AN ANALYSIS OF SELF-ACTUALIZING DIMENSIONS OF TOP AND MIDDLE MANAGEMENT ...

171 Pages·2014·2.54 MB·English

AN ANALYSIS OF SELF-ACTUALIZING DIMENSIONS OF TOP AND
MIDDLE MANAGEMENT PERSONNEL
DISSERTATION
Presented to the Graduate Council of the
North Texas State University in Partial
Fulfillment of the Requirements
For the Degree of
DOCTOR OF PHILOSOPHY
By
Peggy Ladenberger, B.A., M.Ed,
Denton, Texas
December, 1970
Ladenberger, Peggy, An Analysis of Self-Actualizing
Dimensions of Top and Middle Management Personnel. Doctor
of Philosophy (Counseling and Personnel Administration),
December, 1970, 161 pp., 16 tables, 1 illustration, bibliog-
raphy, 33 titles.
The problem of this research was to make an analysis of
self-actualizing dimensions of top and middle management
personnel.
The purpose of the study was to examine categories of
self-actualization and specific biographical and develop-
mental factors from the data on 225 individuals selected
from top and middle management by psychologists with Rohrer,
Hibler and Replogle, international firm of management con-
sultants. The investigation was designed to determine if
differences existed for the two groups.
The subjects, clients of the firm, representing differ-
ent industries and all sections of the United States, were
compared on performances on a standardized test of self-
actualization, personal adjustment, education, health,
marital status, birth order, and significant environmental
factors of childhood. Further comparisons were made on fre-
quencies in seven reliably-scored categories of self-
actualization derived from a critical analysis of client
psychological evaluation reports and on the numbers and kinds
of "peak" experiences listed by the subjects.
1
To provide criteria measurements for the study, the
following instruments were used: client evaluation reports
written by the firm's psychologists, company personal history
and personality records, a questionnaire designed by the
writer, and the Personal Orientation Inventory.
The top and middle management groups differed signifi-
cantly in (1) intellectual curiosity, (2) basic security and
self-confidence, (3) insight into self, and (4) realistic
plans for continued growth and development, as measured by
the content-analysis categories, on the Self-Actualizing and
Self-Regard scales of the POI, and in total number of "peak"
experiences. The differences, favoring the top group, were
significant beyond the .05 to the .001 levels of confidence.
The groups were found to be similar, though both in a strong
positive direction, on variables in their developmental
histories, except for the greater stimulation toward achieve-
ment, maximum contributions, and continuous development the
children who became top management subjects received from
their parents.
Top management personnel, chosen on a dimension of high
achievement, have some positive personality strengths that
4
place them in the upper brackets of psychological health.
This group, comprising presidents, vice-presidents, and
company officers, having reached a terminal point in one
sense, still think of themselves in terms of growth prin-
ciples, though they are more skillful in actualizing their
own potentials than in helping employees develop theirs.
Good health, being currently married, and optimum child-
hood growth experiences are equally descriptive of both
groups. These variables must be related to a more general
kind of achievement motive but are not discriminating between
upper levels of management.
It is assumed that existing differences would have been
much more pronounced had the extreme ends of the working
population been investigated rather than the two highest
executive levels. Nevertheless, top management subjects dis-
played some important common behavior dimensions, personal
assets, and extra strengths rather than merely the absence
of weaknesses and liabilities and can serve as realistic
models for aspiring business majors and employees.
Further studies, using subjects from other divisions of.
the working world and investigating different variables, as
well as longer-range follow-up research with the present
subjects, were recommended. It was suggested that the
positive approach to psychology, including studies of what
man is at his highest, be made an integral part of future
curriculum design for business majors.
AN ANALYSIS OF SELF-ACTUALIZING DIMENSIONS OF TOP AND
MIDDLE MANAGEMENT PERSONNEL
DISSERTATION
Presented to the Graduate Council of the
North Texas State University in Partial
Fulfillment of the Requirements
For the Degree of
DOCTOR OF PHILOSOPHY
By
Peggy Ladenberger, B.A., M.Ed,
Denton, Texas
December, 1970
TABLE OF CONTENTS
Page
LIST OF TABLES . v
LIST OF ILLUSTRATIONS vii
Chapter
I. INTRODUCTION 1
Statement of the Problem
Purposes of the Study
Hypotheses
Background and Significance of the
Study
Definition of Terms
Limitations .of the Study
Procedures for Collecting the Data
Treatment of the Data
Summary
II. REVIEW OF RELATED LITERATURE 23
The Need for Work Fulfillment
Psychological Characteristics of
Management
Motivation in Management
Developmental Factors Related to
Self-Actualization
Summary
III. PROCEDURES OF THE STUDY 54
Selection and Description of the
Subjects
;
Description of the Instruments
Procedures for Analyzing the Data
Treatment of the Data
IV. PRESENTATION AND ANALYSIS OF DATA . 66
V. SUMMARY, FINDINGS, CONCLUSIONS, AND
RECOMMENDATIONS 113
Summary
Findings
Conclusions
Recommendations
iii
Page
APPENDIX 125
BIBLIOGRAPHY 155
IV
LIST OF TABLES
Table Page
I. Chi-Square Tests of Differences for All
Content-Analysis Categories 69
II. t-Tests of Difference Between Means in
Performances on POI Scales 82
III. Correlation Between Content-Analysis
Categories and Corresponding POI
Scales ' 85
IV. t-Test of Difference Between Means in
Performance on Personality Record 86
V. _t-Test of Difference Between Means of
Number of Years of Education 87
VI. Chi-Square Comparison of Marital Status
of Two Groups 88
VII. Chi-Square Comparison of Birth Order of
Top and Middle Management Groups 89
VIII. Chi-S'quare Comparison of Health of Top
and Middle Groups 90
IX. t-Test of Difference Between Means of
Democratic Parental Management 92
X. t-Test of Difference Between Means of
"High-Level Expectations" from Home
During Childhood 93
XI. t-Test of Difference Between Means of
"High-Level Expectations" from School
and Teachers During Childhood 94
XII. t-Test of Difference Between Means of
Significant "Out-of-Home" Adults of
Positive Influence 95
XIII. it-Test of Difference Between Means of
Identification with and Respect for
Father ' 97
Table Page
XIV. t-Test of Difference Between Means of
Feeling of Personal Worth Instilled
by Parents 9 8
XV. t-Test of Difference Between Means of
Total Number of Peak Experiences 100
XVI. Suramary of Chi-Square Data on Peak
Experiences 102
vi
LIST OF ILLUSTRATIONS
Figure Page
1. Profiles Based on Mean POI Scores for
Top and Middle Management Sample 84
vi x