The primary purpose of this study was to design an instrument, the Professional Support Survey (PSS), to assess one's extent of world view thinking relating to wellness programming. The secondary purpose was to use the Perceived Wellness Survey (PWS) and the PSS to determine if a relationship exists between HR professionals' personal wellness and their support for wellness programs in the work place. Face and content validity was established for the PSS, test-retest analysis confirmed significant reliability («T, = 0.9239 and «T2 = 0.9464), and a significance test found - = 0.846 and adjusted - = 0.8662. The study found that HR professionals' levels of personal wellness are reflected in their decisions to support wellness programs. Further, the more exposure HR professionals have to wellness management issues (i.e., the company having a formal program, the number of activities, and budget allocations for programming), the more likely they are to support wellness programs from a programmatic standpoint. / Fisher Institute for Wellness

Based upon the findings reported in this study, the following conclusions may be drawn. 1. It can be concluded that the personnel officials' sex did not significantly affect their attitudes toward secretarial workers. Male and female personnel officials responded in a similar manner to the 30 office situations described on the Situational Attitude Scale for Secretarial Occupations. These same attitudes were affected, however, by the sex of the secretarial worker described. The scores on the instrument that referred to secretaries as female (Form B) were significantly higher than those scores on the form that referred to secretaries as male (Form A) for both male and female personnel officials. Therefore, because of these higher sex"."role attitudes toward females, it can be concluded that both the male and female personnel officials view the appropriate sex-role of the secretary as female. The sex-role attitudes of both the male and female personnel officials are biased in favor of females. Thus, this study supports related literature that contends that a majority of both sexes believe that secretarial work is more congruent with the female sex role (Hesselbart, 1977: Fox, 1975; Levinson, 1975). 2. In view of their higher sex-role attitude scores on both forms of the instrument, the male personnel officials seemed to have a more positive sex-role attitude than female personnel officials toward both male and female secretarial workers. Likewise, the female personnel officials have a less positive sex-role attitude toward both their own sex and the opposite sex in secretarial positions. Contrary to the related literature (Shepard and Hess, 1975; Entwistle and Greenberger, 1972; Iglitzen, 1972; Spence and Helmreick, 1972), females were not "found to be more liberal at every age level than males." 3. The variables of: (1) location of the ASPA chapter, (2) age of the personnel official, (3) educational level of the personnel official, and (4) self-rating of the personnel official, were not closely related to the attitude scores. The question is raised as to whether these variables are important in predicting sex-role attitudes, as is suggested in the related literature. / Ed. D.

The purpose of this study was to investigate the interplay of dress and qualifications of physically impaired males in a simulated employment-screening situation. The research design was a 3 x 2 x 2 factorial, with the independent variables being applicant's appropriateness of dress (high, moderate, low), applicant's credentials (high, low) and respondent's sex (male, female). A physical impairment was simulated by having the model sit in a wheelchair. Hypotheses tested were that the independent variables (appropriateness of dress, credentials and respondent's sex) would not affect ratings on personal characteristics, assignment of entry level salary or decision to hire the applicant. Ninety-four persons employed in management positions rated, on five-point scales, a bogus physically impaired male job applicant. Folders containing instructions, a job description, a 5 x 7 inch color photograph of the applicant, a personal data sheet and the rating scales were randomly assigned to the respondents who evaluated only one job applicant. A three-way multivariate analysis of variance was performed on the eleven personal characteristics as a group. Both dress (F = 2.18, P < .0034) and credentials (F = 5.35, P < .0001) had a significant effect on ratings. The model was rated higher on all eleven personal characteristics when more appropriately dressed and with higher credentials. Sex of the respondent was not significant, nor were there significant interactions. Three-way analysis of variance was used to test the effect of the independent variables on recommendation to hire and entry level salary. Recommendation to hire was affected by dress (F = 13.47, P < .0001) and by credentials (F = 9.46, P < .0029). Entry level salary was affected by dress (F = 4. 00, P < 0.0220) but not by credentials (F = 3.26, P < 0.0745). Sex of the rater had no effect on either recoommendation to hire or entry level salary assignment. From the findings of the study, one may conclude that dress as well as credentials have a definite effect on decisions made during the job-screening process of a physically impaired job applicant. These findings support similar research with unimpaired job applicants and reinforce the importance of dress as a factor in self-presentation. / Ph. D.