engaging predominately in organisational activities (ll-H. Boy Scouts. student news- papers. etc.) during childhood. suggests that the executive sees himself as a non-confcrmist and. to a large extent. he may be. This would not necessarily conflict with the observations made above in relation to the executive and his friends. His non-conformity might be rather specific to his organisational role. or at least it would not have to be a general 85 trait expressing itself in all situations. If the highly successful executive is something of a maverick. it really should come as no sur- prise. We should not be surprised if he turns out to be different from other people. And since there are very few top-level executives in large organizations. it shouldn't be surprising that he is different from most of the people there either. It may be that the innovative or rebellious man (innovative or rebellious in the right ways) is gradually sifted through to the reigns because of. not in spite of. these characteristics. In fact. it may be that such a man is less suited for service at lower levels than he is at higher levels in the organisation. And it may be that when we think of the Boy Scouts. li—H. etc.. as "building leaders“. we are really thinking about building a sieeable collection of better followers. Pre-Retirement 13. Post-Retirement Samples his stuck provides no compelling evidence that the pre- and post- retirement samples belong to fundamentally different psychological pop- ulations. At least. the differences found here are something less than thrilling. particularly to one who might have assumed that the post- retirement executive is among those who need help. This is not to say that nothing of interest has emerged from the data; however. it may mean that the study of retirement in the executive pepulation should not be placed on the top of the priority list for behavioral research. The whole problem may reduce to this: If the future man of leisure is a great deal like the typical executive in this sample. he should do quite well. To the extent that he is not. he may or may not have difficulties. We are not in a good position for investigating such similarities and differences. 86 In behavioral research. differences which do not reach significance are ambiguous from the interpreter's point of view. They may occur be- cause no real differences exist among parameters or they may occur be- cause of inappropriate or insensitive measuring instruments. It is also true that one is less likely to detect real differences with small samples than with large ones and. if a sample is very small. one may be engaged in a futile exercise. with significant differences only remotely probable whatever the circumstances in the real world. No points can be made re- garding the relation of these realities to this study. First. it is ap- parent that the samples were not so small as to prevent significant dif- ferences from occurring. The difference between pre- and post-retiree mean age. a difference one can be confident really exists in the popu- lation. was significant at the .01 level (Table 33). If differences of comparable magnitude exist among psychological parameters. one should be no less likely to detect them. Secondly. a rather wide variety of measurements were collected in this study. If fundamental and important differences exist. one would expect them to show themselves on at least some of these measures. Pre- dominately negative results. while ambiguous. might still provide at least intuitive reason to believe that massive effects do not occur. Large amounts of uranium might sill exist under our feet. even after several dozen moderately sensitive geiger counters have not detected it. but the most reasonable decision might still be to spend additional time search- ing in a different area. Hindsight might suggest that personality measures would not be par- ticularly valuable in a study such as this. (he shouldn't expect very much or very rapid change in an individual's personality after he has 8? spent sixty years or so developing the one he has. In addition. one shouldn't expect much change in the executive's personality at retire- ment. First. the executive apparently has substantial resources to draw upon for dealing with changed circumstances. Secondly. it may be that retirement does not provide a meaningful challenge to his resources. For example. the route from a remotely located and poor farm family with ten children to one of the most responsible positions in one of our most significant organizations is not a route without its hazards and chal- lenges along the way. Retirement might offer threats which are tame by comparison. In short. one shouldn't expect personality differences as a function of pre- vs. post-retirement status and. for the most part. none were found. But as indicated in an earlier chapter. one would ex.- pect such differences only if the effects of retirement were really quite gross. Negative findings suggest that they are not. As indicated earlier. common observation as well as earlier publi- cations have suggested that executives vary substantially in their re- sponses to the retirement situation. In general. the data in this study support these observations. Post-retiree responses were found to be more variable than pro-retiree responses on the Havighurst Life-Satisfaction Index. Part II (Table 714). This finding is supported by a comparable result on the Wb scale of the California Psychological Inventory (Table 61+). a scale which appears to measure much the sauna characteristic. but in a more indirect manner. mat differences in variances were found on the Life-Satisfaction Index and not differences in means suggests that retirement does have an effect. but that this effect is not simple; it is mediated by some other variable or variables. A fundamental problem for any further research in this area would be to identify these mediators. 88 However. these data have simply provided systematic support for earlier unsystematic observation (which in itself is valuable). We still do not know the extent of the life-satisfaction variability in the popu- lation or the numbers of individual executives involved. Some rather interesting findings resulted when pre- and post-retiree groups were compared with regard to the phenomenology of retirement. Pre- retirees were more likely to report that they had thought about retire- ment before leaving the Job than were post-retirees (Table 53). It may be that the retirement experience brings to light aspects of the situ- ation which are not anticipated beforehand and for which the post-retiree later Judges that his earlier thought and preparation were not sufficient or relevant. In general. expressed attitudes toward retirement were rather pos- itive on the part of both pre- and post-retirees (Table 5i»). but the two groups differed substantially in their relation to early retirement (Table 58). Sixty percent of the pre-retirees indicated that they ex- pected that they might retire early. but only twenty-five percent of the post-retirees reported actually doing so. (he could interpret the in- tentions of the pr-retirees as a reaction to the heavy demands made upon them by their organizational roles. It appears that the effects of such demands are clearly felt. Pro-retirees are less inclined to report that they receive recognition on the Job than are post-retirees in relation to their former Jobs (Table 51). Table ’41 indicates that pro-retirees appear to be more concerned with money after retirement than are post- retirees. The pressures of organizational life may incline the pre- retiree toward getting out early. but uncertainties about conditions after retirement as well as continuing psychological benefits accruing 89 from.the Job serve to delay the action itself. An apparent tendency for pro-retiree scores to be somewhat consistently higher on the Class I CPI scales also suggests the effects of role requirements before re- tirement and a consequent relaxing of related behaviors once the ex- ecutive is "released" from these demands. Interborganizational Differences There is some support for the expectation of'intra-organizational homogeneity and interborganizational heterogeneity of values. Table 70 shows pre-retiree score variances to be greater than those for the post- retirees on four of the six Allport-Vernon-Lindsey value scales. Further. one would suspect that the aesthetic value. one of those which does not follow this trend. might be rather irrelevant in this population ("world of beauty" was ranked third from the botoom on the Rokeach scale) and therefore considerably subject to random variation. No comparable sup- port was provided by the Rokeach value scales. however. The assumption that some inter-organizational differences in exec- utive response might be accounted fer by differences in recruitment pro- cedures. company history. company location. etc.. is given some support in Thbles 60 and 61. Significant differences were found among the five organizations in the amount of formal education completed by executives as'Uell as in the number of years of service in the organization. It appears that one cannot attribute all of any resulting inter-organizational differences to organizational processing alone. Methodology. A word can be said about the particular prOblems of gathering data from an unusually sophisticated and verbal pOpulation. In general. one 90 might suspect that executives are particularly adept at role-playing and that they have probably developed a complicated system of role- related responses for use in dealing with strangers. It is possible that one might never get through these behaviors in an interview ses- sion to responses more typical of the individual himself. It does seem. however. that this problem was at least minimised in this study by the peculiar’nature of the interview topic. While it’s not unusual for the executive to meet and interact'with strangers in his office. it is rather unusual for him to review and discuss his life-history in such a situation. One would suspect. then. that previously established role- related behaviors might be less appropriate and.less likely to occur. At any rate. it didn't appear that this was a particularly troublesome problem.in this instance. Further Study Again. this study can provide only preliminary clues. Additional study must be done if reasonably solid conclusions are to be drawn. This investigation does appear to suggest. however. that retirement is not a problem of major proportions for the executive. Few pre- vs. post- retiree differences did appear and. since so many comparisons were made. one could attribute these to chance. If further study were to be done. however. there are several ways in which it could represent an improve- ment over this investigation. 1) Larger samples should be used in order to provide a greater.likelihood of getting significant differ- ences and in order to allow the investigation of interactions. etc. More organisations as well as 91 more subjects within organizations should.be used. 2) A different sampling procedure should be used. one without the built-in flaw that existed in the one used here and discussed earlier. Or. at least. some procedure should be devised for assessing the extent to which cooperating executives differ from.those who do not cooperate. 3) Further insights could be gained by collecting. not only selfbreport data from the executive. but also the observations of "significant others" in the ex- ecutive's social environment. In addition. more ob- Jective data. such as that from organizational records. could be useful. a) Finally. further study should.be longitudinal. not cross-sectional. Longitudinal studies are usually not done in developmental areas because of the great ammts of time that are usually involved. With the relatively short period of ten years or so that would be involved here. however. such a study would.be practicable. It would be the only way in which all nuisance variables could be controlled. There would remain only the prac- tical decision of whether or not the investment required would be justified by the prdbable yields of such a study. flaming The generation represented by the executives in this sample is a tremendously exciting one. Its lives and careers have seen some of his- tory's most inspiring triumphs as well as its most terrifying threats. It 92 was the ideal generation for its times; its accomplishments have been enormous. But. great as they have been. they simply haven't been enough. Problems of stunning magnitude have been passed to the generations which follow. And while the young have a remarkable record to match. matching it won't be enough either. Contemporary circumstances demand that a great deal more be done if we are even to survive. The younger generations must be even better. But. then. it may be that the retiring generation accomplished so very much because there were no real alternatives. The times demanded that it be done. Optimism isn't out of fashion yet. we can expect changes to occur in the next several years that will dwarf the huge ones which have already occurred in this century. Some significant questions are these: To what extent can man adapt? Is he flexible enough to adjust to the demands of a constantly and rapidly mod- ifying environment? What are the limites to his plasticity? we do not know. But many of the executives in this sample read the news of the successful flight at Kitty Hawk soon after it happened. The same men have also seen July 20. 1969. the end of man's infancy in his life on this planet. LIST OF REFERENCES LIST OF REFERENCES Adorno. T. W.. Frenkel-Brunswik. Else.'1evinson. D. J... and Sandferd. R. N. 11313 Authoritarian Personality. New York: Harper. 1950. Allport. G. Wu Vernon. P. E.. and Lindzey. G. Study of Values. 3rd Edition. Boston: Houghton Mifflin Company. 1965. Beaumont. R. A. and Tower. J. W. Executive gtirement £19.. Effective Man- agement. New York: Industrial Relations Counselors. Inc.. 1963: Bell. H. 11. Youth Tell Eeir Story. Washington. D. 0.: American Youth 00mmission. 1937. Gough. H. G. California Psychological Inventory. Palo Alto. California: Consulting Psychologists Press. Inc.. 1957. Host. C. F.. et a1. :2}; gn_c_l_ Your .193 (Unpublished Research). East Lan- sing: Michigan State University. Department of Psychology. Div- ision of Organizational Research. 1968. New York: Basic Books. 1960 Hall. H. R. Some mservations 931 Executive Retirement. Boston: Harvard University Press. 1953. Hollander. E. P. Principles 9951 Methods 9; Social Pachologz. New York: Oxford University Press. 1967. Hoppock. R. £913. gtisfaction. New York: Harper. 1935. Bull. R. L. and Holstad. A. Morale on the Job. In G. mtson (Ed.). 22!.- ilian Morale. New York: Reynal and Hitchcock. 1942. Keplen. A. 332 Conduct 3; N. San Fransisco: Chandler Publishing Company. 1965. Neugarten. B. I.. Havighurst. R. J.. and Tobin. S. S. The Measurement of Life-Satisfaction. Journal 2;: Gerontolog. 1961. 16. 1314-143. Rokeach. H. The Nature of Attitudes. East Lansing: Michigan State Univer- sity. Department of Psychology. 1966 (Mimeo of paper also ap ar- ing in _‘];n_e_ Eternational Engclofiia 2; _t_l_1_9_ §2cial Sciences . 93 ' 91+ LIST OF REFERENCES (Continued. . . ) . 1113 @en 53d Closed Mind. New York: Basic Books. 1960 . Value Scale. East Lansing: Michigan State University. Depart- ment of PsycholOgy. 1968. Spranger. E. Mes g; M933. Translated from 5th German Edition of EBens- formen by Paul J. W. Pigors. Kalle: Max Niemeyer Verlag. Amer- ican Agent: Stochert-Hafner. Inc.. 31 East 10th St” N. Y. Siper. D. Occupational Level and Job Satisfaction. Journal 9; Applied W. 1939. 23. 547-564. Thorndike. E. 1.. Workers' Satisfactions: Likes and Dislikes of Young People for Their Jobs. chgations. 1935. 13. 704-706. Uhrbrock. R. Attitudes of “.100 Employees. M 2; Social szchologz. 193“. 5. 365-377. myte. W. 151.6. Jr. g3 Organization __Ma_r_;. New York: Simon and Schuster. 19 Witkin. H. A. The Perception of the Upright. Scientific Am_erican. Feb- mryt 1959s APPENDIX A APPENDIX A Latte: g; Qtroduction 3.3 goperating Exegutiveg Dear Mr. Mr. has alerted you regarding your participation in an imporb tant research project undertaken by the Division of Organizational Re- search at Michigan State university. we would like to state briefly the significance of the problem and the relevance of your participation. The Oliver Wendell Holmes Association of New York has directed our atten- tion to a concern for the effective retirement of executives and to the significant implications which the retirement of these key business leaders has for society. Upper-echelon executives are a significant group with valuable experience and highly developed skills from whom a great deal might be learned to the advantage of members of industrial organizations as well as the communities at large. At Michigan State University we are primarily interested in identifying those factors which are significant in predicting effective adjustment before. during. and after retirement. we have launched a research study to be conducted with the assistance and soaperation of top-level exec- utives from several Midwestern corporations such as . ~. . and as well as . Because of your key pos- ition in a representative industry. we are sure you see the significance of the study and the need for systematic collection and analysis of data in this area. The research procedures have proved to be of genuine interest and value to those executives who have already participated in the program. or course. participation is voluntary and all information will be held in strict confidence. The results of the study will be reported only in terms of averages and other means of summary. As an integral part of the research program. Michigan State university and the Oliver Wendell Holmes Association are considering a seminar later in the year at which time the participants would be invited to meet with leading resource people to dis- cuss the findings and their implications. we would like to suggest meeting with you on . The interb view will require approximately an hour and a half of'your time. we will ask you to complete other materials at.your convenience and return them to us. We will call you shortly to determine if this is a convenient time and. if not convenient. to set another time. Mr. Gary Johnson. my Research Associate. and I‘will appreciate your c00peration in this imporh tant project. Sincerely. Garl F. Frost Professor 95 APPENDIX B 3. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. APPENDIX B—l Interview Que stions Did your first full-time job have any unique significance in your industrial career? What were your expectations? How well were they met? How long did you stay? What effect have the following events had on your life and career? a. The Economic Depression(s) b. World War I c. World War II d. Technological Breakthroughs e. The Space Age What do you see as the high point in your career? What significant successes in your industrial career do you see as particularly significant? Failures? How have these affected your career? Your life? What sources of recognition did you have early in your life and career? Late? Inside your organization? Outside your organization? Has your educational training had any unique significance in your in- dustrial career? How has your physical health affected your career? Your retirement? Has your wife had any unique significance in your career? What do you see as the most important event or experience in your career? Why? What do you see as the most significant personal incident or development in your life? mo have been the most significant peOple in your career? Why? Who have been the most significant people in your life? Why? Do you think that your most satisfying experiences have already occurred or are likely to occur in the future? What essential lessons or experiences have (will have) had meaning or usefulness after retirement? How do you expect that retirement will differ from your present life (re: time available. health. work. leisure. relationship with family. with friends. etc. )? How does retirement differ from your previous life? . How much thought have you given (did you give) to retirement? What provisions have you made (did you make) for retirement? 96 APPENDIX B-2 greer Summag fleet Please answer the following background and experience questions by writing in the apprOpriate information: Name: Date of Birth: Month Year Place of Birth: City State Job Title: __ How long have you been employed with the company? Years List the different jobs you held since you were eighteen years old: Job Title 92312551 Date; Reasons :3}; gangs In what country was your father born? In what country was your mother born? What is your religious preference? 9? APPENDIX B-3 Rokeach Value Scale germinal Values Below is a list of 18 values arranged in alphabetical order. We are in- terested in finding out the relative importance of these values for you. Study the list carefully. Then. place a _1_ next to the value which is most important for YOU: place a _2_ next to the value which is second most impor- tant to you. etc. The value which is least important. relative to the others. should be ranked 9:5,. When you have completed ranking all of the values. go back and check over your list. Please take all the time you need to think about this. so that the end result is a true representation of YOUR values. A COMFORTABLE LIFE (a prosperous life) AN EXCITING LIFE (a stimulating. active life) A QISE OF ACCOMPLISPMENT (lasting contribution) A WORLD AT PEACE (free of war and conflict) EQUALITY (brotherhood. equal opportunity for all) A WORLD OF BEAUTY (beauty of nature and the arts) FAMILY SECURITY (taking care of loved ones) FREEDOM (independence. free choice) HAPPINESS (contentedness) INNER HARMONY (freedom from inner conflict) MATURE LOVE (sexual and spiritual intimacy) NATIONAL SECURITY (protection from attack) PLEASURE (an enjoyable. leisurely life) ___SALVATI(N (saved. eternal life) ___SELF-RESPECT (self-esteem) ____SOCIAL RECOGNITION (respect. admiration) ____TRUE FRIENDSHIP (close companionship) _____WISDOM (a mature understanding of life) 98 99 lastrumenial 1:92.122 Below is a list of another 18 values. Rank these in order of importance in the same way you ranked the first list on the preceding page. ____AMBITIOUS (hard-working. aspiring) __BROAWLINDED (Open-minded) _____CAPABLE (competent. effective) “CHEERFUL (lighthearted. joyful) ___CLEAN (neat. tidy) ___OOU'RAGEOUS (standing up for your beliefs) ___FORGIVING (willing to pardon others) HELPFUL (working for the welfare of others) HONEST (sincere. truthful) IMAGINATIVE (daring. creative) INDEPENDENT (self-reliant. self-sufficient). mTEILECTUAL (intelligent. reflective) LOGICAL (consistent. rational) LOVING (affectionate. tender) OBEDIENT (dutiml. respectful) POLI'I'E (courteous. well-mannered) RESPONSIBLE (dependable. reliable) -CONTROLLED (restrained. self-disciplined) Dill Below is a list of statements. APPENDIX B-h Life-Sgtisfaction Index Please indicate whether you agree or disagree with each one by placing a check on the appropriate line. Agree Disagree As I.grow older. things seem better than I thought they would‘be. I have gotten more of the breaks in life than most of the people I know. This is the dreariest time of my life. RU'life could be happier than it is now. These are the best years of my life. Most of the things I do are boring or monotonous. I expect some interesting and pleasant things to happen to me in the future. The things I do are as interesting to me as they ever were. I feel old and somewhat tired. I feel my age. but it does not bother me. As I look back on my'life. I am fairly well satisfied. I would not change my past life even if I could. Compared to other people my age. I make a good appearance. Compared to other people my age. I've made a lot of foolish decisions in my life. I have made plans for things I'll be going to do a month or a year from.now. When I think back over my life. I didn't get most of the important things I wanted. Compared to other people. I get down in the dumps too often. I've gotten pretty much what I expected out of life. In spite of what some people say. the lot of the average man is getting worse. not better. 100 lOl Pang Would you please comment freely in answer to the following questions? 1. 2. 3. it. 5. What are the best things about being the age you are now? What do you think you will be doing five years from now? How do you expect things will be different from the way they are now in your life? What is the most important thing in your life right now? How happy would you say you are right now. compared with the earlier periods of your life? ‘ Do you every worry about your ability to do what people expect of you. to meet the demands that pe0ple make on you? If you could do anything you pleased. in what part of the world would you most like to live? Here are several questions. In each case. indicate your answer by placing a check after the appropriate word or phrase. I. 2. 3. How often do you find yourself feeling lonely? Never __ Hardly ever __ Sometimes __ Fairly often __ Very often __ How often do you feel there is no point in living? Never __ Hardly ever __ Sometimes __ Fairly often __ Very often __ Do you wish you could see more of your close friends than you do or would you like more time to yourself? Wish could see more __ More time to self __ Okay as it is __ How much unhappiness would you say you find in your life today? A good deal __ Some __ Almost none __ As you get older. would you say things seem to be better or worse than you thought they would be? Better __ Worse __ About what I expected __ How satisfied would you say you are with your way of life? Very satisfied __ Fairly satisfied __ Not very satisfied __ APPENDIX B-5 Background 29g Information Inventogg Instructions: Please circle the letter of the alternative which is apprOp- riate. 1. 3. 5. In what part of the country did you live most of the time before you were 18? a. The Northeast b. The South c. The Middle West d. The Pacific Coast e. Outside the United States The place in which you spent the most time during your early life was: ‘0 Farm b. Town of less than 2.000 c. Town of 2.000 or more. but less than 10.000 d. City of 10.000 to 100.000 e. City larger than 100,000 In what section of town did your family live longest while you were growing up? a. Lived in one of the most exclusive sections of town b. Lived in a good but not the best section c. Lived in an average section of town d. Lived in one of the poorer sections of town e. Lived in a rural area In how many different cities. towns. or townships have you lived? In what type of community are you now living? a. In the country b. Town of less than 2.000 c. Town of 2.000 or more but less than 10,000 d. City of 10.000 to 100.000 e. City larger than 100.000 In your home town. what was the main source of income? a. Agriculture. dairy. etc. b. Industry or manufacturing c. Wholesale. retail. or tourist trade d. Petroleum or mining e. Diversified 102 7. 9. 10. 13. 103 In what size city would you prefer to live? a. Rural or country . b. 5.000 or less 0. 5.000 to 50.000 d. 50.000 to 200.000 e. 200.000 or more What kind of school did you attend between the ages of 12 and 18? a. Military b. Private or parochial c. Public d. vocational and trade e. Did not attend school What is your present marital status? ‘0 Single A b. married. no children c. Married. one or more children d.‘Widowed e. Separated or divorced H w many persons (not including yourself) are dependent upon you for all or most of their support? a. None b. l o. 2 or 3 d. # or 5 e. More than 5 Did.your parents live tOgether all the time you were growing up? Ce Yes b. No. because one died c. No. because they both died d. No. because they separated e. No, because they were divorced Under usual conditions. how often do you attend religious services? a. Twice or more a week b. Every week 0. (hoe or twice a month d. On special occasions (such as Easter) e. Do not attend services Religion in your home was considered as: a. An essential part of home life b. One of several factors which were important c. A relatively unimportant factor d. Something to be left out of our family life 0. One's own business 14. 15. 16. 17. 19. 20. 104 How did you and your parents feel on the matter of religion? a. Wore in close agreement b. Usually felt the same on important matters c. Disagreed on most important matters d. Disagreed completely As a young man. were you any of the following? a. A church member and active in church activities b. A nominal church member c. A religious rebel d. A non-churchmen without any great religious conviction e. None of the above Do you feel that your financial resources for'your retirement years are a. extremely adequate b. quite adequate 0. average d. quite inadequate e. extremely inadequate How often do you drink beer. wine. or liquor? a. Never b. Daily c. Weekly dh Monthly e. very few times a year What do you feel has been your major accomplishment. outside or work? a. Fhmily'activities b. Community activities c. Development of yourself d. Development of your social activities 0. Something else What is your attitude toward gambling? a. It is stupid b. It is morally wrong c. It is exciting d. It is a good recreation e. YOu can take it or leave it To what extent are you still friendly with the people you knew in school? ‘0 NOt ital]. b. Friendly with a few of them. on rare occasions c. Fr1end1y with some. but see them irregularly. d. See some regularly e. Close friends to quite a few 21. 22. 23. 24. 25. 26. 27. 105 Where do you and your friends get together most often? a. At your home . b. At a friend's home 0. At a church or club d. At a theatre. restaurant. or other public place When you‘were growing up. about how many books were around the house? a. A large library b. Several bookcases full Co 01. bOOkO.“ full d. A few books e. Only a few children's books As a youngster. how did you "let off steam" when you were angry? b. By kicking or throwing something o. By swearing d. By talking it over with someone e. You didn'tn-you tried to hide your feelings What kind of an upbringing did you have? a. Strict but fair b. Strict but unfair c. Inconsistent db Not very strict e. Almost no discipline Who made the major decisions in your family? a. Your mother be Your f‘thar c. Some other person d. Discussion and common agreement e. Some other method During your teens. your parents encouraged you to a. Choose friends carefully b. Continue your education o. Read good literature d. Save money e. None of these During your grammar and/or high school days. in which type of activity did you participate the most? a. Sandplot games . b. Boy Scouts. 4.3 Clubs. FFA or YMCA c. Student government. school politics d. Student paper. science clubs e. Worked or studied most of the time and did not participate 28. 30. 31. 32. 33. 106 When you were in school (grade or high). where did.you friends most often get together? a. At a friend's home b. At a club. dance hall. or public building c. At your home d. At the corner e. At church activities What type of housing do you live in? a. Rented apartment b. Rented house c. Own house d. Co-Op apartment e. Live with relatives. etc. If you were to suddenly inherit $50,000 tax free. what would you do with the largest share of it? a. Pay off a mortgage b. Put it in a savings account c. Buy a new’car or a new house or make some other major purchase d. Thke a vacation trip out of the country s. Invest in "blue-chip" stocks or bonds f. Invest in more speculative stocks or'bonds 3. Some combination of the above be M't know What factors most influenced what you wanted to do as an occupation? a. Family b. Expected income c. Friends d. Job opportunities e. Counselors f. Training opportunities g. Desire to aid humanity h. Accomplishment of an ideal in work i. A person you admired What was your father's chief occupation? a. Uhskilled worker b. Semi-skilled.worker or skilled worker 0. Sales or office work d. Supervisory work e. Sub-professional (bookkeeper. pharmacist. draftsman. etc.) 1‘. Scientist (geologist. engineer. chemist. etc.) 3. Professional (lawyer. physician. teacher. etc.) h. Businessman 1. Executive or large business or industry How many years of school have you completed? (circle the highest grade completed) 6 or less 7 8 9 10 ll 12 Some College College Graduate Work How many years of school did your father complete? (circle highest grade) 6 or less 7 8 9 10 ll 12 Some College College Graduate work 107 35. How many years of school did your mother complete? (circle highest grade) 6 or less 7 8 9 10 ll 12 Some College College Graduate Work HICHIGQN STQTE UNIV. LIBRQR ll lllll II llllllllllllllllllll “I “I‘ll lllllllllllll 31293100581812