The opinions of individuals may be influenced by groups of different gender configurations. This influence was studied by asking college students to respond to a series of statements in pretest and post-test settings. Post-test settings included the use of manipulatively constructed confederate groups to influence the subjects' responses. A pretest was administered in an anonymous nonthreatening environment. Within a week, the subjects were post-tested in a setting with four "confederates" who had previously been instructed to unanimously voice opposite answers to the subjects' initial responses to pretest questions. The objective of this experiment was to determine the number of opinions that were changed when confronted with opposing views. Change of opinions between pretest and post-test were considered to be operational definitions of "conformity."
Although most research has focused on adults, studies indicate that children also experience detrimental psychological effects as the result of natural disasters. The purpose of the present study was to determine if the tornado which struck Wichita Falls,, Texas, on April 10, 1979, had any negative effects on the academic performance or social behavior of school children. Three groups of students were studied: (a) victims of the tornado who suffered a significant loss, (b) observers of the disaster who did not suffer a significant loss, and (c) newcomers who arrived after the disaster. Achievement test scores, grades, and attendance over a 4-year period were studied. The overall results do not indicate significant differences among the three groups.
This study investigated the role of selected variables on organizational commitment in selected organizations in a North Texas metropolitan area. The selected (independent) variables were orientation attendance, unit size, educational level, gender, age, and length of service. Organizational commitment score was the dependent variable. The Organizational Commitment Questionnaire and a demographic questionnaire were administered to 1,055 employees. The Organizational Commitment Questionnaire contained fifteen statements which measured employees' feelings about their organization. Multiple regression was used to determine the relationship between organizational commitment and the selected variables at the .001 level of significance. It was determined that gender and length of service showed the strongest significant relationship on organizational commitment. This model shows that the six independent variables account for only 3 percent of the variance in the relationship between organizational commitment and the selected variables. Therefore, approximately 97 percent of the unexplained variance is accountable for the organizational commitment of the employees at the selected organizations used in this study. Studies using the Organizational Commitment Questionnaire to show the relationship between organizational commitment and other antecedents of organizational commitment are recommended. A follow-up study should also be conducted using the Organizational Commitment Questionnaire to show the relationship between organizational commitment and race. A follow-up study should be conducted using this questionnaire and a work ethic questionnaire to determine the relationship between organizational commitment and work ethics. An orientation attendance questionnaire should be developed and used with the Organizational Commitment Questionnaire to show the relationship between organizational commitment and orientation attendance. Additional research is necessary in other organizations and cultural settings before this study can be generalized to a greater number of employees. Recommendation is made that future researchers administer questionnaires to subjects due to the low reading and comprehension skills of many respondents.
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