College and Research Libraries


By M A R Y D . H E R R I C K 

Status of Worker Morale Among 
College Catalogers 

Miss Herrick is assistant librarian, Boston 

University. 

TH E R E A R E today two current channels of thought in college library admin-
istration concerned with methods of achiev-
ing efficiency and lower costs in cataloging 
procedures. Some writers see this accom-
plished through a reorganization along de-
partmental lines, resulting in the creation of 
a division of technical processes.1 L u n d and 
Swank advocate a realignment of individual 
jobs resulting in departmental reorganiza-
tion as a secondary step.2 A f u r t h e r method 
of determining some of the factors causing 
the high costs in cataloging is to survey cata-
logers with an attempt to establish points 
which are impeding their efficiency and 
lowering their morale. 

Industrial psychologists agree that worker 
attitudes are of primary importance in any 
consideration for increasing efficiency or 
amount of output. I t is also known that no 
single factor—even an important one such 
as salary—can determine and formulate the 
attitude of a worker. It is necessary to have 
a blending of many elements including se-
curity, variety and interest in work, a sense 
of achievement, and opportunity for friendly 
companionship, to insure the most favorable 
attitude toward a job. 

In a recent study an attempt was made to 

1 Coney, D . , "Administration of Technical Processes." 
IN Joeckel, C . B . , ed. Current Issues in Library Ad-
ministration. Chicago, U n i v e r s i t y of Chicago Press, 
J939> P- 163-80; " T h e Technical Services Division in Li-
braries: A Symposium." College and Research Li-
braries, 10:46-68, January 1949. 

2 Lund, J. "Cataloging Process in the U n i v e r s i t y 
L i b r a r y . " College and Research Libraries, 3:212-18, 
June 1942'; Swank, R. " T h e Catalog Department in 
the L i b r a r y Organization." Library Quarterly, 18:24-
32, January 1948. 

determine the amount of worker satisfaction 
among library catalogers. T h i s was done 
by sending questionnaires to 415 catalogers 
in various types of libraries throughout the 
United States. T h e selection was based on 
the membership list of the A.L.A. Division 
of Cataloging and Classification. I t was 
purely an exploratory study of condi-
tions as they exist, with no attempt to 
validate attitudes, but only to record them as 
the catalogers themselves stated and evalu-
ated them. T h e questions ranged from gen-
eral expressions of opinion on cataloging as 
a career and as a present job to opinions 
and practices of the methods and types of 
work of individual catalogers. Included 
in the study were 151 catalogers in academic 
institutions. Questionnaires were returned 
from 92 including 52 from university li-
braries, 25 from colleges with over 1000 
students, and 15 from colleges with less than 
1000 students. T a b l e I shows the distribu-
tion of the replies from the three types of 
institutions with age and experience ranges 
represented. 

In addition to recording where they were 
working, the catalogers were asked to indi-
cate in which type of institution they pre-
ferred to work. Only 12 of the group are 
not satisfied with the type of library in 
which they are employed. T h r e e university 
catalogers prefer respectively a small college, 
a large college, and either type of college 
but not a university library. 

T h e five catalogers from the large col-
lege group expressed preferences as follows: 
two for a university and a small college, and 
one for a special library. In the small col-

JANUARY, 1950 33 



T a b l e I 
D i s t r i b u t i o n of C a t a l o g e r s b y T y p e of I n s t i t u t i o n , Age G r o u p s a n d Y e a r s of E x p e r i e n c e 

L i b r a r y 
Age G r o u p s b y Y e a r s 

21-30 3 1 - 3 9 40-49 50-70 

E x p e r i e n c e b y Y e a r s 

2-5 6 - 1 0 11-20 21-40 

U n i v e r s i t y 

College 
(over 1000 s t u d e n t s ) 

College 
( u n d e r 1000 s t u d e n t s ) 

T o t a l s 

1 5 

9 

1 5 

7 

1 4 

6 

22 

11 

1 3 

3 

29 29 2 5 25 40 1 7 

lege group, four preferences were for a large 
public, large college, university and a 
medium-sized public library. In each case 
preferences were backed by previous experi-
ence in the type of library chosen. 

T h e catalogers were first asked to check 
a range of statements designed to indicate 
their attitudes concerning cataloging as a 
career and as a present job. For the pur-
pose of comparison with these replies the 
replies of the total group studied are in-
cluded. 

I t can be seen from these percentage 
figures based on the total persons answering 
this question that the college groups have 
somewhat more favorable work attitudes 
than are represented by the total group. 

T h e variation, however, is not enough to 
indicate any unusual circumstances. It was 
also found that the extent of their satisfac-
tion with their work was slightly higher 
than that found among public library cata-
logers. Again, however, the difference was 
small. 

T h e college catalogers were almost 
equally divided on the reasons by which they 
chose cataloging as a profession. Forty-
seven are in cataloging by choice and 45 by 
circumstances. Of this latter group, 29 are 
catalogers because their first jobs included 
cataloging and they kept on in the field; 
three took cataloging positions on account 
of the higher pay offered. T h e remaining 
13 gave personal reasons such as desire for 

T a b l e I I 
D i s t r i b u t i o n of Opinions on C a t a l o g i n g as a P r o f e s s i o n a n d as a P r e s e n t J o b 

O p i n i o n s 
Replies of All G r o u p s Replies of A c a d e m i c G r o u p 

O p i n i o n s 
C a r e e r 

P e r c e n t a g e 
of G r o u p 

P r e s e n t 
J o b 

P e r c e n t a g e 
of G r o u p C a r e e r 

P e r c e n t a g e 
of G r o u p 

P r e s e n t 
J o b 

P e r c e n t a g e 
of G r o u p 

E n j o y i t 65 32 45 23 30 34 22 25 

T h o r o u g h l y 
e n j o y it 48 24 43 21 24 27 20 24 

E n j o y m o s t 
aspects 69 35 88 45 29 33 36 42 

Dislike some 
aspects 18 9 21 II 5 6 8 9 

Dislike all 
aspects 0 0 0 0 0 0 0 0 

T o t a l s 200 197 88 86 

34 COLLEGE AND RESEARCH LIBRARIES 



a special community location, a particular 
library, or because their second job was a 
cataloging position and they continued in 
this field. 

As a measure of isolating and ranking 
certain factors relevant to worker satisfac-
tion the catalogers were asked to indicate 
their opinions on 17 points. 

Among the most essential factors in order 
of rank are proper lighting, interdepart-
mental cooperation, cordial intrastaff rela-

It was assumed that any factors listed as 
essential or important in theory would need 
to be answered as "yes" in practice to repre-
sent a satisfactory condition of work. T a b l e 
V has been prepared to show as comparison 
between some of these opinions and condi-
tions as they are present in practice. 

Physical working conditions are appar-
ently below the requirements of more than 
half the catalogers. T h i s lack of adequate 
lighting facilities, working space and equip-

T a b l e I I I 
Distribution of Opinions on Factors Relevant to Satisfaction in Work 

F a c t o r 
N u m b e r Answering 

F a c t o r 
Essential I m p o r t a n t Desirable U n i m p o r t a n t 

Adequate working space 33 35 23 0 
Efficient arrangement of working space 26 47 17 0 
Equable t e m p e r a t u r e 19 38 33 1 
Proper ventilation 27 42 22 0 
Proper lighting 58 30 3 0 
Sufficient and proper equipment 40 43 8 0 
O p p o r t u n i t y for carrying on of individual 

projects 13 17 47 10 
O p p o r t u n i t y for variety in work 17 41 33 1 
Salary 24 53 14 1 
Recognition of professional s t a t u s of catalogers 

by other librarians 29 39 21 2 
Cordial intrastaff relationships 40 39 13 0 
I n t e r d e p a r t m e n t a l cooperation 45 35 11 0 
Discriminating assignments of work 26 38 24 I 
Clear demarkation of lines a u t h o r i t y 31 35 21 I 
O p p o r t u n i t y for advancement 26 44 19 0 
F a c u l t y s t a t u s if in a college community 15 27 40 6 
C o m m u n i t y location of position 4 27 33 9 

tionships, sufficient and proper equipment, 
adequate working space and clear demarca-
tion of lines of authority. T h e least impor-
tant factor is the community location of the 
job and next to that is the opportunity for 
the carrying on of individual projects. It is 
interesting to note that the catalogers rank 
sixth in importance as an essential their 
recognition of professional status by other 
librarians, but faculty status as an essential 
is twelfth. 

T h e y were next asked to rate their own 
positions on these points as a measure to-
ward determining the adequacy of these 
factors in practice. T a b l e I V records the 
replies. 

ment, plus inequable temperature and poor 
ventilation, reflects careless planning for a 
department largely dependent upon these 
factors for its efficiency. 

T w o other important factors are in-
sufficiently supplied in on-the-job conditions. 
These factors—opportunity for advance-
ment and discriminating work assignments 
—if properly present do much to increase 
worker morale. Of the total answering this 
first point 78 per cent checked it as essential 
or important to have advancement oppor-
tunity, but only 29 per cent reported they 
have this. Seventy-one per cent of this 
group felt discriminating assignments of 
work are necessary but only 49 per cent have 

JANUARY, 1950 35 



this as a part of their work programs. 
T h e catalogers were asked to indicate 

preferences for methods and types of work 
and whether these preferences are met in 
their jobs. T h e majority prefer to direct 
the work of others. T h e y indicated a 
preference for the use of flexible procedures 
over standardized routines almost three to 
one. I n general they prefer to work with-

to the catalog department. Opinion has 
been that some time in the reference de-
partment is of advantage to both depart-
ments and to the library as a whole. F i f t y -
two of the college catalogers report that they 
are scheduled only for work within the cata-
log department and 38 are not. T h i r t y 
catalogers prefer to confine their work 
within the department, 40 do not, and 11 

T a b l e IV 
N u m b e r of Replies on Actual Working Conditions R e l e v a n t to Satisfaction in W o r k 

M y work is intellectually stimulating 
M y work has considerable v a r i e t y 
M y work opens u p pleasant professional contacts 
M y work permits individual projects to be developed 
M y working q u a r t e r s are a d e q u a t e 
M y working q u a r t e r s are efficiently spaced 
M y office has proper lighting facilities 
M y office has equable t e m p e r a t u r e 
M y office has proper ventilation 
M y e q u i p m e n t for work is sufficient and proper 
M y work is clearly defined and limited 
M y s p a n of a u t h o r i t y is clearly established 
M y supervisor has assigned work loads with careful 

discrimination 
M y work offers o p p o r t u n i t y for a d v a n c e m e n t 
I like the c o m m u n i t y in which m y j o b is located 
I have faculty s t a t u s (i.e., answer if college or univer-

sity librarian) 

T o t a l Replies 

Yes N o 
T o Some 

E x t e n t 

18 0 13 
78 1 1 2 
43 13 34 
2 7 32 2 9 
49 2 5 16 
41 24 24 
41 26 22 
28 38 2 4 
36 3 i 24 
44 8 35 
4 6 9 2 5 
56 1 0 23 

34 1 0 2 5 
2 6 35 26 
7 0 1 20 

36 36 14 

out pressure although 26 reported they like 
to work under pressure. A slight majority 
prefer to do both simplified and detailed 
cataloging rather than only detailed catalog-
ing. T h e y prefer to catalog in various sub-
ject fields. In general all these preferences 
are met on their jobs. 

Although the preferences for only de-
tailed or simplified cataloging were not met, 
the fact that more catalogers do both de-
tailed and simplified cataloging may indicate 
that no preferences are completely un-
realized in practice. 

I t has usually been accepted in theory that 
a cataloger's working time is not scheduled 
to the best advantage if it is confined wholly 

are indifferent. As may be expected, refer-
ence was the m a j o r choice among those 
working outside of the catalog department. 

Fifteen clerical routines were selected 
as representative of many nonprofessional 
duties carried on in catalog departments. 
T h e catalogers were asked to indicate if 
they did each routine and how they felt 
toward it. T h e reports in the general 
study showed that each routine was done by 
from 9 to 148 of the catalogers. From the 
analysis of these totals it was concluded 
that in general the catalogers doing routines 
were not dissatisfied on this point. T h e 
recorded dislike, which was considerable, 
reflected more of a theoretical work attitude 

36 COLLEGE AND RESEARCH LIBRARIES 



from the catalogers who were not required 
to do these routines. T h e amount of re-
corded indifference was nearly equal to the 
total liking. T h i s point drew comment from 
several catalogers. T h e y felt that such a 
considerable area of indifference by profes-
sional librarians on nonprofessional duties 
indicated an unhealthy inertia. I t should 
be noted, however, in the discussion of these 

I t might be assumed that within this 
academic group the university catalogers 
would be required to perform fewer non-
professional duties than would the college 
library catalogers. T h e distinction between 
professional and clerical tasks is usually 
found to be more clearly defined in larger 
administrative units. T h e total replies indi-
cating that routines were a part of the work 

T a b l e V 
Comparison Between Opinions on Theoretical and Actual Conditions of Work 

Factors 

Opinion O n - t h e - j o b Conditions 

Factors T o t a l 
Answers 

N u m b e r 
Reporting 

Essential or 
I m p o r t a n t 

T o t a l 
Answers 

N u m b e r 
Checking as 
Adequate 

Proper lighting 9 i 88 89 41 
O p p o r t u n i t y for carrying on individual projects 87 3 ° 88 27 
O p p o r t u n i t y for advancement 89 70 87 26 
C o m m u n i t y location of position 73 3i 91 70 
Sufficient and proper equipment 91 83 87 44 
A d e q u a t e working space 91 68 91 49 
Clear demarcation of lines of a u t h o r i t y 88 66 89 56 
Proper ventilation 91 69 91 36 
Efficient arrangement of working space 91 73 89 41 
Discriminating assignments of work 89 64 69 34 
E q u a b l e t e m p e r a t u r e 91 57 90 28 
O p p o r t u n i t y for variety in work 92 58 9 i 78 
F a c u l t y s t a t u s 88 42 86 36 

figures that each cataloger did not check 
every point, and many catalogers who did 
not do a routine did indicate an opinion of 
it. As it has already been mentioned, this 
opinion often was "dislike" and likewise it 
was often "indifferent." One cataloger 
annotated her questionnaire to say that in 
checking "indifferent" against a number of 
the routines she was attempting to indicate 
that if it were necessary to do clerical tasks 
as a part of her work program, she could do 
so without active resentment. T a b l e V I 
shows the total replies received to this ques-
tion on routines. 

O n the basis of these replies it is found 
that the median number of catalogers who 
are required to do routines is 40. T h e 
median range of opinion on them is: "Like," 
2 1 ; "dislike," 2 5 ; "indifferent," 19. 

program were broken down by types of 
institutions. From the median number of 
catalogers in each group reporting that they 
performed some clerical tasks the following 
percentage figures were obtained: T h e r e 
are routines required from 28 per cent of 
the university catalogers; 64 per cent of 
the large college catalogers; and 66 per cent 
of the catalogers in small college libraries. 

T h e r e are 10 catalogers in this group who 
report a thorough satisfaction with both 
cataloging as a career and as a present job. 
T h r e e of them are in universities, five in 
large colleges, and two in small colleges. 
Eight of this group entered cataloging by 
choice. Nine of them consider discriminat-
ing work assignments and six consider op-
portunities for advancement as essential or 
important. 

JANUARY, 1950 37 



Six report that their work assignments are 
made with discrimination. Four have 
definite opportunities for advancement with 
three others checking "to some extent." 
Seven consider faculty status necessary and 
five report having it. Nine w a n t variety 
in their work and all 10 report it present 
in their jobs. Six prefer to do detailed cata-
loging and two do it. Although none pre-

and "revision of filing." T h i s latter was 
also disliked by two other catalogers who 
were required to do it. All other re-
corded dislikes were theoretical. 

I t is apparent from the replies of this 
group that the highest satisfaction in a job 
is found, of course, among people who like 
a certain type of work and find this type re-
quired in their positions. T h e r e are no out-

T a b l e y i 
Replies on the P r a c t i c e and Desirability of Certain Clerical Routines 

R o u t i n e s 
Replies 

R o u t i n e s 
D o D o N o t D o Like D o N o t Like Indifferent 

Filing cards 40 46 37 11 15 
W i t h d r a w i n g cards 46 41 14 3 ° 32 
Assigning book numbers 73 20 55 7 19 
P a s t i n g books 8 78 3 43 15 
M e n d i n g books 6 77 5 44 14 
L e t t e r i n g books 10 75 18 36 10 
T y p i n g of main card 53 34 52 I I 15 
T y p i n g of o t h e r cards 20 67 23 37 ' 19 
T y p i n g of shelf card 34 62 18 37 22 
T y p i n g of book cards 20 66 19 35 22 
Recording added copies 47 36 18 20 36 
Recording serial additions 40 4 2 30 15 29 
Correction of main e n t r y d a t a 41 28 26 17 28 
Revision of copied material 65 18 3 ° 29 20 
Revision of filing 55 29 39 1 7 21 

T o t a l s 00
 

719 3 8 7 394 3 T 7 ' 

fer to do only simplified cataloging, four 
enjoy doing both kinds and eight report 
this as an on-the-job requirement. T h e r e 
is no expressed preference for subject spe-
cialization. 

I t may be assumed here, for the small 
group, that as no cataloger preferring to 
do detailed cataloging has only simplified 
require, therefore, no cataloger has his 
preferences completely unrealized. T h e 
preference for work outside the cataloging 
department by four of the group is met in 
their jobs. 

Every clerical routine listed was done by 
from one to nine of these catalogers. O n l y 
two of the group, however, reported dis-
liking two of the routines which they are 
required to do. T h e routines required and 
disliked were "revision of copied material" 

standing points of difference in working 
conditions between this small group and the 
other college catalogers. Each point of 
preference may be realized in practice to a 
slightly greater extent than it is in the 
larger group. T h e y represent about 10 per 
cent of the college catalogers. 

Although the general level of satisfaction 
with cataloging is rather high, with 88 of 
the 92 academic catalogers expressing some 
measure of enjoyment in cataloging as a 
career, and 86 enjoying their present jobs, 
it is obvious that the range of opinion varies 
from tolerance and general appreciation 
expressed by the m a j o r part of the group, to 
an expression of a high level of satisfaction 
by a small section of the group. It is im-
possible at this time, without comparable 
data from other branches of librarianship, 

38 COLLEGE AND RESEARCH LIBRARIES 



to evaluate the amount of satisfaction in 
cataloging with reference to any other form 
of library work. It does seem, however, 
that it would be of value to explore methods 
to increase the percentage of those 
thoroughly satisfied with this work. From 
the data presented here through the ex-
pressions of catalogers themselves, it is ap-
parent that considerable progress needs to 
be made in increasing the efficiency and 
comfort of physical working conditions. It 
is also apparent that more care might be 
exercised in the appointments of cataloging 
administrators with a view to increasing the 
level of staff morale and interest. 

A cataloger in one of the eastern women's 
colleges writes as follows: 

" I believe t h e r e is s o m e t h i n g f u n d a m e n t a l l y 
w r o n g in t h e p r e s e n t s i t u a t i o n w h i c h m a k e s 
l i b r a r i a n s r e l u c t a n t t o go into c a t a l o g i n g , and 
o f t e n a n x i o u s t o leave it. I can best describe 
this s i t u a t i o n p e r h a p s , by l i s t i n g the f o l l o w i n g 
f a c t o r s w h i c h I believe . . . a c c o u n t in l a r g e 
p a r t f o r t h e i n t a n g i b l e psychological a t m o s -
p h e r e f o u n d in this field, i . I s o l a t i o n f r o m t h e 
r e s t of t h e l i b r a r y s t a f f . 2. L a c k of a d e q u a t e 
l e a d e r s h i p . A l l s o r t s of r e m e d i e s h a v e been 
s u g g e s t e d . . . f r o m s u b j e c t specialists t o h o u r s 
f o r w o r k i n g w i t h t h e public . . . I believe a 
f e a s i b l e s o l u t i o n d e p e n d s on t h e ability of t h e 
h e a d l i b r a r i a n and the h e a d c a t a l o g e r to b r i n g 

the c a t a l o g e r s into t h e m a i n s t r e a m of t h e li-
b r a r y ' s a c t i v i t i e s . " 

A university cataloger describes a job 
situation which seems to reflect inefficient 
administrative planning and possibly poor 
job classification: " O r d e r and cataloging 
were combined as 'Technical P r o c e s s e s ' . . . I 
am still called 'Head Cataloger' . . . but 
actually I have no authority whatever. . ." 

Another university cataloger refers in-
directly to a type of situation that might be 
influential in forming work attitudes: " I n 
my own mind I have a study to be incorpo-
rated in an article on the social status 
of library staff members in a college com-
munity as compared with the teaching 
faculty." 

A former cataloger of distinction, now 
a college librarian, writes that he feels the 
catalogers' expressions of preferences for 
administrative work do not reflect merely 
a desire to get away from requirements of 
certain mechanical routines. H e believes 
that the over-all rigidity of work patterns 
of cataloging departments in the past has 
tended to destroy or send elsewhere the 
initiative so badly needed if real progress 
and constructive thinking in this field are 
to be achieved. 

Resignations in Two University Libraries 

(Continued from page 32) 

for library administrators. T h e character-
istics of the resigners should be extensively 
analyzed. M o r e information is needed in 
regard to the best methods for controlling 
turnover in libraries. Cost analyses of 
turnover should be made in order to de-
termine whether librarians are justified in 
making efforts to control turnover. A 

more narrow definition of the factors influ-
encing the rate of turnover should be made. 

Knowledge of the turnover situation is 
an important step toward gaining control 
of the personnel problem in libraries. It is 
a challenge to scholars to make contribu-
tions in such a vital, yet relatively unex-
plored area. 

JANUARY, 1950 39