To summarize: by the results obtained, we would say that essentially the work of Czapek was checked and slightly extended. The work of Hoffmeister could not be duplicated as to yield just as have other investigators had difficulty in doing. The existence of his two percent yield of claimed product has yet to be proven. The work of Grafe could not be completely checked and only two of his suggested products were found. The third was not. After some difficulty, coniferyl aldehyde was synthesized by Pauly and Wascher's method. Much work was done in an attempt to obtain crystalline material in quantity. This failed. For this reason, color tests were made and compared. A great number of new reagents were tried for color production. A few were successful. In view of the experimental data, we may draw the following conclusions: (1) "Hadromal" obtained by Czapek's method is, as he suggested, coniferyl aldehyde. (2) Grafe's "hadromal" at least contains furfurol, methyl furfurol, and vanillin. (3) A new color reagent was found, namely 2,4 dinitrophenyl-hydrazine. (4) The divergent results of Grafe and Czapek are due to a difference in method of extraction. (5) In general, the same type of product is obtained using spruce, oak, or maple sawdust. (6) Pauly and Wäscher's synthesis of coniferyl aldehyde will work. / M.S.

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.