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Selected Factors Influencing
Perceptions of Dress And
Attributions in Occupational
Story-Situations

presented by

Mary Elizabeth Cope

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APR 13 199

from circulation records

 

SELECTED FACTORS INFLUENCING
PERCEPTIONS OF DRESS AND
ATTRIBUTIONS IN OCCUPATIONAL
STORY-SITUATIONS

By
Mary Elizabeth Cope

A THESIS

Submitted to
Michigan State University
in partial fulfillment of the requirements
for the degree of

MASTER OF ARTS
Department of Human Environment and Design

1980

ABSTRACT

SELECTED FACTORS INFLUENCING PERCEPTIONS OR DRESS
AND ATTRIBUTIONS IN OCCUPATIONAL STORY-SITUATIONS

By
Mary Elizabeth Cope

The object of this study was to examine the effects
of selected occupational experiences on an individual's
perceptions of dress and attributions in hypothetical
story-situations.

The sample composed of husband/wife pairs, with at
least one school age child residing with them, consisted
of 214 men and 222 women. The data were collected in
a self-administered questionnaire which included two
occupational story-situations revolving around a main
character and his/her appearance and clothing.

Discriminant function analysis revealed that personal
clothing attitudes, occupational appearance requirements,
occupational prestige and age were significant factors
influencing perceptions of appearance/clothing saliency
and attributions to key person and situation. Although,
additional analysis did not support relationships be-
tween the two variables of employment status and three
occupational classifications and perceptions of appear-
ance/clothing saliency or attributions in hypothetical

story-situations.

ACKNOWLEDGMENTS

The author wishes to acknowledge several individuals
who provided the guidance and encouragement that is
necessary for such an undertaking.,to Dr. Ann Slocum,
my advisor, for her continual assistance throughout this
entire project., to my committee members Dr. Witter,

Dr. Sontag and Dr. Miller for their interest and helpful
suggestions., to Jan Vredevoogd for the countless hours
she spent as my statistical consultant., to fellow grad-
uate students and members of the Quality of Life Research
Team for their assistance in data coding., and especially
to my mother and father who provided me with the incentive

to succeed in my endeavours.

ii

TABLE OF CONTENTS

LIST OF TABLES
Chapter

1. Introduction to the Study
Statement of the Problem
Definition of Terms
Hypotheses
Assumptions
Limitations
Review of Literature

2. Conceptual Framework
Summary

3. Methodology
Description of the Instrument
Data Collection
Description of the Story-Situations
Description of Measures
Comparisons of Respondents by Set-Type
Hypotheses Testing

4. Results and Discussion
Description of the Sample
Comparison of Story-Situations
Testing of Saliency and Attribution
Hypotheses for Men and Women

5. Summary and Conclusions
Conclusions by Major Hypotheses
Discussion of Results
Limitations of the Findings
Suggestions for Further Study

APPENDICES

A. Portion of Quality of Life Questionnaire
Used in this Study

iii

98

Page

B. Interviewer Procedures and Forms Used

in the Field 107
C. Coding Procedures for Selected Responses
to Story-Situations 112
D. Coding Procedure for Formality of
Occupational Dress 115
BIBLIOGRAPHY ll6

iv

TABLE
1.

2
3
4.
5
6
7

10.

ll.
12.
13.

14.

LIST OF TABLES

Description of the Questionnaire Sets
Age of the Respondents

Educational Background of Respondents
Employment Status of Respondents
Classification of Main Occupation
1977 Income of Respondents

Appearance/Clothing Saliency Dimension for
the Two Story-Situations

Number of Attributions in Each Story-
Situation

Pearson Product Moment Correlations of
Independent Variables for Men

Pearson Product Moment Correlations of
Independent Variables for Employed Women

Discriminant Analysis of Appearance/
Clothing Saliency for Men in Construction
Worker Story-Situation

Discriminant Analysis of Appearance/
Clothing Saliency for Women in Construction
Worker Story-Situation

Discriminant Analysis of Appearance/
Clothing Saliency for Men in Typist Story-
Situation

Discriminant Analysis of Attributions to
Situation for Men in the Construction
Worker Story-Situation

Page
28
44
45
46

47

SO

51

56

S8

61

64

67

71

TABLE Page

15. Discriminant Analysis of Attributions to
Situation for Women in Construction Worker
Story-Situation 73

16. Discriminant Analysis of Attributions to
Typist for Men in Typist Story-Situation 76

17. Discriminant Analysis of Attributions to
Situation for Men in Typist Story-Situation 78

18. Discriminant Analysis of Attributions to
Situation for Women in Typist Story-Situation 79

19. Spearman Rank Order Correlations of
Occupation and Dependent Variables 82

20. Summary of Discriminant Analysis 87

vi

CHAPTER 1

INTRODUCTION TO THE STUDY

For centuries, individuals have understood the
importance of acquiring a skill or trade that could be-
come their occupation. In our modern world, with today's
social mobility, people can aspire to almost any career
or professional endeavour. The choice is left open for
people to decide for themselves. Career objectives are
usually set during the later years of formal schooling
or thereafter. Learning an occupation is one of the
greatest demands on an individual as s/he becomes an
adult. (Clausen, 1968). The experiences of a child
cannot prepare her/him for all of her/his adult roles.
Brim (1966, p. 18) stated that

society demands that the individual meet

these changed expectations, and demands

that he alter his personality and be-

havior to make room in his life for newly

significant persons such as his family

members, his teachers, his employers and

his colleagues at work.

Socialization itself involves the acquisition of
knowledge, skills and dispositions that prepare indi-

viduals to function as members of a society. The pro-

cess of occupational socialization begins as a person

2
commences formal job preparation, such as coursework
or internships. Occupational socialization involves the
passage of an individual from outsider to newcomer to
insider within a company. A series of stages appear to
exist beginning with recruitment and entry and concluding
with acceptance of the newcomer. "One way organizations
can match newcomers with the work environment is through
socialization, such as changing the person's role expec-
tations, skills, or motivation” (Wanous, 1980, p. 190).
In the occupational setting, the worker acquires standards
that help to define appropriate behavior. As the worker
passes through the socialization process, appropriate
norms are internalized. Along with other employees s/he
begins to share a set of attitudes and beliefs, which
when combined form the worker's occupational identity.

. Occupations are performed in a

social context that is characterized by

both general norms, common to the world

of work, and more particular rules of

conduct applicable to distinct occupa-

tions or occupational categories.

(Moore, 1969, p. 887).

Specific dress expectations constitute one of the
norms internalized in the socialization process. Within
each occupation, there are written or understood rules
concerning the apprOpriate mode of dress. As employees
learn their occupational role, they become aware of the

appearance requirements expected by members of their

occupation. Distinct levels of formality concerning

3
clothing and appearance become apparent to the indi-
vidual. Employees realize what modes of dress are
acceptable within their occupational environment,
whether it is white or blue collar. Throughout this
process, people develop attitudes toward occupational
dress. Employees connect a mode of dress with role

expectations for that position.

Statement of the Problem

 

This study focuses on examining the effects of the
experience of an occupation on an individual's percep-
tions and the attributions s/he would make in an occupa-
tional setting. More specifically, it centers on
examining whether an individual's perceptions and attri-
butions are related to occupational appearance require-
ments and formality of occupational dress. It revolves
around two occupational story-situations in which the
respondent is presented with a character dressed in both
normal and deviant work attire.

It is felt that the importance of clothing as per-
ceived by the respondents and their reactions to its use
in the situations is due in part to their own dress
expectations. Occupational socialization introduces
these formal and informal rules regarding appearance
and clothing. This study will contribute to our present

knowledge of the perceptions of clothing in the

4
occupational setting. It will increase our comprehension
of person perception and attribution theory as it relates
to appearance and clothing. It will provide a basis for
understanding several of the factors that influence the
observer's perceptions and attributions.

The objectives of this study were to:

1. Examine the perceptions and attributions of men
and women upon exposure to selected occupational story-
situations.

2. Examine the selected factors affecting an
individual's perceptions of clothing in the story-
situations.

3. Examine the selected factors affecting an

individual's attributions in the story-situations.

Definitions of Terms

 

Attributions - the act of assigning to an individual,

 

group or the environment; an explanation for a person's
behavior after exposure to descriptions of that person's
actions. In this study, the attributions are classified
as those directed toward the key person (self), which
are internal, and those directed toward others and the
situation. These are external. Attributions often

take the form of dispositions, personality traits and

abilities.

5

Person Perception - the manner in which an indi-

 

vidual views and judges another individual and his
behavior within a situation.

Causal - the assignment of responsibility for an
act of behavior.

Personal Clothing Constructs - an individual's own

 

views and attitudes toward dress eXpectations in the
occupational setting.

Formality of Occppational Dress — an individual's

 

own attire on a normal work day, measured by the level
of formality of the clothing.

Occupational Appearance Requirements - the number

 

of appearance requirements expected by the employer.

Appearance/Clothing Saliency - this refers to the

 

degree of importance an individual attaches to appearance
and clothing in the story-situation.

Occupation - the type of employment in which the

 

respondent is currently engaged.

Employment Status - this refers to whether the

 

respondent is currently employed in an occupation, in-
cluding those on temporary layoffs, strikes or sick

leave.

Hypotheses and Research Question

 

1. An individual's personal clothing constructs,

formality of occupational dress, and occupational

6
appearance requirements will influence his/her per-
ceptions of the saliency of appearance and clothing
in the story-situation.

2. An individual's personal clothing constructs,
formality of occupational dress and occupational appear-
ance requirements will influence his/her attributions
in the story-situations.

3. An individual's occupation will influence his/
her perceptions and attributions in the story-situation.

4. A female individual's employment status will
influence her perceptions and attributions in the story-
situations.

Additionally, the following research question was
asked.

1. Will the demographic variables, age, educational
level, personal income, occupational prestige and wearing
of a uniform influence an individual's perceptions of
dress and his/her attributions in the occupational story-

situations.

Assumptions

 

1. It is assumed that the respondents took the role
of the character when directed to do so in each story-
situation.

2. It is assumed that the respondent was freely

motivated to express thoughtful accurate responses.

7

Limitations

 

l. The brevity of the responses limited interpre-
tations of the data. Additional information might have
been obtained through probing if the data had been
collected by interview.

2. The views of the respondent may have been in-
fluenced by previous mentions of appearance and clothing

within the questionnaire.

Review of the Literature

 

This portion of the chapter contains a review of
relevant research concerningthe influepge of dress in
perception and impression formation and also the influence

of dress in the occupational setting.

Percgption and Dress

 

Research findings by Douty (1963) indicate that
clothing can be viewed as an intimate part of a person's
perceptual field with a potential for affecting impressions
of the person. A person's clothing can give the viewer
an immediate impression in an initial encounter or
throughout interaction.

Hamid (1969) was concerned with the effects of
clothing in impression formation. He felt that dress
functioned as cues for the classification or categoriza-
tion of individuals. It was thought that actions and

activities can be attributed to people in different modes

8
of dress. Hamid was attempting to determine whether
variances in the perceptions of others were affected
by the clothing worn. He found that dress effects
depended on sex stereotypes and that dress is an
important cue in sex stereotyping.

In a later study, Hamid (1972) reports that dress
acts as a stimulus cue for role differentiation and
personality typing. His study examined the effects of
dress manipulations on judgments. Facial makeup and
glasses were manipulated to test their effects on obser-
vational accuracy, perception and impression formation.
Female observers were found to have greater accuracy
than men in terms of their perceptions. This was thought
to be due to a greater cue dependency exhibited by females.
Men, on the other hand, exhibited extreme differences in
ratings. One interesting finding was that only a few
subjects mentioned glasses, and no one referred to the
makeup as influencing factors in their impressions. Ob-
servers failed to recognize that these dress cues aided
in the formation of their impressions.

The power of dress recently received more prominence

when John T. Molloy published his books, Dress for Success

 

and The Woman's Dress for Success Book. According to

 

Molloy, the way we dress has remarkable impact on the
people we meet professionally or socially and greatly

affects how they treat us. (Molloy, 1975). A study by

9
Conner, Peters and Nagasawa (1975) stresses the impor-
tance of clothing in the formation of first impressions.
They found that clothing has a greater effect on the
formation of social impressions that the person does.

The influence of clothing style differences on
impressions of sociability were studied by Johnson,
Nagasawa and Peters (1977). The subjects, male and
female college students, were presented with photo-
graphs of a female in costumes classified as in-fashion
and out-of-fashion. Their findings indicate that clothing
style had a significant influence on the impression of
sociability. In-fashion styles of clothing created
strong impressions of sociability.

A study by Buckley and Roach (1974) examined the
use of clothing as a communicator of social and political
attitudes. They found that the type of clothing worn by
an individual can symbolize his social and political
attitudes. Subjects reported preferring clothing that
they perceived to communicate social and political
attitudes much like their own; and they indicated that

they would feel good in this type of clothing./

Dress in the Occupational Setting
Kelley, Good, and Walter (1974) studied the rela-

tionship between adolescent's perceptions of appearance

10

and dress and the role they play in occupations. They
found that adolescents were aware of the practical
functions of clothing, as well as its use as an instru-
ment to be manipulated in impressions. Even as adoles-
cents, they were aware of the general types of clothing
suitable for each occupation.

Wood (1977) formulated several theories about uni-
forms and role relationships. ”Uniforms thus relates
the persons to each other and defines appropriate ways
of behaving: it also differentiates the wearer from
others" (Wood, 1977, p. 143). In day-to-day interaction,
one finds that if a uniform is worn, persons act towards
him on the basis of the actions they think appropriate
to the role signified by the uniform, rather than on the
basis of personal characteristics. Riemer (1977) studied
the occupational socialization of journeymen electricians.
He examined the manner in which newcomers tended to adopt
the use of tools, costumes and electrical jargon. Basi-
cally, newcomers tended to carry new tools, and usually
more tools than were necessary on the job. As they
gained experience they only carried the tools necessary
for each job.

The relevance of clothing in an occupational
setting was originally studied by Form and Stone (1955).

They assert that

11
even in occupations where clothing is
thought to have only a functional role,
the way one dresses may have a far
reaching effect on his future even

though he is totally unaware of these
consequences (Form and Stone, 1955,

p. 7).
Members of different professions were found to have diverse
attitudes toward the use of occupational dress. Form and
Stone state that manual workers and office personnel view
clothing as having different purposes. Manual workers
were thought to use clothing for protection, while
office personnel perceived clothing as a symbol to be
manipulated to convey impressions. Workers in different
occupational groups also tended to display conformity to
different dress expectations.

If norms governing work dress are violated,

white collar workers are more concerned

with responses of audiences which are

large, impersonal and loosely organized;

while manual workers are most concerned

with the response of their immediate

work group (Form and Stone, 1955, p. 35).
It would appear that white collar workers use occupa-
tional clothing to project images to the general public
and clientele, etc. They also found that those workers
who attach little importance to their clothing will
expect others to attach the same importance to clothing.
(Form and Stone, 1955).

The Form and Stone study (1955) was the first to

utilize the story-situation of the typist to examine

12
individuals reactions to occupational dress. They
asked the respondents to analyze the actions of Elsie,
the typist, her work associates and the office
manager. They found that

those who place low importance on

clothing are more inclined to blame

the office manager for the condition,

while those who feel clothes are

important blame the other workers

for not dressing better (Form and

Stone, 1955, p. 45).

In a study of the influence of clothing on hiring
agents' judgments of an applicant, Godfrey (1965) found
that male and female hiring agents respond differently
to the influence of clothing in judging an applicant.

An individual's external personal qualities, which in-
cluded appearance and clothing, were the second most
important job hiring criterion. In another study by
Jones (1972) hiring agents' perceptions of appearance
norms were examined. She looked at the effects of these
perceptions in the interview and the daily work situation.
Jones concluded that hiring agents consider skills, job
experience, personality and appearance in their evaluation
of applicants during the interview. She also found that
some individual respondents used appearance as an indi-
cator of general ability to handle the job. A later
study by Nelson (1975) investigated differences in the

executive secretaries' perceptions of the importance

13
their occupational clothing plays in their job per-
formances and the appearance norms which they believe to
be appropriate for their occupational roles. Nelson
found that the majority of executive secretaries be-
lieved that adherence to appearance norms was a factor
in job retention and promotion.

A recent study by Ketch (1979) examined men's per-
ceptions of sex roles and dress in a hypothetical occupa-
tional setting. It also revolved around a character
dressed out-of-role. This study revealed that as clothing
became more salient for an individual, the approval of
the character in out-of—role dress in the situation de-
creased. An increase in clothing saliency was associated
with increasing negative sanctions toward the character
dressed out-of-role. Ketch concluded that further analysis
of appearance and clothing in the occupational setting
could be done utilizing experiential variables such as

attitudinal clothing variables.

Summar;

Clofhing appears to function as a perceptual cue
thereby affecting impressions. It can signal sociability,
or social and political attitudes. Clothing affects the
way people treat us when it acts as a stimulus for the

categorization of an individual. Observers are not

l4
always aware of clothing as a perceptual cue, although
perhaps women are more aware of it than men.

Occupational clothing is used as tool to differen-
tiate workers, socialize individuals and define roles.
Members of different occupations use clothing in differ-
ent manners due to the dress expectations of their
position.

Several studies emphasized the importance of clothing
in the interview situation. Appearance and clothing seem
to be considered important in terms of job hiring criteria.
Clothing was perceived by some to be a factor in job
retention and promotion. Therefore, it can be concluded
that appearancetand clothing affect perceptions of an
individual and the actions of others toward that

individual.

CHAPTER 2

CONCEPTUAL FRAMEWORK

In order to develop the conceptual framework it
becomes necessary to xplain how an individual makes
sense of the actions of others. How do people make
judgments concerning the behaviors of the characters
in the story-situations? What factors within observers
influence their understanding of the situation? Social
perception and attribution theory were chosen as the
background for explaining these phenomena.

Early work in attribution theory and person per-
ception can be traced back to Fritz Heider (1958).

Heider believed that direct impressions of another person
lead to the assignment of dispositional characteristics.
To Heider, dispositional characteristics are stable be-
haviors that make the world more predictable and control-
lable.

According to Secord and Backman (1964) even though
a perceiver does not actually witness an individual's
actions, s/he can frequently infer an underlying dis-
position to the individual from knowledge to the effects

of the act. Perceivers may seek a single salient

15

l6
explanation for an act they have observed. Part of
the explanation may include assigning traits or
characteristics to an individual with regard to the
observed act. In this case, the perceiver reads into
the cues drawing his own inferences about the person and
the situation as presented. In addition, it is clear
that people can arrive at some evaluation of another
person from almost any data, and that they do so with a
high degree of consensus. (Taguiri, 1969). When faced
with such minimal information as a few descriptive words,
a photographed appearance, or expressive gesture and
instructed to come up with an impression, the perceiver
is likely to use reason and imagination in order to
satisfy the xperimenter. (Secord and Backman, 1964).
Different responses from perceivers are the result of
their variety of backgrounds and experiences.

In day-to-day interaction, one must assess peOple
and respond to them. The judgment process of assessment
involves perception of the individual and his behavior.
In brief meetings, the perceiver doesn't have sufficient
time to encode all the elements of the stimulus person.
S/he tends to group a few traits and places the individual
in a category. In some instances, the perceiver is
presented with the categorical information of the person's

occupation. Since the other information is minimal, such

l7
knowledge will strongly affect her/his perceptions.
(Secord and Backman, 1964). Perceivers are likely to
attempt to stereotype persons by assigning them member-
ship in categories. Individuals hold expectations re-
garding peoples attitudes and behavior depending on their
position and role. Secord and Backman note that the role
assumed will affect the categorization and the traits
attributed. We expect the individual to possess and
exhibit all the attributes belonging to that category.

In early experiences, an individual learns what to
associate with each category. A perceiver can rely on
his own experiences in judging another's states and
intentions. (Taguiri, 1969). Strong prior attitudes
guide an individual as s/he attempts to provide standards
or frames of reference for understanding the world.
Therefore, attitudes directly affect an observer's per-
ceptions and attributions toward an individual.

Attitudes are derived from various factors. Per-
sonal experience appears to have some influence on their
developments. Hollander (1971) contends that attitudes
are acquired through socialization and reflect cultural
and societal influences. Attitudes are learned and
remain with an individual as a direct result of previous
social interactions. Hollander states that attitudes

"help to account for individual differences in reactions

18
to similar circumstances" (Hollander, 1971, p. 148).
According to Fishbein (1973) we learn to associate many
different characteristics, qualities and attributes with
a given object and each of these beliefs affect our over-
all feeling about an object. It is thought that only
a few salient beliefs serve as primary determinants of
an attitude.

It is supposed that the individual develops attitudes
toward occupational clothing at the stage when s/he inter-
nalizes job norms in the socialization process. This
process appears to begin formally when an individual
starts his first job training. An individual's own
occupational dress and that of his co-workers provide
a basis that is utilized for understanding the appropri-
ateness of certain modes of dress.

The occupational dress of an employee as guided by
dress codes or normative expectations, constitutes por-
tions of that individual's experiences with clothing.
These experiences contribute to the development of atti-
tudes that a person holds toward appearance and clothing
in the occupational setting.

Attitudes act as motivating forces to exert control
on a person's actions and behavior. According to McGuire
(1969), attitudinal selectivity is imposed on perceptions,

determining the manner in which a stimulus situation is

l9
labelled by an individual. He divides an attitude into
the following three components; the perceptual, affective
and action component. The perceptual element refers to
the stereotype a person holds. The importance or
saliency of a stimulus cue will alter the manner in which
it is perceived. The affective component deals with
liking or disliking the object that is being perceived.
The action or behavioral portion refers to the individual's
behavior toward the object. (McGuire, 1969).

Therefore, an attitude influences the observer's
perceptions and liking of a stimulus. It also predisposes
the individual to act in a certain manner. Specific
attitudes toward dress could influence the observer's
perceptions and liking of another person. In the occupa-
tional setting, it could influence the behavior of the
observer and ultimately his interaction with the stimulus
person. Appropriate modes of dress and conformity with
role expectations would induce liking and positive
interaction. Unfavourable dress could induce dislike
and negative interaction.

Perceptions of the cause of an action appear to
depend on factors within the person and factors within
the environment. (Heider, 1958). ‘When the perceiver
places blame directly on the person acting, s/he is

making an attribution to that person. This is an internal

20
attribution. When blame is placed on other individuals
in direct contact with the actor (individual), the
perceiver attributes the results to the other. In
other cases, the situation/environment is seen as the
cause. The latter two cases are labelled as external
attributions. According to Newcomb (1965), properties
of other persons are not perceived in a vacuum but rather
in a context that includes the environmental situation.

When a person's behavior conforms with social expec-
tations, we tend to regard disruptions as externally
caused. When a behavior departs from normative expecta-
tions, the cause is attributed to motivational forces
within that person. (Jones, Davis, Gergen, 1971).

When an observer views a departure from a role, he
judges that sample of behavior against a background of
role specifications. The perceiver makes attempts to
understand why the person deviated from the expected
role.

According to Newcomb (1958), the perceptual inter-
action process between perceivers includes the judging
by the observer of the attitudes of the observed. We
weight other's attitudes in terms of our own attitudes.
In the story-situation, the respondent is presented
with characters in normal and out-of—role dress. S/he

perceives the character's own attitudes toward clothing.

21
Then, s/he judges that character based on the character's
dress, and the situation. The basis for the judgment
could be supplied by the respondent's own attitudes or
expectations toward appearance and clothing in the story-
situation. The respondent probably has some idea of how
a construction worker, or typist should be dressed.
When the character in the story-situation violates these
expectations, attributions are made towards that character.
When the actions of the character are not perceived as
violations, attributions may be made to others or to

the situation.

Summary

It is clear that perceivers make attempts to pro-
vide explanations for the actions of others. These
actions or behaviors can be viewed in a variety of
situations such as in a photograph, or a normal everyday
situation. Information about a behavior can even be
provided by a few descriptive words. From this infor-
mation perceivers form impressions of another individual.
There appears to be a tendency to group the traits of
an individual and place that individual into a category.
The categorical information could be an occupation,

nationality, religion, etc.

22

People as perceivers hold attitudes and expecta-
tions toward that categorical individual and his role.
These attitudes provide standards for judgment of an
individual's behavior. They appear to influence the
perceiver's categorization or stereotyping, likes or
dislikes and behavior toward an individual.

An additional factor affecting the situation of
perception and attribution appears to be the locus of
causation. If the person acting is perceived as the
cause of the behavior, traits or dispositions are
attributed to him. Significant others and the situa-

tion may also be viewed as factors causing the behavior.

CHAPTER 3

METHODOLOGY

This study is part of an ongoing research project
on Quality of Life, carried out by faculty and students
in the College of Human Ecology at Michigan State Uni-
versity. The project is a research effort of the Depart-
ment of Human Environment and Design and the Department
of Family and Child Science. It is directed by Dr. Ann
Slocum and Dr. Margaret Bubolz. The project was funded
by the Michigan State University Agricultural Experiment
Station and the University of Minnesota.1 This research
project was designed to examine an individual's per-
ceived quality of life with emphasis on clothing and

family living.

Description of the Instrument

 

A self-administered questionnaire was utilized as
the data collection instrument. Five occupational story-
situations formed the basis for the portion of the

study reported here. Each story revolved around an actor

 

1Michigan Agriculture Experiment Station Project
#1249, "Clothing Use and Quality of Life in Rural and
Urban Communities”, Project #3151, "Families in Evolving
Rural Communities", MSU ORD Grant #21347.

23

24
in an occupational setting. His/her appearance and
clothing were assumed to deviate from the appropriate
mode of dress. The respondents read each story and
answered a series of short open-ended questions.
(Appendix A).

A pretest was carried out in October, 1977, in
the Michigan Counties of Ingham and Oakland. Areas
within these counties were designated as the pretest
sites and streets were selected randomly in these areas.
Eligible participants were husband and wife couples
living together with at least one child age 5 to 18 in
the household. Graduate students on the research team
acted as interviewers. They contacted households and
determined whether the couples met the criteria for
eligibility.

Signed consent forms were required as an indicator
of the willing participation of each individual.
(Appendix B). Each husband and wife received separate
questionnaires. Twenty sets of questionnaires were
placed in eligible households. Of those twenty, eighteen
sets were completed and retrieved. Each couple was then
paid ten dollars for their efforts.

Included in the pretest were three open ended story-

situations. Three additional story-situations were

25

pretested separately by a member of the research team.
Eleven people read only three story-situations and
responded to the appropriate questions. In the final
instrument, one story-situation was dropped bringing
the total to five.

After the pretest, it was decided that respondents
should be allowed to seal responses after completion.
Therefore, large manilla envelopes were included with

each questionnaire to insure privacy.

Data Collection

 

The site of data collection was Oakland County,
Michigan. This county consists of relatively rural and
metropolitan areas. The sample included minority groups.

A relatively high income level was required to
insure that the respondents had the ability to complete
the questionnaire. A nationally known agency was
employed to obtain the sample and distribute the question-
naire in eligible households. Before data collection
began, the research agency and the directors of the pro-
ject explained the questionnaire to the interviewer and
specified the procedures s/he was to follow.

The sample for the research project was drawn from
three census tracts frames in Oakland County. The

frames represented areas that were rural, suburban and

26

urban, the latter with a concentration of a minority
group. Pooling of respondents from these three census
tract frames limited generalizations to this sample.
Those census tracts that met the requirements of a
$12,000 median income in 1970 were listed within the
three areas and were ordered by number of occupied
dwelling units. To insure enough participants, the
income requirement was lowered below $12,000 in one
area. Systematically from the lists of occupied house-
holds, seventy-five sampling points were chosen. Addi-
tional blocks were included to insure a large enough
area to meet the requirements of four households per
cluster. The original households were randomly chosen
as designated beginning points for the researcher.
Every fifth one from the original was to be contacted.
If the occupant was not eligible, was not at home or
would not participate, substitutions were made to the
left and right. A systematic walk pattern was used.

The eligibility requirements for the study were the
same as for the pretest. The households had to be
composed of a husband and wife with one or more school
age (5-18) children residing with them in the home.

Eligibility was determined by the interviewers

before placement of the questionnaire. A signature

27
on the consent form was required by one of the pair
when the questionnaire was delivered, and both were to
sign by pick up time. All responses remained confi-
dential. Questionnaires were left to be completed for
pick up by the interviewer in several days. Envelopes
were provided to seal responses for privacy. Each
couple who completed their questionnaires received ten
dollars. Data collection began November 17, 1977,
and was halted in March, 1978, due to limited time
and other constraints.

Within a cluster area two types of sets were placed
alternately. All sets included story-situations in-
volving a construction worker, lawyer, typist, foreman,
and school teacher. The sex of the character in the
latter four story-situations was varied to produce
the two set-types as shown in Table l. Husband and

wife pairs always received the same set.

Table l--Description of the Questionnaire Sets

28

 

 

 

Main Character Occupation Dress Set
Carol Construction skirt and a,
Worker blouse
Mr. Drake Lawyer faded sport a
shirt,
unpressed
pants
Ms. Drake Lawyer faded shirt, b
unpressed
slacks
Ann Typist well dressed a
Bob Typist well dressed b
John Division work clothes a
Head
Sue Division work clothes b
Head
Nancy High School revealing a
Teacher braless tops
Paul High School shirt open to b

Teacher

waist, tight
slacks

 

For this study, responses were examined from the

two story-situations involving Carol the construction

worker and Bob/Ann the typist.

The first story-

situation dealt with a female applying for employment

on a construction crew.

She was the only female to

apply, and was also described as wearing a skirt and

blouse.

No mention was made of the clothing worn by

29
the other male applicants. The following paragraph
represents the story-situation as presented to all
respondents.

Carol read that a local company was hiring
workers for their construction crews. Since she
had several years experience, she felt confident
that she would get a job. After making an appoint-
ment for an interview, she arrived at the personnel
office wearing a skirt and blouse and was surprised
to see that she was the only female in the roomful
of applicants. Carol felt that her interview with
the personnel director had gone well and was cer-
tain that she would be hired. The following day
she received a phone call and was told that all
the positions on the construction crews had been
filled.

After the respondents had read the story they
answered these questions.

”How would have felt if you were Carol?”

”Why do you think that she was not hired?"

"Other comments.”

The other story-situation involved Bob/Ann, the
typist. This story had several differences from the
first. In this case, half of the husband/wife pairs
received Set A with Ann as the key person. The other
half of the respondents received Set B with Bob as the
key person. In the typist situation, the office
manager and co-workers are introduced as significant
others. Appearance/clothing is stressed several times.
It is mentioned that "Bob/Ann liked to wear new good
clothes, spent most of his/her money on clothes, and

was the best dressed person in the office." The

paragraph below was presented to the respondents.

30
Bob/Ann got a job working as a typist in an
office. At first s/he got along well with the other
people. S/he liked to wear good, new clothes to
the office. As a result, s/he spent most of her/his
salary on clothes and was the best dressed person in
the office. After a short time, Ann was promoted
to the job of receptionist, a job that some of the
older people wanted. They complained to the office
manager. He told them that Bob/Ann was given the
job because s/he was always so well dressed, and
that it was important to have someone at that job
who would make a good impression on:the public.
After the respondents had read the typist story-
situation they answered these questions.
"What do you think of the office manager who
promoted Ann because of her appearance?"
"me? H
"Whatdo you think of Ann's use of clothing to
get ahead on the job?"
I'Why? H
"How do you feel about her co-workers and their
response to her promotion?"

"Other comments."

Data Coding

 

The codes for the open-ended story-situations were
initially developed by Dr. Gloria Williams of the
University of Minnesota. Ninety individual cases were
examined to evaluate emerging patterns within the
range of responses.

In the coding of each situation, the entire

response was read before the data were coded. Any

31
responses outside the realm of the codes were recorded
on cards. These cards were grouped into categories and
additional codes were developed when appropriate.

A collusion variable was developed to attempt to
insure the independence of responses between the husband
and wife pairs. The coders examined the responses for
similarities in content and handwriting. The responses
were assigned a rating of no evidence of collusion,
possible, or probable collusion. For the purposes of
this study, all cases of possible and probable collusion
were dropped from the sample.

Data for story-situation one involving Carol, the

construction worker, were coded in two parts. The
husband's responses were coded by three graduate
students, two from Michigan State University and one
from the University of Minnesota. Initially, the
coders were trained by Dr. Slocum and Dr. Williams.
The first ten questionnaires were coded together by
the group. Every fifth case that followed was check
coded for reliability for the first thirty cases and
problems were check coded as they appeared.

The wives' responses were coded by a graduate
student and staff member from Michigan State University.
Every fifth case and additional problem case were

check coded.

32

The other story-stiuation to be analyzed involved
Bob/Ann, the typist. The husbands' and wives' respones
were coded by two graduate students, one from Michigan
State University and one from the University of Minnesota.
Check coding was completed by a professional assisting
with the project. Approximately 10 percent of the cases
were checked including the problem cases.

The occupational clothing variables of formality
and appearance requirements were coded by a graduate
student from Michigan State University. Approximately
one-fifth of the cases were check coded by the project
director.

The personal clothing constructs and demographics
were coded by a group of graduate and undergraduate
students working with the project. Again, every fifth

case was check coded.

Description of Measures

 

Appearance/Clothing Saliency Dimension

A five point measure was utilized to categorize the
importance of appearance and clothing as based on their
responses to such questions as "Why do you think that
she was not hired?," and "What do you think of Ann's
use of clothing to get ahead on the job?” If clothing
appeared to be a factor in their responses, it was

coded as being salient to the individual. If their

33
response was followed by additional comments and reasons
stressing the importance, it was considered salient
qualified.

Those responses which stated that clothing was not
important were coded not salient. Again, additional
support for the lack of importance of clothing resulted
in a code of not salient qualified. Responses which
included reports of importance and lack of importance
were considered mixed or ambivalent. If clothing was
not reported by the respondent, it was coded as not
mentioned.

This measure was collapsed into two categories for
the analysis. The category of appearance/clothing is
salient was combined with appearance/clothing is salient
qualified. The appearance/clothing is not salient cate-
gory was combined with appearance/clothing is not salient
qualified and appearance/clothing not mentioned. This
resulted in the two appearance/clothing saliency cate-
gories of l) salient and 2) not salient. (Appendix C).

Due to the differences between each story-situation,
scales were developed that pertained only to that situa-
tion. Therefore, the following measures are related to

each story.

34

Attribution Variable - Carol - Construction Worker

 

From the question "Why do you think she was not
hired?," the attribution variable was developed. It
consisted of the following three categories; 1) Attri-
butions to key person as causal, 2) Attributions to
other's descriptive qualities as causal and 3) Attribu-
tions to other factors in the situation/environment as
causal. Any mention of Carol as having some effect on
the situation was coded with the key person as causal
agent. References to the actions of co-workers or the
interviewer were coded as attributions to others as
causal. Responses which referred to the job situation,
company policies, etc., were coded with the environment
as a causal agent. Under each of the three dimensions
attributions were both positive and negative. (Appen-

dix C).

Attribution Variable - Bob/Ann - Typist

 

With the typist situation, an attribution variable
was developed that encompasses all three questions.
Those questions are as follows: What do you think of
the office manager who promoted Bob/Ann because of her
appearance?, What do you think of Bob/Ann's use of
clothing to get ahead on the job?, How do you feel about
his/her co-workers and their responses to his/her pro—

motion? From all of the questions the following three

35
dimensions evolved, l) Attributions to key person as
causal, 2) Attributions to other's descriptive qualities
as causal and 3) Attributions to other factors in the
situation/environment. Any mention of Bob/Ann as causal
agent resulted in assigning the code of an attribution
to the key person. References to the actions of the
office manager and co-workers were coded as attributions
to other's as causal. Those responses which were made in
reference to the job situation, company image, etc., were
coded with the environment as the causal agent. (Appen-

dix C).

Formality of Occupational Clothipg

 

This variable was developed in response to the
following open-ended questions. The first question,
”Please describe the uniform, what garments, styles or

colors, or what equipment do you wear?, refers to uni-
form wearers only. The second question, ”Describe what
you usually wear for work, what garments, styles or
colors or what equipment do you wear?" applied to all
others. This variable indicates the level of formality
exhibited in the work attire of the respondents as
measured by a six point scale for men and an eight

point scale for women. The scale ranged from sweat-
shirt and jeans at the most informal level to a business

suit for a man or a woman's dress at the most formal

level.

36

For women respondents the original eight cate-
gories were collapsed into four to achieve agreement
between uniform and non-uniform wearers. To create
the variable the categories of formality for uniform
and non-uniform wearers were combined to create one
variable for each sex. The final variable included a
six dimension scale for men and a four dimension scale

for women. (Appendix D).

Number of Appearance Requirements

 

This variable consisted of the number of appearance
requirements listed by the respondent. It was developed
in response to the statement "please describe any other
appearance requirements." This statement pertained to
uniform wearers. Non-uniform wearers responded to the
following: "Please list the dress requirements, what
garments, styles, or colors or aspects of appearance are
specified or understood?" The actual number of appearance
requirements listed was coded.

The appearance requirements measure represented an
actual number of dress specifications. A uniform was
considered as an additional appearance requirement.
Therefore, consistency was achieved between uniform and
non-uniform wearers by weighting the uniform by the
extent of the garments required. For example, if the

required uniform consisted of one garment this was

37
counted as one appearance requirement. If it consisted
of a total outfit including footwear, four additional
specifications were added to the appearance require-

ments .

Uniform
This dichotomous variable, "Do you wear a uniform,
yes or no?" was included as a dummy variable in the

statistical analysis.

Personal Clothing Constructs

 

A series of five attitudinal statements were summed
to indicate the respondent's strength of agreement or
disagreement with the importance of clothing in the
occupational setting._

Each response to a statement was given a score and
the sum of these values is regarded as an index of the
respondent's attitude. When the five attitudinal state-
ments were summed, a range of responses from five to
twenty—five resulted. For those individuals who did not
respond to a statement, an average of the four remaining

responses was substituted for the missing value.

Occppation

 

A three category variable was developed to represent
the occupational level of the respondents. The first

category, upper level white collar workers, was composed

38
of professionals, technical and kindred, managerial and
administrative workers (except farm management). The
second category, lower level white collar workers,
included sales and clerical workers. Blue collar
occupations comprised the third category. Those included
were craftsmen and kindred, operators, labourers and

household workers.

Occupational Prestige

 

This variable represented the occupational prestige
of the main occupation of the respondents as determined

by the Bureau of the Census occupational classifications.

Age
Age, a demographic variable left in interval form,

ranged in value from 25 to 61 years.

Employment Status

 

The measure consisted of two categories. The one
category was composed of all individuals who are employed,
including those on sick leave or layoffs, etc. The
other category was composed of all individuals currently

unemployed.

Education

 

The number of years of education, a demographic

variable, was also utilized as a possible discriminator

39

in the analysis. The range of values were from 6 years

of education up to 22 years.

Income
The respondent's 1977 income,in categorical form, ranged

from under $3,000 to over $75,000 for the year.

Comparison of Regpondents py Set-Type

 

Since the purpose of the investigation was to examine
the effects of the personal experience variables on
responses to the story-situations, it became necessary
to determine if differences existed between responses to
Set A and Set B, with regard to those variables. Set-
types were also examined to determine differences that
might exist across the appearance/clothing saliency and
attribution variables. Use of t-test analysis revealed
that significant differences did not exist between Set A
and Set B for the personal clothing constructs, number
of appearance requirements, and formality of occupational
dress. Chi square analysis was performed on the attri-
bution variables, appearance/clothing saliency and the
categories of appearance requirements. The results were
so similar that the null hypothesis could not be rejected.
Some differences were presented in the means but these
differences were not significant. Therefore, responses

for Set A and B were combined for analysis.

4O

Hypothesis Testing

 

Stepwise Discriminant analysis was selected as one
of the statistical methods to test the first two hypoth-
eses for this study because of its ability to classify
or group persons into mutually exclusive nominal cate-
gories by using a set of independent variables. Its
objective is to find functions of the independent vari-
ables that maximize the discrimination among groups.
(Thorndike, 1978). It is a procedure for estimating
an individual's position on a line that best separates
groups. (Cooley, Lohnes, 1962).

The mathematical objective of discriminant analysis
is to weight and linearly combine the discriminating
variables in some fashion so that the groups are forced
to be as statistically distinct as possible. (Klecka,
1975, p. 435). These weights are the discriminant
function coefficients. The weights or coefficients are
directly analogous to beta weights in multiple regression.
(Thorndike, 1978, Klecka, 1975). With two or more inde-
pendent variables, standardized discriminant function
coefficients allow the researcher to compare the relative
contribution of each of the independent variables to
that function.

The statistical theory of discrimi-
nant analysis assumes that the discrimi-

nating variables have multivariate normal
distributions. The discriminating variables

41

also have equal variance - covariance

matrices with each group as tested by

Box's M. In practice, the technique is

very robust and strong adherence to

these assumptions is unnecessary.

(Klecka, 1975, p. 435).

In the statistical program used, missing values could
only be deleted in a list-wise fashion, meaning that a
missing value for any variable resulted in deletion of
that case from all analyses. This resulted in a sub-
stantial loss of cases numbering from 10 to 32 depending
on the analysis involved.

In order to derive the discriminant function,
variables were selected through a stepwise process.
The criterion used to control the stepwise selection
was the largest increase in Rao's V, a generalized dis-
tance measure. The method selects those variables which
contribute to the greatest overall separation of the
groups. (Klecka, 1975). The first variable chosen has
the highest explanatory power according to the selection
criteria, and is considered the most powerful discrimi-
nator. Then the next variable is selected such that
these two variables in conjunction produce the best dis-
criminant function at that criterion level. Basically
the process continues until all variables that can add

to the improvement of the function are selected. This

process often yields a reduced set of variables by

42
ignoring those that are not very useful in discrimi-
nating among groups.

To determine the success of the discriminant
function it is possible to examine several measures.

The canonical correlation tells how closely the function
and the group variable are related. Likewise, the cano-
nical correlation squared explains the proportion of
variance in the discriminant function explained by the
groups. A second possibility to determine the success

of the discriminant function is through the use of Wilk's
Lambda. Lambda measures the differences between all
group centroids and the homogeneity within the groups.
The Wilk's Lambda is considered an inverse measure of the
discriminating power in the variables which has not been
removed by the discriminant functions. The larger the
value of Lambda, the less information remaining to be
removed by additional variables.

"In discriminant analysis, the percentage correctly
classified is analogous to R2 of regression in that it
tells how well the function classified the individual”
(Morrison, 1969, p. 158).

Additionally, Spearman rank order correlations and
Chi Square analysis were utilized to test the last two
hypotheses. For hypotheses testing, the significance

level was set at .05 or better.

CHAPTER 4

RESULTS AND DISCUSSION

This chapter begins with a description of the
sample; followed by an analysis of responses to the
story-situations. The hypotheses deal with the
respondent's perceptions and attributions in each

story-situation.

Description of the Sample

 

The original sample gathered by the research team
was composed of 237 husband and wife pairs who met the
criteria for eligibility. For the story-situations and
personal clothing constructs, the data were examined for
evidence of collusion. The investigator looked for
similarity of the response, in terms of ideas and hand-
writing between husbands and wives. 'Evidence of possible
and probable collusion as determined by the investi-
gator resulted in eliminating 15 pairs of respondents
from the sample. This brought the total number of hus-
band and wife pairs in the sample down to 222. An addi-
tional eight males were eliminated from the sample

because they were unemployed.

43

44
The following paragraphs provide a brief descrip-

tion of how the sample varied on demographic data.

Age_
The male respondents' ages ranged from 25 to 61
years. The largest group of respondents fell in the range

of 31 to 40 years, as shown in the table. The female.
respondents' ages ranged from 25 to 59 years. Again, the

largest group was in the age range of 31 to 40 years.

Table 2--Age of Resppndents

 

 

 

 

 

 

Working Non-Working
Men Women Women
Age N Z N Z N %
25 - 30 27 12.6 12 12.7 26 20.5
31 - 40 94 43.8 50 52.8 60 47.2
41 - 50 69 32.2 28 29.6 28 22.0
51 - 6O 21 9.8 5 5.4 10 7.9
Over 60 2 .9
Missing 1 .5 3 2.4
Data ___
TOTAL 214 100.0a 95 100.08 127 100.0

 

8May not equal 100 percent due to rounding.

Education

 

Education was coded in an interval manner. The

table below indicates the years of education held by

45

the respondents. For the men, 51.8 percent of the
sample fell in the post-secondary range of 13 to 18
years. An additional 39.2 percent reported reaching or
completing secondary school. For the total sample of
women, the largest group, 61.2 percent had reached and/
or completed secondary school. Approximately 35.6 per-
cent of the sample had reached a post-secondary educa-

tional level.

Table 3--Educational Background of Respondents

 

 

 

 

 

 

Working Non-Working

Years of Men Women Women
Education N Z N Z N Z

6 - 8 10 4.7 3 3.2 3 2.3

9 - 12 84 39.2 55 57.9 81 63.8
13 — 18 111 51.8 36 37.9 43 33.9
19 - 22 8 3.7 l 1.1
Missing 1 .5

Data ___ ___.

TOTAL 214 100.0a 95 100.08 127 100.0

 

8May not equal 100 percent due to rounding.

Employment Status
Almost all of the men in the sample were working for
pay with only eight unemployed at the time of data

collection. Only 42.8 percent of the women were employed.

46

Table 4--Emplgyment Status of Respondents

 

 

 

 

 

Men Women
N Z N Z
Employed for Pay 214 96.4 95 42.8
Unemployed __8 3.6 121_ 57.2
TOTAL 222 100.0 222 100.0

 

Classification of Main Occupation

The classification of occupations was broken into
three categories. For the men, 53.7 percent were employed
in white collar positions, and of these 44 percent were
in upper level professional, technical or managerial
positions. Blue collar positions accounted for 44.9 per-
cent of the sample.

For the women, there was a fairly even distribution
of people in each occupational classification. Blue
collar comprised the largest group with 34.7 percent of

the sample of women employed in this classification.

47

Table 5--Classification of Main Occupation of Respondents

 

 

 

 

 

Employed
Men Women

Occupation N Z N Z
Upper level white 95 44.4 30 31.6
collar, professional
tech, managerial &
administrative
Lower level white 20 9.3 31 32.6
collar, sales &
clerical
Blue collar 96 44.9 33 34.7
Missing data 3 1.4 l 1.1

TOTAL 214 100.0 95 100.0

 

Personal Income

 

The sample ranged in personal income from under $3,000
to over $50,000. For the men, the largest group was in the
$20,000 to $29,000 income bracket. This group comprised
38.8 percent of the sample. The largest income group for

the women was in the category under $5,000.

48

Table 6--1977 Income of Respondents

 

 

 

 

 

 

Working Non-Working
Men 0 Women 0 Women 0
Income N A N A N 0
Under 5,000 4 1.9 36 37.9 16 12.6
5,000 to 9,999 7 3.3 29 30.5 2 1.6
10,000 to 14,999 24 11.2 17 17.9
15,000 to 19,999 49 22.9 7 7.4
20,000 to 29,999 83 38.8 3 3.2 l .8
Above 30,000’ 43 20.1 1 1.1
Missing data 4 1.9 2 2.2 108 85.0
or unemployed ___
TOTAL 214 100.0a 95 100.0a 127 100.0

 

aMay not equal 100 percent due to rounding.

Comparison of Story-Situations

The objectives of this research project were to study
the perceptions and attributions of the men and women
after their exposure to these story-situations and to
determine how selected factors affect their perceptions
and attributions. Comparisons of these two story-
situations as shown in Tables 7 and 8 reveal that dif-
ferences exist across the two cases when the attributions
variable and the appearance/clothing saliency were

examined.

49

For the construction worker situation, clearly
appearance/clothing is not salient for most men and
women responding. An increased number of the sample
responded that clothing was salient in the typist story-
situation. While appearance/clothing was not salient
for 73.4 percent of the men in the construction worker
case, only 60.3 percent responded that it was not salient
for the typist. For over half of the women, appearance/
clothing was salient in the typist story—situations.

The respondents may have become more attuned to the
clothing cues in the typist situation or the questions
about appearance/clothing might be responsible for the
increases in saliency for both men and women.

For the construction worker story-situation, most
of the respondents made internal attributions to the key
person. Only 49 of the men and a total of 39 women
did not make attributions to the key person. In compar-
ison, 158 women did not make attributions to others and
157 women did not attributeanything to the situation.
It would appear that the respondents viewed Carol as the
motivating force within the construction worker story-
situation, thereby designating her as causal agent.

This could be due in part to the fact that the position

was unusual for a woman.

50

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H. H H.N N m.m m
N.mm m0 «.00 no 0.0m HmH
0.0m mm n.0N 0N m.m~ mm
*mbwnl wa bbbbw m0! bubbw wwm
H. H H.N N m.m m
m.~H NN 0.5H NH 0.~N 00
0.H0 «0H 0.00 on «.mm an
IN z N z N z
:0803 c0803 co:
wcquozncoz wawaoB

comuom zoz ou

HmuoH
muma wchmHz
mcoHudeuuu< oz

Acc<\nomv comuom zoz ou mcoHanHuuu< AH

Lamase ec<\nom

coHumduHm ou
:oHumDuHm

mwosuo ou
mpofiuo

coauom mom ou
AHonov comuom mom

HouoH

mama wchmHz
mcoHuanpuu< oz
ou mcoHuanHuu<

Hmuoe

mama wchmHz
mGOHudnHuuu< oz
ou mcoHuanHuu<

HmuoH

mama wGHmez
mcoHuanuuu< oz
ou mcoHusaHHuu¢

Hoxpoz :oHuoDuumcoU u Houmo

Hm

Hm

AH

 

 

coHumDuHmuNHoum

nomm CH mcoHuDQHuuu< mo HmnESZTTw mHan

52

.wchCSOH ou opp unmouom 0.00H HMDUO uoc moons

 

 

 

 

bbbe “NH 0.00H mm p.0bH HHN HmuOH
m.o m m.o o 4.9 mH some mewmmflz
m.mo mm m.mm mm H.0m omH COHumsuHm on chHunnHuuu< oz
«.mm mm m.mm em m.m~ Hm aoHumsuHm cu mcoHuanuuu< Am
bube hmH .bbppw Mbl bubbw “Hm Hmuoe
m.o m m.o o H.o mH mums wewmmHz
0.NH 0H 0.5 A 0.0 0H mpmnoo on chHuanpuu< oz
H.Hm mOH m.0w mm 0.m NmH muocuo on mcoHuanpuu< AN
N z Mlllllllz x z

COEOB C6503 Cm:
wcmeozusoz wcquoB

 

As.0aou0 a mass.

53

An examination of the typist story-situation,
revealed that respondents made attributions to the key
person and others. The women responded similarly as
shown in Table 8. Also, attributions to situation in-
creased for the typist story. While 8.4 percent of the
men made attributions to the situation for the con-
struction worker story, 23.8 percent attributed
causality to the situation for the typist. Increases
were noted in attributions to situation (typist) for
working women, but non-working women's attributions
to the situation (typist) decreased when the two story-
situations are compared.

Increases in attributions to the key person and
others for the typist story-situation could be due to
the specific mention of the office manager and co-
workers. In addition, those questions regarding them
would influence the respondents to make external attri-
butions to those minor characters. Perhaps, the respon-
dents felt that the locus of causation should be shifted
to the others due to the situation. It could have been
a combination of these two factors.

Chi Square analysis performed on the sample of
men and women for the appearance/clothing saliency and
attributions variables revealed that a significant

difference existed for only one variable. Comparisons

54
of men's and women's responses to appearance/clothing
saliency for the construction worker story-situation
resulted in a statistically significant difference.

The Chi Square test performed on the men's and
women's data for the other variables did not reveal any
significant differences. A discussion of differences
between working and non-working women will follow in
the text.

Testing of the Saliency and Attribution Hypotheses for
Men and Women

 

 

Stepwise discriminant function analysis was per-
formed with the inclusion of eight predictor variables.
Personal clothing constructs, occupational appearance
requirements and the formality of occupational dress
were hypothesized to have an influence on the respon-
dents perception of appearance and clothing saliency and
his/her attributions in the two story-situations. There-
fore, these three variables were included. The wearing
of a uniform, a dummy variable, was also a possible pre-
dictor. Additionally, four demographic variables, listed
in research question one: age, occupational prestige,
income and education were entered into the analysis as
possible discriminators.

Pearson product moment correlations were run to

examine the relationship between these eight independent

55

variables. As shown in Tables 9 and 10, the independent
variables have some statistically significant inter-
correlations, but they are not extremely high. For
employed women, the highest correlations occurred be-
tween occupational appearance requirements and the
uniform variable and between occupational prestige and
education with rz's of .56 and .55 respectively. For
men, the highest inter-correlation was between occupa-
tional prestige and education with an r2 of .37. With
the exception of the relationships just mentioned, it
was assumed that correlations between the eight indepen-
dent predictor variables did not influence the analysis.
Thus, it was thought that each variable provided the
discriminant function with different information.

Discriminant analysis was the statistical method
utilized to test the first two hypotheses. Analysis
was performed separately on the samples of men (N = 214)
and employed women (N = 95). An overall significance
of .05 or better was necessary for the acceptance of

the discriminant function.

Testing of Appearance/Clothing Saliency Hypothesis

 

Hypothesis la

 

HO: An individual's personal clothing constructs,
formality of occupational dress, and occupational
appearance requirements will not influence his/her
perceptions of the saliency of appearance and clothing
in the construction worker story-situation.

56

mucoEoanc

 

.0 00:0
ANHNuzv Annmuzv Acumnzv Amzmuzv-nmmma< Lo
.m.z H00. 0N0. 0H0. 000. nonesz
mmcm.- 00mH. wan. NHNH.
AHHanv HmONuzv HOHmuzv
. . H00. 0H0. H00. A:
m 2 «ANN. HASH. meow. atom. a
Aoomuzv
. m00. . . mm
m z HHmH. m z <
Hmomuzv AHHNuzv
H00. H00.
enem. ONES. ceaumosum
Hmomuzv
Hmww. oEoocH
owHumoum
HmcoHu
-maaooo
mmouo
muosuumcou HmcoHu mucoEouHsvom
wcHnuoHo umasooo mo oocmumoaa< owHumoum
Hchmuom auHHwEuom HmcoHumenooo Epocha ow< :oHumoavm oEoocH HmcoHumasooo

 

 

so: ocu ~00 moHanum> ucmncommccH mo mcoHuonuuoo ucoEoz uosmopm comumom-:0 oHan

 

57

muosuumcou

 

HomHuzv Hquuzv AmHanv ANHNuzv w
HHo. Nzo. m.z m.z .oo. m.z zoo. Hmmemww
«00m. oqu. «com. meow.
among
Amauuzv Homzuzv Amounzv AmaHuzv Aaouuzv -maswwmoww
H00. H00. m.z H00. H00. H00. xuaHmEpom
comm. onm. mcmm. c00m. qmcm. .
mmoun
wuoauuwcou HmcoHu mucoEoquvom
wcHsuoHo -maaooo mo mocmumoam< owHummum
HmCOmpom zuHHwEuom choHumaaooo EAOHHCD om< coHumoapm meoocH HmcoHumasooo

 

Av.u:000 a muses

58

mquwE

 

TouHavoz
oocm
Awmmzv numoaa<
nm¢n.- .m.z .m.z m.z 0.2 00 ponEnz
Asouzv
. 000. . .. Euo as
m z monm. m z m 2 H. 0
Asmuzv
. mmo. . mm
m z womH. m z <
Asouzv
. H00. cod mo:
0 2 00mm. .u 0m
m.z oEoocH
owHum0pm
HmcoHumaaooo
wmoun
muoauumcou HmcoHuma mucoEouHscox
mchuoHo -masooo Ho oocmpwoaa< owHumoum
HmCOmuom quHmEuom HmcoHumasooo EpoMHc: om< coHumospm oEoocH choHuma:ooo

 

 

coEoz Mczxuos you moHanum> acupcomomcH mo mcoHumHouuoo

 

EcoEoz uospoum cempmomiucH mHomE

59

muospumcoo

 

Hmouzv Hmonzv wcHLuoHu
. mHo. mH0. .. . . . mmomuo
m z «mmm. qum.u v z m z m z m 2 H m
amouo
mcoHu
Ammuzv Ammuzv -maswoo do
... .. . . . . 0H0. NHO. A H mayo
0 2 v z m z m z mmmm. 00cm. u.H m
mmouo
muosuumcou choHume mucoaouHscom
wchuoHu Twasooo mo oocmumoaa< owHumoum
HwCOmuom >UHHmEuom HmcoHummzooo EuOHHcs 00¢ coHumoapm oeoocH HmcoHumasooo

 

AU.ucoov 0H oHan

60

H : An individual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will influence his/her per-
ceptions of the saliency of appearance and clothing
in the construction worker story-situation.

Stepwise discriminant analysis was performed on
data for the sample of men (N = 178) and revealed that
only one variable, the personal clothing constructs
entered the equation. The function using this variable
was statistically significant overall, (p = .005) as
a predictor of appearance/clothing saliency for the
construction worker situation. Thus, appearance/clothing
was perceived as being more salient for those respondents
with a higher score on the personal clothing construct
index. As shown in Table 11, this variable had a
discriminant function coefficient equal to 1.000. If
only one variable enters the equation it will always
have a coefficient of 1.000. As this was the only
resulting predictor, it cannot be compared to any others
within the function.

For this function, Box's M equal to 4.843 was
statistically significant (p = .028). Therefore, an
unequal variance - covariance matrix existed within the
groups but it is assumed that it has not signficantly
altered the results obtained "since discriminant analysis

is robust with respect to this assumption (Klecka, 1975,

p. 435)."

6l

mHH u mHmszc< OocH vapoucm mommu mo Monasz Hmuoh

mmH u z ucoHHmm uoc mH wcHnuoHo\oocmumoaa<
Hq u z ucoHHmm mH wcHnuoHu\oocwumomm<

aaouu comm CH mommu mo nonsszm

 

m0.nn u vonHmmmHo zHuoounoo ommocoouom

Ammo. u z w.xom mo mocMOHchme .m¢m.q n : m.xom

 

 

m000. n coHuoczm ucmcHEHuomHa ocu mo mosmonchHm HHmuo>o
000m. u :oHuocam ucmcHEHpomHo onu mo coHumHouuoo HmOHcocmu
muosuumcou
oooo. ooH.No oooo. ook.~H mooo. ammo. ooo.. mcoouoHo Hmcomuoo
> m.oox munEmH

c. mocsoo > m.omm m.xo.2 mononuooomoo
MO QUCmU > m.omx MO mucmu NO mUCmU mvnfimd COHUOC—Hh flmuflucm
-Aoocoom c. mocmoo -ococwom > m.omm -Aoocwwm m.xHo3 ucmcoeouumwo mmuomwum>

 

 

coHumsuHmuxu0um noxuoz coHuoouuwcoo
ozu CH cw: p00 mxocoHme wchuoHo\oocmumoaa< mo mmeHmc< ucmcHEHuomHQTTHH oHan

62

When this discriminant function (composed of the
personal clothing constructs) was used to predict group
membership, only 57.07 percent of the individuals were
correctly classified into the groups to which they were
originally assigned. Thus, although the variable was
a significant predictor, it was not very successful at
dichotomizing persons on the basis of appearance/
clothing saliency. "When one group is much larger
than the other, almost all individuals are classified
into the larger group." (Morrison, 1969, p. 161).
Without knowledge of prior probabilities it is diffi-
cult to interpret the classification table in that it
is hard to determine how well the discriminant function
has correctly classified individuals into groups.

Discriminant analysis performed on the sample of
working women (N = 84) resulted in‘a discriminant function
with an overall significance of .0335 (Table 12). The
dummy variable dealing with whether or not the subjects
wore a uniform was the first to enter the equation with a
discriminant function coefficient of .7572. The second
variable entered, the index of personal clothing constructs,
had a discriminant function coefficient of .7926. The
final variable to enter the equation was age. It's
coefficient of -.4642 makes a negative contribution

to the function in that it opposes the direction

63
of the first two variables. Appearance/clothing was
perceived as being more salient as the respondents ages
decreased and as their personal clothing construct
indices increased. Additionally, uniform wearers were
more apt to respond that appearance/clothing was salient.

Although the overall function was statistically
significant, the uniform variable was not significant
for Rao's V., indicating that by itself wearing or not
wearing a uniform was not significant in separating
those for whom clothing was salient from those for whom
it was not. However, in combination with the other
variables it contributed significantly to the classi-
fication.

Personal clothing constructs as a predictor pro-
vided the best discrimination with the highest coefficient.
Age, the variable contributing the least to the function,
was approximately half as powerful of a discriminator
as was personal clothing constructs. The resulting
discriminant function correctly classified 61.54 per-
cent of the group.

For both men and women, neither formality of occu-
pational dress nor occupational appearance requirements
were included in the discriminant function. Yet, the
presence of personal clothing constructs in the dis-

criminant function for both men and women partially

64-

cm H mmeHmc< OucH @0u0ucm mommo mo honfisz Hmuoe

mm

H z ucoHHmm uoc mH wchuoHo\oocmumoam<
mm u z ucoHHmm mH mchuoHu\mocmumoaa<

anouo comm CH mummu mo poneszm

 

«m.H0 u UOHWHmmmHo xHuoouuou ommucoouom

oooo. u : m.xoo .o mocmunochom .ook.o u z m.xoo

 

 

mmmc. u coHuocsm ucmcHEHuomHa onu mo oocmonchHm HHmuo>o
Homm. u coHuoczm ucocHEHHoch Gnu mo coHumHouuoo HmoHcocmu
Hood. ~oo.H oooo. Nom.o mono. mkoo. o~oo.- sw< Ho
muoauumcoo
wowouooo
somo. moo.o ammo. okm.a oomo. mano. omok. Hegemuma AN
mooH. moo.~ muoz. moo.~ HmoH. mooo. Nam“. ELoLHco A.
> m.oam nonsmo
CH mocmoo > m.oom m.xHo3 mocwHoHoowoo
mo mocmo > m.omm mo oocmo Ho oocoo munEmH coHuocam popoucm
-ooucwom a. «momoo -Loocwmm > m.oom -ooocoom m.xH.3 oemcosuuomwo mmuomoum>

 

 

cmEo3 UmonaEm you

coHuoouHmtzuouw poxuoz coHuosuumcoo ocu cH
mxocoHHmm wchuoHu\oocmumoaa< mo mHmszc< ucmcHEHuomHanuNH oHan

65
supports the hypothesis. Therefore, the null hypothesis
is only partially rejected.

Hypothesis 1b

 

H : An individual's personal clothing constructs,
formality of occupational dress, and occupational
appearance requirements will not influence his/her per-
ceptions of the saliency of appearance and clothing in
the typist story-situation.

H : An individual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will influence his/her per-
ceptions of the saliency of appearance and clothing in
the typist story-situation.

Discriminant analysis was performed on the sample of
men (N = 180) with the appearance/clothing saliency dimen-
sion for the typist. Personal clothing constructs, age,
occupational prestige and the wearing of a uniform, were
significant discriminators. Age, with a discriminant
function coefficient of -.6280 and personal clothing
constructs with a coefficient of -.6037 rank first and
second as the predictors providing the best discrimination.
Occupational prestige with a coefficient of -.4422 and
uniform with a coefficient of .3119 also contribute to
the function as shown in Table 13. The negative co-
efficients all oppose the direction of the positive
coefficient of the uniform variable. Those individuals

who were younger and uniform wearers, with higher

occupational prestige and with a higher index on

66

personal clothing constructs were more apt to respond
that appearance/clothing was salient. Occupational
prestige and the uniform variable do not provide as
much discriminating power, nor do they contribute as
much separation of those for whom clothing was salient
from those for whom it was not, as the first two vari-
ables entered (Table 13).

Although statistically significant, the discrimi-
nant function derived for appearance/clothing saliency
correctly classified only 56.6 percent of the individuals
into groups. Again, the ability of the function to
correctly classify individuals would appear not to be
very successful.

Analysis of the saliency of appearance/clothing
dimension for the typist did not derive a statistically
significant discriminant function for employed women.

In the analysis of men's responses to appearance/
clothing saliency for the typist, neither the formality
of occupational dress or occupational appearance require-
ments entered the discriminant function. Personal
clothing constructs was the only hypothesized variable
found to distinguish among the groups. Thus, although
a discriminant function was not derived for women and
only one of the three variables entered the equation
for men, partial support of the hypothesis exists. There-

fore, the null hypothesis must be partially rejected.

67

00H 0 mmeHmc< OucH commucm mommo mo wonEDZ Hmuoe

qHH u z ucoHHmm uoc mH wcHnuoHu\oocmuwoao<
00 n z ucoHHmm mH wcHsuoHo\oocmumoaa<

aaoho comm CH mommo mo uonEszw

 

nm.0m u ponHmmmHu zHuoouuou owmucoopom

moo“. u z m.xoo mo mocmowowowwm .moo.~H u z m.xoo

 

 

mqoo. u coHuocsm ucmcHEHuomHa ocu mo mocmOHchme HHmuo>o
momm. u coHuocam ucmcHEHuomHo onu mo coHumHouuoo HmoHcocmu
ammo. Hoo.H Hmoo. koo.mH mooo. okoo. oHHm. spoons: Ho
owHumoum
oNoH. omH.~ mNoo. ooo.oH Nmoo. ooNo. -oo.- Hmconumooooo Hm
ooHo. HHm.m HNoo. omm.~H Amoo. Nmmo. oo~o.- mw< Ho
muosuumcoo
weanooHo
Hooo. MHo.o Hooo. mHo.o oooo. Hmoo. Amoo.- Hmcomuoo AH
> m.omo season
on «mango > m.omo m.xH.3 nomaonoomoo
mo mocmo > m.omx mo oocmo mo oocmo manmH :oHuocam monoucm
-ooocwom a. mwcmoo -oofiooom > m.omm -Howcwom m.xHo3 OsmcHEHLomHo mmHomwum>

 

 

:oHumsuHmuzuoum umHmzH ocu CH
so: how mxocoHHmm wcHsuoHo\oocmumoam< mo memec< ucmcHEHuomHauumH oHpmH

68

Testing of the Attribution Hypotheses

 

Hypothesis 2a

 

H : An individual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will not influence his/her
attributions to Carol in the construction worker
story-situation.

H : An individual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will influence his/her attri-
butions to Carol in the construction worker.

Discriminant analysis of men's and women's attribu-
tions to Carol revealed that significant functions were
not derived for either sex. Therefore, the null hypothesis

cannot be rejected.

Hypothesis 2b

 

H . An individual's personal clothing constructs,
formalIty of occupational dress and occupational
appearance requirements will not influence his/her
attributions to others in the construction worker
story-situations.

H : An individual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will influence his/her attri-
butions to others in the construction worker story-
situations.

Discriminant analysis of men's and women's attribu-
tions to others in the construction worker story-
situation failed to derive a statistically significant

function with which to distinguish individuals. There-

fore, the null hypothesis cannot be rejected.

69

Hypothesis 2c

 

Ho: An individual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will not influence his/her
attributions to the situation in the construction
worker story-situation.

H1: An indiviudual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will influence his/her
attributions to the situation in the construction worker
story-situation.

Discriminant analysis performed on the sample of
men (N = 185) derived a discriminant function with an
overall significance of .0310. Personal clothing con-
structs, first to enter the equation with a coefficient
of -.7036 was followed by occupational appearance require-
ments and age with coefficients of .6150 and -.5248
respectively. The second variable, occupational appearance
requirements contributed the greatest overall separation
between groups who did and did not make attributions to
the situation. This was indicated by the change in
Rao's V. (Table 14). Again, personal clothing con-
structs and age are providing the function with negative
contributions, thereby opposing the direction of the
posivite coefficients. Thus, attributions to the situa-
tion increased as the personal clothing constructs and
age increased and as the number of occupational appearance
requirements decreased.

Although the discriminant function with the inclusion

of personal clothing constructs, occupational appearance

70

requirements and age, was significant overall, it
correctly classified only 58.54 percent of the groups.

Discriminant analysis performed on the sample of
working women (N = 85) derived a significant function
(p = .0233) composed of four variables. The first
variable to enter was occupational prestige with a
discriminant function coefficient of -.8605 (Table 15).
The second variable to enter the equation, formality of
occupational dress, had a coefficient of .5677. The
last two variables to enter, personal clothing constructs
and occupational appearance requirements had coefficients
of .5175 and -.4241 respectively. Occupational prestige
and occupational appearance requirements provide negative
contributions to the function, and work in opposition to
the positive coefficients. Therefore, increases in
attributions to situation were influenced by increases
in occupational prestige and occupational appearance
requirements and decreases in the personal clothing
construct index and formality of occupational dress.
The first variable occupational prestige constributes
the most to the discrimination between those who made
attributions to the situation and those who do not as
indicated by the size of the coefficients. Occupational
prestige also creates separation among the groups as
indicated by the significant change in Rao's V. The

last variables all provide some separation among the

71

me n

mHmmHmc< OucH monoucm mommo mo ponenz Hmuoe

HoH u z cowumouom on meoouaowuuu< oz
0H n z coHumnuHm ou mcoHuanuuu<

aaouu comm CH mommo mo noneszm

 

em.wm u pOHmemmHo mHuoouuou owmucooumm

oooo. n : m.xoo mo mocmuouwcwwm .oom.o u z m.xoo

 

 

 

 

0H00. u coHuocsu uamcHEHuomHo ocu mo mocMOHchme HHmuo>o
qum. n coHuocam acmcHEHuowHo onu mo coHuoHouuoo HmOHcocmo
No... mom.~ HHNo. oko.o oHMo. mNno. oon.- uw< Hm
mucoEoqucom
oocmumona<
omoo. moo.m oomo. koo.o oomo. omoo. onHo. Hmcowumooooo AN
muoauumcoo
wcwoooHo
oHHo. HoN.m oHHo. Ho~.m mmao. omoo. omok.- .mcomumm AH
> m.omm manmH
on omcmou > m.omm m.xHH3 unmouwoomoo
mo wocmo > m.omm MO mocmu MO mucmu wfin—Emd COHHUP—Dh Uwhmufim
-Hoocoom :H mwcmoo -Hoocoom > m.omm -Howcwom a.xHA3 ucmcfiefiuomfio moHomHum>
:oHumsuHMTHHoum poxuoz coHuosuumcoo mzu :H
so: now coHumsuHm ou mcoHuanuuu< mo mmeHmc< ucmcHEHuomHnnqu oHnt

m

72
groups, but their discriminating power was reduced in
comparison to that of the first variable. The dis-
criminant function, although significant, correctly
classified only 61.63 percent of the individuals into
the groups to which they had been originally assigned.

In an examination of the two functions derived for
men and women's attributions to situation, it is evident
that the three hypothesized predictors, (personal clothing
constructs, occupational appearance requirements and
formality of occupational dress) enter into one or both
of the discriminant functions. This provides partial
support of the hypothesis. Therefore, the null hypothesis
must be partially rejected.

Hypothesis 2d

 

H : An individual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will not influence his/her
attributions to Bob/Ann in the typist story-situation.

H : An individual's personal clothing constructs,
formality of occupational dress and occupational
appearance requirements will influence his/her attri-
butions to Bob/Ann in the typist story-situation.

Discriminant analysis of the men's (N = 131) attribu-
tions to typist revealed an overall significant function
(p = .0191). Occupational appearance requirements, first
to enter the equation, had a discriminant function co-
efficient of .8052. The second variable to enter, per-

sonal clothing constructs, provided a negative contri-

bution to the function with a coefficient of - 7101 which

73

00 n

mmeHmc< oucH nououcm mommu mo ponenz HmuOH

N0 u z coHumSUHm ou mcoHunnHuuu< oz
00 u z coHuwauHm ou wcoHuspHpuu<

azouu comm CH mommu 00 nonsnzm

 

00.H0 n onMHmmmHu xHuoouuoo owmucoouom

H000. u z m.xom mo oocmOHchme .H00.0 n : m.xom

 

 

 

 

0000. u coHuocsm ucmcHEHuomHa onu mo oocmOHMchHm HHmuo>o
NH00. n :oHuocsm ucmcHEHuomHa ago 00 coHumHouuoo HMOHcocmo
mucoEoqucom
oocmumoam<
0HOH. 000.0 cho. ch.mH 0000. 0000. H¢N¢.- HmcoHumaaooo H0
muosuumcou
wannOoHo
000H. 000.0 00H0. 000.0H 0000. 0000. mHHm. Hmcomuom H0
mmoun
HmcoHumaaooo
0500. 000.0 mch. 00H.0 0H00. 00H0. m~0m. mo ~AuHHmEpom Hm
owHumoum
0000. 000.0 0000. 00m.q 0H00. mmq0. 0000.- HmcoHumasooo AH
> m.omm awnEmH
so mmcmoo > m.ooo m.xHH3 ucmuuwmowoo
mo oocmo > m.Omx mo oocmo mo oocmo manmH coHuocnm monoucm
-Hoocwom on mwcmoo -Hmocoom > 0.00m -ooocwom m.xHA: Ocmcoefieumwo mmHomHum>
coHumzuHmHNMOum woxpoz coHuosuumcou mnu :H
:oEo3 u00 :oHumsuHm ou mcoHuanHuuu< mo mmeHmc< ucmcHEHuomHouumH oHnme

m

74

signifies that the two variables are moving in opposite
directions. Thus, an increase in attributions to typist
was associated with an increase in the personal clothing
constructs index and a decrease in occupational appear-
ance requirements. Both variables help in separating the
groups. Each variable has a significant Rao's V and a
significant change in Rao's V as shown in Table 16.

This discriminant function composed of occupational
appearance requirements and personal clothing constructs,
was slightly better at classifying individuals than the
previous functions. When this discriminant function was
used to predict group membership, 67.50 percent of the
respondents were correctly classified into those groups
to which they had originally been assigned.

Discriminant analysis of working women revealed that
a function could not be derived for women's attributions
to the typist. Even though only one function was derived,
there was partial support for the hypothesis due to the
presence of occupational appearance requirements and
personal clothing constructs in the men's discriminant
function. Therefore, the null hypothesis is partially
rejected.

Hypothesis 2e

 

H : An individual's personal clothing constructs,
formality of occupational dress and occupational appear-
ance requirements will not influence his/her attributions
to others in the typist story-situation.

75
H : An individual's personal clothing constructs,
formality of occupational dress and occupational appear-
ance requirements will influence his/her attributions
to others in the typist story-situation.
A significant discriminant function was not derived
for men or women's attributions to others. Therefore,

the null hypothesis cannot be rejected.

Hypothesis 2f

 

H : An individual's personal clothing constructs,
formality of occupational dress and occupational appear-
ance requirements will not influence his/her attribu-
tions to the situation in the typist story-situation.

H : An individual's personal clothing constructs,
formality of occupational dress and occupational appear-
ance requirements will influence his/her attributions
to others in the typist story-situation.

Discriminant analysis performed on the sample of men
(N = 182) resulted in the derivation of an overall statis-
tically significant function (p = .0346) for attributions
to situation. Two predictors entered the discriminant
equation. (Table 17). The first, occupational appearance
requirements, with a coefficient of .6678, provided the
most separation among groups with a significant Rao's V
and a significant change in Rao's V. The second variable
to enter, occupational prestige, with a coefficient of
.6493 contributes to the separation also indicated by
the significant Rao's V, but the change in Rao's V was
not significant. As occupational prestige and occupational

appearance requirements increase, attributions to situa-

tion increased.

76

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0000. n coHuocsm acmcHEHuomHo ecu mo coHumHouuoo HmOHcocmo

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coHumSuHmuzuoum ummee onu cH

so: you mumHaze Cu mcoHuzaHuuu< mo meszc< quGHEHuomHnuu0H oHan

77

The discriminant function with the inclusion of
occupational appearance requirements and occupational
prestige, although significant, correctly classifies
only 63.5 percent of the individuals into the groups.

An analysis performed on the sample of working
women (N = 85) derived a discriminant function with an
overall significance (p = .0134). Four predictors
entered the equation. (Table 18). Occupational prestige
and age, the first two predictors to enter the equation,
with coefficients of -.5785 and -.5316 respectively,
contribute negatively to the function. Both provide
significant group separation as indicated by Rao's V
and the change in Rao's V. The last predictors, personal
clothing constructs and income entered the equation with
coefficients of .4710 and - 4647 respectively. Again,
income contributed negatively to the function. The
last two variables significantly contribute to separation
of those who made attributions to the situation and
those who did not. A decrease in discriminating power
should be noted. Therefore, an increase in attributions
to situation was influenced by increases in age, occupa-
tional prestige and income and decreases in the personal
clothing construct index.

The discriminant function derived with the four

predictors (occupational prestige, age, personal clothing

78

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00 n z :oHumnuHm ou mcoHuacHHuu<

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79

00 n mHm0Hmc< oucH monoucm mommo mo Hocadz Hmuob

00 u z coHuwsuHm ou mcoHuscHuuu< oz
00 u z coHuwauHm 0u mcoHuscHuuu<

asouu comm CH mommo mo HocEszm

 

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Aooo. ~mm.m AAHo. Hom.m omHo. «moo. onm.- «m< AN
owHumoum
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:oEoz How :oHumsuHm 0u mcoHuscHuuu< wo mmeHmc< ucmcHEHuomHnuu0H oHcmH

m

80
constructs and income) had the highest percentage
correctly classified of all the functions. This func-
tion correctly classified 72.73 percent of the individ-
uals into the groups to which they had been assigned
originally. Even though personal clothing constructs
was the only hypothesized predictor to enter the
discriminant function, partial support of the hypothesis
exists. Therefore, the null hypothesis must be

partially rejected.

Testing of the Hypotheses Involving Occupation

Hypothesis 3

 

H0: An individual's occupation will not influence
his/her perceptions and attributions in the story-
situations.

H : An indiviudal's occupation will influence
his/her perceptions and attributions in the story-
situations.

Spearman rank order correlations were utilized to
determine the relationships between the respondent's main
occupation and his/her perceptions of appearance/clothing
saliency and attributions in the two story-situations.
For the men, appearance/clothing saliency and the classi-
fication of main occupation had a low negative correla-
tion although statistically significant (p = .022).

The negative correlation signifies that as the level of

occupation decreases, clothing became more salient.

Men's attributions to situation for the typist and the

81
classification of main occupation were positively
correlated at a significance level of .0124. Therefore,
as the respondent's occupational level increased, attri-
butions to situation for the typist increased.

Spearman rank order correlations revealed only
those two significant relations as shown in Table 19.
The lack of high correlations for men and the absence
of any correlations for women suggest that relationships
between the respondent's occupation as represented in
these data, and their perceptions of appearance/clothing
saliency and attributions to the story-situations do not

exist. Therefore, the null hypothesis cannot be rejected.

Testing of the Hypotheses InvolvingyEmployment Status

 

Hypothesis 4

 

HO: The employment status of the female respondents
will not influence their perceptions and attributions in
the story-situations.

H1: The employment status of the female respondents
will influence their perceptions and attributions in
the story-situations.

Chi Square analysis was performed to examine the
relationship between the employment status of the respon-
dents and their perceptions of the saliency of appearance/
clothing and attributions in the story-situations. For
the construction worker and typist story situations, no

significant relationships were found between employment

status and perceptions of appearance/clothing saliency

82

Table l9--Spearman Rank Order Correlations of Occupation
and Dependent Variables

 

 

Dependent Variables Men Women

 

Construction Worker Story

Appearance/Clothing Saliency N.S. N.S.
Attributions to Carol N.S. N.S.
Attributions to Others N.S. N.S.
Attributions to Situation N.S. N.S.

Typist Story-Situation

Appearance/Clothing Saliency -.l430 N.S.
(0220201)
Attributions to Typist N.S. N.S.
Attributions to Others N.S. N.S.
Attributions to Situation .5321 N.S.

(A = 201)

 

83
or attributions to key person, others or situation.

Therefore, the null hypothesis cannot be rejected.

CHAPTER 5

SUMMARY AND CONCLUSIONS

The main purpose of this research study was to
examine how an individual's selected work-related
experiences and attitudes will affect his/her per-
ceptions of clothing and attributions in a hypothetical
occupational setting. The study consisted of a sample
group of husband and wife pairs residing together in
Oakland County, Michigan. Each husband/wife pair had
at least one school age child (5-18 years) residing
with them. Separate but similar analyses were per-
formed on the data obtained from the husbands and
wives. There were 214 men and 222 women included in
the analysis.

The data for this research study were collected
in a self-administered questionnaire between November
1977 and March 1978. The data collection instrument
included five occupational story-situations, two of
which were utilized for this study. Each story-situa-
tion was composed of one main character and several
additional minor characters who were referred to or

mentioned specifically. The appearance and clothing

84

85
of the main character were clearly stated in all stories.
Each respondent answered a series of short open-ended
questions after reading a brief paragraph describing the
occupational story-situations. Dependent variables of
appearance/clothing saliency and attribution were developed
from the respondents' answers to the open-ended questions.
Additionally from the questionnaire, predictor variables
were developed from portions of the occupational clothing
section and basic demographics.

The objectives of this study were to:

1. Examine the perceptions and attributions of men
and women upon exposure to selected story-situations.

2. Examine the selected factors affecting an
individual's perceptions and attributions in the story-
situations.

3. Examine the selected factors affecting the
respondents' perceptions of clothing in occupational

situations.

Conclusions by Major Hypotheses

 

Major Hypotheses One

 

An individual's personal clothing constructs, for-
mality of occupational dress, and occupational appearance
requirements will influence his/her perceptions of the
saliency of appearance/clothing in the story-situations.

For both men and women, personal clothing constructs,
was the only hypothesized predictor found to have dis-

criminating power for appearance/clothing saliency in the

86
two story-situations. (Table 20). The dummy variable,
wearing a uniform to work, and two demographic variables,
age and occupational prestige entered the discriminant
function as additional predictors. Appearance and
clothing was perceived as being salient as values in-
creased for the personal clothing constructs indices,
and occupational prestige and as the age of the respondent
decreased.

The absence of the two variables, occupational appear-
ance requirements, and formality of occupational dress
from the discriminant function, indicates that these two
predictors as measured do not influence the perceptions
of appearance/clothing saliency. Also the presence of
the dummy variable wearing a uniform to work suggests
that additional clothing related experiences besides
those hypothesized may be useful in explaining the
importance of appearance/clothing cues.

It is evident that a combination of personal clothing
constructs and demographics distinguishes individuals into
salient and not salient clothing categories. Although,
the accuracy with which group membership could be pre-
dicted with these variables was little better than if
the individuals had been classified into the groups at

random.

87

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88

Major Hypothesis Two

 

An indiviudal's personal clothing constructs, for-
mality of occupational dress and occupational appearance
requirements will influence his/her attributions in the
story-Situations

Discriminant analysis resulted in the derivation of
significant discriminant functions for attributions to
key person(typist) for men and attributions to situation
(construction worker and typist) for both men and women.
(Table 20). Analyses could have derived a total of twelve
functions for men and women, but only five were actually
derived as mentioned above. The three hypothesized
variables, personal clothing constructs, occupational
appearance requirements and formality of occupational

dress, appear in one or more of the functions as pre-

dictors of attribution to situation. Increases in attri-

 

butions to the key person and situation were generally
associated with increases in occupational prestige,
age and personal clothing construct index. Combinations
of the hypothesized predictors and demographics do in-
fluence attributions to situation, but again the accuracy
with which individuals can be correctly classified into
groups was not very successful.

Since only one function resulted for attributions

to key person(typist) it would appear that the eight

 

predictors do not discriminate well among these groups.
In fact, the hypothesized predictors, along with the

dummy variable of wearing a uniform to work and the

89
demographic variables, do not distinguish among groups
at all for attributions to others. Therefore, addi-
tional variables would be needed to discriminate between
those individuals who make attributions to key person
and others and those who do not.

Major Hypothesis Three

 

An individual's occupation will influence his/her
perceptions and attributions in the story-situations.

The investigator believed that an individual's
life experiences would influence his/her perceptions and
attributions in certain situations. Specifically it was
thought that the respondent's own experiences in an
occupation, would influence his/her perceptions of the
importance of appearance/clothing in an occupational
setting. Also, the researcher hypothesized that the life
experiences of an occupation would influence the way in
which the respondents attributed causality in an occupa-
tional situation. As indicated by Spearman rank order
correlations, one can conclude that the main occupation
of a respondent when represented as one of three levels
(upper level white collar, lower level white collar and
blue collar) does not influence the manner in which s/he
perceives the importance of appearance and clothing, nor
does it affect his/her attributions in the hypothetical

story-situations.

90

Major Hypothesis Four

 

A female individual's employment status will in-
fluence her perceptions in the story-situations.

The employment status of the respondents did not
influence their perceptions of appearance/clothing
saliency or their attributions in the two story-situa-
tions. Although chi square analysis did not show signifi-
cant differences between the perceptions and attributions
between employed and unemployed women, several factors
may have influenced the results.

If respondents were employed for pay, laid off or
on sick leave, they were considered employed. All others
were considered unemployed. The nonworking group in the
sample may have been employed in various occupations prior
to the study. If the currently employed women had worked
previously, they might have been socialized in the same
manner as the employed group. These nonworking women
would have already been exposed to similar occupational
experiences in terms of dress expectations, as those who
were considered employed at the time of the study. This
could account for the lack of differences between the

two groups.

Discussion of Results

 

The researcher theorized that the experiences and
expectations of an occupation along with its socialization

process would be influencing factors on an individual's

91
perceptions of events in an occupational situation and
also her/his attributions of causality in that situation.
Therefore, it was hypothesized that an individual's
clothing attitudes developed during the occupational
socialization (personal clothing constructs) and dress
expectations (as reflected in occupational appearance re-
quirements and formality of occupational dress), along
with the respondent's occupation itself would influence
that individual's perceptions of appearance/clothing
saliency and his/her attributions in an occupational
story-situation. Thus, it was believed that an unemployed
individual would be without these experiences of an
occupation and dress expectations, and would, therefore,
respond differently to the occupational story-situations.
As shown in the conclusions of the major hypotheses,
portions of that theory were partially supported.

From an examination of the discriminant analysis,
performed a total of sixteen times for men and women
utilizing the same eight predictors, it is possible to
conclude the following results. Formality of occupational
dress appeared in a discriminant function only once.
Additionally, the demographic variable of education did
not appear in an equation at all and income entered only
one time. Although formality of occupational dress and
income contribute to the functions in which they appear,

they did not enter as consistently as other predictors.

92
This suggests that those three variables in their present
form do not aid in the discrimination of appearance/
clothing saliency and attributions in the story-
situations.

The dummy variable regarding whether or not the
respondent wore a uniform to work entered twice in functions
derived to distinguish between appearance/clothing saliency.
This suggests that the dummy uniform variable, an addi-
tional measure of the respondents appearance requirements
in itself, further supports what had theorized.

Personal clothing constructs, occupational appearance
requirements, occupational prestige and age were found to
be the most powerful discriminators. Each appeared four
or more times in functions. The presence of the first
two variables make it possible to conclude that attitudes
toward occupational clothing, and occupational appearance
requirements are significant in influencing perceptions
and attributions in occupational settings. Additionally,
it should be noted that as an occupational level increases,
occupational prestige also increases. Therefore, if one
considers that the variables of occupation and occupa-
tional prestige are somewhat similar in what they measure,
it is possible to suggest that occupational prestige
also represent the life experience of an occupation.

Thus, even though Spearman rank order correlations did

93
not relate occupational level to perceptions of
appearance/clothing saliency and attributions to the
story-situation, one can see through occupational
prestige that this condition may exist.

From an examination of the analysis, it is possible
to conclude that a combination of the hypothesized vari-
ables and demographics do result in the derivation of
significant discriminant functions. Basically, certain
combinations of the predictor variables did distinguish
between the saliency of appearance/clothing and attri-
butions in the story-situations. When one examines the
success of these discriminant functions, it is realized
that although they are significant, they are not very
useful in dichotomizing individuals. At best, the
percentage correctly classified was 72.7. Thus, even the
derivation of a significant function does not insure that
it will correctly classify a large percentage of the
individuals. As mentioned previously, the unequal group
sizes hinder the interpretation of the classification
table, thus making it difficult to determine the success
of a discriminant function.

Several factors should be considered in order to de-
rive an increased number of significant functions with
large percentages correctly classified. First of all,
the absence of formality of occupational clothing as a

predictor would seem to suggest that this variable might

94
not have been accurately represented or it may just
not be important. Perhaps a level of formality scale
should have been created and tested for reliability,
independent of the research study. The same is true
for personal clothing constructs and occupational
appearance requirements. Also, employment status as
a variable needs to take into account whether an
individual had ever worked, the number of occupations
s/he had held, the length of time in each and length of
time since s/he became unemployed.

The presence of the dummy variable of wearing a
uniform to work indicates that more precise variables
might aid in the power of discrimination. Additionally,
as in regression, variables should not overlap in terms
of the information they contribute to the function. If
occupational prestige were not entered into analysis as
a predictor, income and education might have appeared
as more powerful discriminators.

The researcher can conclude that occupational
experience as reflected in personal clothing constructs
and appearance requirements are influencing factors on
an individual's perceptions of a characters use of
appearance/clothing in a hypothetical story-situation.
These two variables also influence a person's attributions

to key person and to situation. To derive a more

95
successful discriminant function, it would appear that
perfection of these predictors is necessary, and there-
fore, additional research is required to identify and

measure these variables.

Limitations of the Findings

 

The SPSS discriminant analysis program used did not
have the capacity to handle missing data, therefore, if
cases had any variables with missing values they were
excluded from the analysis. This resulted in the
exclusion of a substantial number of cases from the
analysis.

Even though each story-situation varied, the clothing
of each character was specifically mentioned. As the
respondents were exposed to additional story-situations,
it is possible that they were more attuned to the
clothing cues. If the increased exposure stimulated
attention, it might have encouraged the respondents to
mention appearance and clothing more frequently in their
answers. Also, the presence of previous questions within
the questionnaire may have had some influence on the
respondents' answers to the open-ended questions.

If the researcher had been present during data
collection, the respondents' questions and uncertainties
about the story-situations could have been clarified.

Additionally, if data had been collected in an interview,

96
the researcher could have probed the respondent for
further information and insured that the respondents'
intentions were clearly recorded. This would have allowed
the researcher to make sure that interpretations of the

respondents' answers were complete.

Suggestions for Further Study

 

If a researcher were to pursue a similar study with
these two or other story-situations and discriminant
analysis, better results might be obtained with a
slightly different combination of demographic and
experiental variables. The researcher could consider
age of the respondents, number of years on the job,
types of previous occupations, etc. It is likely that
a grouping of demographics and experiential variables
might prove to be a more power discriminator. Addi-
tionally, with discriminant analysis, the researcher should
consider the effects of group size on the percentage
correctly classified. It is likely that groups closer
in size would be more successful in dichotomzing
individuals.

Further analysis of these story—situations might
include the derivation of a variable that would span
all five of the story-situations. For example, a
researcher might examine the group of who continually

made attributions to the key person in all story-situations.

97
Similar comparisons could be made between those who
always made attributions to others, to the situation
or those who responded that clothing was salient or
not salient in all stories.

Another study could involve an attempt to quantify
the degrees of deviancy exhibited by each character's
costume. A relationship could exist between the degree
of deviancy of the costume, the perception of saliency
and the attributions made by the respondents in that
story-situation. This would entail developing the
variable independent of the situation and testing it for
reliability. Additionally, the circumstances within the

situation would need to be studied.

APPENDICES

APPENDIX A
PORTION OF QUALITY OF LIFE QUESTIONNAIRE
USED IN THIS STUDY

98

INTERPERSONAL SITUATIONS

The following five situations may occur. Please respond to the questions following
each one and add any comments you would like to make.

10.]

Carol read that a local company was hiring workers for their construction crews.
Since she had several years experience, she felt confident that she would get a
job. After making an appointment for an interview, she arrived at the personnel
office wearing a skirt and blouse and was surprised to see that she was the only
female in the roomful of applicants. Carol felt that her interview with the
personnel director had gone well and was certain that she would be hired. The
following day she received a phone call and was told that all the positions on
the construction crews had been filled.

lO.la How would you have felt if you were Carol?

 

 

 

 

lO.lb th do you think that she was not hired?

 

 

 

 

lO.lc Other comments

 

 

 

99

10.3 Bob got a job working as a typist in an office. At first, he got along well with
the other people. He liked to wear good, new clothes to the office. As a result-
he spent most of his salary on clothes and was the best dressed person in the
office. After a short time. Bob was promoted to the job of receptionist, a job
that some of the Older people wanted. They complained to the office manager. He
told them that Bob was given the job because he was always so well-dressed, and
that it was important to have someone at that job who would make a good impression
on the public.

l0.3a what do you think of the office manager who promoted Bob because of his
appearance?

 

 

 

why?

 

 

 

lO.3b What do you think of Bob's use of clothing to get ahead on the Job?

 

 

 

Why?

 

 

 

l0.3c How do you feel about his co-workers and their response to his promotion?

 

 

 

lO.3d Other conments

 

 

100

10.3 Ann got a job working as a typist in an office. At first. she got along well with
the other peOple. She liked to wear good. new clothes to the office. As a result,
she spent most of her salary on clothes and was the best dressed person in the
office. After a short time, Ann was promoted to the Job of receptionist, a job
that some of the older people wanted. They complained to the office manager. He
told than that Ann was given the job because she was always so well-dressed, and

that it was important to have someone at that Job who would make a good impression
on the public.

lO.3a what do you think of the office manager who promoted Ann because of her
appearance?

 

 

 

Why?

 

 

 

lO.3b Hhat do you think of Ann's use of clothing to get ahead on the job?

 

 

 

Why?

 

 

 

l0.3c How do you feel about her co-workers and their response to her promotion?

 

 

 

l0.3d Other comments

 

 

101
GENERAL CLOTHING INTERESTS

 

This section contains statements on clothing interests
which some people have. For each statement, please
indicate how much you disagree or agree with the state-
ment as a description of YOU. Read each statement, and
CIRCLE THE NUMBER that best describes YOUR feelings.
For example, circle "1" if you strongly disagree with

a statement, circle "3" if your feelings are in between
(that is, you equally agree and disagree), and circle
"5" if you strongly agree with it. Please be sure to
answer every question.

 

 

 

5.4 The way people dress for l 2 3 4 5
a job interview makes a
difference in whether or
nor they are hired.

5.11 It is important to wear 1 2 3 4 5
clothing that is appro-
priate for the occasion.

5.16 People judge your work 1 2 3 4 5
performance by the way
that you are dressed.

5.21 The way people dress on 1 2 3 4 5
the job can make a
difference in their
opportunities for
advancement.

5.26 Employers or super- 1 2 3 4 5
visors notice how
workers dress on the
job.

 

 

 

 

 

 

 

102

OCCUPATIONAL CLOTHING

 

For many people a large number of hours each day are spent
working. In various parts of the questionnaire we ask
about your work, and in this part we focus on your occupa-
tional clothing.

If you work at two jobs, please answer the following
questions with respect to your main 'ob, that is, the one
in which you spend the most time. If you spend an equal
amount of time on two jobs, it is the one which provides
the most income.

12.1a Do you wear a uniform for your job?

 

( ) No > GO TO QUESTION 12.2a ON NEXT
PAGE.

 

( ) Yes
1-

12.lb Please describe the uniform. What garments,
styles or colors, or what equipment do you
wear?

 

 

 

12.lc Why do you wear a uniform? CHECK AS MANY AS
APPLY.

Required by employer

A
v

Personal preference

Safety

Health

Custom; generally expected
Practical

Provided by employer
Provides identification
Other

AAA/\AAAA
VVVVVVVV

 

(please specify)

103

12 1e Besides the uniform, are there any appearance
requirements for your job?

( ) Yes————) 12.1f Please describe any

()No

12.1g

other appearance
requirements.

 

 

 

Are these requirements
specified in writing
by the employer?

( ) Yes
( )No
( ) DOES NOT APPLY

GO TO QUESTION 12.5a
ON THE NEXT PAGE.

12.2a Are people in your position expected by your employer
to dress in a particular manner or present a partic-

ular appearance for work?

 

( ) Yes > 12.2b
( )No

( ) DOES NOT
APPLY

12.2c

If YES, are the require-
ments specified in
writing?

( ) Yes
()No

Please list the dress
requirements. What
garments, styles or
colors, or aspects of
appearance are
specified or under-
stood?

 

 

 

 

104

12.3 Describe what you usually wear for work. What
garments, styles or co ors, or what equipment do
you wear?

 

 

11.5

13.2a

13.9b

13.7a

105

Are you presently self-employed, employed for pay,
either full- or part-time, or are you receiving some
pay while temporarily laid off, on strike or on

sick leave?

 

 

( ) N0 )= GO TO QUESTION 13.1 ON
PAGE 33.
( ) Yes > CONTINUE ON TO QUESTION 12.1a

ON THE NEXT PAGE.
How old were you on your last birthday?
Age at last birthday

If you are working now OR are temporarily laid off
OR on strike OR on sick leave, what kind of work
do you do? What is your main occupation called?
(If you have two jobs, your main occupation is

the job on which you spend the most time. If you
spend an equal amount of time on two jobs, it is
the one which provides the most income.)

Main occupation

 

What is the hi best level of formal schooling
that you have completed? CHECK ONE.

( ) Less than 8 grades of elementary school
( ) 8 grades of elementary school

( ) 1-3 years of high school

( )

Completed high school and received diploma
or passed high school equivalency exam

College graduate, bachelor's degree
Post bachelor's course work
Master's degree

Post master's course work

Ph D., Ed.D.

Other professional degree (such as MD, DO,
JD, DDS):

AAA/\AA
VVVVVV

 

(pléase specify)

106

13.11b About how much of this total family yearly income
do you estimate that YOU will earn in 1977?

 

 

ESTIMATED PORTION OF TOTAL FAMILY INCOME, 1977,
EARNED BY YOURSELF

( ) Does not apply, not employed in 1977

( ) Under $3,000

( ) $ 3,000 - $ 3,999 ( ) $12,000 - $14,999
( ) $ 4,000 - $ 4,999 ( ) $15,000 - $19,999
( ) $ 5,000 - $ 5,999 ( ) $20,000 - $24,999
( ) $ 6,000 - $ 6,999 ( ) $25,000 - $29,999
( ) $ 7,000 - $ 7,999 ( ) $30,000 - $34,999
( ) $ 8,000 - $ 8,999 ( ) $35,000 - $49,999
( ) $ 9,000 - $ 9,999 ( ) $50,000 - $74,999
( ) $10,000 - $11,999 ( ) $80,000 and over

APPENDIX B
INTERVIEWER PROCEDURES AND FORMS
USED IN THE FIELD

107

November, 1977

OAKLAND COUNTY LIFESTYLE
Interviewer Instructions

TYPE OF INTERVIEHING TECHNIQUE

For this study you will not be doing any actual interviewing with a respondent.
You will. however, screen households within each area to determine eligibility
for placement of questionnaires. and you will be required to return to those
households to pick up and verify completion of those questionnaires.

ELIGIBLE RESPONDENT/HOUSEHOLD

In order for a household to be eligible for placement of questionnaires, the
following criteria must be met:

1.; The household must be occupied by a married couple.

2. The couple must have one or more children from five years of age
through 18 years of age.

3.) The husband and wife must both consent to filling out a questionnaire.

In order for a household to be considered complete. BOTH questionnaires are to
be completely filled out and must be accompanied by a signed consent form.

RESPONDENT INCENTTVE

In order to show their appreciation for respondent's co-operation. Michigan
State University will issue a $10.00 check to each family who participates in
this study. These checks will be mailed directly to the household approximately
four to six weeks after they have completed the questionnaires. Additionally.

a summary report of the findings of this research project will be mailed to the-
participating households upon completion (this will be a couple of months after
receipt of the check.)

QUOTA

Each area has a quota of four completed households. This means that four
husband/wife sets and consent forms will be completed for a total of eight
questionnaires per area.

SAMPLING PROCEDURE

Standard sampling procedure is to be used for this study. Proceed to the corner
indicated by a red x on your area mapsheet. Begin at the household indicated in
the bottom right-hand corner of your mapsheet. this becomes your first designated
household and should be written in on your first call record. If you are unable

108

Oakland County Lifestyle
Interviewer Instructions

to place the questionnaires at the designated household, you will substitute
by going to the residence to the right, then to the left. then by skipping

fbur households from your designated one, and continuing this pattern until you
have glaced them with an eligible household. Please look at the following
examp e

19. Deals ..

Omaggogpgmagama

This is the pattern that you will fbllow in covering your blocks to determine
eligibility for placement.

CALLBACKS

There are three callbacks required on the first household attempted for each
set of questionnaires to be completed. Let's examine some possible field
situations. Since you can only place your questionnaires in households meeting
certain criteria it would be futile to make three callbacks on a household
containing a widow over 65. Hhen you begin. work in an area and run into a

no answer at one of your designated households. check with the residence to the
right, explain the purpose of your visit and ask if their neighbor meets the
eligibility requirements. If they do, you should continue to call on that
household; if not, ask the person you are speaking to if they meet the
requirements and attempt placement. In other words, screen your neighborhood
efficiently for eligible households before attempting callbacks and you will
minimize the number of trips made to an area considerably.

INTERVIENING HINTS

' Make sure that at least one (either husband or wife) has signed the consent
form and is certain that the other spouse will do so befbre leaving the
questionnaires.

* Stress confidentiality.

* Remind respondents that the 510. GO and the summary report will only be sent
to households who successfully complete both questionnaires and sign the
consent fonn.

' State a specific date and time for pick-up of questionnaires and arrange for
both spouses to be present if possible.

' Call your respondents before you return to your area to pick-up the
questionnaires.

109

MI" 0' LIFE "00!“. fkl. l!"

 

 

 

 

 

 

 

 

 

 

 

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code
amn, eaalain purposes of study
all incentive pay-ent

 

 

 

 

 

 

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1. have a cane age 3 3353-21: {3103 all record .

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living together in household?

 

 

 

 

 

 

 

 

 

 

 

 

  
   

 
 

 

 

 

 

 

 

 

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\
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Siva further mlanatian to soon Give W explanation to one :
spous- spouse
Obtain written consent from both Quin ‘m‘ h“ one sense? 1.4—)1 rams-sac. mun-aw ___,-
spouses? . Careless call recon ;
(code a)
ft! '3 b 39; leave nest'o
laminate naires with sparse
int-anion .
tanoiasa can F gm.. ”a . 7 Paper clip consent ran- as insioal
. record (coca s 21:33 res M. a.“ of front cover of questionnaire
. , , or spouse who is res nova. "ace
2.; ”an“ ; Con-m front mm 3) am but - mm s' - Ir envelope. Do m
t . g g .
“a ‘ on : :chtLrec-sre. a an o ts up data seal

 

Siva spouse who is present his!

I“. "9"“ cm '°"" '1‘” 1“ her o-ostiomsira one envelope. 1

ans osoor clip to can record

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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3' of to" m: olan sick as a spouse consentse
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if one or note boostionnairas an and tin ‘ ‘ h .
partially or totally inoculate. -——1—-I l::,‘:;,:..u " "-
Transfer ouestiornaires to "1‘ a ”"1 V ' '

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3w:id’::z:n:h::‘: a: ' Rat-are to slot as suestionnaires , :r;,:, :h, 2: con.
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1 Cnecl for both signatures on '. again if no nant :-
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110

MIC HIGAN STATE UNXVE R SITY

 

(0|.th 0' WW moor mum-muons

November 15. l977

This is to introduce an interviewer from (name of market research agency).
interviewer is asking your participation in a study of the quality of life of
families in Oakland County. Michigan. The research project and questionnaire
have been developed by the Departments of Family and Child Sciences and Human
Environment and Design. College of Human Ecology at Michigan State University. '

The project has been funded by the Michigan Agricultural Experiment Station.

You and your spouse's cooperation in granting a short interview and in completing
self-administered questionnaires will be sincerely appreciated. and your names

will in no way be linked to your responses.

Sincerely,

m. £4!

Margar I M. Bubolz. Professor
Family and Child Sciences

Madame

Ann C. Slocum, Assistant Professor
Human Environment and Design

lll

MIC HIGAN STATE UNIVERSITY

 

COlLEG! 0' HOW WY EAST LANSING ' MICHIGAN . 0.1!

Fall 1977
CONSENT FORM

He, the undersigned. willingly consent to participate in a study about the
quality of life of Michigan families. He do so with the understanding that our
responses will contribute to the goals of the research project being conducted
by the College of Human Ecology at Michigan State University and the Michigan
Agricultural Experiment Station. The purposes of the study have been explained
to us, and they are repeated in the letter attached to the questionnaire. Thus.
we have knowledge of the aspects of the study.

He agree to complete the questionnaires as accurately and completely as we
are able. He further understand that our names will in no way be linked to the
answers we have given. and we reserve the right to withdraw from the study at
any time. We desire to participate in this research and consent and agree.

PLEASE SIGN YOUR FIRST AND LAST NAMES.

 

 

Wife‘s Signature Date Husband's Signature Date

 

Street Address City/Town. State Zip Code

He. the undersigned. guarantee complete anonymity to the persons whose
signatures are above. Their names will in no way be linked to the responses given.
we further agree to pay the abovesigned family an amount of $10.00 upon receipt of
the two conpleted questionnaires. He will be happy to answer any questions they
might have about completing the questionnaires. Please call 5l7-353-5389 or
517-355-1895.

”flag-mm £45.15/ 4“ g, paw

7 o
Dr. Margaret M. Bubolz. Professor Dr. Ann C. Slocum. Assistant Professor
Family and Child Sciences Human Environment and Design

APPENDIX C

CODING PROCEDURES FOR SELECTED RESPONSES
TO STORY—SITUATIONS

112

CONSTRUCTION WORKER STORY-SITUATION

Attributions to Key Person as Causal Agent

"Because she was a female."

”She did not project the image of a construction worker.”
”Maybe not physically strong enough for jobs available."
"Would like to believe she was not hired because her

experience did not equate to those who were."

Attributions to Others as Causal Agents

"Better qualified applicants.”

"The other applicants had more experience."

"Someone had better experience than her.”

”Evidently, the interviewer felt that Carol was not the

best person for the job offered."

Attributions to the Situation as Causal Agent

 

"The obvious is that the employer was biased in his
assessment of Carol as her appearance was femimine."
At the time they (company) didn't want to hire any

females."

Appearance/Clothing Saliency Dimension

 

l. Appearance/clothing is salient
”Because her appearance did not reflect that of a
construction worker.”
"Her appearance may have given her the look of not

being able to do the job."

113

2. Appearance/clothing is salient qualified.
”Perhaps she looked too femimine and they thought
her not capable of outdoor work."
3. Appearance/clothing is not salient.
”I don't think the way she dressed cost her the job.”
4. Appearance/clothing is not salient qualified.
”You are trying to imply that Carol was not hired
because she wore a skirt and blouse. I don't feel
that is the case. There might have been something

else about her person that was wrong."

BOB/ANN TYPIST STORY-SITUATION

 

Attributions to Key Person as Causal Agent

 

"If the receptionist job was her goal she used her dress
very appropriate."
"I think Ann did the right thing, if that's what it took

to get ahead."

Attributions to Others as Causal Agents

 

"They (co-workers) had put good years into the company

and hard work, but that with family and bills they had,

how they dress was what they could afford."

"Manager should never admitted promotion based on clothes."
"They (co-workers) should have dressed like Bob."

”I think he (office manager) promoted Bob because he got

along well with people."

114

”I think he was a good manager who was concerned about

the company."

Attributions to the Situation as Causal Agent
"Having time and experience should entitle you to a better
job before others trying to buy their way up."

"Seniority is of value."

Appearance/Clothing Saliency Dimension

 

l. Appearance/clothing is salient
”That job should be filled by someone who cared about
his appearance."
”Good appearance is important.”

2. Appearance/clothing is salient qualified
”I think a person should look neat, but he also should
have the qualifications.”
"A person should make a good employee first and how
they dress should be second.”
"Bob likes clothes and the job requires it."

3. Appearance/clothing is not salient qualified

”Clothes alone don't get the job done."

APPENDIX D
CODING PROCEDURE FOR FORMALITY OF OCCUPATIONAL DRESS

115

FORMALITY OF OCCUPATIONAL DRESS

Men

Sweatshirt, tee-shirt or work shirt and/or work
pants, jeans or Levis or coveralls or special
sport clothing.

2 Shirt or sport shirt and slacks with no mention of
tie or sports coat (shirt or sport shirt worn with
jean, Levis or work pants coded "1").

3 Shirt, slacks and special jacket or sports coat with
no mention of tie or shirt, tie and slacks with no
mention of sports coat.

4 Shirt, slacks, jacket and tie (no mention of suit).

5 Choice of suit or sports coat with tie (tie assumed
if not specified).

6 Suit and tie, business suit, 3-piece suit, or vested
suit.

Women

1 Jeans, Levis, special sport clothing.

2 Slacks with blouse, top or sweater (uniforms called
"pantsuits" were assumed to be slacks and tops).

3 Choice of pantsuit (i.e., slacks and top or dress).

4 Shirt and top or dress (no mention of slacks or

pantsuit).

BIBLIOGRAPHY

BIBLIOGRAPHY

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Buckley, Hilda Mayer, and Roach, Mary Ellen. "Clothing
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Clausen, John A. (ed.) Socialization and Society.
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Conner, Barbara Hunt, Peters, Kathleen, and Nagasawa,
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Cooley, William W., and Lohnes, Paul R. Multivariate
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Douty, Helen 1. "Influence of Clothing on Perception of
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Fishbein, Martin. "Attitude, Attitude Change and
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116

117

Godfrey, Lina Rowe. "The Importance of Clothing and
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Hamid, Paul N. ”Changes in Person Perception as a
Function of Dress." Perceptual and Motor
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Hamid, Paul N. "Some Effects of Dress Cues on Observa-
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Heider, Fritz. The Psychology of Interpersonal Relations.
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Hollander, Edwin F. Principles and Methods of Social
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Johnson, Barbara Hunt, Nagasawa, Richard H. and
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Jones, Edward E., David, Keith E., and Gergen, Kenneth J.
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Kelley, Eleanor, Good, Evelyn, and Walter, Sarah.
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118

Ketch, Karen Walsh. "Men's Perceptions of Sex Role
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Klecka, William R. "Discriminant Analysis.” in
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McGuire, William G. "The Nature of Attitudes and
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Molloy, John T. Dress for Success. New York: Warner
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Molloy, John T. The Women's Dress for Success Book.
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Moore, Wilbert. "Occupational Socialization." in
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Morrison, Donald G. "On the Interpretation of Dis-
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Nelson, Rogene Siert. "Clothing Preferences and
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