PERSONALITY PATTERNS OF AGRICULTURAL EXTENSION WORKERS AS RELATED TO SELECTED ASPECTS OF WORK ADJUSTMENT By ROBERT OLIVER HATTON AN ABSTRACT Submitted to the School of Graduate Studies of Michigan State College of Agriculture and Applied Science in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY Department of Guidance and Counselor Training 1953 Approved Robert 0, Hatton PERSONALITY P A T T E R N S OF AGRICULTURAL EXTENSION WORKERS A S R E L A T E D TO SELECTED ASPECTS O P W O R K ADJUSTMENT A n Abstract The Problem. This study was one phase of the General Research Project c o n c e r n e d with the purpose of securing in­ formation that would, e na b l e the Michigan Cooperative Exten­ sion Service to s e l e c t workers who not only would be more successful in the p e r f or ma nc e of their duties but who would also be more s a t i s f i e d particular study w a s , i n their work. firstly, to provide a description of the personality p a t t e r n s Agents in Michigan.; The purpose of this of County Agents and If I-I Club secondly, to determine, which of certain clinical scales of t h e Minnesota Multiphasic Personality In­ ventory might s e rv e as aids in the selection of more effec­ tive and more s a t i s f i e d Agents; and thirdly, to collect further normative d a t a on the social scales of the MMPI and to examine their u t i l i t y as guides for personnel selection In the Extension S e r v i c e . Method, T e c h n i q u e , and Data. The purpose of the first objective was r e a l i z e d through the presentation of an adapted form of the MMPI to 8l County Agents and Ij.6 If. H Club Agents in Michigan in 1951-52. The sp proach to the second and third objectives was essentially that of testing the significance of the difference between the MMPI scale scores of Agents falling above the mean and of MMPI scale scores of Agents falling below the mean in respect to their ratings on two work adjustment criteria, determining the in­ tensity of these relationships and examining the extent to which accurate predictions could be made by analysis of per­ sonality profiles. Findings and Conclusions. Results of this study indicate that: 1. The personality patterns of the County Agricultural Agents and II H Club Agents in Michigan are somewhat similar as measured by the MMPI. 2. In comparison with the "less effective" County Agents, the total group of "more effective" Agents obtained signi­ ficantly higher scores on the Hypochondriasis and Hysteria scales. 3. The extreme group (upper quartile) of "more ef­ fective" County Agents scored significantly higher than the "less effective" group on Hypochondriasis, Hysteria, and Dom­ inance. The "less effective" group of Ij. H Club Agents ob­ tained significantly higher scores than the total group of ’’more effective” Agents on the Hysteria and Status scales. 5. The "less effective" group of I4. H Club Agents ob­ tained significantly higher scores on the extreme quartile of "more effective" Agents on the Status scale. 6. In comparison with the "less satisfied" County Agents, the "more satisfied" Agents had significantly higher mean scores on the Social Participation and Responsibility scales. 7. The total group of "more satisfied" Ij. H Club Agents had neither significantly higher nor significantly lower mean scores than the "less satisfied" !(. H Club Agents. ACKNOWLEDGMENTS The author wishes to acknowledge his indebtedness to the many persons who have aided him in the completion of this study. He desires to especially express his gratitude to the chairman of his guidance committee, Dr. Walter P. Johnson, and to the remaining committee members, Dr. C. V. Millard, Dr. Clyde M. Campbell, and Dr. Leonard J. Luker for their assistance in formulating the study, their sug­ gestions during the investigation and their critical reading of the completed manuscript. Special gratitude is expressed to Dr. Kenneth G. Nelson for his constant interest, invaluable guidance and con­ structive criticisms in his capacity as technical advisor to the study. Sincere thanks are also due to Dr. Clifford E. Erickson who relinquished the chairmanship of the Author's guidance committee upon his appointment to the position of Dean of the Basic College. Grateful acknowledgment is expressed to the following persons who provided valuable assistance through their coop­ erative efforts in the total research project: Dr. Duane L. Gibson, Dr. Charles R. Hoffer, Dr. Rowland R. Pierson, Dr. A. Conrad Posz, Dr. Paul A. Miller, Dr. John T. Stone, Mr. Donald G. Curry, Mr. Claude Courtway, Jr., Mr. Norman E. Drayton, and Mr. Joseph L. Locke. Special indebtedness is also acknowledged to the Michigan Cooperative Extension Workers who provided the basic data for this study, and to Dr. Robert A. Jackson for statistical assistance. The writer sincerely appreciates the financial assist­ ance furnished for parts of this study by the United States Department of Agriculture and the Office of Naval Research, United States Navy. Finally, credit should be given to my wife, Mary D'Arpa Hatton, for encouragement, inspiration, and uncounted hours of assistance. TABLE OP CONTENTS CHAPTER I. II. Page STATEMENT OF THE PROBLEM AND DEFINITION OF TERMS .............................. 1 Statement of the Problem ............. 2 Importance of the Problem............ I4. Origins of the Study ■................. 11 Limitations of the Study ............. 13 Definition of Terms .................. 1I4. Extension Service Worker ............. llj. Extension Administrators ............. IJ4. Specialists ......................... . 15 County Extension Workers ............. 15 ■County Agent ........................ 15 1+ H Club Agent ................ l6 Work Effectiveness ................ l6 Job Satisfaction ..................... l6 Personality Patterns ................. l6 Summary .............. 17 RELATED RESEARCH.......... 20 Related Summaries of Research ........ 20 General Research Relative to the Relationship of Personality to Work Adjustment .......................... 20 Research Relative to the Relationship of the Minnesota Multiphasic Person­ ality Inventory Scores and Work Adjustment ........... 25 V CHAPTER III. Page Summary of Research of Personality and Work Adjustment Relationships ....... 35 Significance of Research Findings ....... 37 SAMPLE, PROCEDURES, AND TECHNIQUES ...... 39 Description of Instruments Used ......... 39 The Job Satisfaction Questionnaire ...... lj-0 The Minnesota Multiphasic Person­ ality Inventory......................... ij.2 Description of the MMPI Clinical Scales .. Ij-lj- Scoring and Interpretation of the Clinical Scales ......................... lj-5 Reliability and Validity of the MMPI .... I(-6 The Social Scales ........ ............... Ij.8 The Adapted Form of the MMPI Used in This S t u d y ...............................‘ 5l The Sample ............................... 52 The Sample in Relation to the General Research Project ..... 52 Number Included in the Sample ........... 53 Limitations and Advantages of the Sample . 53 The Agents’ Job Situations .............. 55 Duties of the Agents .................... 55 The Agents’ Worker Roles ................ 56 Ages and Years of Experience ............ 58 Collection of Data and Their Preparation for Analysis ........... 60 Administration of the Minnesota Multi­ phasic Personality Inventory ............ 60 Scoring of the MMPI ..................... 6l vi CHAPTER IV. Page Administration of the Job Satisfaction Questionnaire ........... 62 Scoring of the Job Satisfaction Questionnaire ........................ 62 Recording of Data .................... 63 Tabulation of the Data ........... 63 Techniques of Analysis ........... 6if Significance of the Difference Between Means ............... 614- Assumption of Normal Distribution ... 65 Tests of Significance Used ........ 65 Summary.......................... 67 THE VARIABLE WORK ADJUSTMENTS GROUPS 70 Problems In Rating Agents’ Work Effectiveness ................. 70 Various Rating Methods Considered ... 71 The Michigan Extension Service Rating System ..................... 72 Specialists’ Rating of the County Agents ........................... 72 Appraisal of I4. H Club Projects ..... 7^- Rating of Personal Effectiveness on the Job ....................... 75- Rating Method Used in This Study .... 75 The Variable Work Effectiveness Groups .......................... 80 Homogeneity of the "Quartile" Groups ........................... 80 Rating of Job Satisfaction........ 8l Relationship of Job Satisfaction and Work Effectiveness ............ 8l Scale Analysis ................... 86 vii CHAPTER Page Reliability of Scales .................... 95 Validity .......................... V. Intensity Analysis .................... 97 Selection of SatisfactionGroups ....... 99 Homogeneity of the Satisfaction Groups ............................... 100 Summary .............................. 102 PERSONALITY PATTERNS OP THEAGENTS ........ 10i|. Mean MMPI Scores ...................... 10l|. ..................... Il6 Summary of Description of Agents’ Personality Patterns .................. 120 THE RELATIONSHIP BETWEEN MMPI SCORES AND WORK EFFECTIVENESS .................. 121 Profile Analysis VI. VII. 95 County Agents ........................ 121 Combined Comparisons .................. 128 Intensity of Relationships ............ 130 Prediction from Significantly Different Scales ...................... 130 Analysis of the Personality Patterns of ij. H Club Agents .................... 1314- Prediction from Significantly Different Scales ... 138 Summary of the Relationships Between Personality Patterns and Work Effectiveness ........................ llj.3 THE RELATIONSHIP BETWEEN MMPI SCORES AND JOB SATISFACTION ....................... lk5 County Agents ......... 1I4.5 Intensity of Relationships ............ 1I4.9 viii CHAPTER VIII. Page Prediction of Job Satisfaction ....... 150 Comparison of the Personality Patterns and Job Satisfaction of if H Club Agents .................. 15>3 Summary of the Relationship between Interests and Job Satisfaction...... l£6 SUMMARY, CONCLUSIONS, AND IMPLICATIONS FOR FURTHER RESEARCH ................... l£8 Summary................ 158 The Problem........................ ±%Q Methodology........................ 159 Findings ................... l62 Conclusions and Recommendations ...... l66 Suggestions for Further Research ..... l68 BIBLIOGRAPHY.................................. 171 APPENDIX A .................................... 182 APPENDIX B .................................... 188 APPENDIX C 196 ............................. APPENDIX D ...................... 198 ix LIST OP TABLES TABLE Page ..................... 30 1. Pinal Factor Loadings 2. Mean T Scores on Diagnostic Scales of MMPI Tabulated by Schools .......... 3& Mean Ages and Number of Years of Experience in the Michigan Extension Service for County Agents and Ip H Club Agents as of May 1, 1951 •• 59 Summary of Ratings of County A.gents and ip H Club Agents by "Quartile" Groups ........ 77 Analysis of Variance of the Ratings of Seven Judges on the Work Effectiveness of County Agents (N-8l) ..................... 78 3. Ip. 5. 5a. Analysis of Variance of the Ratings of Seven Judges on the Work Effectivenessof ip H Club Agents (N —lp8) ............... 6. 7. — 78 P Comparison of Means (x) And Variances 4*- ) of Ages and Years of Experience for Various "Quartile" Work Effectiveness Rating groups of County .Agents and Ip H Club Agents ..... “ P Comparison of Means (x) And Variances of Raw Job Satisfaction Questionnaire Scores for Various "Quartile" Work Effectiveness Gro^^ps of County Agents and ip H Club Agents ... 8. Proportion of County Agents and Ip H Club Agents Answering the Various Categories on the Seven Items on the Job Satisfaction Blank ..................................... 9. 10. 82 Dichotomization of Job Satisfaction Item Response Categories Used for Test of Scalability ......... Scale Analysis of the First Trial Ranking of the Six Item Job Satisfaction Question­ naire for County Agentsand Ip H Club Agents 85 88 91 ... 93 X TABLE, 11. 12. 13. Page 2 Comparison of Means (x) and Variances tr- ) of Ages and Years of Experience for Variable Satisfaction Groups of County Agents and ij. H Club Agents .................. 101 Mean Standard Scores and Standard Devia­ tions for 81' County Agents and ij_6 Ij. H Club Agents on Six MMPI Clinical Scales .......... 105 A Comparison of Mean Standard Scores of 125 Male Students of Five Selected Professions, 8l County Agents.and Ij. H Club Agents ............................ 107 llj.. Mean Standard Scores and Standard Devia­ tions for 8l County Agents and I4.6 Ij. H Club Agents on Eight MMPI Social Scales ...... 110 15. A Comparison, of Mean Standard Scores of 107 Female Graduate Education Students, 8l County Agents and lj.6 lj. H Club Agents on Five MMPI Scales ........................ 115 16. Distribution of Standard Scores of 8l County Agents on Fifteen MMPI Scales ........ 117 17. Distribution of Standard Scores of Ij.6 ij. H Club Agents on Fifteen MMPI Scales ...... 119 18. Comparison of Means (x) And Variances U-2) on llj. MMPI Scales for County Agents rated in the Three Highest "Quartiles" and the Lowest "Quartile" on Work Effectiveness ..... 122 — M O 19. Comparison of Means (x) and Variances on llj- MMPI Scales for (County Agents rated In the Highest "Quartile" and the Lowest "Quartile" on Work Effectiveness ............ 125 20. Summary of MMPI Scales on which Mean Scores of "More Effective" and "Less Effective" County Agents Differed Significantly ..... 129 21. Correlation Coefficients Between Two MMPI Scales and Work Effectiveness Ratings for 8l County Agricultural Agents ............... 131 xi TABLE 22. Page Comparison- of County Agents Predicted to be "Less Effective" With Those Predicted to be "More Effective" on the Basis of Scores on Two Differentiating MMPI Scales ..... 133 23. Comparison of Means (x) and Variances ts-?) on 1J4. MMPI Scales for I4. H Club Agents Rated in the Three Highest "Quartiles" and the Lowest "Quartile" on Work Effectiveness ...... 135 — O 2l|_. Comparison of Means (x) and Variances 4r- ) on llf MMPI Scales for I4. H Club Agents Rated in the Highest "Quartile" and Lowest "Quartile" on Work Effectiveness ............ 25. Correlation Coefficients Between Two MMPI Scales and Work Effectiveness for I4.6 I4. H Club Agents 26. 27. 28. 29. • 30. 139 ............................... ll+l Comparison of ij- H Club Agents Predicted to be "Less Effective" With Those Predicted to be "More Effective" On the Basis of Scores on Two Differentiating MMPI Scales .......... 1I4.2 Comparison of Means (x) and Variances 2 ) on llj. MMPI Scales for "More Satisfied" and "Less Satisfied" County Agents .... 1I4.6 Correlation Coefficients Between Two MMPI Scales and Job Satisfaction Ratings for 8l County Agents .......... ;................ 150 Comparison of County Agents Predicted to be "Dissatisfied" With Those Predicted to be "Satisfied" on the Basis of Scores oh'Two Differentiating MMPI Scales ..... '............ 152 — P Comparison of Means (x) and Variances 4^ ) on llj. MMPI Scales for "More Satisfied" and "Less Satisfied" I4. H Club Agents ............ 15^4- ■CHAPTER I STATEMENT OP THE PROBLEM AND DEFINITION OP TERMS Educators, psychologists and personnel managers have ex­ pressed increasing concern about the complex problem of indi­ vidual adjustment to the work environment. The staggering toll of wasted lives and wasted dollars resulting from tradi­ tional 11hit-or-miss’1 selection techniques can no longer be tolerated in a democratic society nor afforded in a free econ­ omy. To solve these problems education and business have introduced numerous techniques ranging from occupational counseling of youth to comprehensive batteries of tests em­ ployed to place the "right" individual in the "right" job. This guidance and selection is frequently based upon such factors as academic aptitude test scores, performance test scores, academic achievement and the like. However, growing doubt as to the validity of such predictors as related to occupational adjustment has been accumulating. Considerable research has been devoted to studies of the relationship of such factors to success in college or industrial training programs. Somewhat fewer investigations have been concerned with the relationship of personalogical factors to training success while there exists a dearth of studies which attempt to determine the relationship of these determinants and criteria of actual "work adjustment." The 2 present research is des-igned to contribute to the much needed knowledge in this area. Statement of the Problem. This particular study is one phase of the over-all research described below. It is con­ cerned with the relationship between the personality patterns of the presait Michigan Agents as delineated by certain clini­ cal and social scales of the Minnesota Multiphasic Personality Inventory (I4.8 ) and the two criteria of work adjustment, rated effectiveness and job satisfaction. The problem of this study may then be stated specifically as: Vi/hat are the personality patterns of County Exten­ sion Workers in Michigan as measured by certain clinical and social scales of the Minnesota Multi­ phasic Personality Inventory and what is the relationship of these personality patterns to the rated job effectiveness and self-rated job satis­ faction of these workers? The purpose of studying these relationships, in keeping with the objectives of the General Research Project‘d was three­ fold in nature. First, it was to provide a description of the personality patterns of Michigan Agents. Second, it was to attempt to determine niilch of certain clinical scales of the MMPI 2 might serve as aids in the selection of more effective and more satisfied County Agents and l\. H Club Agents. Third, it was to collect further normative data on The term "General Research Project" will hereinafter refer to the over-all Project of which this study is a phase. 2 The Minnesota Multiphasic Personality Inventory will hereinafter be referred to as the MMPI. 3 the new social scales of the MMPI and to examine their utility as guides for personnel selection of the Extension Service. The approach to the second and third objectives was essentially that of testing the significance of the differ­ ence between the MMPI scale scores of Agents falling above the mean and the MMPI scale scores of Agents falling below the mean in respect to their ratings on the two work adjust­ ment criteria, determing the intensity of these relation­ ships, and examining the extent to which accurate predictions could be made by analysis of personality profiles. These methods will be further described in detail in Chapters IV and V. For the purpose of securing information that would be useful in improving the selection of its County Extension workers, the Michigan Cooperative Extension Service Initi­ ated a research project in 195>0, the goal of which was to enable the Extension Service to select workers who not only would be more successful in the performance of their duties but who would also be more satisfied in their work. (81:29) As a starting point in this endeavor the project design called for an analysis of the present County Agricultural Agents and Ij. H Club Agents in Michigan with respect to the relationship between certain of their personal characteris­ tics and certain criteria of their work adjustment. If some significant relationships with respect to these factors k could be found in the present Agents, and if these relation-' • ships could be validated in studies with additional Agents, this information should enable the Extension Service to im­ prove its personnel selection procedures. The primary criterion of work adjustment in this general research project was considered to be over-all effectiveness on the job. Supervisor ratings of the incumbent Agent popu­ lation were employed as the determinant of work effectiveness in the study. In keeping with the Extension Service's ulti­ mate goal, job satisfaction was established as an additional criterion of work adjustment. An adaptation and extension of the Hoppock Job Satisfaction Blank (53) was employed to measure the degree and amount of job satisfaction of the incumbent Agent population. Analyses were made, by a number of inves­ tigators, of the relationship between each of these criteria and the following personal factors which were believed to be inherent in the work adjustment of this group and which lend themselves to measurement and statistical analysis: (a) Stone (100) studied biographical data, including an analysis of the worker’s self-concept and his concept of his job, (b) Pierson (90) investigated vocational interests, (c) Posz (91) dealt with academic factors, (d) this study is concerned with per­ sonality traits. Importance of the Problem. Concern over the problem of devising more valid personnel selection techniques is not man­ ifest in the Michigan Extension Service alone. The problem is 5 seen in such magnitude by the United States Department of Agriculture and the Office of Naval Research of the United States Navy, that they have established grants amounting to several thousands of dollars to the Extension Services in the states of New York and Missouri, as well as to Michigan for the purpose of aiding research related to the problem. (112) The high rate of turnover and indications of dissatis­ faction among County Extension workers have prompted these federal agencies to assist in this research toward discover­ ing a satisfactory means of coping with this problem. As the Extension worker's function has rapidly expanded in scope in the recent years, efforts to refine the process of selecting these workers have apparently not kept pace. Rate of turnover and indications of dissatisfaction are listed by the state of Missouri among the reasons for the need of better selection technique. A turnover of 15% in the Missouri Agricultural Extension Service in 19^9> prompted the observation "besides those who quit voluntarily or under pressure, there are others who are not very happy in their present work or not doing a very effective job, even though they are still in the Extension Service." Analysis of personnel records of the Michigan Extension Service contributes supporting evidence. For the years 19^-8, 19^9» and 1950, the average rate of turnover in County Agents and ij. H Club Agents alone averaged approximately 1$%. Many of 6 these workers left the service for other kinds of employment, potentially indicating that some type of dissatisfaction was present. A larger proportion of I4. H Club Agents than Copnty Agents is found in the group. This has been particularly damaging to the future of extension work in the state as I4. H Club work is considered to be valuable experience for County Agent work and the Ij. H Club agent group has been the main source from which County Agents are selected. In addition, to the extent that the Ij. H Agent group tends toward a lower aver­ age age, this may represent a growing trend among the younger personnel with the possible effect of diminishing the future supply of applicants for Ij. H Club Agents positions as well. The roots of the Extension Service can be traced to the earliest years of our nation (17 :100 ) but it came into offi­ cial existence with the passage of the Smith-Lever Act in 19ll^, and was designated as the "Cooperative Agricultural and Home Economics Extension Service.’1 (110:195) The County Agri­ cultural Agent has been one of the key individuals responsible for the Execution of these functions since the inception of the service. Prom this vocationally oriented origin the Extension Service expanded in size and scope to the extent that in 191+-9 it was described as ’’the largest rural adult educational agency in the world.” (17:113) whose objective was "more fruitful lives and better living for all people." (68:117) 7 Statistical substantiation of the educational accomplish­ ments of the Service is available. Brunner and Yang deter­ mined that "In 19^7» over 3.8 million farms changed one or more agricultural practices as a result of Extension teaching. This represents just about two out of every three farms, as reported by the 19^5 Census of Agriculture." (17:1^5-114-9) The 19^8 report of the joint committee of the U. S. De­ partment of Agriculture andthe Association of Land-Grant Col­ leges and Universities on Extension Program Policies and Goals, more explicitly depicts the present extent of the program. (111:6-10) A tremendous expansion of subject-matter dealt with by the Extension Service, likewise, is revealed in a statement of problems with which the Service is concerned: (111 :12 ) On the community or county basis, the need for improved local health services, public school facilities, land use controls in some areas, and similar matters are typical of such problems. On the broader front are such questions as the most appropriate long-time program for agriculture, tax policies, public indebtedness in relation to public welfare, the proper role of this country in helping to maintain international stability and world peace and many others. Even if allowance is made for the influence of other agencies that might be contributing to the welfare of rural people, a cursory review of data regarding the numbers of youth and adults who participate in extension activities, and regarding financial appropriations for this work, indicates that the Extension Service has become a major educational program in our country. 8' Since the Extension Service has been determined to be es- ’ sentially an educational organization, teaching is implicit in its function. To date, attempts to discover more effective techniques for improving the selection of teachers have been something less than rewarding. A. S. Barr in an analysis of the research on teaching competency specified: "Although the research in this area has doubtless added materially to our understanding of desirable teacher abilities, traits, and qualities, it is apparent that the identification and defini­ tion of teaching competencies is as yet by no means satisfac­ tory." (8:1353) However, the course of future investigation was given direction by Sanford and Trump's (93:139^) indica­ tion that "although pupil achievement is more nearly ideal, the most important factors are personality, scholarship and intelligence." The setting in which the Extension Service worker operates and the methods by which he achieves his goals, however, are somewhat different from those of the classroom teacher. By virtue of the basic cooperative organization of the Service, the worker is responsible simultaneously to federal, state, and county agencies. (68:Ch.7) In addition, the Michigan A- gent seldom conducts classes in formal courses of study, but primarily works with individuals in organized and informal groups by playing a variety of occupational roles. Stone, in a recent analysis of the way in which Michigan County Agents spend their time indicates that approximately one-third of the time is spent in working directly with individuals, one-third . in working directly with groups, and one-third in other activ­ ities such as writing, studying, and planning. (101) A fur­ ther analysis (99) indicates the following approximate distri­ bution of time spent in the major roles played by Michigan Agents in their work: Consultant Public Administrator Salesman of information and ideas Organizer and supervisor of events Organizer of groups Student Pacilitator-expeditor 21)..32$ 23.52$ 17.1)-0$ 7»22$ 6.78$ 5*05$> Although the objectives of the Extension Service are edu) cational in nature, the work situation and job activities pe­ culiar to County Extension work therefore points to the possi­ bility that somewhat negative research findings in the selec­ tion of teachers do not necessarily indicate that some useful findings could not be determined for improving the selection of Extension Service workers. Great impetus has been given the study of teaching suc­ cess by the development of objective measures of personality in recent years. Advancing from an area in which the success factor in teaching was viewed primarily in terms of the mas­ tery of certain skills, students of the problem began to re­ cognize the importance of dynamics in the learning situation. Industrial and employment interviewers, guidance personnel, teachers and others became aware of numerous expressed reasons why individuals had gone to work in a particular job or suc­ ceeded in a certain career. 10 The evidence from research in the field was at first controversial. Many of the earlier personality question­ naires failed to reveal any consistent relationship between an individual's personality traits and his job success. With the development of more sophisticated measures, however, re­ searchers were able to employ greater precision in personality evaluation and it’s application to problems of work effec­ tiveness. Of the newer instruments, the MMPI was selected for extensive application in this area because of it’s appar­ ent adaptability to a number of problems previously encoun­ tered (113) because of it’s clinically derived items and ex­ tensive item pool (115) and because it provided a means of in­ ternally determining the validity of a subject’s responses by utilization of validating scales contained in the instrument itself. (lj.8) The role of the Extension worker in Michigan is many sided. In performing the functions of this changing role, the Agent is called on to teach, to sell ideas, to keep re­ cords and write reports, and above all to adjust himself to the countless number of personal differences manifested by the people he serves. Consequently administrators of the Ex­ tension Service in Michigan, in selecting new workers, must attempt to make a subjective evaluation of an applicant’s abilities to fulfill these many roles as it is apparent that these abilities are essential for his success in Extension work. Since analysis of the Extension Agent's role provides ev­ idence that a positive relationship exists between such factors and his work effectiveness, and since research has given evi­ dence of the role of personality and occupational differences in related areas, it is possible that this relationship is objectively defensible in the case of Extension workers. Origins of the Study. Under the present selection pro­ cedure of the Michigan Extension Service, an applicant for the position of County Agricultural Agent or I4. H Club Agent is first interviewed by at least five Extension Service adminis­ trators, including District Extension Supervisors, the Assis­ tant Director and the Director of the Extension Service. These administrators then reach a consensus of opinion con­ cerning the applicant's fitness and, if the consensus is favor­ able, the applicant is asked to fill out an application blank which provides information about his work experiences, academ­ ic accomplishments, and other phases of personal history. Personal preferences, which the applicant gives are then con­ tacted by mail. No specific, objective evaluation devices are employed anywhere in the selection process. A growing awareness of the inefficiency of these methods prompted the Michigan Extension Service to obtain suggestions from other State Extension Services relative to the improve­ ment of selection techniques. These suggestions, upon analy­ sis, were found unapplicable to the local situation and a re­ view of the literature by a member of the General Research Project committee (90) has revealed no studies which are di- 12 rected specifically at discovering or creating better methods of selecting Extension workers. Since an objective solution of this problem was not available, the Michigan Extension Service determined to launch its own study of the matter. Early in 195>0, as a. result of the active concern of the Michigan Extension Service over this need for improved selec­ tion techniques, the Extension Training Specialist, John T. Stone, was charged with the responsibility of initiating steps toward studying the problem. The Extension Service, felt that wide employment of the resources of Michigan State College should be made. Consequently Mr. Stone, after surveying the specific resources that could contribute to the study, organ­ ized a committee with representatives from the Department of sociology, the Institute of Counseling, Testing and Guidance, the Agricultural Extension Service and the Department of Written and Spoken English. The members of the committee were selected on the basis of (a) their familiarity with the pro­ blem, (b) their skill in research techniques, and (c) their willingness to serve. From time to time assistance was also contributed by representatives from the Department of Psychology and the Board of Examiners. The committee came to realize that an adequate solution to its problem would entail the coopera­ tion of several other state Extension Services over a period of years for purposes of cross-validation of any significant re­ sults found in Michigan. However, it felt that a study of County Agricultural Agents and ij. H Club Agents in Michigan would be a feasible point of departure and would provide satis­ factory preliminary data upon which further research could be based. It therefore designed the project, as described pre­ viously, as the first stage of a long range study. Since the plan of this first stage was to analyze the re­ lationships between the various personal factors, previously discussed, and the work adjustment ratings of the Agents, cer­ tain members of the Planning Committee then undertook separate phases of the study. The writer, a Counselor at Michigan State College, was assigned the personality pattern aspect of the study as it was related to his training and experience as a counseling psychologist. Limitations of the Study. Certain limitations are inher­ ent in this study and the value of its findings are restricted accordingly. They are: (a) It was necessary to assume honesty on the part of Agents in their response to MMPI items. Although the MMPI con­ tains three validating scales and a correction factor it was felt by the committee that due to strong motivation of the Agents it was not necessary to include these items in the adapted form of the MMPI employed. (Description of the adapt­ ation and some justification for the procedure is contained in Chapter II). (b) It was necessary to assume objectivity on the part of the administrators in rating the work effectiveness of the Agents. As will be pointed out later in the study, several lij. t steps were taken in the administration of these measuring de­ vices to elicit honesty and objectivity, but it was not pos­ sible to ascertain the degree to which this was attained. (c) Although a long range study is included in the plans of the General Research Project, this particular study is sub­ ject to the possible limitations of a cross-sectional study in contrast to a longitudinal study. (d) The statistical techniques used herein do not ade­ quately test variables suspected to lack normality of distri­ bution. However some justification for their use is offered in Chapter III. Definition of Terms There are certain terms to which frequent reference will be made in the remainder of this study. These terms are com­ mon to all phases of the General Research Project and have been generally defined (90:32). Extension Service Worker. The term "Extension Service Worker" will refer to the entire group of employees of the Michigan Extension Service. Extension Service workers in other states will be designated accordingly. Reference will be made to three groups of Extension Service workers, namely, "Exten­ sion Administrators", Extension Specialists", and County Exten­ sion Workers". Extension Administrators. Extension administrators will include the Director of the Extension Service, the Assistant Director of the Extension Service, the State Agricultural Ex­ tension Leader, the State I4. H Club Leader, the four District Supervisors, and the Specialist in Extension Training. The complete list of administrative personnel includes the State Home Demonstration- Leader, the Assistant State Leaders of Home Economics and the Assistant State Leaders of I4. H Club work. Specialists. The term "Specialists" will refer to the Extension Service Subject Matter Specialists. Each Special­ ist works in the interests of the total Extension Program by providing to rural people, through the County Extension work­ ers, the most appropriate scientific information applicable to their problems. Each Specialist is responsible for a par*- ticular area of knowledge. County Extension Workers. The term "County Extension workers" will refer to the County Agricultural Agents, the Associate County Agricultural Agents, the Assistant County Ag­ ricultural Agents, and the County H Club Agents. Home Dem­ onstration Agents and Assistant Home Demonstration Agents are also County Extension workers but are not included in the definition here since they were not studied in this research. County Agent. The term "County Agent" will include the County Agricultural Agent, the Associate County Agricultural Agent, and the Assistant County Agricultural Agent. In Michi­ gan the County Agent is usually the staff member to whom the 4 l6 responsibility for the administration and coordination of the County Extension program is designated. b. H Club Agent. The term "I]. H Club Agent” will refer to the County I}. H Club Agent. The H Club Agent is primarily responsible for the youth Extension programs in the counties. The duties of the I4. H Club Agent and the County Agent will be presented in more detail in Chapter II.!. Work Effectiveness. Work effectiveness, which in this study was determined for the County Agents and the Ij. H Club Agents through ratings by their superiors, is considered to be not only the over-all success with which they have performed the specific duties prescribed by the various agencies and or­ ganizations which have a part in directing their activities, but also their success as manifested by the type of initiative and discretion employed in coping with new problems, particu­ larly where public relations are involved. Job Satisfaction. Hoppock defines job satisfaction as "any combination of psychological, physiological, and environ­ mental circumstances that causes a person truthfully to say, ’I am satisfied with my job.'" (53:^-7) This definition con­ veys the concept of job satisfaction implicit in this study, and is, of course, well suited to the appraisal of job satis­ faction by means of the adaptation .and extension of the Hoppock Job Satisfaction Blank used herein. Personality Patterns. Since the Minnesota Multiphasic Personality Inventory was selected for appraising the person­ 17 ality patterns of the population studied. The purpose of the MMPI as conceived by it’s originators, Starke R. Hathaway and J. C. McKinley, is basic to this study. (I4.8 :ll|.-15>) For several reasons it has seemed that a multi^phasic personality schedule might be constructed which would be of greatest value in the medical and psychiatric clinic than is true of personality in­ ventories already available. It is desirable that more varied subject matter be included to obtain a wider sampling of behavior of significance to the psychiatrists, rather than utilize independent sets of items for special purposes such as one might use in studying particular reaction types. It seemed desirable to create a rather large reservoir of items from which various scales might be constructed in the hope of evolving a greater variety of valid personality.descriptions than are available at the present time.... The Minnesota Multiphasic Person­ ality Inventory Is a psychometric instrument de­ signed ultimately to provide in a single test, scores on all the more important phases of person­ ality. Summary. In 195>0, the Michigan Cooperative Extension Service initiated a research project for the purpose of ob­ taining information that would aid in the selection of County Agricultural Agents and I]. H Club Agents who would be more effective and more satisfied in their work. The initial phase of the project called for an analysis of the relation­ ships of biographical data, vocational Interests, personality traits, and academic backgrounds of the present Michigan Agents to their work effectiveness, as determined by ratings by their supervisors and to their job satisfactions, as de­ termined by an adaptation and extension of the Hoppock Job Satisfaction Blank. The problem of this particular study was to analyze the relationship of the personality patterns of the present Agents to these two criteria of work adjustment for the purpose of providing a description of the Agent’s personality patterns and for determining MMPI scales that might be of value in the selection of more effective and more satisfied Agents. To accomplish this purpose the significance of difference between the MMPI mean scale scores of the various "high" and "low1' work adjustment groups of Agents was tested. The intensity of these relationships was determined, and the accuracy with which predictions could be made from these scores was ap­ praised. Recognition of the need for more valid selection tech­ niques was manifested by the Office of Naval Research of the United States Navy and the United States Department of Agri­ culture through financial assistance for this research. This recognition was prompted, in part, by the concern of Extension Administrators about the rate of turnover and indications of dissatisfaction among County Agents and l|. H Club Agents. A Planning Committee was organized to direct the General Research Project. Individual members of the Committee con­ ducted separate phases of the project. Certain terms which are used frequently in this study were defined and limitations of the study were listed in this chapter. The remainder of the study is organized follows: Chapter II ■ Review of related research. Chapter III ■ Description of instruments used, sample, and procedures employed in collecting, organizing, and tabulating the data. Chapter IV • Description of the methods used in establishing the variable work adjustment groups. Chapter V Description of the personality patterns of County Agricultural Agents and I4. H Club Agents. Chapter VI Discussion of the relationship be­ tween personality patterns and work effectiveness. Chapter VII Discussion of the relationship be­ tween personality patterns and job satisfaction. Chapter VIII Summary of the study, presentation of the conclusions, and suggestions for further research. CHAPTER II RELATED RESEARCH A review of professional literature that is pertinent to the relationships between the measured personality pat­ terns and work adjustment of Michigan Extension Service workers will be presented in this chapter. Since no studies directed specifically at the prediction of rated job success and expressed job satisfaction of Extension workers as such were found by this writer, studies of the relations of per­ sonality factors to work adjustment in other occupations will serve to contribute background information and points of de­ parture for this study. Much of the research related to this study has been summarized by others (90,91) and will not bear repetition here. Summaries which appear to supplement this particular study will be cited and reviews of specific re­ searches concerning the relationship of personality factors to each of the work adjustment criterion utilized herein will follow. Related Summaries of Research General Research Relative to the Relationship of Person­ ality to Work Adjustment. While research concerning work adjustment has been most prolific during the last decade, sur­ prisingly little concern has been given to the relationship of personality factors and work adjustment. Prior to 19^8 the 21 professional literature featured few investigations that could be so categorized. Hoppock (60) in one of his peri­ odic reviews of Job Satisfaction research studies decried this failure thus: Because we can readily measure and record edu­ cational experience, work experience, and performance on aptitude and interests tests, we drift too easily into the practice of appraising occupational fitness in these terms. We ignore what might be called emo­ tional fitness for the job. Perhaps we would do a better job of counseling and of hiring if we gave a little more attention to the personal needs which the workers feel and to the emotional satisfactions and frustrations that the job involves... Perhaps this is why students choose occupations for which they are obviously ''unsuited". Perhaps the student is unsuited for the job but the job is (or appears to be) perfectly suited to his emotional needs... Perhaps many emotional problems would be solved by better vocational guidance if we gave more attention to the emotional fitness of the man for the job and the job for the man. A trend toward stepped-up research in the area of person­ ality-work adjustment relationship was evident in the studies of I9I4-8 (56). Hoppock and Hobinson (58) in the review of Job Satisfaction Researches of 1950, noted that, "A number of the studies have made use of projective techniques, intensive interviewing, personality scales, interest blanks and less conventional techniques". Evidence that students of work adjustment were coming to accept the personality concept as a hypothesis demanding investigation was found- by the same re­ viewers (59) who noted in 195.1* that, "Many researchers in the area of job satisfaction do not accept the thesis that such factors as job security, wages, physical working conditions, etc., are symptoms of job satisfaction or dissatisfaction but are not causes in themselves. The trend seems to be in the direction of a probing for individual-adjustment, and groupadjustment causes." Investigators such as Benge and Copell (9)» Brotemarkle (15), DiMichael and Dabelstein(25) and Woods (118), had un­ earthed evidence indicating the presence of personality fac­ tors in work adjustment. Roper (92) conducted a morale sur­ vey among a random sample of young workers and found that the percentage who took pride in their work "all of the time" ranged from 85 per cent of the professional, executive groups down to Ip. per cent of the factory laborers. The University of Michigan Survey Research Center inter­ viewed clerical workers in the Prudential Insurance Company to study differences in productivity between employees performing similar tasks (lOlj.) and found that groups with higher pro­ duction showed greater pride in their own work. The principal reason that the lower-production group gave for dissatisfaction with their jobs was that "insufficient authority was delegated to them." Mace (75) suggested that there are motives other than the pay check which satisfy man and declared that "man.finds satisfactions if his job contains a certain minimum of in­ herent interest, if it brings a reward accepted as fair and if the work contributes to his self-respect." 23 Added impetus was given to the investigation of person­ ality and job adjustment by the monumental study of Friend and Haggard (30), who, with the help of social case workers and counselors, studied the 67 men and 13 women who came to the Vocational Counseling Service of the Family Society of Greater Boston between 1931-1- and 19^4-3. All subjects were rated by two persons on 173 items, after an average contact of 130 hours per case. The following characteristics were typical of the subjects who were rated high in work adjustment: closely-knit families, less antagonism toward parents, they had experienced less sibling rivalry, greater independence in decision making, less ambivalent, more persistent, less liable to self-dis­ paragement, more flexible, more competitive and showed gener­ ally better mental health. The major conclusion of the study appeared to be that "we take our pasts with us to our jobs and react accordingly." Studies by Morrow (8Lj_), and Sutherland and Menzies (105>), revealed the role of personalogical factors in industrial work adjustment while an investigation of home economics teachers (I}.) gave some insight into the role of personality in the make-up of job satisfaction,attitudes in the teaching pro­ fession. An attempt to study worker adjustment with projective techniques was made by Haire and Gottsdanker (1^.6) in their analysis of retail grocery store clerks rated by management as high or low in productivity. While the techniques did not yield the same results they were found to supplement each other in the "level" and specificity of attitudes expressed. Evans (28) also utilized projective techniques along with a questionnaire and free expression in his investigation of 5100 employees and determined psychologically meaningful dif­ ferences between various groups of employees. Evans pointed out that "conventional survey techniques tend to obscure true employee attitudes by formal and rigid structuring." How­ ever, Crosby (23) used the Rohrschach Group Method, and the Minnesota Personality Scale on 230 young women and found no significant relationship between job satisfaction, person­ ality adjustment and academic achievement. Kates (66) contributing to the growing trend utilizing projective techniqiies with his investigation of 100 male cler­ ical workers employed by the United States Government, found a correlation of plus .21 between clerical scores on the Strong Vocational Interest Blank and job satisfaction as measured by the Hoppock Job Satisfaction Blank. No relation­ ship was found between job satisfaction and Rohrschach indi­ cators of adjustment as evaluated by the Davidson List of Ad­ justment scale and the Monroe Inspection Technique. Kates obtained similar results in his study of 2$ New York City patrolmen. Significant relationships between employee’s feelings of ego involvement in a telephone company’s day-to-day operation 2^ and job turnover were defined by Wickert (lllj.) in his research utilizing a personality and attitude questionnaire, employment test scores and depth interviews. However, no significant re­ lationship between productivity and general job satisfaction was apparent in a jointly conducted study of railroad workers (67). Concern over the problem of teacher turn-over among sec­ ondary schools in central New York prompted Andrus (5) to in­ vestigate the opinions of both principals and teachers. Where­ as principals indicated only 11 per cent of the turnovers were due to dissatisfaction, the teachers themselves stated dissat­ isfaction to be the principal cause of turnover. Unsatisfac­ tory relations with principals were mentioned most often by the teacher group as the cause of their dissatisfaction. Andrus believes that better mutual understanding and communication between administration and staff members might reduce turnover. Also employing the questionnaire technique, Chase (20) surveyed I78I4. teachers in over 200 systems in I4.3 states. On the basis of these returns he concluded that enthusiasm was an essential element in obtaining superior ratings from administrators. Of 11 specifics contributing to satisfaction in teaching, leader­ ship and participation were the chief factors. Research Relative to the Relationship of the Minnesota Multiphasic Personality Inventory Scores and Work Adjustment. A review of the general research in the area of work adjustment has revealed that currently, investigators are emphasizing the 26 ' apparently causal factors of personality traits as opposed to the symptomatological factors of wages, hours, supervision, etc. While the total amount of research so focused is not great due to the relative recency of this concept, of all the paper-and-pencil personality instruments, the MMPI has seem­ ingly best fulfilled the requirements of investigators and has been utilized accordingly. Because the MMPI was first published in 19^-3, the larger share of developmental research concerning the reliability and validity of the test was accomplished in Service-connected installations of World War II. Thus oriented, many psychol­ ogists continued to employ the MMPI in veterans’ facilities subsequent to the cessation of hostilities. Consequently, a number of studies dealing with he relationship of person­ ality and occupational adjustment were produced by researchers in veterans’ occupational advisement organizations. Daniels and Hunter (2i|.) studied 893 male veterans who underwent advisement at the Veterans’ Administration Regional Office, Phoenix, Arizona. They found that the means on the MMPI scale for the various occupational groups tended to scatter rather widely about the T score of $0 whereas the mean of all occupational groups combined approached the T score of $0 for each scale rather closely. The means of per­ sonality scores for occupations taken from near the middle of the distribution were discovered to be significantly dif­ ferent from the means at either extreme. 27 Statistical evidence in this investigation seemed to in­ dicate that professions of a so-called highly cultural nature require as a fundamental "work-need" a degree of MasculineFeminine pattern approaching a T score of 70 on ihe MMPI. The "work-need” of the individual personality with a high degree of Psychopathic Deviate pattern was found best fulfilled in the occupations of author, editor, reporter or athletic coach. Occupations which do not require the individual to associate too closely with others best satisfied the ”work-needs" of subjects showing a high Schizophrenia pattern. Highly signi­ ficant statistical differences, for example, were found between subjects selecting 'draftsman' as compared to 'athletic coach' as occupations. An outlet for high-degree enthusiasm through overt activity constituted the "work-need" for subjects with Manic patterns on the test. From their evidence Daniels and Hunter conclude (2lf:565>) that "the data iwould appear to indicate significant differ­ ences between personality patterns as related to the various occupational objectives, when total personality is viewed in terms of psychogenetic origin and conditioned-response develop­ ment." By utilizing this techhique and viewpoint it seems to the authors that "the MMPI is a fairly sensitive instrument for measuring the total personality 'work^-needs' in relation to the suitability of occupations having certain personality demands." 28 Because the MMPI "appeared, well standardized in terms of various clinical categories that could be related to voca­ tional fields" it was included in the test battery given vet­ erans at the Minneapolis, Minnesota facility by Harmon and Weiner (l}-7)» Elevations on the scales of Hy, D and Hs were found to occur more frequently than on other scales and to often indicate severe limitations on the kinds of work a man is willing to undertake, most frequently eliminating dirty or heavy jobs. Also, it often indicated the desirability of a job where a minimum of stress would be encountered. Paranoia and Schizophrenia scale elevations correlated with preference for relatively routine, well-regulated jobs vdiile elevations of the Psychopathic Deviate and Hypomanic scales indicated the type of personality, the authors felt, most likely to succeed in jobs where individual initiative and aggressiveness are at a premium. Considerably less favorable prognosis of vocational success was indicated by simultaneous scale elevation for Par­ anoia, Psychasthenia and Schizophrenia where adjustment patterns appeared to be obstacles to success in practically all occupations. Two studies will serve to illustrate the utilization of the MMPI in the selection and placement of personnel within the Service. Cook and Wherry (21) obtained data on 111 Naval enlisted, submarine candidates with a test battery involving the MMPI, Two-Hand Coordination Test, Basic Battery of Written Tests (arithmetic reasoning, mechanical knowledge, electrical knowledge, mechanical aptitude and the General Classification Test), the Navy Enlisted Personnel Inventory and Tank Performance (medical officers ratings on candi­ dates* performances in escape tank training). Factor analysis revealed a total of six factors inherent in this test battery. authors as: These factors were described by the Factor A, Tendency to Personality Maladjustment; Factor B, Numerical-Verbal Intelligence; Factor C, Tendency to Over-Activity; Factor D, Tendency to Paranoia; Factor E, Mechanical Coordination; and Factor F, Tendency to Feminine Interest Pattern. The multiple correlations of these factors with MMPI scales are presented in Table I. Abramson (l) analyzed 28 Army officers* responses on the MMPI and found that lack of adaptation was correlated with high L, K, and Hypomania scale scores. After classify­ ing the officers on the basis of military efficiency, Abramson concluded that "given a normal MMPI curve without undue elevations of scales L, F, and Ma the selection of officers charged with combined scientific and military duties rests essentially on placement." Jensen and Rotter (63) employed only the Psychasthenia scale of the MMPI in a bat­ tery of thirteen psychological tests administered to lfplj-8 Army officers and officer candidates. Against a criterion of officer candidates versus officers rated as outstanding by their superiors, the Ps scale did not indicate signifi­ cant differentiation. 30 i TABLE 1 FINAL FACTOR LOADINGS1 MMPI Scales Factor Factor Factor Factor Factor Factor A B C D E F -.26 .6 7 .61). Hypochondriasis .7 9 Depression CO CM . • ii-8 Hysteria .2 8 • h-3 Psychopathic Deviate .3 3 MasculinityFemininity .3 3 GO (■'"'I . Paranoia .2 5 .lj-8 Psychasthenia • -j ro Validity Scale .1 MO CO Lie Scale Schizophrenia .9 3 Hyp omani a .I4-I .£ 6 • 3k , Derived from E. B. Cook and R. J. Wherry, "A Factor Analysis of MMPI and Aptitude Test Data," Journal of Applied Psychology. 3^: 255-260, 1950. 31 Verniaud (113) tested I4.O clerical workers, 27 department store saleswomen and 30 optical workers with the MMPI and found marked occupational differences. All these workers were directly under a supervisor with professional-executive status and all had duties involving both paper work and per­ sonal contact. Similar profiles were recorded by all three groups for the '’psychoneurotic triad”: Hypochondriasis, De­ pression, and Hysteria. The clerical worker profile remained relatively flat throughout, rather approximating the norm mean whereas the saleswomen profile was sharply elevated on the Masculinity-Femininity scale. On all scales except the "psychoneurotic triad" the composite optical worker’s profile mounted to a plateau relative to the mean of the norm group with Hypomania slightly elevated relative to this plateau. Verniaud emphasized that "one conclusion can be drawn from . this investigation: there are group differences in the per­ sonality of successful workers corresponding to gross dif­ ferences in job requirements and some of these differences may be identified by responses on the MMPI." Several researchers have examined the relationship of personality to college academic achievement. Kahn and Singer (6^) observed two groups of upperclass students in a school of commerce. Two classification groups; "successfuls," having excellent academic records and "unsuccessfuls", having fre­ quent academic probation status, were established. The mean score in neither group reached the 70 T score level although 32 I Tooth groups exceed one standard deviation from the norm mean on the Mf scale. The "non-successful11 group significantly exceeded the "successful" group on the Sc scale; leading the authors to conclude that "it is virtually impossible to infer the cause or sequential relationship; either schizophreniclike tendencies contribute to academic failure or continued failure is a contributing factor in the development of schizophrenic-like tendencies." Bough (7U-) compared MMPI profiles of 185 women students in a teachers college, of whom 9^- were entered in the general curriculum, the remainder being music majors. She discovered that music majors scored highest on the Ma scale, lowest on the Hs scale and had a lower Pt score than the norm mean. Students in the general curriculum, meanwhile, peaked on Ma, were lowest on Pt and had lower Hy and D scores than the norm mean. No significant difference was found between the two groups, leading Lough to observe that "teaching may be a good vocation for those with hypomanic trends, as teachers using modern methods continuously vary work processes, need initi­ ative and aggressiveness and the work is fairly unregimented." Altus (2) applied the MMPI to an investigation of academic achievement of college students in an elementary class in psychology and found the trend on eight out of nine clinical scales was in the direction of slightly greater mal­ adjustment on the part of non-achieving students. An item analysis of the 60 items which showed a difference of five or more points between the two groups revealed the answers of achievers contained "introversive tendencies" while those of the non-achievers indicated "a love of and a dependence on people." Berdie (11) carried out an inquiry into the relationship of high school seniors’ interest and personality patterns. Relating scores achieved on the Strong Vocational Interest Blank with those on the MMPI, he determined that high school seniors with interests like those of engineers had inferior social adjustment scores whereas those with social welfare interests had better social and emotional adjustment patterns. A comparison of 50 Life Insurance salesmen and 50 social workers as to MMPI and Kuder Preference Record scores was executed by Lewis (72) who discovered significant relation­ ships were involved. Means of the Life Insurance salesmen were determined to be significantly different from the MMPI norm group at the .02 level of significance on D, Hy, Pd, Mf, Pa, and Ma scales with all mean scores elevated. Significantly different scores from the norm group were obtained by social workers on D, Hy, Mf, Hs, Pt, and Sc with mean scores on the first two scales elevated while those on the last four were depressed. Internal group differences between the eleven sales men scoring highest on the Kuder Persuasive scale and the eleven scoring lowest on this scale were small but all dif­ ferences were in the same direction, i.e., the low Persua­ sive group had higher means on all MMPI scales than did the high Persuasive group. The same relationship held true when the Social Worker group scoring high on the Kuder Social Service scale was compared to the group scoring low on the same scale. These results led Lewis to feel that "there is a relationship between occupational interests and personality tendencies as these are measured by the Kuder Preference Record and the MMPI. The relationship appears to be inverse­ ly proportional when the occupation the person is engaged in is considered." Wiener (115) developed subtle and obvious keys for use with the MMPI and evolved a point formula based on differ­ ences between these keys for five scales. Comparing "success­ ful" with "unsuccessful" groups of college students, clerical and trade trainees, and salesmen, he discovered that the trend of differences was the same for all three groups with the "successful" groups obtaining Subtle scores higher than Obvi­ ous scores in a ratio corresponding to their degree of "suc­ cess." Weiner (ll6) continued his study with the salesmen group and found he could employ this formula to eliminate from 36 to 88 per cent of the "unsuccessful" salesmen depending on the cut-off point used. Students in five selected professions at the University of Wisconsin were studied by Blum (12) who utilized the Strong Vocational Interest Blank and the MMPI. Significant correl­ ations were determined between the following MMPI scales and Strong Occupational Interest groups: Psychasthenia........ Group VI, XI Masculinity- Femininity ........ Groups I, II, III, IV VI, VII, X, XI Depression.... ...... Groups II, IV, IX Schizophrenia.Groups I, III, VIII The correlation between Depression and Groups II, IV, and IX, and between Schizophrenia and Group VIII were negative. Neg­ atively significant correlations were also determined for the MMPI Masculinity-Femininity and the Non-Occupational Strong Masculinity-Femininity scale and for the MMPI Paranoia scale and the Strong Level of Interest scale. Mean T scores for the selected groups are presented in Table II. However, Blum was of the opinion that the correlations which were significant were so in a statistical sense only and felt that "there islittle in common between scores on interest inventories and those on personality inventories." Complaints of vocational agriculture teachers as indi­ cators of job dissatisfaction were compared with MMPI scores and Kuder preference Record scores by Bursch (18) who report­ ed that complaints of workers are not "the offspring of emotionally or vocationally maladjusted individuals only." Summary of Research of Personality and Work Adjustment Relationships. Investigation of the relationship of person­ ality factors to work adjustment has gained momentum since the close of World War II. The positive findings of Friend 36 TABLE '2. MEAN T SCORES ON DIAGNOSTIC SCALES OP MMPI TABULATED BY SCHOOLS1 MMPI Scale Education Mech. Eng. Journalism Medical Law Hypchondriasis 5-5.9 56.5 5-9.2 5o.o 59.0 Hypomania 55.1 55-.o 5-9.2 59.5 52.1 Hysteria 51.5 56.8 55-.o 55*9 55.5 Psychasthenia 5-8.9 5-7.2 5-8.5 50.3 57.3 MasculinityFemininity 57.7 6l.6 59.6 58.7 55.2 Paranoia 51.1 51.5 59.9 51.2 Depression 5i.5 55-.9 5-3.2 51.2 50.8 57.8 Psychopathic Deviate 5-8.7 51.0 5o.o 51.5 59.5 Schi zophrenia 5-9.7 5-9.5 59.5 52.8 56.8 1 Adapted from Lawrence P. Blum, "A Study of Five Se­ lected Professions," Journal of Experimental Education, 16;31-65, 195-7. 3?' and Haggard described the role of child-parent adjustment in late adult worker adjustment and gave impetus to future in­ vestigations. Due to it's apparent effectiveness in the Mili­ tary situation (21,2?) the MMPI was employed with significant results more extensively than any other paper-and pencil per­ sonality test in the occupational advisement of veterans (I|-7»ll5)» Research findings also indicated that the instru­ ment differentiated civilian workers as to occupational groups (72,113) while studies of college-students (62,7^4-,2 ) tended to confirm personality differences in choice of major and academic achievement. Projective techniques have been employed to analyze the role of personality and work adjustment in a number of studies (23,28,I|-6,62) with Crosby and Kates reporting negative findings. Two studies utilizing the MMPI (12,18) also reported nega­ tive findings although statistically significant relationships were determined in Blum's work. Significance of Research Findings. The significance of the results of this review of research, in terms of background data and points of departure for this study, may be stated as follows: The problem facing the Michigan Extension Service is to discover or develop techniques for selecting County Exten­ sion workers who will be more successful and satisfied in their work. The results of most of these studies reviewed indicate that in a number of occupations it has been possible to differentiate "more successful" from "less successful" and 38"more satisfied” from "less satisfied" workers on the basis of personality factors. Since these results were found for other occupations, it becomes possible that the County Agri­ cultural Agents and I). H Club Agents could be so differenti­ ated and that these studies provide suggestions as to instru­ ments and techniques that might be used. CHAPTER III SAMPLE, PROCEDURES, AND TECHNIQUES The purpose of this chapter is to describe the instru­ ments used in appraising job satisfaction and Personality patterns of the subjects studied, to define the population sample from which the data used In this study were obtained, to discuss the procedures followed in collecting and prepar­ ing the data for analysis and the techniques employed in analysis. Description of Instruments Used Procedures by which ratings of work effectiveness were obtained for the County Agents and Ij. H Club Agents and the means by which their job satisfaction ratings were deter­ mined by their responses to the Job Satisfaction Question­ naire are presented in Chapter IV. A description of the Job Satisfaction Questionnaire"*" and of the Minnesota Multiphasic Personality Inventory Is included at this point since numerous references are made to these instruments in the remainder of the study. **""Job Satisfaction Questionnaire" is the name assigned to the.adaptation and extension of the Hoppock Satisfaction Blank used in this study. The Job Satisfaction Questionnaire. The Job Satisfaction Questionnaire 2 used in this stucjy is derived from the Hoppock Job Satisfaction Blank (53). The Hoppock Blank consists of four questions, each having seven alternative answers. The questions require that the subject evaluate himself in con­ nection with how well he likes the job, how he compares with other people in his liking for his job, how he feels about changing his job, and how much of the time he feels satisfied with his job. The score for the Blank is the sum of the separate weights for each of the four questions. Each question is given a weight equal to the number (one to seven) of the alternative that is marked by the subject. This method of scoring was arrived at after it was discovered that a more complicated and ostensibly more accurate method of assigning weights gave almost identical results, the correlation between the two methods equalling plus .98. The split-half reliability of the four item Blank is reported by Hoppock to be plus .93. The questionnaire^ devised for the General Research Pro­ ject consisted of seven questions regarding job satisfaction, O This questionnaire is described in detail in Rowland R. Pierson, ’’Vocational Interests of Agricultural Extension Workers as Related to Selected Aspects of Work Adjustment,” (Unpublished Ph.D. Thesis, Michigan State College, East Lansing, 1951, 3i}-2 pp.) ^See Appendix A for a copy of the Satisfaction Question­ naire. Ip. each of -which was followed by a question regarding the inten­ sity of feeling accompanying the response to the job satis­ faction question. Four of the seven job satisfaction questions were adapted directly from the Hoppock Blank. The three add­ itional questions ask for self-evaluations in terms of, "How well satisfied are you with your occupation?", "How enthusi­ astic are you about your occupation?", and "How interested are you in your work?". The selection of the job satisfaction questions and the accompanying intensity questions was based upon the results of a pilot study with a group of 100 teachers of vocational agriculture who were attending a conference at Michigan State College in 195>0.^" By submitting their responses to these questions to scale analysis-^ it was found that seven of the seventeen questions were scalable and therefore were con­ sidered suitable for this study. The total job satisfaction score for an individual could range, theoretically, from zero to 29. The intensity questions are assigned weights ranging from zero, indicating the least intensity, and two the greatest intensity. ^This pilot study was conducted by Dr. Kenneth G. Nelson, Assistant Professor, Dept, of Guidance and Counselor Train­ ing, Michigan State College. ■^Scale analysis is discussed in Chapter3V. M kz Since reliability was determined by consideration of scaled scores found in this analysis, data concerning the re­ liability and validity of this questionnaire are presented in ChapterIV following the discussion of scale analysis. The Minnesota Multiphasic Personality Inventory. The MMPI is a personality measurement technique developed at the University of Minnesota by Starke R. Hathaway and J. C. McKinley (manual) and first published in 19^4-3 • It is copy­ righted in both an individual card form and in a paper and pencil group form. The group form consists of 566 items, to each of which the subject is asked to react as, (l) being true or mostly true concerning himself, (2 ) being false or not usually true concerning himself, or (3 ) to omit answering the item if it does not apply to him or is something about which he does not know. At present the MMPI yields scores on four validating scales, nine clinical scales and a number of "social" scales. The four validating scales are a question (?) scale, lie (L) scale, validity (P) scale and a test attitude (K) scale or correction factor. The clinical or diagnostic scales on which scores can be produced are those for Hypochondriasis, Depression, Hysteria, Psychopathic Deviate, Masculinity-Femin- ^See Appendix B for a copy of the adapted form of the Minnesota Multiphasic Personality Inventory used in this study. k3 inity of interests, Paranoia, Psychasthenia, Hypomania and Schizophrenia. These scales are based upon clinical cases classified according to conventional psychiatric nomencla­ ture. Each of the Diagnostic scales was constructed in approx­ imately the same manner. The development of the Hypochon­ driasis (Hs) scale will serve as an illustration of the method employed. To develop the Hs scale, patholigical cases were metic­ ulously selected to include only those patients manifesting pure, uncomplicated symptoms of hypochondriasis. of this type were available. Fifty cases A normal group consisting of 162 young adults ranging from twenty-six to forty-three years of age and 265 University of Minnesota freshmen were used as control. The percentage frequency of response on each item was tabulated for the normal and the pathological groups. An item was tentatively selected for scale con­ struction only if it showed a percentage frequency differ­ ence between the criterion group and the normal group which was at least twice its standard error (1+9). The same general procedure is described by the authors for the construction of scales for Hysteria, Hypomania, Psychopathic Deviate, Psychasthenia and Depression. Description of the MMPI Clinical Scales. A description of the basic clinical and validating scales of the MMPI f o l l o w s . ^ The Hypochondriasis scale (Hs) is a measure of the amount of abnormal concern over bodily functions, health and tendencies toward physical complaint. The Depression scale (D) measures the extent of the clinically recognized symptom involving dejection, discouragement and despondent feelings. The Hysteria (Hy) scale indicates the degree to which the subject is like patients who have developed symptoms involving excess immaturity, unrealism, amen­ ability, naivety and social strivings. The Psychopathic Deviate scale (Pd) determines the similarity of the subject's responses to those of individuals who are abnormally irresponsible, unde­ pendable, impulsive, ego-centric, defiant, asocial and individualistic. The Masculinity-Femininity (Mf) scale is a measure of the tendency toward an interest pattern corresponding to that of the opposite sex of the subject. The Paranoia (Pa) scale measures similarity to the responses of clinic patients who are excessively aggressive, critical, irritable, oyer-sensitive and suspicious. The Psychasthenia scale (Pt) determines the subject's similarity to patients exhibiting extreme apprehensiveness, tension, hesitancy, insecurity and feelings of inadequacy. The Schizophrenia (Sc) scale indicates the likeness of responses to patients who are withdrawn, over-sensitive, secretive and cautious. The Hypomania (Ma) scale measures the person­ ality factors characteristic of persons with marked 7 These scales Hathaway and J. C. phasic Personality Corporation, 19^3, are described in detail in Starke R. McKinley, "Manual for the Minnesota Multi­ Inventory," New York: The Psychological l6pp. ks confidence, hypersensitivity, agressiveness, expan­ siveness and non-persistence. The Question (?) scale is a validating score consisting of the total number of items put in the "cannot say" category by the subject. The size of this score affects the significance of other scale scores. The Lie (L) scale is also a validating score that affords a measure of the degree to which the subject may be attempting to falsify his scores by always selecting responses which would appear to place him in the most favorable light. The Validity (F) score serves as a check on the validity of the entire record. If the P score is high the other scales are likely to be invalid either because the subject was careless in answer­ ing the items or was unable to comprehend them, or because errors occurred in entering the responses on the record sheet. The K scale has been incorporated in the MMPI since it’s first publication. Through the research of Meehl and Hathaway (79) this scale was developed as a correction factor for certain test taking attitudes which tend to invalidate a MMPI record. One of the most important failures of almost all structured personality tests is their susceptibility to "faking". This deception may be conscious or unconscious and may amount to mere role-playing on the part of the indiv­ idual who may be consciously honest and sincere in his responses. The K factor serves to detect these deviations. Scoring and Interpretation of the Clinical Scales. The scores on the MMPI are reported in the form of a profile. ^See Appendix C for a copy of the MMPI profile sheet 8 A raw score is secured by totaling responses for each scale. (L|_8) The K factor is then applied to the Hs, Pd, Pt, Sc and Ma scales. (78) Each scale score is then converted into standard score equivalents by use of tables which are found in the MMPI Manual. (1|j8) This standard score is known as a T score, and is based on the formula: T = 50-/- 10 (X - M) where the mean of the normative group is assigned a value of fifty and the standard deviation is adjusted to ten. X is the raw score and M is the mean of the raw scores of the normative group, c^r- is the standard deviation of that group. Reliability and Validity of the MMPI. There is condiderable controversial opinion as to the reliability and validity of subjective, structured, paper and pencil personality in­ ventories. However, the MMPI appears to be generally recog­ nized as being among the better available tests of this type. Elllis (27) in one of the recent reviews of the validation of personality inventories stated this attitude: ’’The older, more conventional, and more widely used forms of these tests (personality questionnaires) seem to be for practical purposes, hardly worth the paper on which they are printed ... Among the new questionnaires the MMPI appears to be the most prom­ ising. " In commenting on the apparent superiority of the MMPI, Ellis points out these factors: (27:307) 1. It is standardized on a clinical and objec­ tive rather than on the usual subjective basis. 2. Most of the validity studies have been done on groups similar to those on which the test was standardized, which was an honest sophisticated, institutionalized, abnormal, or else a military population with every incentive for honesty. The usefulness of the MMPI is accentuated by a review of the research studies of validity and reliability. Altus and Bell (3) in their work with illiterates in an Army Special Training center found a Critical Ratio of Ip.9^- for the mean score differences of graduates versus dischargees on the Pa scale and a CR of Ip.lip on the Hy scale, when "riding the sick boOk" was used as a criterion. statistically significant. Both Critical Ratios are Benton and Probst (10) from their study of neuropsychiatric patients in a Naval hospital when ratings by psychiatrists were employed as a criterion affirmed that, "in the case of the Pd, Pa and Sc trends the differences with respect to mean test score between the normal and abnormal groups can be considered to be significant." When delinquency in adolescent girls was investigated upon the basis of MMPI patterns, Capwell (19) determined that "each scale except Hy, showed a clear differentiation between delin­ quents and non-delinquents." Levenenz (7l)> Modlin (82), Morriss (83), and Schmidt (9ip), have similarly found the MMPI to verify clinical impres­ sions of psychiatrists concerning neuro-psychiatric patients. The usefulness of the MMPI is further described by Baker and Peatman (7) who, as a result of their questionnaire survey 1^8. of tests used in Veterans’ advisement units, found the MMPI was employed more often than any other personality inventory. Finally, the following comparisons of the validity of various commonly used personality questionnaires has been re­ ported: (27) Name of Test Bell adjustment Inventory ^ Bernreuter Personality Inventory Thurstone Personality Schedule Woodworth Personal Data Sheet MMPI The Social Scales. Times Validated Positive Validations 12 29 10 29 15 1 9 q. 11 10 One of the primary reasons for the de­ cision of the General Research Project committee to employ the MMPI as the personality instrument was for the purpose of in­ vestigating the utility of a number of recently developed, experimental social scales of that device in the matters of predicting work effectiveness and job satisfaction. Through the cooperation of Dr. Harrison B. Gough, who pioneered in the development of many of these social scales it was possible to obtain certain measures of the social adequacy of the popula­ tion involved without the inclusion of additional instruments in the total project battery. In addition, it was felt that the opportunity to determine the applicability of these scales in the matter of ’’work adjustment" of Michigan Extension Workers would be a major contribution both to the current study and to the general area of personality measurement. k9 An examination of the development of the Academic Achieve­ ment scale (Ac) will serve not only to indicate the method­ ology employed in the construction of the social scales but also to emphasize the philosophical and psychological ra­ tionale upon which the work is based. In the academic domain the attempt to consider non-intel­ lectual factors in predicting scholastic achievement has been relatively unsuccessful. In one of the early reviews of the literature Stagner(97) found only negligible relationships be­ tween personality tests and grade averages, yet educators, psychologists, and others had long been aware that underlying motivational and personalogical factors were involved. Charac­ teristic of the studies reviewed by Stagner was an empirical approach of correlating a series of test scores with grade averages to see what might be discovered. Borow (13) attempted to circumvent this problem by devising a series of 399 items, all relating to academic performance, insofar as intuition could determine. These items were then analyzed individually to discover which ones would, In fact, reliably differentiate under and over-achievers. The resulting scale correlated .30 with college grades and combined with capacity tests to give multiple correlations of ,5>0. Similar methods were used by Altus (2) in an item analysis of the MMPI, Owens and Johnson (88), and Gough (32). 50 - Gough’s Academic Achievement scale was the outcome of an attempt to incorporate and apply the discoveries of these previous studies to the problem of forecasting scholastic achievement. An item pool was created, consisting of the best items from the previous studies plus over one hundred newly written items. This item pool of some 200 items was then administered to the senior classes of four Minnesota High schools, a study population of 5^-1 students. Criterion sub­ samples for the item analyses were formed for each school by selecting pairs of- subjects matched for sex and intellect but widely separated by over-all high school grade average. Each item was then analyzed and all those which differentiated in all three comparisons were retained, sixty-four items in all. An uncorrected split-half reliability of .72, Se .07, was determined for the school having the largest number of cases (N 205). The validity of the scale for predicting honor point average was above .50 in each school while the correlation with intelligence test scores was low enough to permit an appreciable increase in the total predictive index when Ac and IQ are Combined in multiple correlation. Higher scores on the Ac scale, Gough declares (32), are suggestive of greater seriousness of purpose, more persist­ ence in academic and scholastic pursuits and more diligent and systematic work habits. Descriptions of the development of the remaining social scales (33, 3k-*37,39 fk-2>b3,kk-) indicate similar employment of empirical techniques. 51 A description of the eight social scales employed in this study follows: Prejudice (Pr) indicates the degree of cynicism, suspiciousness, poor morale and feelings of ill will toward others. Achievement (Ac) reveals trends toward tense­ ness, docility and insecurity resulting in greater academic output. Social Status (St) measures the degree of selfconfidence, poise and resourcefulness of personal endeavor. Responsibility (Re) ascertains the subject's tendencies toward dependability, integrity, serious­ ness, steadiness and tenacity. Dominance (Do) measures the degree of optimism, persuasiveness, self-discipline, and resoluteness with which the individual faces daily situations. Social Participation (Sp) indicates the degree of social participation which the subject manifests and the ease with which he interacts and adapts to others. Intellectual Efficiency (Iq) consists of items which have been determined to be positively related to measured intelligence. Success (Su) indicates the subjects aptitude for tasks involving personal interaction, leadership and social understanding. The adapted form of the MMPI used in this study. As the committee felt that the impact of the total study upon the Ex­ tension Service Workers was considerable, a decision was made to adapt the MMPI for the purpose of the study by reduction of the total number of items.' Permission to make this revision for experimental purposes was granted by the Psychological Corporation, publishers of the MMPI. The adaptation was under­ taken by the writer based upon research indicating greater 52 predictive value for certain of the clinical scales in terms of various occupations 72) and of the opinions of the committee members as to the function of each scale in the total project. As a result of this revision the total number of items in the adapted form was reduced from the original 566 to 3Ip.. Six of the original clinical scales were retained in the adapted form. They were: Hypochondriasis, Depression, Hysteria, Psychopathic Deviate, Psychasthenia and Hypomania. In addition to keeping these scales intact, necessary items for the eight social scales were included in the adaptation. For ease of administration, the adapted MMPI was printed in booklet form and new scoring keys were devised. The Sample The reason for the existence of the General Research Project lies primarily in problems concerned with the selec­ tion of County Agents and I|. H Club Agents in Michigan. Con­ sequently, the study population was determined by definition of this problem, with their chief remaining consideration being the size of the sample to be studied. The Sample in Relation to the General Research Project. That an adequate solution to the problem of the General Re­ search project would entail the study of a greater Agent pop­ ulation than was available in Michigan, has been indicated. Plans have been made to enlist the cooperation of Extension Services in other states in such a long-range study. However, due to the lack of financial resources', establishment of a 53 coordinated interstate project, is at present, impractical; thus compelling each participating state to proceed independ­ ently in the initial phase of data collection. Cross-valida­ tion of findings remain a part of the long-range project and will be examined, at some future date. In view of these con­ siderations, the size of the sample studied herein is limited to that of the present group of County Agents and l|_ H Club Agents in Michigan. Number included in the sample. It was the intention of the Planning Committee to study the total group of County Agents and Ij. H Club Agents who were employed in the Michigan Extension Service in September 1950* At that time the number included 89 County Agents (including Associate and Assistant Agents) and 53 ^-H Club Agents. However, between that date and September 1, 1951 when the last of the data necessary for this particular study were received, eight County Agents and seven I4.H Club Agents had to be eliminated from further con­ sideration because of retirements, resignations, transfers to other positions within the Service and death. Therefore, the sample upon which this study is based consists of 8l County Agents and [4.6 Ip H Club Agents who were employed in the organ­ ization in September 1950 and who were still employed in a similar capacity in September, 1951* Limitations and advantages! of the sample. It should be recognized that although the Agents studied herein represent approximately 89.1|. per cent of the Agents who were employed in September, 1950 the sample does not Include Agents who left the Service at any time prior to September 1, 1951, or individuals who desired to become County Agents or I}. H Club Agents but were not accepted into the organization. If such data as is used in this study had been available for this group over a period of years and if it could be assumed that such groups would include many individuals who might not have been well qualified for Extension work, it is possible that their inclu­ sion in this study would have provided greater contrasts in the MMPI scale scores between variable work-adjustment groups of Agents. The sample, then, represents a group which is already rather highly selective, and consequently the range in terms of work-adjustment is proportionately restricted. Conversely, there are various reasons why these two groups of Agents were considered well adapted for purposes of this research. (a) Since a member of the Planning Committee (the Extension Training Specialist) was on the administrative staff of the Extension Service, research data could be obtained from these Agents through their regular organizational meet­ ings and other established channels of communication, thereby avoiding resistance that might have arisen if it were necessary to approach them "externally". (b) Extension Administrators believed that these Agents would be reasonably willing to cooperate in this research project. (c) By studying the total group and interpreting the results in terms of Michigan Agents alone, there would be no problem as to the appropriateness 55 of the sample. (d) Although the number of cases would not be large enough for certain desirable statistical techniques, for example item analysis of the MMPI, the numbers were con­ sidered adequate for the preliminary phases of the General Research Project. (e) It was possible to secure a rating of work effectiveness for each of these Agents. The Agents1 job situations. All County Agents and I). H Club Agents in Michigan are employed by Michigan State College and hold faculty rank in the Agricultural Extension Depart­ ment of the School of Agriculture. Their salaries are paid jointly by Michigan State College and the United. States Department of Agriculture. Funds for operating county pro­ grams are furnished jointly by Michigan State College and the counties in which they work. Consequently external direction is given to their work by federal, state and county agencies. In this situation it is apparent that one of the criteria of work-adjustment is the degree to which an Agent harmonizes these forces in the performance of his work. Duties of the Agents. Although the Cooperative Exten­ sion Service is essentially an educational organization, the work situation of the County Agents and 1). H Club Agents is considerably different from that of a classroom teacher. Stone (98) has described the duties of a County Agent in a statement prepared by the Michigan Extension Service. The 56 statement indicates that the following duties are expected of all County Extension workers: 1. The Agent represents Michigan State College and the United States Department of Agriculture in the county to which he is assigned. 2. He studies the resources, people and agriculture of 'the- county to determine its problems that can be solved through education and cooperative effort. 3. He plans and works with local people on their problems, bringing science and knowledge to bear on a solution. I4.. He develops an effective supporting organization of local voluntary leaders to help carry out the Extension program with the people of the county. 5. He develops rural leadership by providing oppor­ tunities for others to lead and by giving them training as leaders. 6. He maintains a public office where people can get information and advice concerning appropriate problems, disseminates a constant flow of infor­ mation to all the people of the county through newspaper articles, radio broadcasts, circular letters, personal contacts, etc. 7. He arranges for meetings, demonstrations, exhibits, tours, etc., with the help of college specialists. 8. He plans and conducts leader training meetings for the main local volunteer leaders. 9. He must constantly evaluate his work, prepare monthly and annual reports of his activities. 10. His job is that of a teacher above all else, utili­ zing other workers in the Service to help carry out an effective Extension program with local people. The Agents1 Worker Roles. Further clarification of the description of the sample is possible through reference to the worker roles which these varied duties place on the Agents. 57 Various monthly and annual reports of Agents' activities have been analyzed to determine the most common of these roles other than the general role of teacher. This analysis has resulted in the following tentative list:^ 1. Acting as a consultant, giving information and advice as requested. 2. Acting as a promoter, stimulating people to action in face to face contact. 3. Acting as a demonstrator or public speaker, giving information, talks, lessons, etc., before groups. I}.. Acting as a newspaper reporter or columnist. 5. Acting as a radio broadcaster. 6. Acting as an organizer or arranger of activ­ ities or events. 7. Acting as a facilitator, or expeditor, making it easier for people to follow extension recommendations. 8. Acting as an administrator, organizing, super­ vising, writing reports, etc. 9. Performing office details, keeping records, etc. 10. \ Acting as a student, keeping up to date on new developments. 11. Acting as a public relations man, maintaining good public relations, building good will, etc. Theoretically, all Agents perform all of the activities and play all of these roles, but probably in varying degrees Prom unpublished preliminary data collected for a job analysis study, 011 file in the office of the Michigan Exten­ sion Service. 58 depending upon differences in local job demands and differences in personal characteristics. To the extent that a man's work describes the man, the heterogeneous nature of this job offers some basis for suspecting that the Agents are a rather heterogeneous group in so far as various personal factors are concerned. This consideration entered into the selection of the statistical techniques for the analysis of their person­ ality patterns as will be discussed later in this chapter. Ages and years of experience. Ages of the Agents and length of their experience in the Michigan Extension Service are given in Table 3. Data regarding number of years of experience in the Michigan Extension Service represent the length of time between the individual's first appointment to the Agricultural Extension Department of Michigan State College and May 1, 1951• As some Agents have been transferred from one position to another these figures do not necessarily re­ flect the number of years that an Agent has been in his present situation. Perhaps the most obvious item in Table 3 is the difference in the mean age and mean number of years' experi­ ence between the County Agents and the If. H Club Agents. This difference of 9*56 years of age and 8.71 years of experience reflects the fact that in Michigan, County Agents are usually selected from among I4. H Club Agents. It is also possible that many Ij. H Club Agents are attracted by the higher base salary of County Agents, the increased authority of that position and the opportunity of working primarily with adults. That some 59 TABLE 3 MEAN AGES AND NUMBER OP YEARS OP EXPERIENCE IN THE MIGHIGAN EXTENSION SERVICE POR COUNTY AGENTS AND I|. H CLUB AGENTS AS OP MAY 1, 1951 County Agents (N 81) Age S. D. Range Mean 2I4.-63 lj-2.73 9.35 Years in 1-35 Service 12.90 8.26 l|. H Club Agents (N I4.6) Range Mean S. D. 23-60 33.17 7.87 .75-21 M 9 4.01 I). H Club Agents prefer to remain In that type of work is borne out by the age range and service range for that group al­ though the standard deviations for these two distributions reveal that not a great number of them remain in I). H Club work for an extensive period of time. These differences in age and experience were considered as evidence that the personality patterns of the two groups should be analyzed separately although the job roles of each group have much in common. Academic backgrounds of these Agents have been analyzed in another phase of the General Research Project. (91) Ninety-four per cent of each group were found to hold a B.A. degree oh B.S. degree. Six per cent of the Ij. H Club group and one per cent of the County Agent group have had some college training while five per cent of the latter group are 6o high school graduates but have not attended college. In addi­ tion twenty-six per cent of the County Agents and nineteen per cent of the I|_ H Club Agents have completed some graduate work. Collection of Data and Their Preparation for Analysis Administration of the Minnesota Multiphasic Personality Inventory: Since accomplishment of the General Research Project involved the use of a number of research instruments with the same population, it was mandatory that each phase be conducted in such a manner that the cooperation of the Agents in each succeeding step would not be jeopardized. Members of the Planning Committee, some of whom were former County Agents in Michigan, felt that persons within the Ex­ tension Service would be most likely to achieve the maximum cooperation in these endeavors and Dr. John T. Stone, Exten­ sion Training Specialist, and a member of the Committee, agreed to administer the research instruments. After briefing on proper techniques, Dr. Stone admin­ istered the especially adapted MMPI test booklet to the County Agents and I). H Club Agents in their regular district meetings during 1951* The usual instructions for administer­ ing the test (i|-8) were followed with the Agents recording their answers on standard, three-place, IBM answer sheets. Certain other steps were also taken to attempt to de­ velop a receptive attitude on the part of the Agents toward 6l taking the MMPI: (a) The request to take the test was stated in terms of needing their assistance in the accomplishment of a research project that was designed to improve the Michigan Extension Service; (b) The general Research Project and the place of the personality study within it was explained to them; (c) They were promised that each Agent could, if he so desired, arrange with the author of this study fcr an inter­ pretation of his test; (d) They were assured that anonymity would be preserved in the analysis of their responses by use of code numbers; (e) They were assured that their responses would have no bearing upon their status within the organiza­ tion; (f) A number of Specialists and administrative officers were present at the meetings and took the test along with the county workers, thereby possibly enhancing the importance of cooperation of all members of the Extension Service in the study. Since, in addition to the precautionary steps outlined above, Dr. Stone reported he could detect no lack of coopera­ tion, since several Agents have requested interpretations of their profiles and since no test forms were invalidated by errors or omissions, it is concluded that the Agents1 testtaking attitude was satisfactory and that their responses to the test items were reasonably sincere. Scoring of the MMPI. Scoring of the MMPI (revised) form utilized in this study was carried out by the Board of Examiners, Michigan State College, scoring was done by IBM tabulating machines on six clinical scales and nine social 62 scales. The K scale (correction factor) was computed by hand. Appropriate techniques for checking accuracy of the machine scoring were employed by the trained personnel of the Board. Administration of the Job Satisfaction Questionnaire. As was agreed by the Planning Committee, Dr. Stone adminis­ tered the Job Satisfaction Questionnaire by mail. A cover letter was prepared by Dr. Stone with the aid of the Planning Committee pointing out that the Questionnaire was another step in the General Research Project which had been discussed with them at their district meetings. The letter included instructions and assurances of anonymity.^® By use of follow- up letters, completed Questionnaires were-received from the total Agent population used in this study. Scoring of the Job Satisfaction Questionnaire. The Job Satisfaction Questionnaires were scored manually by totalling the weights assigned to the responses for each category of the seven job satisfaction questions and the accompanying inten­ sity questions. In addition to the raw scores derived in this manner, it was considered desirable to determine whether or not the qualitative items represented in these 'scores were undimensional, or could be expressed in a continuum, and wheth­ er or not a point could be fixed on the continuum which would ^®A copy of this letter is included in Appendix D. 63 separate those with positive attitudes toward their work from those with negative attitudes. This phase of scoring of this instrument is described in detail in ChapterIV. Recording of Data; A personal data card was devised on which the raw data for each Agent was recorded. These data included the Agent’s identification number, age, number of years experience, work effectiveness rating, county classifi­ cation rating and job satisfaction scores. Data pertaining to each of the particular studies involved is to be added as it becomes available. The data from the personal data cards were punched into International Business Machine Cards. The number representing each item punched was printed in the top of the cards by an electrically operated tabulating machine and each of these numbers was checked for accuracy against the entries on the personal data cards. Tabulation of the data; The IBM cards were processed by electrical sorting and tabulating machines. The cards of the County Agents and I4. H Club Agents were first sorted separately according to four work effectiveness groups. The scores for all MMPI scales, the date of birth and the date of appointment were tabulated for these eight subgroups. The two groups of Agents were then sorted according to two job satisfaction groups, and the scores for the same variables were tabulated for these four subgroups. This tabulation provided the subgroup frequencies and total scores (sums of 6it. scores times frequencies) for each variable. All results were checked for accuracy. Techniques of Analysis Significance of the difference between means: In. at­ tempting to determine MMPI scales that would differentiate "high" and "low" work adjustment groups of Agents, the im­ plicit problem was to determine the scales on which the variable work adjustment groups would differ significantly. The first step in this direction was to discover the MS/IPI scales on which the differences in the mean scores among a number of differential work adjustment groups of Agents were great enough that they could not be attributed to the "chance" errors that normally occur in the process of selecting any sample groups from a total group, but that they could be con­ sidered "real" and that the results of the comparisons could therefore be declared significant. The customary basis for determining whether the results were significant or insigni­ ficant has been defined by Johnson (6k:32) and was employed in this study. It is: (1) The results are said to be significant if the conclusion that they are wrong would be erroneous in 1 per cent or less of the cases. (2) The results may be significant but further observations are necessary if the conclusions that the results are significant would be wrong in 5 p©r cent or less but more than 1 per cent of the cases. (3) The results are not significant if our con­ clusion that they are significant would he in error more than 5 per cent of the cases. Assumption of normal distribution. The assumption of normality is implicit in the application of the statistical techniques used in this study. No effort was made to test this assumption for the many variables studied. McNemar (77:215) and Snedecor (96:221) have observed that evidence is available to support the contention that a moderate skew­ ness, piling up (leptokurtic), or flattening out (platykurtic) is permissable in the use of various techniques, particu­ larly the "t” test and analysis of variance. In the case of certain variables, such as MMPI scales which are not related to Agents studied herein, it is natural that -fche distribution of these scores would have a severe positive skewness (a piling up of low scores), which makes questionable the use of the mean as a measure of central tendency. However, as pointed out by McNemar (77:18) the mean has more stability and is better adapted to other statistical uses (correlation, standard scores, tests of significance, analysis of variance, etc.) than other measures such as the median or mode. Con­ sequently the mean was employed as the description of central value in this study. Tests of significance used. The "t” test is designed to test the hypothesis that the true difference between means is zero (6Ij.:72). It consists essentially of dividing the dif­ ference between the means by the standard error of the 66 difference. This was the main technique used in this study for measuring the difference between the means and the signi­ ficance of the "t" values found was consequently determined from the table of the distribution of "t" prepared by Pisher and Yates and reported by Johnson (61f:360)» The "t" test involves the assumption that the variances (the average of the squared deviations from the average of the group) of the scores of the groups being compared do not differ greatly. Since it could not be assumed that the variances in these scores would not differ greatly among the subgroups to be compared, the variances were calculated for each variable and the homogeneity of the variances was tested by the "P" test. This consisted of dividing the larger variance by the smaller variance and determining the signi­ ficance of this value by reference to the table for the distribution of F which has been prepared by Snedecor (96:22lj.). In comparisons in which the difference between the variances was not significant at either the five or the one per cent level, the variances were considered to be homogeneous and the Mtrl test of the significance of the difference between the means was consequently applied. In comparisons in which the difference between the variances was significant at the five or one per cent levels, the variances were considered to be lacking in homogeneity and the Behrens-Pisher "d" test was used for testing the signi­ ficance of difference between the means (6I4.:276). This test ' is similar to the "t" test but is designed specifically to test the significance of the difference between means when the variances are unequal or unknown. These tests were applied to the comparison of the MMPI scores among the various work adjustment groups which will be described in Chapter IV. In order to determine the intensity of the relationships indicated by the MMPI scales whose mean scores were found to be significantly different in these comparisons, biserial correlation coefficients, were computed for the scales significantly related to job satisfaction. The significance of these correlation coefficients was then deter­ mined by reference to Snedecor's table for the significance of correlation coefficients (96:125). Summary. In this chapter the Job Satisfaction Question­ naire and the Minnesota Multiphasic Personality Inventory and the adaptation of that instrument employed in this study, have been described. The population sample was defined as consist­ ing of 8l County Agricultural Agents and I4.6 I). H Club Agents who were employed by the Michigan Extension Service in Septem­ ber, 1950, with the exception of eight County Agents and seven 1^. H Club Agents who retired, resigned or were transferred to other positions within the organization between that time and September 1, 195>1» The sample is selective in that it does not include any Individuals who left the service at any time prior to that date or any who desired to become Agents and were not accepted into the organization. The heterogenous nature of the duties and worker roles demanded of the Agents suggests that they are possibly rather heterogenous in respect to various personal characteristics, including personality factors. The mean age of the County Agents is l|.2.73, for Lj. H Club Agents, 33.17* County Agents have 12.90 years of experience andi). H Club Agents, I4-.1 9 . There is relatively little difference in the amount of educa­ tion between the two groups. The MMPI (adapted form) was administered to the Agents in groups. The scales were scored by the Board of Examiners scoring service, Michigan State College. Agents were mailed the Job Satisfaction Questionnaire which was manually scored. These scores and certain personal data were entered on personal data cards, then punched into IBM cards. The IBM cards were sorted by various work adjustment subgroups and the data on all variables were tabulated by these subgroups. Means and variances tab re computed on all variables and comparisons of these two statistics were made between various work adjustment subgroups. The significance of the differ­ ence between variances was determined by the "PH test. Where this indicated homogeneity of variances the significance of the difference between means was determined by the "t" test and where the variances were not homogeneous, the "d" test was 69 The intensity of the relationships indicated by the sig-' nificantly different mean scale scores was determined by biserial and product moment correlation coefficients. At­ tempts to predict "less effective" Agents and Agents with low job satisfaction scores were based upon selection of profile answer sheets whose scores were within certain criterion cutting scores on the scales which’were found to have signi­ ficant intensity of relationship. CHAPTER IV THE VARIABLE WORK ADJUSTMENTS GROUPS The purpose of this chapter is to present the methods by which the County Agents and ij. H Club Agents were separated into variable work effectiveness and job satisfaction groups in order to determine the relationship of their MMPI scale scores to the two criteria of work adjustment. It was necessary in the interests of the General Research Project that the same criterion group of Agents be employed In all phases of the pro­ ject. All plans for the determination of these groups and the consequent analyses of data involved were effected by members of the Planning Committee working cooperatively. Consequently, the discussion and tables that.follow were the product of mutual efforts of Committee members. Problems in rating Agents1 work effectiveness. Certain problems faced in rating workers in general have been discussed by Symonds, (106) Tiffin, (108) and Thorndike (107). These problems center around the questions of minimizing bias or "halo" effect, providing adequate opportunity for observation, guarding against excessive familiarity, and assuring uniform opinion as to the concept of traits being rated. Each of these problems assumed particular prominence in this study because of conditions peculiar to the job. Predominant among these com­ plicating factors were the following: (a) There was no estab­ lished hierarchy of importance for the various job roles demanded of the Agents, with the exception of "teaching.” (b) There were indications that individual Agents who were considered to be relatively equal in terms of over-all success varied considerably in their effectiveness in different roles. (c) It appeared that the importance of the.roles might vary in different local situations. Various rating methods considered. The members of the Committee recognized that it would be almost impossible to accurately Isolate the contribution that a County Agent made in a given situation. While the technique of conducting intensive interviews with a large sample of rural people might establish the effectiveness of Extension workers to a reasonable degree, this method was obviously impractical in terms of time and money. It could be reasonably be argued that rural people are the best source of information as to the success of the Ex­ tension program and consideration was given to the technique of seeking ratings on the various Agents from these people whom they serve. Two problems, however, point up the lack of feasibility of this method: (a) Since many of the rural people would have little direct knowledge of the work effectiveness of Agents in areas other than their own, the goal of securing a comparative rating of an Agent's effectiveness would be defeated. (b) The problem of selecting an unbiased sample of people to do the rating would be an effort beyond the scope of this immediate study. Having examined these and other proposed rating methods, the Committee decided to anploy the rating system now in use by the Michigan Extension Service for salary adjustment and other administrative purposes. This procedure results in ratings of job effectiveness being assigned to Agents by certain administrative personnel on the basis of various evi­ dences of program and personal effectiveness on the job. Three sets of ratings are obtained on Michigan Extension Agents. A brief description of this rating system is in­ cluded.^- THE MICHIGAN EXTENSION SERVICE RATING SYSTEM Specialists* rating of the County Agents. In fulfilling his responsibility of providing scientific information to rural people through the County Agent, the Extension Special­ ist works closely with the Agent and can observe the effec­ tiveness of their appropriate phases of the County Agent’s work. On the basis of such observations, the Specialists annually rate the effectiveness with which the County Agents are executing the particular phases of the program for which the Specialists share responsibility. "'For a detailed account of this rating system see Rowland R. Pierson, "Vocational Interests of Agricultural Extension Workers as Related to Selected Aspects of Work Adjustment," (unpublished Ph.D. Thesis, Michigan State College, East Lansing, 1951), 3l+2 pp. 73 Because some Specialists do not work in every county in any one year, the Specialists are asked to rate only the programs in the counties in which they have worked in the previous twelve-month period. The ratings are made in terms of A (Su­ perior), B (Good), C (Pair) and D (Poor) and are obviously more a rating of the program than a rating of the personal effectiveness of the County Agent. Each project of a Specialist, is assigned a degree of importance in each county in terms of major, average, minor or no importance to that county. This assignment of weights, is based on the most recent Census of Agriculture figures for dollar values of farm commodities with final assignment deter­ mined by a group of Service administrators influenced by their knowledge of factors peculiar to localities in Michigan. Dif­ ferential weights, ranging from plus 5> to minus £ are then as­ signed to the Specialists ratings of the projects. To determine the effectiveness rating of the over-all pro­ gram in each county, a single score is arrived at by totalling the algebraic weights for each project and dividing this total by the number of ratings given by the Specialists in each county. These ratings are then totaled and by dividing this total by the number of counties, an average rating score for all counties is determined. This score is then converted to percentage scores representing 100^ and the single scores for each county are converted to percentage scores and compared Ik with this average score. The single county effectiveness scores usually range from 70 per cent of average to 130 per cent of average. In so far, as these ratings represent the opinions of from 3O-I4.O Specialists relative to the effectiveness of a pro­ gram they constitute valid measures of the degree of effec­ tiveness of the County Agent. Appraisal of li H Club Pro.jects. As has been previously indicated, Specialists do not have direct Ij. H Club responsi­ bilities and work less closely with k H ■Club Agents. Conse­ quently the effectiveness of I4. H Club programs is rated in terms of the amount of money allocated to each county for [(. H Club work and the proportion of eligible youth airolled in I4. H Club projects per county. A formula is prepared each year by the i|. H Club Department for the equitable distribution of monies to the Ij. H Clubs of the state. Situational differences among the counties are provided for by a method of classification in which counties are classified as A,B,C, or D according to the desirability of work situations. A scale of weights and a per cent of av­ erage similar to that employed in the rating of County Agent's programs is determined. With this percent of average the counties are ranked in order according to work situations, then arbitrarily divided into four classification groups according to rather obvious breaks in the percent of average figures. 75 Comparison of the money value of the separate projects is made only within each of the four groups of counties. The money value of the projects in a county for which; a ij. H Club Agent is responsible, and consideration of the proportion of eligible youth in his county who are enrolled in Ij- H Club pro­ jects, by comparison with the other i|. H Club Agents in the same group of counties, is a measure of the extent to which he has been successful in conducting his program. As in the case of the County Agent, the Extension Service felt that this type of program appraisal reflected in a degree the effectiveness of the l\. H Club Agent himself. Rating of personal effectiveness on the j_ob, In addition to the program rating procedures, a rating of each County Agent and I). H Club Agent as to his personal effectiveness is obtained from the four District Extension Supervisors for the men within their respective districts. The Supervisors review the ratings assigned to the programs of their Agents and ad­ just these ratings in terms of all pertinent factors known to them. After the District Supervisors determine a rating of personal effectiveness for each Agent, these ratings are re­ viewed by the Director of Extension, #10 assigns a final rating which is used for various administrative purposes. Rating Method Used in This Study Although the rating system just described made no attempt to include any particular number of Agents in any particular group (e.g. forced rank-order or percentile techniques), the Planning Committee felt that the ratings obtained would be sat­ isfactory for the purposes of the General Research Project. Therefore, the Committee concluded that a separate modified forced ranking rating should be made by as many as possible of the same personnel who.:furnish the regular annual ratings. 2 Table If indicates the range of averages used as arbitrary points of separation in order to arrive at four fairly equal groups. This table also indicates the total average rating for each "quartile" group thus selected, the number of Agents in each group on 'whom there was perfect correlation or unani­ mous agreement among the judges ratings and the total number of men placed in each "quartile" group. Prom Table it is apparent that by considering the av­ erage of the seven judges* ratings on each man there was in most cases relatively high agreement among the judges as to the over-all work effectiveness of these men. third "quartile” Except in the of County Agents and the second "quartile" of If H Club Agents the spread of ratings was fairly consistent. Although the ranges of average ratings for the first, second, and fourth groups of County Agents were almost the same, the fact that all of the judges rated twelve men as 1, and seven men as if, indicat.es that in the opinions of the judges certain of the "more effective" and "less effective" For a description of this technique see Pierson, op. Cit., pp. I3if-136. 77 TABLE it SUMMARY OP RATINGS OP COUNTY AGENTS AND ij. H CLUB AGENTS BY "QUARTILE” GROUPS County Agents First "Quartile" Second."Quartile" Third "Quartile" Fourth "Quartile" Range of Rating Averages Total Average Rating of Groups .57(1.00-1.57) .57(1.71-2.28) .71(2.57-3.28) .58 (3.4.2-5..00) 1.12 2.05 2.83 3.79 12 3 K 7 21 19 20 ■ 21 .if2(1.00-l.ij.2) .71(1.57-2.28) .57(2.71-3.28) 43(3.574.00) 1.19 1.98 2.92 3-74 5 2 3 1 13 13 13 9 Unanimous Agree­ ment Total [|. H Club Agents First "Quartile" Second."Quartile" Third "Quartile". Fourth."Quartile" County Agents stand out rather clearly in comparison with the "in-between" Agents. This type of consistency was not as evident with the ij. H Club Agents. Consideration of only the average rating for each of the men could of course conceal any possible discrepancies in the ratings of one or more judges as compared with the ratings assigned by the other judges. To check on the degree of var­ iation among the judges as to their assignment of ratings, the rating data were submitted to an analysis of variance following procedures suggested by Snedecor (96:256). Tables 5 and 5a on the following page provide the results of this anal­ ysis. 78 TABLE £ ANALYSIS OP VARIANCE OP THE RATINGS OP SEVEN JUDGES ON THE WORK EFFECTIVENESS OP COUNTY AGENTS (N-8l) Source of Degrees of freedom variation Raters Individuals Error Total ( Sum of squares Mean Square 6 2.1+938 J+l£6 80 £69.1^29 7. Hl+3 I4.8O li^.8.36 33 .3091 £66 720.0000 P 1.3k (a) 23.02-:hc-(b ) P for raters (1.3^) not significant P for individuals (23.02#-"-) significant at 1 per cent level or less. TABLE £a ANALYSIS OP VARIANCE OP THE RATINGS OP SEVEN JUDGES ON THE WORK EFFECTIVENESS OP k H CLUB AGENTS (N-lj.8) Source of Degrees of variation freedom Sum of squares Raters 6 2.1131 .3£22 k-7 297.1399 6.3221 282 8I|..1726 .29 8£ 33£ 383.k2k6 Individuals Error Total Mean Square P 1.18 (a) 21.l8-:c-::-(bi (a) p for raters (1.18) not significant. (k) p for individuals (21.18---"-) significant at 1 per cent level. Since the "F" tests of the analyses of variance in Tables 5 and 5a (1.3^ 'f°r County Agents, 1.18 for H Club Agents) are not significant for the raters, it may be con­ cluded that there was no significant variation among them in their assignment of ratings. Tables 5 and 5aalso indicated that there were, in the opinions of the judges, significant variance among the individuals being rated (23.02 for County Agents, 21.18 for [(. H Club Agents). This quantifies further the. results shown in Table If. To obtain an estimate of the reliability of the ratings in Tables 5 and 5a, a method developed by Hoyt (6Li_:13^-) was applied to these data. In this case, the variation among the raters is analogous to the variation among the test items in Hoyt's example and the variation among the individ­ uals (Agents) is analogous to the variation among the scores 3 of each individual on the test. By applying Hoyt's formula, the correlation coefficient for County Agents is plus 0.956 for County Agents and plus 0.951 for Ip.H Club Agents, indi­ cating high reliability for these ratings. It should be pointed out that the magnitude of the coefficients is in­ creased by the fact that they represent the estimate of the reliability of an Agent's rating as based upon the composite rating by all seven judges and not the reliability of an Agent's rating by individual raters. ^ X* tt = (a-c) /a, where' a equals mean squares between individuals and c equals mean squares between raters. 80 Since the average ratings for each Agent indicated rel- \ atively high agreement among the judges, since there was no significant variation among the judges as to the mean ratings which they assigned to the Agents, and since estimates of the reliability were quite high, it was concluded that this rating provided a satisfactory measure of the relative work effective­ ness of the population used in this study. The variable work effectiveness groups. Although Exten­ sion Administrators in Michigan had indicated that a number of workers were not performing satisfactorily on their jobs, these administrators felt that few, if any, Agents could be classified as ’'unsatisfactory" and that the actual number who were not performing satisfactorily was not a majority of either Agent group. Therefore, the Committee concluded that the lowest "quartile" rating groups of County Agents and Ip H Club Agents would more fairly represent the Agents who might be classified as "less effective" than would the two lowest "quartiles". Consequently, the various work effectiveness criterion groups of Agents established were as follows: County Agents I). H Club Agents IT Three highest "quartiles" 39 Highest "quartile" 21 Highest "quartile" 13 Lowest "quartile" Lowest "quartile" 9 Three highest "quartiles" N_ 60 21 Homogeneity of the "quartile" groups. The homogeneity of these criterion groups was ascertained in terms of age and i 8l years of experience in the Michigan Extension Service. Table 6 presents the comparison of means and variances of these two variables between the group in the three highest "quartiles" combined and the group in the lowest "quartile" as well as be­ tween the highest and lowest "quartile" groups of County Agents and i|. H Club Agents. The most important result of the comparisons in Table 6 is the fact that the "more effective" County Agents and I|- H Club Agents did not differ significantly from the "less effective" Agents in terms of mean age or mean years of ex­ perience. There was significant variation between the highest and lowest "quartile" groups (F 2.36) in the case of years of experience for the County Agents but in no case were the means significantly different, thus indicating that the various "quartile" groups are homogeneous in respect to these vari­ ables. Rating of Job Satisfaction Relationship of job satisfaction and work effectiveness. In order to analyze the relationship of the Agents' MMPI scores to the second criterion of work adjustment, i.e. selfrated job satisfaction, the relationship of their raw scores on the Job Satisfaction Questionnaire to their work effective­ ness ratings was analyzed first. This was done to investigate the possibility that if there was a significant relationship between their job satisfaction and their work effectiveness ratings, then the relationships found between their MMPI scores TABLE 6 COMPARISON OF MEANS (x) AND V A R I A N C E S ) OF AGES AND YEARS OF EXPERIENCE FOR VARIOUS "QUARTILE" WOPK EFFECTIVENESS RATING GROUPS OF COUNTY AGENTS. AND 4 H CLUB AGENTS Highest "quartile" 2 c3’ X County Agents Age Years in Service 5- H Club Agents Age Three highest "quartiles" 2 X (N 21) 1^.05 cr- x 81.78 5-3.66 ij.3.66 12.72 55-5-7 13.5-3 96.75 1343 • 96.75 (N 13) 33.00 65-56 F t or / 102.56 102.56 171 1.37 0.185 0.678 2.36* 1.68 0.672 0.337 1.20 I.29 0.112 0.335- (N 9) (N 39) Ip..71 Tests of Homogeneity (N 21) I4.2.I4.O Uj0.93 314-.23 2 <*■- _ (N 60) 59.91 15.19 Lowest "quartile" 33.89 33.89 14-9.87 5-9.87 Table 6 continued on next page CD rv> TABLE 6 (Continued) Highest "quartile" _ X Years in Service 5.92 2 O' Three highest "quartiles" Lowest "quartile" ,2 x X 29.1+5 J+.15 15.36 +--33 C33 2 19.11 19.11 Tests of Homogeneity F 1.51+ 1.21+ t or d1 0.697 0.118 -*Indicates significance at the five per cent level of confidence or less. The Behrens-Pi sher "d" test, as explained on page lli+, is- used to test for significance of difference between means when variances are not homogeneous as indicated by a significantly large "F". CO Co 8l(. and their work effectiveness would indicate that a similar relationship existed between their MMPI- scores and their job satisfaction. The results of this analysis are shown in Table 7 which includes the comparison of the means and variances of the raw Job Satisfaction Questionnaire scores for the var­ ious work effectiveness "quartile" groups. Analysis of Table 7 shows that in general the mean scores for the "more effective" Agents were higher than the mean scores for the "less effective" Agents. The three high­ est "quartiles" of the 1]. H Club Agents scored slightly higher than the highest "quartile" alone. However, the only group to score significantly higher than the "less effective" Agents was the highest "quartile" of the County Agents (t value 2.05>, significant at the five per cent level or less). .Although Table 7 shows that the relationship between work effectiveness and job satisfaction is positive in both groups of Agents, it is not generally high. It was decided, there­ fore, that to determine more clearly the relationship between personality factors and job satisfaction it would be necessary to.separate the Agents into variable job satisfaction groups on some basis other than their work effectiveness ratings. This led to the decision to establish the job satisfaction groups in terms of their scores on the Job Satisfaction ques­ tionnaire. TABLE 7 — 2 COMPARISON OP MEANS (x) AND VARIANCES (=r ) OP RAW JOB SATISFACTION QUESTIONNAIRE SCORES FOR VARIOUS "QUARTILE" WORK EFFECTIVE­ NESS GROUPS OF COUNTY AGENTS-AND i|..H CLUB AGENTS . Highest "quartile" X County Agents 4 H Club Agents 2 or- Three highest "quartiles" X (N 21) 24.38 6.65 2 (N 60) 23.86 (N 13) 22,5410.29 a 5.30 (N 39) 22.52 Lowest "quartile" 11.68 Test of Homogeneity F t or / (N 21) 22.52 10.56 22.52 10.56 1.59 1.99* 2.05* 1.74. (N 9) 20.77 .11.44 20.77 11.44- 1.11 1.02 1.24 1.6l -^-Significant at the five per cent level or less. The Behrens-Fisher "d" test is used when the variances are not homogeneous as indicated by a significantly large "F". CO vn 86 Variable satisfaction groups have been established on the basis of raw scores alone in many studies.^- However, be­ fore making a separation on such as basis in this research project, it was considered desirable to determine whether or not the qualitative items represented in the raw scores of the Job Satisfaction Questionnaire indicated attitudes that could be considered as unidimensional and whether or not a point could be fixed on the continuum which would separate the Agents with positive attitudes toward their work from Agents with negative attitudes toward it. Scale analysis. Various methods such as that of Likert (73), have been developed for this type of attitude measure­ ment. However, a newer method developed by Guttman (LjJ?) was considered by the Planning Committee to be somewhat more appropriate for use in this study. Guttman's technique pro­ vides a test of the hypothesis that the entire universe of items forms a scale for the entire population of people. His general criterion for acceptance of this hypothesis is: "The universe is said to be scalable for the population if it is possible to rank the people from high to low in such a fashion that from a person's rank alone we can reproduce his response to each of the items in a simple fashion." ^See Chapter III, pp I4-O—l-t-3, "The Job Satisfaction Questionnaire" 2I4.9) 87 Essentially, the procedure involved is that of determin­ ing the extent to •vihich. the rankorder of the item responses for each question corresponds to the rank order of the indiv­ iduals according to their total scores on the attitude measuring instrument. Guttman has indicated that for an attitude questionnaire to be scalable the individual items should have not more than 15 per cent error, or have reproducability of 85 per cent, while the total scale should not have more than 10- per cent error or at least 90 Per cent reproducability (l02:2lp9). However, Eysenk and Crown (29) in a study of attitudes on anti-Semitism in Britain concluded that Guttman's 90 per cent reproducability was too high and determined that the scale would be reproducable if no indiv­ idual item exceeded 20 per cent error and the error of the total scale was hot greater than 15 per cent. This criteria was selected by the Committee as satisfactory for use in this study. As a preliminary step to the application of Guttman's technique to the job satisfaction data, the distribution of scores was determined by calculating the proportion of County Agents and Ip H Club Agents who answered the various cate­ gories of the seven job satisfaction questions. are presented in Table 8. These results This table shows that the distri­ bution of answers was rather narrow and that most of the re­ sponses were somewhat grouped among the favorable categories for each question, thus indicating that the number of Agents expressing dissatisfaction with their jobs was small. 88 TABLE 8 PROPORTION OF COUNTY AGENTS AND Ij. H CLUB AGENTS ANSWERING THE VARIOUS CATEGORIES ON THE SEVEN ITEMS ON THE JOB SATISFACTION BLANK Percentages Items 1. 2. 3. County Agents (N 81) I4. H Club Agents (N 1|8) How well do you like your work? __I like it better than most any­ thing else __I like it very much __I like it fairly well __I’m indifferent to it __I -don' t like it __I dislike it a great deal 30.9 62.9 6.2 0.0 0.0 0.0 20.8 56.2 20.8 2.2 0.0 0.0 How much of the time do you feel satisfied with your occupation? __All of the time __Almost all of the time __Most of the time _A good deal of the time __Some of the time __Very little of the time 9.9 53.3 33.3 2.5 0.0 0.0 » 6.3 Ip..7 354 6.2 104 0.0 16.0 104 5o.6 30.9 39.6 37.5 o• o How do you feel about changing your occupation? __Would not consider changing __Might consider changing to a closely related occupation __Undecided __Am not eager to change but would consider changing to a related occupation __Would like to change to some related occupation __Would like very much to get into a completely different occupation 2.1 2.5 8.3 0.0 2.1 i 89 TABLE 8 (Continued) Percentages County Agents (N 81) Ij.. How well satisfied are you with your occupation? Much more satisfied than other people More satisfied than the average person As well satisfied as most people Less satisfied than the average person Much less satisfied than other people 5. How enthusiastic are you about your occupation? Very enthusiastic Quite enthusiastic Only mildly enthusiastic Not at all enthusiastic 6. How important do you think your work is as compared to that of other professional people? Very important Quite important Slightly important Undecided Not important at all 7. How interested are you in your work? Very interested Quite interested Only slightly interested Not interested at all I4. H Club Agents (N !|-8) li.|.,8 25>.0 60.5 23.5 l]-5.8 27.1 1.2 0.0 0.0 2.1 32.1 65.^!2.5 0.0 i|3.8 52.0 I|_.2 0.0 76.6 22.2 1.2 0.® 0.0 77.5 22.5 0.0 0.0 0.0 79«0 21.0 0.0 0.0 77.5 22.5 0.0 0.0 I Individual question scores for each Agent were then ranked and studied for percentage of error in the following way: The various item response categories for each question were combined into two categories on the basis of combina­ tions which would leave a minimum of overlapping and error after a cutting point had been established between the two categories. In reference to the combining of categories, Guttman ([{.5:256) states that "it has seldom been found that an item with four or five categories will be sufficiently reproducable if the categories are considered as distinct." He goes on to explain that combining categories to reduce error is entirely defensible if they are combined on the basis of being closely related. In keeping with Guttman ’s sugges­ tions, the item response categories were then dichotomized. Table 9 presents the results of this dichotomization of item response categories. The array of responses to item 6 was so scattered for both groups of Agents that the categories could not be established which would yield low enough error to meet the criteria of scalability. Since al­ most as many Agents with a low ranking on their total job satisfaction as with a high ranking tended to answer this question favorably, It appeared that it was not a discrimin­ ating item and it was therefore eliminated from further con­ sideration in the scale analysis. 91 TABLE 9 DICHOTOMIZATION OP JOB SATISFACTION ITEM RESPONSE CATEGORIES USED FOR TEST OF SCALABILITY County Agents !{. H Club Agents Combinations of response categories into dichotomies Item Combinations of response categories into dichotomies Item in (a ] (0) (0) (l) A , 3,2,1,0) 1 (5A) (3,2,1,0) 2. (5A) (3,2,1,0) 2 AA) (3,2,1,0) 3 (5A) (3,2,1,0) 3 AA) (3,2,1,0) k A, 3) (2,1,0) k (A3) (2,1,0) 5 (3) (2,1,0) $ (3) (2,1,0) 1 6 7 (5) not scalable (3) (2,1,0) 6 7 not scalable (3) (2,1,0) (a) Figures 1 and 0 in parentheses indicate the weights of the combined categories. i 92 Table 10 presents the results of the scale analysis found by using the item category combinations in Table 9 and establishing for each question, cutting points in the rank order of the Agents which allowed a minimum of over-lapping of scores, e.g., a minimum of error. Prom Table 10 it will be noted thatfor County Agents, items 1 and 3 are well over Guttman ’s individual item error maximum of 1 $ per cent, that items 2 and 5 are slightly over the maximum, but that items I4. and 7 meet this criterion. For I4. H Club Agents, items 3, 5, and 7exceed the maximum per cent of error, while items, 2, 2, and 1|. are within the maximum. For both groups of Agents there is greater non­ error than error in the array of scores. In attempting to reduce these percentages of error, a second trial ranking of Agents was made in keeping with Guttman1s technique. This was done on the basis of the Agents’ new total scores which were computed after assign­ ing new weights to their item responses in terms of the dichotomized item response categories. Weights of 1 and 0 were assigned to the category combinations as listed under (l) and (0 ) in Table 9 * This re-ranking resulted in a reduced percentage of error for the total County Agent Questi onnaire responses and for five of the six individual questions. I). The per cent ^Illustration of the scale analysis of the dichotomized six item Job Satisfaction Questionnaire for the second trial ranking appears in Pierson, op. cit., p. 16I4.. TABLE 10 SCALE ANALYSIS OP THE FIRST TRIAL RANKING OP THE SIX ITEM JOB SATISFACTION QUESTIONNAIRE FOR COUNTY AGENTS AND 1|. H CLUB AGENTS Item fo of Error County Agents I|_ H Club Agents Nonerror/error Categories Nonerror/error Categories ______________ (1) (0 ) 13/2 50/6 %o f Error ______________ (1) (0) 6.25 35/2 10/1 20/9 10.Ip. 22/1 21A 20.83 A /10 23/1 1 22.2 2 16.0 3 2I 4..6 39/15 22/5 !{. 1I 4..8 53/8 16A ' A. 51 29/5 112/2 5 16.0 W9 22.92 18/3 19/8 7 13.5 22A 57/7 13A 18.75 32.5 7A Total 117.9 11.95 91+ of error for item 2 rose from lo to 17 per cent. Items 1, (l6%), 2 (17%), and 3 (19%) still did not meet the Guttman criteria but were within the Eysenk and Crown limits of 20 per cent. All of the Categories had more non-error than error, the marginal frequencies were adequate (the lowest was 21 per cent), and the pattern of error was reasonably random. The reproducibility of the total scale for Agents is 86.1 per cent which is within the Eysenk and Crown criteria. The results of the second trial rank for L(- H Club Agents produced somewhat different results. The per cent of error was higher in this re-ranking for each question but number 7, which remained the same (18.7%). Also the total error was higher and yielded an 81.3 percentage of reproducibility, which is below the 85 per cent criterion of Eysenk and Crown. All of the categories had greater non-error than error, the marginal frequencies were satis­ factory, and the pattern of errors was reasonably random. Nevertheless, the reproducibility is such that it must be concluded that the job satisfaction attitudes expressed by the I4. H Club Agents in the questionnaire used in this study are not scalable. '’ibid, p. l66. 95 Reliability of Scales. The maximum likelihood estimate (6L|.:127) of the split-half reliability of the questionnaire for the County Agents when corrected by the Spearman-Brown Prophecy formula was found to be plus 0.7; and for the [j. H Club Agents plus O.69. The scaled version of the scores was found to have an estimated reliability of plus 0.80 for the County Agents. This reliability was Guttman's L[j_ estimate of the "lower bound" of the parameter value of the reliabil­ ity coefficient (102:300). It is to be expected that the re­ liability for the I4. H Club Agents would be lower than for the County Agents since their scores failed to meet the criteria for scalability. However, these reliabilities appeared to be high enough for purposes of studying group differences. Validity. No direct means of testing the validity of the Job Satisfaction Questionnaire are known to this writer. Krech and Crutchfield (70:209) state that "the validity of measurement of beliefs and attitudes can be determined only indirectly." Hoppock concludes in discussing the validity of his Job Satisfaction Blank (53:26l) that a test of its val­ idity "cannot be expected until there is developed a valid technique of measurement which is independent of the worker's willingness to tell the truth." The ultimate test in the present study would be the accuracy with which the question­ naire would predict the Agents' behavior toward their jobs. 96 Both overt and verbal behavior should be considered in this respect for expressed attitudes frequently are not trans­ lated into overt action. Even if satisfactory techniques were available for observing these kinds of behavior, the considerations of time and money would preclude sufficient observations for this study. Indirect validation by consideration of the attitudes of "known" groups, as suggested by Krech and Crutchfield (70) and Murphy, Murphy and Newcomb (85), provides some basis for establishing validity for the Job Satisfaction Questionnaire. Krech and Crutchfield indicate that an attitude measurement instrument is assumed to be valid if it differentiates certain defined types of people in a direction expected on a priori grounds. It might be ex­ pected that Extension workers would have a relatively high degree of job satisfaction on such a priori grounds as: that Agents select their occupations voluntarily and con­ tinue in them voluntarily even though by virtue of their training and experience they could change to other types of work rather easily; that they realize considerable sat­ isfaction in performing a useful service to society; and that since their work calls for maintaining friendly re­ lationships with many people, intense dissatisfaction pre­ clude success in their work. That the Agents indicated relatively high satisfaction with their work may, therefore, 97 offer some basis for assuming that the questionnaire is reasonably valid. In view of the apparent lack of direct means of val­ idating the questionnaire it was necessary in this study to assume that it had satisfactory validity. Symonds (106:233) states in this respect that "there is every reason for taking the results of an attitude questionnaire at face value as an expression of opinion, particularly when no immediate issue is at stake." Intensity analysis. The Guttman technique, in add­ ition to rank ordering individuals, also provides through "intensity analysis" a cutting point in the rank order such that individuals may be considered as "favorable" or "unfavorable" in their attitude toward an issue. Guttman points out (I|.5>:3;L1) that a "rank order alone does not distinguish between being more favorable and less favor­ able." The intensity score in this study was derived from the weights assigned to the responses to the separated intensity questions which are subgroups of the job satisfaction questions. Intensity analysis is a cross tabulation of the scaled score ranking of individuals or the "content" score and the intensity score. The curve formed by joining the median This process is explained in detail in Pierson, op. oit. p. 172. I 98 Intensity score forms the intensity component. The usual curve is in the form of a U or J with people at either end indicating stronger feelings than those in the middle. The zero or neutral point lies at the bottom of the curve and is a broad region or relative Indifference or neutrality. If the curve forms a V, there is indication that the population is sharply divided on this issue. Intensity analysis of the job satisfaction responses of County Agents indicated that according to the questionnaire used in this study, there is practically no intense job dis7 satisfaction among that group. However, the scores were so distributed that an arbitrary classification of the County Agents into relative job satisfaction groups was determined as follows: (a) Those with scores of zero or one (l6 per cent) have '’low1' job satisfaction or are indifferent to their jobs, (b) those with scores of 2 or 3 (29.6 per cent) have "medium" job satisfaction and (c) those with scores of I4., 5, or 6 ( . Lp per cent) have "high" job satisfaction. Due to the scores of L|_ H Club Agents failing to meet the criteria for scalability, the attempted intensity analysis for this group did not indicate the proper relationship beQ tween the scaled scores and the intensity scores. 7 The results of this intensity analysis are contained in Pierson, op_. cit., p. 17^. 8Ibid. p. 175. 99 Selection of satisfaction groups: Since few, if any Agents could be described as being dissatisfied in their jobs in so far as their responses to the Job Satisfaction Question­ naire were concerned, it was, of course, implicit that a sep­ aration of Agents into variable satisfaction groups would represent "more" and "less" satisfied rather than "satisfied" and "dissatisfied" groups. Because the separation would therefore be on the basis of relative satisfaction it was con­ sidered desirable for comparison purposes to separate the Agents into groups of fairly equal size. Since the responses of the County Agents were found to be scalable, the group was separated on the basis of the scaled version of their raw scores. By separating between intensity scores of 3 and Ip, the "more satisfied" group con­ tained Ipip Agents and the "less satisfied" group contained 9 37 Agents. This arbitrary division then provided two sat­ isfaction groups of County Agents for the analysis of the relationship between personality patterns and job satisfaction. As the Job Satisfaction Questionnaire responses of the Ip H Club Agents failed to meet the tests of scalability, the scaled scores could not be used for the determination of rel­ ative satisfaction groups. However, the distribution of raw scores indicated considerable range in responses, which alq This data appears in detail in Pierson, ojq. cit., p. 176 I 100 though not satisfactorily unidimensional, could be considered as indicating varying degrees of job satisfaction. This range i of raw scores extended from a low of 111 to a high of 29. 10 Separation between score 22 and 23 provided twenty-six Agents in the "more satisfied" and twenty-two in the "less satisfied" groups to be used for comparison of personality patterns and job satisfaction. Homogeneity of the satisfaction groups: The homogeneity of the variable satisfaction groups in respect to age and years of experience in the Michigan Extension Service was tested and is shown in Table 11’. This table indicates the comparison of the means and variances of the two satisfaction groups of County Agents and the two satisfaction groups of I). H Club Agents. It is apparent from Table 11 that the satisfaction sub­ groups were not significantly different in terms of age, but that both the "more satisfied" County Agents and I4. H Club Agents have had significantly longer experience in the Mich­ igan Extension Service than have the "less satisfied" Agents. This points to a direct relationship between length of service and job satisfaction. However, before it could be concluded that liking for the work actually increases with the amount of time spent in it, it would be necessary to 10A frequency distribution of these scores appears in Pierson, 0£. cit., p. 178* J 101 TABLE 11 COMPARISON OP MEANS (x) AND VARIANCES 4r^) OP AGES AND YEARS OP EXPERIENCE FOR VARIABLE SATISFACTION GROUPS OP COUNTY AGENTS AND ^ H CLUB AGENTS "More satisfied" 2 cT- X County Agents (N I4I1 J "Less satisfied" 2 C7~ X Tests of homogeneity P t or d (a) (N 37) Age 14-3-70 83.75 ip-.37 92.58 1.10 o.oLp Years of experience 15.29 72.31 11.14-0 65.19 1.11 2.10-* 1.83 0.63 ^ H Club Agents Age Years of experience (N 26) ■ 3I4-.65 78.00 5.26 2I4-.I4.I1. • (N 22) 3I-I4-O 14.2.73 2.90 k.k-7 5. l4-7'::"::' 2.20-* ---Significant at the five per cent level or less. -"---Significant at the one per cent level or less. (a)The Behrens-Fisher "d" test is used to test for significance of difference between means when variances are not homogeneous as indicated by a significantly large "F". 102 determine the proportion of ’’less satisfied" Agents who con­ tinue in the work hut with no evident increase in satisfaction. Summary: Variable work effectiveness groups of Agents were established on the basis of a modified forced ranking rating by a panel of seven judges who had had adequate oppor­ tunities to observe the work of the Agents and most of whom had participated in the annual rating of the Agents which is conducted for administrative purposes. The judges ranked each Agent in one of four fairly equally sized groups ranging from high to low in terms of comparative over-all success on the job. There was high consistency among the judges as to their "quartile" ratings of the Agents. There also was no signifi­ cant lack of homogeneity among the "quartiles" of each group of Agents in respect to age and years of experience in the Michigan Extension Service. Variable job satisfaction groups were established on the basis of their Job Satisfaction Questionnaire scores, since the relationship between job satisfaction and work effective­ ness was not generally high. The raw scores were submitted to a scale and intensity analysis. The scores of the County Agents were found to be scalable, but there was no indication of intense dissatisfaction. The raw scores of the 1|_ H Club Agents failed to meet the criteria of scalability but the range of scores indicated that varying degrees of satisfaction were represented. I 103 The reliability of the Job Satisfaction Questionnaire with the two groups of Agents appeared to be high enough for purposes of studying group differences. It was necessary to assume validity for the instrument since no direct means of validating measures of attitude were available to the writer. The County Agents were separated into fairly equally sized "more satisfied" and "less satisfied" groups by select­ ing an arbitrary cutting point in the distribution of the scaled version of their raw scores and the If. H Club Agents were similarly separated by an arbitrary cutting point in the distribution of their raw scores. There was no lack of homogeneity between the satisfaction groups of either the County Agents or the if. H Club Agents in respect to age, but the "more satisfied" Agents had significantly longer exper­ ience in the Michigan Extension Service than did the "less satisfied" Agents. i lOlf CHAPTER V PERSONALITY PATTERNS OF THE AGENTS The purpose of this chapter is to describe the person­ ality patterns of the County Agricultural Agents and If. H Club Agents as determined by the Minnesota Multiphasic Personality Inventory. Description of the Agents1 Personality Patterns Mean MMPI scores. The mean scores of the total group of County Agents and the total group of if H Club Agents on the lip MMPI scales employed in this study were computed as the first approach to a description of their personality patterns. The mean scores on the six clinical scales selected for use in the present study, together with the standard deviations are presented in Table 12. A study of Table 12 reveals that the personality traits of the two groups are, in general, similar, and that the means of the study groups do not vary greatly from the means of the groups upon which the MMPI scales were standardized. Al­ though none of the mean scores exceeded the standard score mean by more than one sigma, the County Agents tended to score higher than the norm group on the Hysteria, Hypochondriasis, and Depression scales, while the Ip H Club group tended to score higher than the norm group on the Psychopathic deviate, Hysteria, and Hypomania scales. 105 TABLE 12 MEAN STANDARD SCORES AND STANDARD DEVIATIONS FOR 81 COUNTY AGENTS AND I4.6 if H CLUB AGENTS ON SIX MMPI CLINICAL SCALES* County Agents Ij. H Club Agents Mean Standard Score Standard Deviati on Mean Standard Score Standard Deviation Hypochondriases 5k .02 •9.31 51.02 8.53 Hysteria 56.10 6.76 57.76 7.16 Depression 53.00 11.39 ^9.20 11.69 Psychopathic Deviate 51.25 8.00 57.27 8.02 Psychasthenia 52.98 8.26 51.35 8.93 Hypomania 51.51 9 .2I4. 56.33 9.66 MMPI Scales •"•Mean standard scores of the population on which the scales were standardized were 50 and the standard deviations were 10. Starke R. Hathaway and J. C. McKinley, Manual for the Minnesota Multiphasic Personality Inventory, New York: The Psychological Corporation, 19^6 > PP* 10-12. io6 Table 13 presents a comparison of mean standard scores ' of the County Agent and I4. H Club Agent group and a college population on certain MMPI scales. An analysis of Table 13 reveals a similar tendency for the group means of other popu­ lations to center around a T-score of %0. Blum’s (12) popu­ lation involving 125 randomly selected professional students registered a high mean T-score of 56.8 (also on Hysteria) and a low of 14-3.2 (Depression) when compared on clinical scales that were used in this study. When all nine clinical scales employed by Blum were considered, only the MasculinityFemininity scale scores approached one standard deviation above the mean. A comparison with Blum's (12) college student population indicates that the County Agent group registered higher mean T-scores on the Hypochondriasis, Depression and Psychasthenia scales whereas the ^ H Club Agents had higher Hysteria, Psychopathic Deviate and Hypomania scores. Thus, on all six clinical scales for which there was corresponding data, the highest scores were recorded in the Agent groups. This is particularly meaningful when it is recalled that the pre­ viously described validity scales were not included in this study but were utilized by Blum. No published studies of a college male population were available for comparison purposes. Consequently Stout's in­ vestigation of lytMPI profiles of college men and women (101) and Tyler's factor analysis of MMPI scores of female graduate TABLE 13 A COMPARISON OP MEAN STANDARD SCORES OP 125 MALE STUDENTS OP FIVE SELECTED PROFESSIONS, 81 COUNTY AGENTS AND Ip H CLUB AGENTS County Agents Ip H Club Agents Law (N 81) (N Ip6) 125 Professional Students^ MMPI Scale Educ, Mech.Engr. Journalism Medicine Hypochondriasis 1+5-9 I4-6.I4- k9.2 50 k-9 5tp 51 Hysteria 51.5 56.8 4 4 .9 554 56.1 57.8 Depression 51.5 lp3.2 51.2 50.8 ij-7.8 53 ij-9.2 Psychopathic Deviate Ij-8.7 51. 5o 51. k lt-9.5 51.3 57.3 Psychasthenia lj-8.9 b-7.2 ^4-8.L|_ 50.3 ip7.3 53 Hypomania 55.1 4. lj.9.2 li-9-5 52.1 51.5 . 5i4 56.3 Adapted from 'Lawrence P. Blum, "A Study of Five Selected Professions,” Journal of Experimental Education, l6:31-65, 19h-7» 107 students (ill) are cited. Both studies discovered ranges of- scale scores and cluster tendencies similar to those exhibited by both Agent groups. Stout found a T-score range from a high of 57 (Ma) to a low of Ip6> (Hs) while Tyler's (ill) popu­ lation revealed a range from a high of 5^4- (Hy) to a low of Mi- (Hs). The tendency for college students and college graduates to peak on Psychopathic Deviate, Hysteria and Hypomania scales has been frequently noted by other investigators (l6). In a review of six studies involving the use of the MMPI with college and post-college populations, Brown (l6) observed that "unlike the abnormal profile where D is usually the high point, these college profiles have Hy higher than Hs or D." Gilliland and Colgin (31) reported that 600 Northwestern University students in all groups, scored above the mean in the Hysteria component, in 13 out of 1I4. groups the means were above 50 in Paranoia, and in 11 out of lk groups were above 50 in Hypomania. Gilliland and Colgin (31) offered the Hypothesis that college students are less inhibited than other groups as explanation for a tendency of that popula­ tion group to register higher scores on MMPI clinical scales. It is quite possible that college students are less in­ hibited and freer to give answers which indicate deviations from normality. They seemingly have less at stake in an­ swering a personality questionnaire than hospital patients, job applicants and service personnel. The time proximity of •Che I4. H Club Agent to the college environment would suggest • that many of the same factors may be continuing to influence the Agents’ self-perception, just as these factors tend to make their influence felt in the general college population. A second step in describing the personality patterns of the Agent group involved the computing of mean scores and standard deviations registered on each of the eight social scales. This data is presented in Table 1I4.. At the time these data were compiled, the writer was un­ able to secure information concerning the standard scores on these social scales in any comparable group. Consequently, in order to establish a comparable norm group for this study and in order to contribute to the limited and yet inconclusive research which has been carried on with these scales, the writer administered the MMPI to approximately 200 male stu­ dents in the Basic College at Michigan State College. These students were mainly freshmen and sophomores enrolled in var­ ious sections of the Effective Living course which is required of all students at the institution. It was thus believed that the group represented a reasonably accurate sampling of male, college students, principally at a period before the process of academic suspension has reduced the population to any extent. From this group of test scores, standard or T-scores were established for the purpose of this study. 110 TABLE lM MEAN STANDARD SCORES AND STANDARD DEVIATIONS FOR 81 COUNTY AGENTS AND [(.6 M H CLUB AGENTS ON EIGHT MMPI SOCIAL SCALES* County Agents MMPI Scales Standard Mean Standard Deviation Score M H Club Agents Mean Standard Score Standard Deviation Prejudice Ml-57 7.37 M3.77 8.38 Academic Achievement 52.28 12.02 52.96 11.35 Social Status Ml* 63 9-27 M7.15 7.M3 Responsibility 59.58 8.67 57.28 10.27 Dominance k-1*31 10.21 M8.91 11.80 Social Participation M7.97 8.39 5M-87 7.M3 Intellectual Efficiency - 51.57 7.72 56. oM 7.11 Success 53.87 9.01 5M-30 9.62 ■*Mean standard scores of the population on which the scales were standardized for the purposes of this study were 50 and the standard deviations were 10. Ill A study of Table llj. reveals that the Social Scale scores of both County Agents and l\. H Club Agents exhibit a tendency to cluster around the mean similar to that exhibited on the clinical scales. Although highly selective processes have operated upon the individual who eventually becomes an Exten­ sion Agent, it would appear that neither Agent group varies greatly from the under-graduate population in the matter of personality patterns as measured by the IMPI. County Agents show the greatest differences (but not significant ones) from this control group in Responsibility, Status and Prejudice while ij. H Club Agents deviate most on Responsibility, Intel­ lectual Efficiency and Prejudice. Scores for both groups re­ main within one standard deviation, plus or minus, of the standard score mean on all scales with only the County Agents mean score of 58*58 on the Responsibility scale approaching that limit. It is possible that the peak mean score of County Agents on the Responsibility component could represent the effects■ of employment, age and the total maturational process upon individuals. Since the control group for the social scales consisted of male college students in their freshman and sophomore years, it may be anticipated that many of the social and economic pressures highly important in contributing to an individual’s feelings of responsibility are not as highly developed in the early college environment as in the individ­ ual #10 has completed his education, and has several years of 112 experience on the job. It is also important that the role of selectivity be acknowledged in that the County Agent re­ presents the product of several selective processes, includ­ ing the normal attrition•that occurs in a college student body, the selection involved in the individuals acceptance for training by the School of Agriculture and the choice for employment and promotion in the Extension Service itself. Mean scores of County Agents differed from the control group most widely in a minus direction on the Status and Prejudice scales. Although the significance of minus de­ viations on the social scales has not been thoroughly estab­ lished, it would appear that the under-graduate male views his status within his group and community with greater opti­ mism than does the County Agent view his comparable role. Gough (3i-j-) hypothesized that "there are certain personality factors characteristically related to sociological categor­ ies; once these personality factors have been empirically isolated they may be presumed to be present in some degree among persons assignable to the class according to some other defining property." In general, the County Agent is found to be an individ­ ual with several years of work experience and community membership on an adult basis. Quite probably he has reorgan­ ized self-concepts of his peculiar role within the community. 113 Values which he may have held as a college student quite possibly have been reorganized and resystematized in the light of changing criteria of the adult social group to which he now belongs. In evaluating the County Agents’ apparently below-average feelings of prejudice, it is necessary to remember that the control group involved were, for the most part, first and second year college males. Many of the educational and social processes of the college environment that are assoc­ iated with developing tolerance and reducing prejudice may have only begun to affect the norm group subjects. Converse­ ly, the County Agent represented at least four years of con­ tact, frequently more, with these processes. By virtue of his expanded experience in working with people on a service basis, he could be expected to approach the problem of indi­ vidual differences with somewhat altered perception. How­ ever, the factors involved in the development and reduction of prejudice are so varied and complex that further investi­ gation of cause and effect relationship within these groups should be undertaken. The role of these factors in influencing Responsibility and Prejudice scores would seem to assume added importance when one considers the i|_ H Club group recorded its highest and lowest scores on the Responsibility and Prejudice com­ ponents, also. Although the differences were not significant, the I). H Club mean standard score on Responsibility was some­ lllj. what lower (57*28 versus 59*58) while the County Agents' mean standard score on Prejudice was higher ([[li..57 versus (I4.3.77)- The I4. H Club Agent group, in general, is composed of younger men (33*17 years versus Ip2,73 years) with less work experience (Ip.19 years versus 12.90 years) than the County Agent group and thus more nearly resembles the male college control group. Thus, the similarity of the trends of both groups on these scales would seem to indicate the influence of some­ what the same factors that apparently were operating in the County Agent population. The Ip H Club Agent, although like the County Agent in many variables is, generally speaking, younger and less experienced than the County Agent. In many aspects, i.e., age, work experience, time proximity to the college environment, etc., he more nearly resembles the college student, consequently greater mean differences from the control population may quite likely be the product of these factors. Elsewhere, the tendency for college trained individuals to record higher Responsibility scale scores and lower Prej­ udice scale scores has been noted (l6 ). Table 15 presents a comparison of social scale scores of a group of female graduate students in education and the study groups of Agents. Although the population of this study is entirely male, the absence of data on a like popu­ lation would seem to justify this type of comparison. 115 TABLE 15 A COMPARISON OP MEAN STANDARD SCORES OP 107 FEMALE GRADUATE EDUCATION STUDENTS, 8l COUNTY AGENTS AND V> l\. H CLUB AGENTS ON'FIVE MMPI SCALES Graduate Students County Agents ij. H Club Agents (N 107) (N 81) (N 1+6) Social Status 61| kb k-1 Prejudice 37 kb ^3 Academic Achievement 51 52 52 Responsibility 63 59 57 Dominance 63 k-1 UB MMPI Scales When it is considered that the female population and the groups of this study represent those types of personalities attracted to educational service professions, the differences in T-score range assumes meaning in relation to sex differences and dif­ ferences in educational status. In all likelihood, the Gilliland and Colgin hypothesis (31) may be valid in explaining social score deviations as well as for clinical scale differences between college and non-college populations. Similarly, differ­ ences in mean standard clinical scale scores between men and women in corresponding populations has been noted by investigators (31,16). Profile analysis. Analysis of the Agents' profile answer sheets was employed as a third method of describing their personality patterns. This step served to describe personality patterns in terms of individual scale score dis­ tribution and acted as a check on possible distortions by extreme scores that would not be apparent in consideration of mean scores alone. Identification of potential ’’abnormal" patterns among Individual Agents is also possible from this analysis. The authors of the MMPI (l±8 ) felt that: Most abnormal subjects score above 70 on one or more of the present scales. The majority of clearly abnormal persons score above 70 on two or more scales ... Clearly normal persons do not often score above 70 but if environmental pressure is small or if other personality fac­ tors are favorable, a person may score above 70 and yet escape need for special attention. While the social scales of this instrument have not yet been given any such clearly defined delineation, it is generally believed that those scores deviating from the mean standard score of $0 by as much as two sigmas (T-score 70) represent reasonably "abnormal" patterns. Table l6 presents the distribution and percentage of County Agents' scores on the six clinical and eight social scales utilized in this study. Study of the Table reveals that those scales on which individuals in this group most often exceed two sigmas above the mean were Hypochondriasis (7,l$)» Depression (8.6$), and Responsibility (l[|_.8$). Scores two sigma or more below the mean were recorded most often on Status (6.2$) and Achievement (i-p.9%) • Ike mean TABLE 16 DISTRIBUTION OP STANDARD SCORES OF 81 COUNTY AGENTS ON FIFTEEN MMPI SCALES 69-60 70-i- MMPI Scales No 'fo 59-4 No % No k0-31 , No fo 30% No % Hypochondriasis 6 74 9 11.1 61|. 79.0 2 2.5 0 0 Hysteria 2 2.5 18 22.2 58 61.6 3 3.7 0 0 Depression 7 8.6 12 4.8 55 68.0 6 74 1 1.2 Psychopathic Deviate 0 0 4 17.3 63 77.8 Ij- 49 0 0 Psychasthenia 3 3.7 11 13.6 66 81.5 1 1.2 0 0 Hyp omani a 1 1.2 10 12.3 61 75.3 8 9.9 1 1.2 Intellectual Efficiency 0 0 5 49 68 85.0 9 11.1 0 0 Social Participation 0 0 1 1.2 63 77.8 17 21.0 0 0 Dominance 2 2.5 5 49 60 741 12 4.8 3 3.7 12 4.8 18 22.2 4 59.3 3 3.7 0 0 Prejudice 0 0 1 1.2 60 741 20 247 0 0 Status 0 0 3 3.7 62 76.5 11 13.6 5 6.2 Achievement 1 1.2 4 17.3 57 70.5 5 6.2 5 49 Success 1 1.2 19 23.5 52 6k. 2 9 11.1 0 Responsibility 0 117 118 score was surpassed one sigma or more most often by the total Agent group on Responsibility (37$), Depress ion (25.l\-%), Hysteria( 2I4..7$), Success (2J4..7%), whereas scores one sigma or more below the mean were recorded most often on Prejudice (25.9$), Social Participation {2.1%), and Status (19.8$). A comparison of this distribution with the County Agents' mean standard scores reveals that extreme scores have had the greatest influence on the Depression and Social Status scales. Twenty-five and four-tenths per cent of County Agents exceeded the mean by one sigma and eight and six-tenths per cent sur­ passed two sigmas, yet the mean standard score for the group on this scale was 53.00. Likewise, 2l|.7 per cent of this group scored in excess of one sigma plus on the Success scale, while the mean standard score obtained was 53.87. A similar comparison of the distribution and percentage of I). H Club Agents' scale scores is presented in Table 17 . It is apparent from the Table that this group tended to record scores above the mean in greater concentration than did the County Agents. Scores of two sigma plus occured most frequent­ ly on Hypomania (10.9$), Hysteria (8.7$), and Responsibility (8.7$), whereas two minus sigma scores were so infrequent that only three such scores were recorded and these were scattered. Scores of one sigma plus were registered by proportionately large numbers of Ij. H Club Agents on Responsibility (67.7$), Hysteria (37$), Hypomania (3^.8$), Intellectual Efficiency (3l4-.8$), and Social Participation (32.6$) while scores of one T A B L E 17 DISTRIBUTION OF STANDARD SCORES OF I4.6 Ij. H CLUB AGENTS ON FIFTEEN MMPI SCALES 70-f- MMPI Scales 69--60 No fo No Hypochondriasis 3 6.5 Hysteria ii. Depression ipO-31 59-la 31- % No %' No fo lp2 91.3 1 2.2 0 0 28.3 27 58.7 2 l|-.3 0 0 ip 8.7 30 65.2 9 19.6 1 2.2 0 9 19.6 31 674 6 13.0 0 0 1 2.2 Ip 8.7 38 82.6 3 6.5 0 0 Hypomania 5 10.9 23.9 28 60.9 2 lp.3 0 0 Intellectual Efficiency 0 0 16 3 M 26 56.5 lp 8.7 0 0 Social Participation 0 0 15 32.6 30 65.2 1 2.2 0 0 Dominance 0 0 2 lp.3 38 82.6 6 13.0 0 0 Responsibility k 8.7 27 58.7 lip 30 4 0 0 1 2.2 Prejudice 0 0 2 lp.3 21 lp5.7 23 50.0 0 0 Status 0 0 1 2.2 38 82.6 6 13.0 1 2.2 Achievement 3 6.5 8 174 29 63.1 6 13.0 0 0 Success 2 lp.3 9 19.6 31 67.Ip *1- 8.7 0 0 % No 0 0 8.7 13 2 k -1 Psychopathic Deviate 0 Psychasthenia 11 sO 120 sigma minus were found most often on Prejudice (£0$), Depres­ sion (21.8$), and Status (13.5$). Any tendency for extreme scores to distort the mean stan­ dard score is not so apparent in the case of the if H. Club Agents. For the most part, those scales which received the highest percentage distribution of scores of one sigma plus or minus also tended to achieve the higher mean standard score. Only in the case of Depression, on which 21.2 per cent of the group had scores one or more sigmas minus was this in­ fluence even mildly in effect. Summary of description of Agents1 personality patterns. The results of the foregoing methods of description of the Agents’ personality patterns may be summarized as follows: (a) In general, the patterns of the two groups of Agents are somewhat similar. (b) In general, the patterns of the two groups re­ semble those of populations of similar educational status. (c) Both groups tend to record higher mean standard scores on the Hysteria and Responsibility scales. (d) The If H Club Agents tend to register the higher mean standard scores, with greatest differences occuring on the Psychopathic Deviate, Hypomania, Social Participation scales. (e) Both groups have consistently low scores on the Prejudice scale. 121 CHAPTER VI THE RELATIONSHIP BETWEEN MMPI SCORES AND WORK EFFECTIVENESS' The purpose of this chapter is to discuss the relation­ ship between Agents’ MMPI scale scores and rated work effec­ tiveness resulting from executing the procedures and tech­ niques described in Chapters III and IV. County Agents♦ A comparison of the means and variances on fourteen MMPI scales for County Agents rated in the three highest "quartiles" and the lowest "quartile" on work effec­ tiveness is presented in Table 18. From Table 18 it may be noted that County Agents who were rated in the lowest "quartile" on work effectiveness recorded scores that are significantly higher than for County Agents rated in the three highest "quartiles" on Hypochondriasis (^9-2I4. versus £2.29) an<^ Hysteria (57*14-3 versus 53*07). The difference in the mean scores on the Hypochondriasis scale was significant at the two per cent level of confidence while the difference in mean scores for the Hysteria scale was signifi­ cant at the five per cent level of confidence. The mean scores for the higher rated Agents were not significantly higher than those for the lower rated Agents on any scale. In order to analyze differences in the scale scores of the two extreme work effectiveness groups, the means and var­ iances of the MMPI scores for the highest and lowest "quartile" groups were compared. These results are shown in Table 19* TABLE 18 COMPARISON OE MEANS (x) AND VARIANCES ( 2 ) ON lk MMPI SCALES FOR COUNTY AGENTS RATED IN THE THREE HIGHEST "QUARTILES" AND THE LOWEST "QUARTILE" ON WORK EFFECTIVENESS MMPI Scales Three highest "quartiles" - (N 60) _ X 2 Lowest "quartile" - (N 21) , Test of homogeneity ^2 X F t or d Hypochondriasis 52.29 77.21 59-4 135.39 1.76* 2.39“"* Hysteria 53.07 37.88 5743 67.86 1.78* 2.15-”- Depression 51.60 115.16 5481 13146 1.4 1.09 Psychopathic Deviate 51.30 91.21 50.21^ 81.99 1.11 45 Psychasthenia 52.60 62.9I4. 53.95 66.35 1.05 .62 Hypomania 51.90 90.22 50.21^ 67.19 I.3I4- .76 Intellectual Efficiency 51.85 59.76 50.U-8 61.86 l.Olj. .68 Social Participation U-7-76 62.13 Ij-8.05 69.15 1.11 .80 122 TABLE 18 (Continued) MMPI Scales Three highest "quartiles" .. (N 60) . 2 X cr* Lowest "quartile" .. (N 21) _ X cT2 Test of Homogeneity F t or d Prejudice U-3-93 55.oo ij.6.2lf 33.ifO 1.65 l.liif Dominance i+6.35 131.25 lt-91-3 85.76 1.53 1.12 Responsibility 58.76 85.30 61.71 I4.6.21 1.81). 1.52 Status lj-5.67 78.93 kk-33 106.93 1.35 .52 Achievement 52.18 167.6l< 53.1)3 129.66 1.29 .If2 Success 53. lk 75.25 56.00- 89.90 1.18 1.09 --'Significant at five per cent level or less ^Significant at two per cent level or less. 12lj_ A study of Table 19 Indicates that the mean scores of County Agents who were rated in the lowest "quartile" were significantly higher than those rated in the highest "quartile" on Hypochondriasis (59*2ij- versus 53*00), Hysteria (59*^3 versus 55*^-8)» and one of the social scales, Dominance (I|_9»ii3 versus lj.2.90). All of these differences are signifi­ cant at the five per cent level of confidence. The highest rated "quartile" of County Agents did not score significantly higher than the lowest "quartile" on any scale. A comparison of Tables 18 and 19 reveals that consistent­ ly significant differences in mean scores on Hypochondriasis and Hysteria are registered by the lowest "quartile" on rated work effectiveness. These scales comprise two-thirds of the "neurotic triad" on the MMPI, with Depression representing the other component (ij.8). While the mean standard scores of this lowest "quartile" group did not differ significantly from either comparison group on Depression, they were higher in both in­ stances (5I4..8I versus %1.60 and 53*ll4-)* Cook and Wherry (21) in their factor analysis of the MMPI found Hypochondriasis values positively correlated with a tendency toward personal­ ity maladjustment (.79) and Hysteria scores positively related to the same tendency (.28), to a tendency toward over-activity (.1^3) and to a tendency toward Paranoia. Tyler's (ill) factor analysis of the instrument led him to conclude that "elevated scores on the 'neurotic triad' might be termed a conflict factor because it seems to suggest a conflict between opposing TABLE 19 COMPARISON OP MEANS (x) AND VARIANCES -) ON l4 MMPI SCALES FOR COUNTY AGENTS RATED IN THE HIGHEST "QUARTILE" AND THE LOWEST "QUARTILE" ON WORK EFFECTIVENESS. Highest "quartile" (N 21) MMPI Scales X 2 C7~ Lowest "quartile" . (N 21) , I o'2 Test of homogeneity F T Hyp ochondri asis 53.00 60.80 59.24 135.39 2.23* 2.23* Hysteria 55.48 21)..76 59.43 67.86 2.74* 2.08* Depression 53.34 80.53 54-81 131.46 1.63 .51 Psychopathic Deviate 51.38 69.7-5 50.24 . 81.99 1.18 .41 Psychasthenia 54*48 67.06 53.95 66.35 1.01 .20 Hypomania 53.29 131.01 50.24 67.19 1.95 .98 Intellectual Effi­ ciency 50.95 4-8-35 50.48 61.86 1.28 .21 Social Participation 4-5-81 38.06 48.05 69.15 1.82 .97 ru TABLE 19 (Continued) Highest ''quartile" .(n a ) MMPI Scales X Test of homogeneity Lowest "quartile" (N 21) X 2 -P ’ T Pre judice 14-7.71 61}..91 I4.6 .2I4. 33.1+-0 1.91}- .67 Dominance 1^2.90 3745 k-9.k-3 85.76 2.29* 2.10*-* Responsibility 60.00 96.00 61.71 [(.6.21 2.08 .63 Status 1l2.95 lj-5.65 4-33 106.93 2.31}-* 49 Achievement 51i.76 151.29 5348 129 .66 1.17 .30 Success 53.29 72.71 56.00 89.90 1.21}. .97 . -"-Significant at the'five.per cent level or less. 126 * 127 tendencies. Dissatisfaction appears to be present in the various scales contributing to this factor; with dissatisfac­ tion is a tendency toward excessive self-control.” To the extent that the lowest "quartile” group tends to also be less satisfied with their work, these findings could be considered to be in line with anticipated results. Verniaud (113) in a study of clerical workers discovered lower mean scores on Hypochondriasis for this group when com­ pared with salespersons and optical workers. The high degree of clerical tasks involved in a County Agent’s duties has been described in Chapter II. Efficiency in performing these duties cannot help but be one of the more important factors contributing to the effectiveness ratings of Agents as they were obtained for the purposes of this study. Significantly higher Hypochondriasis scores obtained by this lowest "quartile" group would appear to substantiate Verniaud's findings. The significantly higher mean score of this group on the Dominance scale is perplexing as only limited and inconclusive evidence is available from studies emplo;ying this scale. The authors (Ip2) felt that the scale measured (1) poise and selfassurance, (2) resourcefulness and efficiency, (3) reality and task orientation. It may well be that the differences in the populations involved in the standardization study and in this study could produce this apparent contradiction. Further investigation of the scale would appear to be warranted. 4 128 Combined comparisons. To aid in pointing out further salient results of Tables 18 and 19, the MMPI scales on which significantly different scores were found are summar­ ized in Table 20 which also includes the mean scores of the four separate "quartile" rating groups. Table 20 Indicates that the mean scores for the total group of agents who were rated in the lowest "quartile" (Q, 1) were significantly higher on the Hypochondriasis and Hysteria scales than were the mean scores for the groups of Agents comprising the three higher "quartiles", (Q I4., 3, 2). These differences were also statistically significant when the lowest "quartile" (Q l) and the highest "quartile" (Q I).) were compared. The lowest work effectiveness "quartile" also scored significantly higher on the Dominance scale when compared with the highest "quartile" (Q I), versus Q, 1 ) but the difference was not significant when compared with the three highest "quartiles", (0,1+, 3, 2 versus Q, l). In keeping with Johnson's definition of criteria of statistical significance (61^.:312) it is evident that the dif­ ferences shown in Table 20 "may be significant but further observations are necessary." Only the difference on Hypo­ chondriasis (Q, L|_, 3, 2 versus Q, 1} is such that it could have happened by chance errors in two per cent or less of the cases. Therefore, in the further references to these differences in this study it is important that this signi­ ficance is interpreted in terms of this limitation. 129 TABLE 20 SUMMARY OP MMPI SCALES ON WHICH MEAN SCORES OP "MORE EFFECTIVE" AND "LESS EFFECTIVE" COUNTY AGENTS DIFFERED SIGNIFICANTLY Mean Standard Scores MMPI Scales "t» tests8. Q II Q 3 Q, 2 Q 1 Q 4-,3,2 (N 60) (N 21)(N 19) (N 20) (N 21) versus 0,1 Q k versus Q 1 "Less effective" Agents higher than "more effective" Agents. Hypochondriasis 52.29 53.00 53.25 50.63 59.2l+ 2.39-::--::- 2.23* Hysteria 53.07 51.71 52.88 5l+.62 57.1+3 2.15* 2.08-* Dominance U-6.35 Ll-2.90 1+6.90 ij-9.26 1+9ok-3 1.12 2.10-::- -”~::-Signifleant at the two per cent level or less. -::-Signifleant at the five per cent level or less. aThe "d" test was not used on any comparison in this table. 130 Intensity of relationships. In order to determine the intensity of relationships between work effectiveness and the two MMPI scales in Table 20 on which significant differences occured when the total group of "more effective" County Agents was compared with the "less effective" group (Hypochondriasis, Hysteria), biserial correlations were computed. correlations are reported in Table 21. These It will be noted that although these correlations do not appear to be large, each one is significant at the one per cent level of confidence or less, according to Snedecor's (95:125) table for determin­ ing the significance of correlation coefficients. Also, they tend to correspond to the "t" test values, since the higher coefficient exists on the Hypochondriasis scale ("t" value 2.39) and the lower coefficient is found on the Hysteria scale ("t" value 2.15). Prediction from significantly different scales. In view of the position stated previously in this study that Extension administrators consider the majority of the Agents to be sat­ isfactorily effective in their jobs, the concern of the General Research Project is focused more directly upon determining means of preventing the selection of Agents who may prove to be ineffective in their work. In an effort to check on the usefulness of the relationships found in the two scales deter­ mined to be significant in distinguishing "effective" from "less effective" Agents, an attempt was made to predict the County Agents who would be rated as "less effective" by means 131 TABLE 21 CORRELATION COEFFICIENTS BETWEEN TWO MMPI SCALES AND WORK EFFECTIVENESS RATINGS FOR 8l COUNTY AGRICULTURAL AGENTS1 IvIMPI Scales Biserial Correlations Hypochondriasis .31+6-::-::- Hysteria . 316 (79 degrees of freedom) -"-^Significant at the one per cent level or less. ^"Three highest "quartiles" (N 60) versus lowest "quartile" (N 21). of these scales. This step represented in effect a hypothetical situation in which an Extension administrator would use these data as one of the criteria for selecting new County Agents. As Super (103) and Thorndike (107) have emphasized, a final test of validity of differences with small numbers of cases must rest upon cross-validation with other similar groups and this is planned as a future step in the General Research Project. The criteria followed in selecting profile sheets represent­ ing Agents predicted to be "less effective" were that the pro­ files should have scores as high as or higher than the scale scores corresponding to the mean standard scores of the "more effective" Agents on the Hypochondriasis and Hysteria scales. After the profile sheets were thus selected the Agents work effectiveness ratings were checked. The Agents whose scores 132 were within the criterion scores were designated as the Agents predicted to be "less effective" and those whose scores did not fall within the criterion scores were desig­ nated as the Agents predicted to be "more effective". Table 22 shows the comparison of these two groups. The chi square test of the significance of the comparison in this table indicates that the hypothesis which states that the accuracy of the prediction was not greater than would have occurred by chance factors alone must be rejected. Twenty-one cases fell within the criterion scores established for the Agents predicted to be "less effective". Of these 21 predicted cases, 15 actually had "less effective" and 6 had "more effective" ratings. The total number of rated "less effective" Agents, 21, is approximately one-third of the number of rated "more effective" Agents. If chance fac­ tors alone were operating there would then be about a one to three chance that an Agent predicted to be "less effective" would actually be in that category, rather than in the "more effective" group. In terms of the data contained in Table 22, by chance only about five of the 21 cases predicted to be "less effective" should be expected to be in the "less effective" group and about l6 in the "more effective" group. It is apparent therefore that prediction by means of the two MMPI scales was considerably more accurate than would have been attained by chance factors. This step provides preliminary validity for the predictive value of these scales. A TABLE 22 COMPARISON OF COUNTY AGENTS PREDICTED TO BE "LESS EFFECTIVE" WITH THOSE PREDICTED TO BE "MORE EFFECTIVE" ON THE BASIS OF SCORES ON TWO DIFFERENTIATING MMPI SCALES nA .ctual Work Effectiveness Rating Groups Group Fre-' quency per cent contri . Predicted to be "less effective" 15 714 16.529 Predicted to be "more effective" 6 10.0 5.808 Totals X2 21 y2 « - 31.322# A Frequency per cent contri. 6 28.6 5.907 21 90.0 2.078 60 , & ■X2 - 81 60 df - 1 Total fre­ quency "More effective" "Less effective" =< 0.1 P - -^-Significant at the one per cent level or less. 133 Analysis of the personality patterns of k. H Club Agents. Table 23 includes the comparison of the means and variances on the MMPI scales for the [|_ H Club Agents who were rated in the three highest "quartiles" on work effectiveness and those rated in the lowest "quartile." A study of Table 23 reveals that the lowest rated "quartil obtained significantly higher scores on the Hysteria scale (£8.Sb versus 50.91 and the Status scale (51.91 versus Ij-5.3^-). The three highest rated "quartiles" did not score significant­ ly higher on any scale. The significant difference in mean standard scores ob­ tained by the lowest rated "quartile" of Ij. H Club Agents follows the results obtained in a similar comparison of County Agricultural Agents discussed earlier in this chapter. Al­ though Cook and Wherry's (21) findings relative to elevated scores on Hysteria would appear to remain in agreement, it must be pointed out that there is no significant or even near­ significant elevations on the accompanying scales of the "neurotic triad" (Hypochondriasis and Depression) as found by Tyler (ill). However, symptoms of immature, unrealistic, naive adjustment to the work situation may well be character­ istic of this group. A typical Hysteric, approaches his duties with somewhat unrealistic and immature attitudes that can produce proportionately diminished work effectiveness. 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Lough, Olive M., "Teachers College Students and the Minnesota Multiphasic Personality Inventory," Journal of Applied Psychology, 30: 2[|J_-2L|-7, 19*4-6. 75. Mace, C. A., "Satisfactions in Work," Occupational Psychology, London, 22: 5-19, January, 19U8 - 4 177 76. McKinley, J. C., and S. R. Hathaway, "A Multiphasic Personality Schedule: II. A Differential Study of Hypochondriasis," Journal of Psychology. 10: 255-268. 195-0. 77. McNemar, Q.uinn, Psychological Statistics. New York: John Wiley and Sons, I9lp-, 235 pp. 78. Meehl, Paul R., and Starke R. Hathaway, Supplementary Manual for the Minnesota Multiphasic Personality Inven­ tory, New York: The Psychological Corporation, 19I4-&, 6 pp. 79* ,"The K Factor as a Suppressor Variable in the Minnesota Multiphasic Personality Inventory," Journal of Applied Psychology, 30: 525-561]., 19I4-6 . 80. Menniger, Karl, Love Against Hate, New York: Harcourt, Brace and Company, 19^4-2, p7 136. 81. Miller, P. A. and J. T. 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Wiener, Daniel N., "The Subtle-Obvious Factor in Vo­ cational and Educational Success," American Psycholo­ gist, 3: 299, I9lp8 • , "Selecting Salesmen with Subtle116. ____________ Obvious Keys," American Psychologist, 3: 319, 19^1-8, 117. Wilson, M. C., Extension Methods and Their Relativ e Effectiveness, 'Washington: U. S. Department of Agri­ culture Technical Bulletin No. 106, 1929, ip8 pp. 118. Woods, W. A., "Morale Factors of Naval Non-Combatants," Journal of Social Psychology, 2ip: 217-226, November, 191^6. " APPEilDIX A J k Code Ho. ' EXTENSION SERVICE RESEARCH PROJECT survey : of occupational attitudes Sponsored by The Michigan Cooperative Extension Service WHAT THIS IS: People have varying opinions about their occupations and the work that they do from day to day. Your reactions to the attached questions will be used to help us establish standards for selecting future agents. WHAT WE WANT YOU TO DO: 1. Enter your name, title, and address on the bottom of the page. This portion of the questionnaire will be removed and replaced by a code number. 2. There are no right or wrong answers. 3. Indicate some answer to every question. It is im­ portant that you do not skip any of the questions. Name ________ ________________________ Title____________________ __ Address _____________ _ A PART I. 183 Few people can excell in performing all of the different roles or tasks required of county extension agents. Listed below are 11 of the most common kinds of thipgs agents are called on to do. They each require somewhat different abilities and training to perform satisfactorily. From your experience, which of these tasks would you say it was most important for a new agent to show promise of doing particularly well, recognizing they are all important. Rate each r ole in comparison to the others listed. Circle E if you feel it is extremely important that an agent be able to perform the role exceptionally well. Circle V if you feel it is very important that an agent perform this role well. Circle _I if you feel this role is important for an agent to perform satisfactorily. Circle N if you feel it is not important for an agent to be able to perform this role satisfactorily. E V I N Performing office details, keeping records, writing repcr ts, filing, etc. E V I H Acting as radio broadcaster. E V I II Acting as administrator, organizing and seeing that things are done, writing reports, etc. E V I N Acting as demonstrator or public speaker, giving information, talks, lessons, etc. before groups. E V I H Acting as a public relations man,maintaining good public relations, keeping up contacts/ building useful friend­ ships and good will, etc. E V IN Acting as an organizer or arranger of activities or events. E V IN Acting as a consultant, giving people information and advice as requested. E V I N Acting as a facilitator, or expediter, making it easy or possible for people to follow extension recommendations or programs. E V I N Acting as student, keeping up to date on new developments, etc E V IN Acting as newspaper reporter or columnist. E V IN Acting as a prnnioter, stimulating people to action in face to face contact. PART II. This set of questions is widely used to determine how satisfied people are in different kinds of work. We are asking you to fill it out to see if there is a relationship between extension agents’ vocation­ al interests and job satisfaction. In addition, we need to know the job satisfaction of county extension workers so that v;e can use it as a standard against which to compare prospective extension workers. This is not a measure of a person’s performance on the job or of his' intent to change jobs. It is merely an indication of the satisfaction which the total job provides. Each question, it should be noted, is made up of two parts. The first part ask how you feel about some element of your work. The second part is an attempt to determine how intensely you feel about it. Be sure to answer both parts of each question. 1. How well do you like your work? (check one) I dislike it a great deal I don’t like it I’m indifferent to it I like it fairly well I like it very much I like it better than almost anything else. How strongly do you feel about this? Not at all strongly Quite strongly Very strongly 2. How much of the time do you feel satisfied with your occupation? (check one) All of the time Almost all of the time Most of the time A good deal of the time Some of the time Very little of the time How certain are you about this? Very certain Fairly certain Not at all certain. 3. (check one) (check one) How do you feel about changing your occupation? (check one) Would like very much to get into a completely different occupation. Would like to change to some related occupation Am not eager to change but would consider changing to a related occupation ■Might consider c hanging to a closely related occupation. Would., not consider changing Undecided. How sure are you about this? Not at all sure ■^alrly sure Very sure (check one) PART II (continued) 185 If., How well satisfied are you with your occupation? _Much more satisfied than other people JT " ~ £ " ~ _More satisfied than the average person ~As well satisfied as most people "Less satisfied than the average person "Much less satisfied than other people How strongly do you hold this opinion? Very strongly Quite strongly Hot at all strongly (check one) 5. How enthusiastic are you about your occupation? Hot at all enthusiastic Only mildly enthusiastic Quite enthusiastic Very enthusiastic How strongly do-you feel about this? Hot at all strongly .___ Quite strongly Very strongly 6. (Check one) (check one) (check one) How important do you think your work is as compared to that of other professional people? (check one) _ Very important Quite important Slightly important Hot important at all Undecided How sure are you about this? Very sure ^ "' ' JPairly sure Hot at all sure 7. How interested are you in your work? Hot interested at all ____ Only slightly interested Quite interested Very interested (check one) How much does being interested in your work mean to you personally? (check one) J eans very little Means quite a lot Means a great deal M 186 PART III. In the job analysis study we are conducting to find ways extension agents use their time it would be unrealistic to omit from careful consideration likes and dislikes. In every job there are things we get a lot of personal pleasure and satisfaction from doing. Other things we do because they need to be done. Your answers will help us to find out what Michigan agents like to do most and what they do because it is expected of them by the job. Draw a circle around the key letter which best describes your feelings: V if you enjoy very much; S if you get some enjoyment from it; D if you don1t enjoy doing it. Example: if ypu do not like playing the part of a public relations man, circle 1. Acting as a consultant V s D 2. Acting as a promoter V s D 3. Acting as an organizer V s D k- Acting as newspaper reporter V s D Acting as radio broadcaster VS D 6. Acting as administrator 7. Acting as a demonstrator or public speaker 8. Acting as a facilitator or expediter V s D V s D V s D Performing office details V s D • O i —1 Acting as student V 3 D li. Acting as a public relations man V S D 9. APPENDIX B 188 PERSONALITY INVENTORY M ICH IG AN STATE COLLEGE PLEASE READ CAREFULLY T h is in v e n to r y c o n s i s t s of n u m b e r e d s t a t e m e n t s . R e a d e a c h s t a t e m e n t an d d e c id e w h e th e r i t is t r u e a s a p p lie d to y o u o r f a ls e a s a p p lie d to y o u . Y ou a r e to e n c i r c l e O N E of th e l e t t e r s to th e L E F T of e a c h q u e s tio n . L o o k a t th e e x a m p le sh o w n b e lo w . If a s t a t e m e n t i s T R U E o r M O S T L Y T R U E , a s a p p lie d to y o u , e n c i r c l e th e l e t t e r “ T " . 1. I lik e m e c h a n i c s m a g a z i n e s . If a s t a t e m e n t is F A L S E o r N O T U SU A L L Y T R U E , a s a p p lie d to y o u , e n c i r c l e th e l e t t e r “F " . T (©f ) 2. I w o u ld lik e to b e a g o o d s i n g e r . If a s t a t e m e n t d o e s n o t a p p ly to y o u o r if i t is s o m e th in g t h a t y o u d o n ’t k n o w a b o u t, m a k e NO m a r k in th e a n s w e r c o lu m n . R e m e m b e r to g iv e Y O U R OW N o p in io n o f y o u r s e l f . le a v e a n y b la n k s p a c e s if y o u c a n a v o id it. NOW O P E N T H E B O O K L E T A N D G O A H E A D . A d a p te d f r o m M M P I f o r r e s e a r c h p u r p o s e s w ith p e r m i s s io n of P s y c h o lo g ic a l C o r p o r a tio n , N ew Y o rk . Do n o t 189 T F 1. I h a v e a g o o d appetite. T F T F 2. I w a k e u p f r e s h a n d r e s t e d m o s t mornings. 3. I a m e a s i l y a w a k e n e d b y n oise. T F T F T F T F 4. I like to r e a d n e w s p a p e r articles on crime. 5. M y h a n d s a n d feet a r e u s u a l l y w a r m enough. 6. M y d ai ly life is full of t hi ng s that k e e p m e i n t er es te d. 7. I a m a b o u t a s abl e to w o r k a s I e v e r was. 8. T h e r e s e e m s to b e a l u m p in m y t h r o a t m u c h of the t i m e . 9. A p e r s o n s h o u l d t r y to u n d e r s t a n d hi s d r e a m s a n d b e g u i d e d b y o r t a k e warning f r o m them. 10. I e n j o y d e t e c t i v e o r m y s t e r y stories. T F 11. I w o r k u n d e r a g r e a t d e a l of tension. T F 12. O n c e in a w h i l e I t h i n k of t h i n g s t o o b a d to talk about. 13. I a m s u r e I g e t a r a w d e a l f r o m life. T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F 14. I a m v e r y s e l d o m t r o u b l e d b y c o n ­ stipation. 15. M y s e x life is s atisfactory. 16. A t t i m e s I h a v e v e r y m u c h w a n t e d to l e a v e h o m e . 17. A t t i m e s I h a v e fits of l a u g h i n g a n d c r y i n g that I c a n n o t control. 18. I a m t r o u b l e d b y a t t a c k s of n a u s e a a n d vomiting. 19. N o o n e s e e m s to u n d e r s t a n d m e . 20. I feel that it is c e r t a i n l y b e s t to k e e p m y m o u t h s h u t w h e n I ' m in trouble. 21. W h e n s o m e o n e d o e s m e a w r o n g I feel I s h o u l d p a y h i m b a c k if I c an , just f o r t h e p r i n c i p l e of the thing. 22. I a m b o t h e r e d b y a c i d s t o m a c h several tim es a week. 23. A t t i m e s I feel like s w e a r i n g . T F T F T F T F T F T F T F T F 24. I find it h a r d to k e e p m y m i n d o n a t a s k o r job. 25. I h a v e h a d v e r y p e c u l i a r a n d s t r a n g e experiences. 26. If p e o p l e h a d n o t h a d it in f o r m e I w o u l d have b e e n m u c h m o r e success* ful. 27. I s e l d o m w o r r y a b o u t m y health. 28. I h a v e n e v e r b e e n in t r o u b l e b e c a u s e of m y s e x b e h a v i o r . 29. D u r i n g o n e p e r i o d w h e n I w a s a y o u n g s t e r I e n g a g e d in p e t t y t h i e v e r y . 30. A t t i m e s I feel like s m a s h i n g things. 38. I p r e f e r to p a s s b y s c h o o l friends, or people I k n o w but h a v e not s e e n for a long time, unless they s p e a k to m e first. T F 39. I a m a l m o s t n e v e r b o t h e r e d b y p a i n s o v e r the h e a r t o r in m y c hest. T F 40. A s a y o u n g s t e r I w a s s u s p e n d e d f r o m s c h o o l o n e o r m o r e t i m e s f o r cutting up. T F 41.1 a m a good mixer. T F 42. E v e r y t h i n g is t u r n i n g o u t just like the p r o p h e t s of the B i b l e s a i d it w o u l d . T F 43. I h a v e o f t en h a d to t a k e o r d e r s f r o m s o m e o n e w h o did n ot k n o w as m u c h a s I did. 44. I d o n o t r e a d e v e r y editorial in the n e w s p a p e r e v e r y day. 45. I h a v e n o t l iv ed the r ig ht k i n d of life. T F T F T F 46. P a r t s of m y b o d y oft en h a v e f ee lings like b u r n i n g , tingling, c r a w l i n g , o r like “ g o i n g to sle ep ." T F 47. I h a v e h a d n o difficulty in starting o r holding m y b o w e l m o v e m e n t . T F 48. I s o m e t i m e s k e e p o n at a thing until o t h e r s l o s e t heir p a t i e n c e w i t h m e . T F 49. I s e e t h i n g s o r a n i m a l s o r p e o p l e a r o u n d m e that o t h e r s d o n o t see. T F 50. I w i s h I c o u l d b e a s h a p p y a s o t h e r s s e e m to b e. T F 5 1 . 1 h a r d l y e v e r feel p a i n in the b a c k of the n e c k . T F 52. I t hi nk a g r e a t m a n y p e o p l e e x a g g e r ­ ate their m i s f o r t u n e s in o r d e r to g a i n the s y m p a t h y a n d h e l p of o t h er s. T F 53. I a m t r o u b l e d b y d i s c o m f o r t in the pit of m y s t o m a c h e v e r y f e w d a y s o r oftener. 54. I a m a n i m p o r t a n t p e r s o n . T F 55. M o s t of the t i m e I feel blue. T F 56. I like p oe tr y. T F 57. I s o m e t i m e s t e a s e a n i m a l s . T F 58. I t h i nk I w o u l d like the k i n d of w o r k a f o r e s t r a n g e r d o e s. 59. I a m e a s i l y d o w n e d in a n a r g u m e n t . T F T F T F T F T F 3 1 . 1 h a v e h a d p e r i o d s of d a y s , w e e k s , o r m o n t h s w h e n I c o u l d n ’t t a k e c a r e of t h i n g s b e c a u s e I c o u l d n ’t “ get goi ng . ” 32. M y f a m i l y d o e s n o t like t he w o r k I h a v e c h o s e n ( o r the w o r k I i n t e n d to c h o o s e f o r m y life w o r k ) . 33. M y s l e e p is fitful a n d d i s t u r b e d . 36. O n c e a w e e k o r o f t e n e r I feel s u d ­ d e n l y h o t all o v e r , w i t h o u t a p p a r e n t cause. 37. I a m in just a s g o o d p h y s i c a l h e a l t h a s m o s t of m y friends. T F T F T F 34. M u c h of the t i m e m y h e a d s e e m s to h u r t all o v e r . 35. M y j u d g m e n t is b e t t e r t h a n it e v e r was. T F T F T F 60. T h e s e d a y s I find it h a r d n o t to g i v e u p h o p e of a m o u n t i n g to s o m e t h i n g . 6 1 . 1 a m c e r t a i n l y l a c k i n g in selfconfidence. 62, I u s u a l l y feel that life is w o r t h w hi le . 63. It t a k e s a lot of a r g u m e n t to c o n v i n c e m o s t p e o p l e of the truth. G O O N TO THE N E X T PAGE 190 T F 64. I d o n o t m i n d b e i n g m a d e f u n of. T F T F 65. I t h i n k m o s t p e o p l e w o u l d lie to get ahead. T F T F 66. I d o m a n y t h i n g s w h i c h I r e g r e t a f t e r ­ w a r d s (I r e g r e t t h i n g s m o r e o r m o r e o f t e n t h a n o t h e r s s e e m to). T F T F 67. I g o to c h u r c h a l m o s t e v e r y w e e k , T F 68. I h a v e v e r y f e w q u a r r e l s w i t h m e m ­ b e r s of m y f a m i l y . 69. A t t i m e s I h a v e a s t r o n g u r g e to d o s o m e t h i n g h a r m f u l o r shocking. 70. I b e l i e v e in the s e c o n d c o m i n g of Christ. 7 1 . 1 h a v e m e t p r o b l e m s s o full of p o s s i ­ bilities t h a t I h a v e b e e n u n a b l e to m a k e up m y m i n d about them. 72. I b e l i e v e w o m e n o u g h t to h a v e a s m u c h sexual f r e e d o m as m e n . 73. M y h a r d e s t battles a r e w i t h m y s e l f . T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F 74. I h a v e little o r n o t r o u b l e w i t h m y m u s c l e s twitching o r j um p i n g . 75. I d o n ’t s e e m to c a r e w h a t h a p p e n s to m e . 76. S o m e t i m e s w h e n I a m n o t f e e l i n g well I a m cross. 77. M u c h of t h e t i m e I f e e l a s if I h a v e d o n e s o m e t h i n g w r o n g o r evil. 78. I a m h a p p y m o s t of t h e t i m e . 79. T h e r e s e e m s to b e a f u l l n e s s in m y h e a d o r n o s e m o s t of t h e t i m e . 80. S o m e p e o p l e a r e s o b o s s y t h a t I fee l like d o i n g the o p p o s i t e of w h a t they request, e v e n t h o u g h I k n o w t h e y a r e right. 81. S o m e o n e h a s it in f o r m e . 82. I h a v e n e v e r d o n e a n y t h i n g d a n g e r ­ o u s f o r t h e thrill of it. 83. O f t e n I f e e l a s if t h e r e w e r e a tight b a n d a b o u t m y h e a d . 84. I e n j o y a r a c e o r g a m e b e t t e r w h e n I b e t o n it. 85. M o s t p e o p l e a r e h o n e s t c h i ef ly t h r o u g h f e a r of b e i n g c a u g h t . 86. In s c h o o l I w a s s o m e t i m e s s e n t to the p r i n c i p a l f o r c u t t i n g up. 87. M y s p e e c h is the s a m e a s a l w a y s (not f a s te r o r s l o w e r , o r slurring; no hoarseness). 88. M y t ab le m a n n e r s a r e n o t q u i te a s g o o d at h o m e a s w h e n I a m o u t in company. 89. I s e e m to b e a b o u t a s c a p a b l e a n d s m a r t as m o s t others a r o u n d m e . 90. M o s t p e o p l e will u s e s o m e w h a t u n ­ fair m e a n s to g a i n p ro f i t o r a n a d ­ v a n t a g e r a t h e r t h a n t o l o s e it. 9 1 . 1 h a v e a g r e a t d e a l of s t o m a c h trouble. 92. I like d r a m a t i c s . 93. I k n o w w h o is r e s p o n s i b l e f o r m o s t of m y t r o u b l e s . 94. T h e s i g ht of b l o o d n e i t h e r f r i g h t e n s m e n o r m a k e s m e sick. T F T F T F T F T F T F T F T F T F T F T F T F 9 5. O f t e n I c a n ’t u n d e r s t a n d w h y I h a v e b e e n so c r o s s and grouchy. 96. I h a v e n e v e r v o m i t e d b l o o d o r c o u g h e d u p blood. 97. I d o n o t w o r r y a b o u t c a t c h i n g diseases. 98. A t t i m e s m y t h o u g h t s h a v e r a c e d a h e a d faster than I could speak them 99. I c o m m o n l y w o n d e r w h a t h i d d e n r e a s o n a n o t h e r p e r s o n m a y h a v e for d o i n g s o m e t h i n g n ic e for m e . 100. I b e l i e v e t h a t m y h o m e life is as p l e a s a n t a s t h a t of m o s t p e o p l e I know. 101 . C r i t i c i s m o r s c o l d i n g h u r t s m e terribly. 102. S o m e t i m e s I f e e l a s if I m u s t injure e i t h e r m y s e l f o r s o m e o n e else. 103. M y c o n d u c t is l a r g e l y c o n t r o l l e d b y the c u s t o m s of t h o s e a b o u t m e . 104. I c e r t a i n l y f e e l u s e l e s s at t i m e s . 105. W h e n I w a s a child, I b e l o n g e d to a c r o w d o r g a n g t h a t t r i e d to stick to­ g e t h e r t h r o u g h t h i c k a n d thin. 106. A t t i m e s I f e e l like p i c k i n g a fist f ight w i t h s o m e o n e . 107. I h a v e t h e w a n d e r l u s t a n d a m n e v e r h a p p y u nless I a m r o a m i n g or traveling about. 108. I h a v e o f t e n l o s t o u t o n thi ng s b e ­ c a u s e I c o u l d n ’t m a k e u p m y m i n d s o o n enough. 109. It m a k e s m e i m p a t i e n t to h a v e p e o ­ p l e a s k m y a d v i c e o r o t h e r w i s e in­ t e r r u p t m e w h e n I a m w o r k i n g on s o m e t h i n g important. T F 110. I u s e d to k e e p a dia ry . T F 111. M o s t n i g h t s I g o to s l e e p w i t ho ut thoughts o r ideas bothering m e. 112. D u r i n g t h e p a s t f e w y e a r s I h a v e b e e n w e l l m o s t of t h e t i m e . 113. I h a v e n e v e r h a d a fit o r convulsion. T F T F T F T F T F T F T F T F T F T F T F T F T F 114. I a m n e i t h e r g a i n i n g n o r los in g weight. 115. I h a v e h a d p e r i o d s in w h i c h I c a r ­ r i e d o n a ctivities w i t h o u t k n o w i n g l a t e r w h a t 1 h a d b e e n d oi ng . 116. I f ee l t ha t I h a v e o f t e n b e e n p u n ­ ished without cause. 117. I c r y easily. 118. I c a n n o t u n d e r s t a n d w h a t I r e a d as w e l l a s I u s e d to. 119. I h a v e n e v e r felt b e t t e r in m y life than I do now. 120. T h e t o p of m y h e a d s o m e t i m e s feels tender. 121. I r e s e n t h a v i n g a n y o n e t a k e m e in s o c l e v e r l y t h a t I h a v e h a d to a d m i t t h a t it w a s o n e o n m e . 122. I d o n o t tire q u i c k l y . 123. I like to s t u d y a n d r e a d a b o u t things t h a t I a m w o r k i n g at. 124. I a m a f r a i d w h e n 1 l o o k d o w n f r o m a h i g h place. G O O N T O T H E N E X T PAGE 191 T F T F 125. It w o u l d n ' t m a k e m e n e r v o u s it a n y m e m b e r s of m y f a m i l y g o t into t r o u b l e w i t h t he law . 126. W h a t o t h e r s t hi nk of m e d o e s n o t bother m e . 127. It m a k e s m e u n c o m f o r t a b l e to p u t o n a stunt at a p a r t y e v e n w h e n o t h e r s a r e d o i n g the s a m e s o r t of things. 128. I f r e q u e n t l y h a v e to fight a g a i n s t s h o w i n g that I a m bashful. 129. I l ik ed s c h o o l . T F 130. I h a v e n e v e r h a d a f ai nting spell. T F 131. I s e l d o m o r n e v e r h a v e d i z z y spells. T F 132. I d o n o t h a v e a g r e a t f e a r of s n a k e s . T F 133. M y m e m o r y s e e m s t o b e all right. T F 134. I a m w o r r i e d a b o u t s e x m a t t e r s . T F 135. I find it h a r d to m a k e talk w h e n I m e e t n e w people. 136. W h e n I g e t b o r e d I like to stir u p s o m e excitement. 137. I a m a f r a i d of l o s i n g m y m i n d . T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F 138. I a m a g a i n s t g iv i n g m o n e y to beggars. 139. I f r e q u e n t l y n o t i c e m y h a n d s h a k e s w h e n I t r y to d o s o m e t h i n g . 140. I c a n r e a d a l o n g w h i l e w i t h o u t tiring m y e y e s . 141. I feel w e a k all o v e r m u c h of the time. 142. I h a v e v e r y f e w h e a d a c h e s . 143. S o m e t i m e s , w h e n e m b a r r a s s e d , I b r e a k o u t in a s w e a t w h i c h a n n o y s m e greatly. 144. I h a v e h a d n o difficulty in k e e p i n g m y b a l a n c e in w a l k i n g . 145. I d o n o t h a v e spells of h a y f e v e r o r asthma. 146. I h a v e h a d a t t a c k s in w h i c h I c o u l d not control m y m o v e m e n t s or s p e e c h b u t in w h i c h I k n e w w h a t w a s going o n a r o u n d m e . 147. I d a y d r e a m v e r y little. T F 148. C h i l d r e n s h o u l d b e t a u g h t all the m a i n f ac ts of sex. 149. I w i s h I w e r e n o t s o shy . T F 150. I w o u l d like to b e a journalist. T F 151. A t t i m e s it h a s b e e n i m p o s s i b l e f o r m e to k e e p f r o m s te al in g o r shoplifting s o m e t h i n g . 152. I e n j o y m a n y d i f fe re nt k i n d s of pla y a n d recreation. 153. I like to flirt. T F T F T F T F T F T F T F T F T F 154. M y p e o p l e t r e a t m e m o r e like a c h i ld t h a n a g r o w n - u p . 155. In w a l k i n g I a m v e r y c a r e f u l to step o ve r sidewalk cracks. 156. I h a v e u s e d a l c o h o l e x c e s s i v e l y . 160. It is n o t h a r d f o r m e to a s k h e l p f r o m m y friends e v e n t h o u g h I c a n ­ n o t r e t u r n the f a v o r . 1 6 1 . 1 v e r y m u c h like h un ting. 162. M y p a r e n t s h a v e o f t en o b j e c t e d to the k i n d of p e o p l e I w e n t a r o u n d with. 163. I gossip a little at t i m e s . 164. S o m e of m y f a m i l y h a v e h a b i t s thatbother and a n n o y m e v e r y m u c h . 165. A t t i m e s I feel tha t I c a n m a k e u p m y m i n d with u n u s u a l l y g r e a t ease. 166. I s h o u l d like to b e l o n g to s e v e r a l clu bs o r lodges. 167. I h a r d l y e v e r n o t i c e m y h e a r t p o u n d i n g a n d I a m s e l d o m s h o r t of breath. 168. I like to talk a b o u t sex. 169. I h a v e b e e n i n s p i r e d to a p r o g r a m of life b a s e d o n d u t y w h i c h I h a v e since carefully followed. I h a v e at t i m e s s t o o d in t h e w a y of p e o p l e w h o w e r e t r y i n g to d o s o m e ­ thing, n o t b e c a u s e it a m o u n t e d to m u c h b u t b e c a u s e of the p r i n c i p l e of the thing. I get m a d easily a n d then get o v e r it s o o n. I h a v e b e e n quite i n d e p e n d e n t a n d f r e e f r o m f a m i l y rule. I b r o o d a g r e a t deal. T F 170. T F 171. T F 172. T F 173. T F T F 174. M y r e l at iv es a r e n e a r l y all in s y m p a t h y with m e . 175. I h a v e p e r i o d s of s u c h g r e a t r e s t ­ l e s s n e s s that I c a n n o t sit l o n g in a chair. 176. I h a v e b e e n d i s a p p o i n t e d in love. T F 177, I n e v e r w o r r y a b o u t m y l oo ks . T F 178. I d r e a m f r e q u e n t l y a b o u t t hi n g s that a r e b e s t k e p t to m y s e l f . 179. I b e l i e v e I a m n o m o r e n e r v o u s t h a n m o s t others. 180. I h a v e f e w o r n o p ai n s . T F T F T F T F 157. T h e r e is v e r y little l o v e a n d c o m ­ p a n i o n s h i p in m y f a m i l y a s c o m ­ p a r e d to o t h e r h o m e s . 158. I f r e q u e n t l y find m y s e l f w o r r y i n g about something. 159. I like s c i e n c e . T F T F T F T F T F 181. M y w a y of d o i n g t h i n g s is a p t to b e m i s u n d e r s t o o d b y o t h er s. 182. M y p a r e n t s a n d f a m i l y find m o r e fault w i t h m e t h a n t h e y s h o ul d. 183. S o m e t i m e s w i t h o u t a n y r e a s o n o r e v e n w h e n things a re going w r o n g I feel e x c i t e d l y h a p p y , “ o n t o p of the w o r l d . ” 184. I b e l i e v e t h e r e is a D e v i l a n d a H e l l in afterlife. 185, I d o n ’t b l a m e a n y o n e f o r t r y i n g to g r a b e v e r y t h i n g h e c a n g e t in this world. G O ON TO THE N E X T PAGE __ - T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F 186. I h a v e h a d b l a n k s pe l l s in w h i c h m y . activities w e r e i n t e r r u p t e d a n d I did not k n o w w h a t w a s going o n around m e . 187. I c a n b e f r i e n d l y w i t h p e o p l e w h o d o things w h i c h I c o n s i d e r w r o n g . 188. S o m e t i m e s at e l e c t i o n s I v o t e f o r m e n a b o u t w h o m I k n o w v e r y little. 189. T h e o n l y i n t e r e s t i n g p a r t of n e w s ­ p a p e r s is the " f u n n i e s . " 190. I b e l i e v e t h e r e is a G o d . T F T F 216. I w i s h I w e r e n o t b o t h e r e d b y t h o u g h t s a b o u t sex. 217. If s e v e r a l p e o p l e f i n d t h e m s e l v e s in t r o u b l e , t h e b e s t t h i n g f o r t h e m to d o is to a g r e e u p o n a s t o r y a n d s t i c k to it. 218. I t h i n k t ha t I f ee l m o r e int en se ly t h a n m o s t p e o p l e do. 219 . T h e r e n e v e r w a s a t i m e in m y life w h e n I l i k e d to p l a y w i t h dolls. 220. L i f e is a s t r a i n f o r m e m u c h of the time. 221, , In s c h o o l I f o u n d it v e r y h a r d to t a l k b e f o r e the c l a s s . 222, , I r e f u s e to p l a y s o m e g a m e s b e ­ c a u s e I a m n o t g o o d at t h e m . 223, , T h e m a n w h o p r o v i d e s t e m p t a t i o n b y leaving valuable property u n ­ p r o t e c t e d is a b o u t a s m u c h to b l a m e f o r its theft a s t h e o n e w h o steals it. 224, O n c e in a w h i l e I t h i n k of things too b a d to talk a b o u t . 225. I t h i n k n e a r l y a n y o n e w o u l d tell a lie to k e e p o u t of t ro ub le . 226. I a m m o r e s e n s i t i v e t h a n m o s t o th e r people. 227, M o s t p e o p l e i n w a r d l y dislike putting t h e m s e l v e s o u t to h e l p o t h e r people. 228, I a m e a s i l y e m b a r r a s s e d . T F 229. , I w o r r y o v e r m o n e y a n d b us i n e s s . T F T F 230, , I h a v e h a d v e r y p e c u l i a r a n d strange experiences. 231, , I h a v e n e v e r b e e n in l o v e w i t h anyone. 232, , I f i n d it h a r d to k e e p m y m i n d o n a t a s k o r job. 233, , I a l m o s t n e v e r d r e a m . T F 234, , P e c u l i a r o d o r s c o m e to m e at times. T F 235. I e a s i l y b e c o m e i m p a t i e n t w i t h people. T F 2 3 6 . 1 feel a n x ie ty a b o u t s o m e t h i n g or s o m e o n e a l m o s t all t h e t i m e . 237. I h a v e c e r t a i n l y h a d m o r e t h a n m y s h a r e of t h i n g s to w o r r y about. 238. S o m e t i m e s I b e c o m e s o e x c i t e d that I f i n d it h a r d to g e t to sleep. 239. I f o r g e t r i g h t a w a y w h a t p e o p l e s a y to m e . 240. I u s u a l l y h a v e to s t o p a n d think b e ­ f o r e I a c t e v e n in trifling m a t t e r s . 2 4 1 . O f t e n I c r o s s t he s t r e e t in o r d e r n o t to m e e t s o m e o n e I see. 242 . I h a v e a h a b i t of c o u n t i n g t hings t h a t a r e n o t i m p o r t a n t s u c h a s b ul bs o n e l e c t r i c s i g n s , a n d s o forth. 243. I t e n d to b e o n m y g u a r d w i t h p e o p l e w h o a r e s o m e w h a t m o r e f ri en dl y than I h a d expected. 244 . I h a v e s t r a n g e a n d p e c u l i a r thoughts. T F T F T F T F 191. I h a v e difficulty in s t a r t i n g t o d o things. 192. I w a s a s l o w l e a r n e r in s c h o o l . T F 193. I s w e a t v e r y e a s i l y e v e n o n c o o l days. 194. It is s a f e r to t r u s t n o b o d y . T F 195. O n c e a w e e k o r o f t e n e r I b e c o m e v e r y e xc ited. 196. W h e n in a g r o u p of p e o p l e I h a v e t r o u b l e t h i n k i n g of the r i g h t t h i n g s to talk abo ut , 197, S o m e t h i n g e x c i t i n g will a l m o s t al ­ w a y s pull m e o u t of it w h e n I a m f ee li ng l o w . 198. W h e n I l e a v e h o m e I d o n o t w o r r y a b o u t w h e t h e r t h e d o o r is l o c k e d a n d the w i n d o w s closed. 199. I d o n o t b l a m e a p e r s o n f o r t a k i n g a d v a n t a g e of s o m e o n e w h o l a y s h i m s e l f o p e n to it. 2 0 0 . A t t i m e s I a m all full of e n e r g y . T F 2 0 1 . I h a v e n u m b n e s s in o n e o r m o r e r e g i o n s of m y skin. 2 0 2 . M y e y e s i g h t is a s g o o d a s it h a s b e e n for years. 203. A t t i m e s I h a v e b e e n s o e n t e r ­ t a i n e d b y t he c l e v e r n e s s of a c r o o k that I h a v e h o p e d h e w o u l d g e t b y w i t h -it. 204. I d r i n k a n u n u s u a l l y l ar ge a m o u n t of w a t e r e v e r y d a y . 205. M o s t p e o p l e m a k e fri en ds b e c a u s e f r i e n d s a r e l ik e l y t o b e u s e f u l to them. 206. I d o n o t often n ot ic e m y e a r s ringing or buzzing. 207. I a m s u r e I a m b e i n g talked about. T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F 2 0 8 . O n c e in a w h i l e I l a u g h at a d i r t y ioke. 2 09 . I h a v e v e r y f e w f e a r s c o m p a r e d to m y f ri en ds . 2 10 . I a m t r o u b l e d b y a t t a c k s of n a u s e a a n d vomiting. 211. I a m a l w a y s d i s g u s t e d w i t h the l a w w h e n a c r i m i n a l is f r e e d t h r o u g h t h e a r g u m e n t s of a s m a r t l a w y e r , 2 12 . I w o r k u n d e r a g r e a t d e a l of t en si on . 2 13 . I a m likely n o t to s p e a k to p e o p l e until t h e y s p e a k to m e . 2 1 4 . I h a v e n e v e r b e e n in t r o u b l e w i t h the l a w . 2 1 5 . I h a v e p e r i o d s in w h i c h I feel u n ­ usually cheerful without a n y s p e c ­ ial r e a s o n . T F T F T F T F T F T F T F 245. I g e t a n x i o u s a n d u p s e t w h e n I h a v e t o m a k e a s h o r t trip a w a y f r o m h o m e . 246. I h a v e b e e n a f r a i d of t h i n g s o r peo pl e that I k n e w c o u l d n o t h u r t m e . 247. I h a v e n o d r e a d of g o i n g into a r o o m b y m y s e l f w h e r e other people have a l r e a d y g a t h e r e d a n d a r e talking. G O O N T O T H E N E X T PAGE 193 T F 248. I a m a f r a i d of u s i n g a knife o r a n y t h i n g v e r y s h a r p o r p oi nt ed . 249. S o m e t i m e s I e n j o y h u r t i n g p e r s o n s I love. 250 . I h a v e m o r e t r o u b l e c o n c e n t r a t i n g t h a n o t h e r s s e e m to have. 251. I h a v e s e v e r a l t i m e s g i v e n u p d o i n g a t hi ng b e c a u s e I t h o u g h t t o o little of m y ability. 252. B a d w o r d s , o ften t er ri bl e w o r d s c o m e into m y m i n d a n d I c a n n o t g e t r id of t h e m . 253. S o m e t i m e s s o m e u n i m p o r t a n t t h o u g h t will r u n t h r o u g h m y m i n d a n d b o t h e r m e for days. 254. A l m o s t e v e r y d a y s o m e t h i n g h a p ­ p e n s to f r i g h t e n m e . 255. I a m i n c l i n e d to t a k e t hi ng s h a r d . T F 256. I a m m o r e s e n s i t i v e t h a n m o s t o ther people. 257. I feel u n e a s y i n d o o r s . T F T F 286. I a m a t t r a c t e d b y m e m b e r s of the o p p o s i t e sex. 287. I w o r r y quite a bit o v e r p o s s i b l e misfortunes. 288. I h a v e s t r o n g political o p i n i o n s . T F 289. I w o u l d like to b e a n a u t o r a c e r . T F 290. U s u a l l y I w o u l d p r e f e r to w o r k with w o m e n . 291. P e o p l e g e n e r a l l y d e m a n d m o r e r e ­ s p e c t f o r their o w n rights t h a n t h e y a r e w il li ng to a l l o w f o r o t h e r s . 292. It is all r i g ht to g e t a r o u n d the l a w if y o u d o n ’t a c t u a l l y b r e a k it. 293. I like tall w o m e n . T F 258. E v e n w h e n I a m w i t h p e o p l e I feel l o n e l y m u c h of the t i m e . 259. I h a v e s o m e t i m e s s t a y e d a w a y f r o m another p e r s o n because I feared doing or saying s om et hi ng that I m i g h t r e g r e t a f t e r w a r d s . 260. I t e n d t o b e i n t e r e s t e d in s e v e r a l d i f f e r e n t h o b b i e s r a t h e r t h a n to s tick to o n e of t h e m f o r a l o n g t i m e . 261. I feel s u r e that t h e r e is o n l y o n e t r u e religion. 262. A t p e r i o d s m y m i n d s e e m s to w o r k m o r e s l o w l y t h a n u su a l . 263. I d o n o t like to s e e w o m e n s m o k e . T F 264. I a m o f t e n s a i d to b e h o t h e a d e d . T F 265. P e o p l e o f t en d i s a p p o i n t m e . T F 266. I like to k e e p p e o p l e g u e s s i n g w h a t I’m g o i n g to d o next. 267. I a m a f r a i d to b e a l o n e in t h e d a r k . T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F 268 . M y p l a n s h a v e f r e q u e n t l y s e e m e d s o full of difficulties that I h a v e h a d to g i v e t h e m up. 269. I l o v e to g o to d a n c e s . T F 270. A w i n d s t o r m ter ri fi es m e . T F 271. T h e f u t u r e is t o o u n c e r t a i n f o r a p e r s o n to m a k e s e r i o u s p la n s . 272. I h a v e s o m e t i m e s felt that diffi­ culties w e r e piling u p s o h i g h that I could not o v e r c o m e them. 273 . I o f t e n think, “ I w i s h I w e r e a c hi ld a g a i n . " 274. I h a v e n o f e a r of w a t e r . T F T F T F T F T F T F 275. It is g r e a t to b e l iving in t h e s e t i m e s w h e n s o m u c h is g o i n g on. 276. I h a v e o f t e n m e t p e o p l e w h o w e r e s u p p o s e d to b e e x p e r t s w h o w e r e n o b e t t e r t h a n I. 277. I a m a p t to h i d e m y f ee lings in s o m e things, to t h e p oi nt tha t p e o p l e m a y h u r t m e w i t h o u t their k n o w i n g a b o u t it. T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F 278. A t t i m e s I h a v e w o r n m y s e l f o u t b y undertaking too m u c h . 279. I w o u l d c e r t a i n l y e n j o y b e a t i n g a c r o o k at h i s o w n g a m e . 280. It m a k e s m e feel like a f ai lu re w h e n I h e a r of t he s u c c e s s of s o m e ­ o n e I k n o w well. 281. I d o n o t d r e a d s e e i n g a d o c t o r a b o u t a s i c k n e s s o r injury. 282. If g i v e n t he c h a n c e I w o u l d m a k e a g o o d l e a d e r of p e o p l e . 283. A t t i m e s I t h i n k I a m n o g o o d at all. 284. I p l a y e d h o o k y f r o m s c h o o l quite o f t en a s a y o u n g s t e r . 285. I a m e m b a r r a s s e d b y d i r t y stories. 294. I h a v e h a d p e r i o d s in w h i c h I lost s l e e p o v e r w o r r y . 295 . I a m b o t h e r e d b y p e o p l e o ut side, o n s t r e e t c a r s , in s t o r e s , etc., watching m e . 296. I e n j o y s o c i a l g a t h e r i n g s j u s t to b e with people. 297. I like to p o k e f u n at p e o p l e . 298. I a m quite o ft en n o t in o n t he g o s s i p a n d talk of the g r o u p I b e l o n g to. 299. I b e l i e v e tha t a p e r s o n s h o u l d n e v e r taste a n a l c o h o l i c drink. 300. I h a v e u s e d a l c o h o l m o d e r a t e l y (or n o t at all). 301. I find it h a r d to s e t a s i d e a t a s k that I h a v e u n d e r t a k e n , e v e n f o r a short time. 302. I h a v e h a d n o difficulty s ta rt in g o r h ol di ng m y urine. 303. I h a v e n e v e r s e e n a vision. T F 304. I a m o f t e n s o r r y b e c a u s e I a m s o c r o s s a n d grouchy. 305. I h a v e o f t en f o u n d p e o p l e j e a l o u s of m y g o o d i de as , jus t b e c a u s e t h e y h a d n o t t h o u g h t of t h e m first. 306. In s c h o o l m y m a r k s in d e p o r t m e n t w e r e quite r e g u l a r l y bad. 307. I a m f a s c i n a t e d b y fire. T F 308. I a m o f t e n a f r a i d of the d a r k . T F 309. C h r i s t p e r f o r m e d m i r a c l e s s u c h a s c h a n g i n g w a t e r into w i n e . 310. W h e n a m a n is w i t h a w o m a n h e is u s u a l l y t h i n k i n g a b o u t t hings r e l a t ­ e d to h e r sex. T F T F T F G O ON TO THE N E X T P AGE 194 T F T F T F T F T F T F T F T F T F T F T F T F T F T F T F 311 . I feel like g i v i n g u p q u i c k l y w h e n things g o w r o n g . 3 12 . I p r a y s e v e r a l t i m e s e v e r y w e e k . T F 326 . T h e f u t u r e s e e m s h o p e l e s s to m e . T F 3 2 7 . I w o u l d like t o w e a r e x p e n s i v e c lo th es . 328. P e o p l e c a n p r e t t y easily c h a n g e m e e v e n t h o u g h I t h o u g h t that m y m i n d w a s a l r e a d y m a d e u p o n a subject. 313 . I h a v e n o p a t i e n c e w i t h p e o p l e w h o b e l i e v e t h e r e is o n l y o n e t r u e r e ­ ligion. 314. I d r e a d the t h o u g h t of a n e a r t h q u a k e . T F 315. I h a v e n e v e r s e e n t h i n g s d o u b l e d (that is, a n o b j e c t n e v e r l o o k s like t w o o b j e c t s to m e w i t h o u t m y b e i n g a b l e to m a k e it l o o k like o n e object). 316 . It is a l w a y s a g o o d t h i n g to b e f r a n k ; T F 317 . I u s u a l l y w o r k t h i n g s o u t f o r m y s e l f r a t h e r t h a n g e t s o m e o n e to s h o w m e how. 318. I like to let p e o p l e k n o w w h e r e I s t a n d o n things. 319 . I d o n o t t r y to c o v e r u p m y p o o r o p i n i o n o r pit y of a p e r s o n s o that h e w o n ’t k n o w h o w I feel. 320 . I h a v e a d a y d r e a m life a b o u t w h i c h I d o n o t tell o t h e r p e o p l e . 321. I t h i n k L i n c o l n w a s g r e a t e r t h a n Washington. 322 . I h a v e often felt guilty b e c a u s e I h a v e p r e t e n d e d to fee l m o r e s o r r y a b o u t s o m e t h i n g t ha n I really w a s . 3 2 3 . In a g r o u p of p e o p l e I w o u l d n o t b e e m b a r r a s s e d to b e c a l l e d u p o n to start a d i s c u s s i o n o r give a n o p i n ­ i o n a b o u t s o m e t h i n g I k n o w well. 324. I p r a c t i c a l l y n e v e r b l u s h . 325. I a m n o t a f r a i d of p i c k i n g u p a d i s ­ e as e o r g e r m s f r o m d o o r knobs. T F T F 3 2 9 , M y s k i n s e e m s to b e u n u s u a l l y s e n ­ sitive t o t o u c h . 330 . S e v e r a l t i m e s a w e e k I feel a s if s o m e t h i n g d r e a d f u l is a b o u t to happen. 3 3 1 , 1 like to r e a d a b o u t h is tory, T F 3 32 , I like p a r t i e s a n d socials. T F 3 3 3 . I like to r e a d a b o u t s c i e n c e . T F T F T F T F 1 T F 3 34 . I a m a f r a i d of b e i n g a l o n e in a w i d e - o p e n place. 335 . I s o m e t i m e s f e e l t ha t I a m a b o u t to g o to p i e c e s . 336 . I a m v e r y c a r e f u l a b o u t m y m a n n e r of d r e s s . 337. A l a r g e n u m b e r of p e o p l e a r e guilty of b a d s e x u a l c o n d u c t . .. .... . 338. I h a v e o f t e n b e e n f r i g h t e n e d in the m i d d l e of t h e night. T F 3 3 9 . I v e r y m u c h like h o r s e b a c k riding. T F 3 4 0 . T h e o n e to w h o m I w a s m o s t attach­ e d a n d w h o m I m o s t a d m i r e d as a c h i l d w a s a w o m a n . ( M o t h e r , sister, a unt, o r o t h e r w o m a n . ) 341. I a m a p t to p a s s u p s o m e t h i n g I w a n t to d o w h e n o t h e r s feel that it i s n ’t w o r t h d o i n g . T F APPEHDIX C ersoi 196 APPENDIX D COOPERATIVE EXTENSION WORK In Agriculture and Home Economics State of Michigan 198 Michigan State College U. S. Department of Agriculture May 2, 19 £1 Dear ^ir: You will recall that we are in the process of a research project that is designed primarily to improve our selection and training of new Agents. The Strong Vocational Interest Blank which you filled out last.fall was the first main step in this project. As a second step, we would like to know more about the Agents attitudes toward their job. The enclosed Survey of Occupational Attitudes has been prepared for this purpose. I would appreciate it if you would answer this questionnaire and return it"to me as soon as possible. The instructions are given on the first page. We simply want your frank answers and nothing you put down will have any bearing 011 your present or future status in the Extension Service. You will notice that after you return the blank to me year name will be removed and a code number will be rep]a ced so that you will be anonymous to the research workers. The project is moving along and by the cooperation of each Agent we should soon have some worthwhile information for im­ proving the effectiveness of our organization. Sincerely yours, John T. Stone Specialist in Extension ^raining Enclosure JTStba