Journal of Applied Psychology Copyright 1987 by the American Psychological Association, Inc.

1987, Vol. 72, No. 4, 538-543 №2l-90IQ/87/$00.75

Understanding, Prediction, and Control as Moderators of the

Relationships Between Perceived Stress, Satisfaction,
and Psychological Weil-Being

Lois E. Tetrick James M. LaRocco

Wayne State University Research Department, Naval School of Health Sciences
Bethesda, Maryland

This study provides a preliminary test of a model proposed by Sutton and Kahn (1986). In the
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model, the ability to understand, predict, and control events in the work environment can reduce
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the potential adverse effects generally associated with certain work conditions. Using a sample of
physicians, dentists, and nurses (N = 206) from a laige naval medical hospital, the present study
examined the moderating effects of understandable, predictable, and controllable work situations
on the relationship between perceived role stress, satisfaction, and psychological well-being. Under-
standing and control were found to have moderating effects on the relationship between perceived
stress and satisfaction. Understanding, prediction, and control were found to have direct relation-
ships with perceived stress, but only control had a significant direct relationship with satisfaction.
None of these variables were found to have significant direct relationships with psychological
well-being.

The general work stress health model (e.g., House, 1981; Katz
& Kahn, 1978) postulates that objective work conditions can
lead to perceptions of stress. Perceived stress, in turn, leads to
job-related strains such as dissatisfaction, boredom, and turn-
over, and to individual strains such as anxiety, depression, and
physical illness. In addition, the stress health model hypothe-
sizes that internal characteristics (i.e., personal characteristics)
and external conditions (i.e., situational characteristics) not
only have direct effects, but also have interactive or moderating
effects.
(e.g., social support reduces the relationship between role con-
flict and depression). The first two lines of research have estab-
lished a relatively consistent link between perceived role stress,
satisfaction, and psychological well-being. However, attempts to
confirm the moderating effects of such variables as social sup-
port have met with only limited success (Beehr & Bhagat, 1985;
Cohen & Wills, 1985). Cohen and Wills (1985) suggested that
this limited success may be attributed, at least in part, to the
lack of relevancy to the work environment of some of the mea-
sures of social support. L

Research involving the stress health model has taken three
general forms: (a) a demonstration that certain job conditions
lead to adverse outcomes (e.g., role ambiguity and role conflict
lead to job dissatisfaction); (b) the demonstration of the direct
effects on stress and strain of factors external to the workplace
(e.g., social support lessens role conflict and depression) or in-
ternal to the individual (e.g., Type-A behavior pattern increases
role conflict and anxiety levels); and (c) the demonstration of
the moderating effects of these internal and external factors
This article was supported by the Naval Medical Research and Devel-
opment Command, Department of the Navy, under Research Work
Unit MR 00l.RP-018004. The views presented in this article are those
of the authors only and do not necessarily represent the official view,
policies, or endorsements of the U.S. Navy or any other government
agency.
The authors would like to thank the staff of the Medical Psychology
Department, Uniformed Services University of the Health Sciences, for
their help on this project. The assistance of Laurie Davidson, who was
responsible for data collection, and of Andy Baum, who advised on re-
search design, was particularly valuable.
Correspondence concerning this article should be addressed to Lois
Tetrick, Department of Psychology, Wayne Slate University, 71 West
Warren, Detroit, Michigan 48202.
Recently, Sutton and Kahn (1986) proposed three work-rele-
vant antidotes against the stress-strain effect in organizational
life: understanding of events, predictability of events, and con-
trol over events. To the extent that an organizational member
can (a) understand how and why events happen, (b) predict the
frequency, timing, and duration of events in the work environ-
ment, and (c) control the outcomes desired by effectively influ-
encing the events, things, or others in the work environment,
less strain will result from the stressors existing in the work en-
vironment.
The purpose of this research was to test the potential moder-
ating and main effects of understanding, prediction, and control.
in the stress-strain relationship. Incorporating Sutton and
Kahn's (1986) proposed antidotes into the general work health
model, this study hypothesized that (a) understanding, (b) pre-
diction, and (c) control moderate the relations between (I) per-
ceived role stress and job satisfaction (Hypotheses la, Ib, and
Ic), between (2) perceived role stress and psychological well-
being (Hypotheses 2a, 2b, and 2c), and between (3) job satisfac-
tion and psychological well-being (Hypotheses 3a, 3b, and 3c).
These hypothesized moderating effects are reflected in Figure 1
by the correspondingly labeled arrows.
It also was hypothesized that (a) understanding, (b) predic-
tion, and (c) control are directly related to all three of the central

538
 UNDERSTANDING, PREDICTION, AND CONTROL
Understaading
Prediction
Control
6a,b,c
la.b.c/ 3a,b,c
^_ Psychological
Perceived
Role Stress Well-being
5a,b,c
Job Satisfaction
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Figure 1. Schematic representation or hypothesized relationships
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among understanding, prediction, control perceived role stress, satis-
faction, and psychological well-being. (Because the same relationships
are hypothesized for understanding, prediction, and control, only one
arrow for each set of hypotheses is drawn to maintain clarity and sim-
plicity.)
constructs: (4) perceived role stress (Hypotheses 4a, 4b, and 4c),
(5) job satisfaction {Hypotheses 5a, 5b, and 5c), and (6) psycho-
logical well-being (Hypotheses 6a, fib, and 6c). These hypothe-
ses are reflected by the correspondingly labeled arrows in Fig-
ure 1. Finally, it was hypothesized that (7) perceived role stress
influences job satisfaction (Hypotheses 7, arrow 7), which in
turn affects (8) psychological well-being (Hypotheses 8, arrow
8), and that (9) perceived role stress influences psychological
well-being directly (Hypotheses 9, arrow 9).
Method
Sample
The data were collected at a large naval hospital in the northeastern
United States, Participants were physicians, nurses, and dentists
{N - 225). On the average, the respondents were in their thirties, had
been in their current job approximately 16 months, and were midlevel
officers. Most of them were primarily in clinical work as opposed to
administration. The physicians and dentists were almost all men,
whereas the nurses were almost all women. Approximately half of the
nurses were married, and most of the physicians and dentists were mar-
ried.
Data Collection
Participants were recruited through an announcement at staff meet-
ings and by notes placed in a newssfaeet published daily at the hospital.
Prospective participants assembled at the end of their work day (4-6
p.m.) in a designated room. After being briefed on the study, they re-
viewed and signed a consent form if they agreed to participate in the
research. The participants then received the questionnaire and were in-
structed to return it the next day. Of the 225 returned questionnaires,
206 contained no missing data and were submitted to analysis. Because
this study was part of a larger research project, it was necessary to use
abbreviated versions of existing measures.
Measures
Perceived role stress is often operationaiized as role ambiguity and
role conflict. This study included four items from Caplan, Cobb,
539
French, Harrison, and Pinneau (1975) to measure role ambiguity and
four items from House and Rizzo (1972) for role conflict. The response
scale for these items was from t = very little extent to 7 = a greal extent.
Job satisfaction was measured using items from Hackman and Old-
ham (1980). These items were scaled on a seven-point scale ranging
from strongly disagree to strongly agree. Two variables were constructed
from these items: a global measure of job satisfaction and a job-facet
satisfaction measure, which was a summation of six scales measuring
satisfaction with security, pay, growth, co-workers, supervisors, and
hours.
Psychological well-being was measured by two scales: anxiety and de-
pression, based on items adapted primarily from Caplan et al. (1975).
These items required the respondent to indicate on a five-point scaie
how frequently they experienced certain physical and psychological re-
sponses to work conditions.
Understanding of events, predictability of events, and control over
one's work environment (self-determination) were measured by scales
developed for this study based on Sutton and Kahn's (1986) definitions.
These items are presented in the Appendix. The response scale for the
items was from 1 = very little to 7 = a great extent.
Analysis
Because of the adverse effect of measurement error in testing for in-
teraction effects (Kenny & Judd, 1984), a latent variable model was
developed. The measurement mode! was represented by three latent
variables: perceived role stress, job satisfaction, and psychological well-
being. The indicators of perceived role stress were role ambiguity and
role conflict, the indicators of job satisfaction were global job satisfac-
tion and job-facet satisfaction, and the indicators of psychological well-
being were anxiety and depression. Construction of this measurement
model does not imply that role ambiguity and role conflict are equiva-
lent but simply implies that there is a common underlying construct—
perceived role stress—that is consistent with McGrath's (1976) defini-
tion of stress. Similarly, for the other latent variables, no assumption or
constraint was imposed that the indicators were equivalent. Under-
standing, prediction, and control were treated as manifest variables be-
cause multiple indicators were not available. Confirmatory factor analy-
sis was used to assess the goodness of fit of the measurement model.
After the adequacy of the measurement model was assessed, one addi-
tional confirmatory factor analysis including the additional moderating
effects was performed. As described by Kenny and Judd (1984), mani-
fest indicators of each hypothesized latent interactive effect were com-
puted by obtaining the cross-products of the respective manifest indica-
tors for the two latent variables involved in a particular interactive
effect. The covariance matrix of all latent variables from this confirma-
tory factor analysis was used in all subsequent analyses, using LIS-
RELVl.
Creation of the cross-product terms results in a violation of multivari-
ate normality for maximum likelihood estimation procedures (Kenny
& Judd, 1984). Boomsma (1983) suggested that small to moderate vio-
lations of normality (skewnesses of the observed variables less than 1.0)
may not affect parameter estimates, standard errors for testing the statis-
tical significance of parameters, or the chi-square goodness-of-fit statis-
tic. However, only one or two very extreme skewnesses can lead to non-
robust results. Therefore, as suggested by Boomsma (1983), Dillon and
Goldstein (1984), and Joreskog and Sorbom, (1986), chi-square values,
and the associated probability level, for a given model should not be
used to assess the goodness of fit of a population model. Instead, one
should use the goodness-of-fit index (GFT), adjusted goodness-of-fix in-
dex f.AGFf), and, if maximum likelihood or generalized least squares
estimation procedures are used, the relative change in chi-square to de-
greesoffreedom ofcomparative models (Dillon &Goldstein, 1984;J6re-
skog & Sorbom, 1986). One can also use a distribution-free estimation
 540 LOIS E. TETRICK AND JAMES M. UROCCO

Table 1
Descriptive Statistics and Estimates of Internal Consistency

Correlations

Variable N Items M SD

1. Role ambiguity 4 2.88 1.01 .70

2. Role conflict 3 3.67 1.12 .52 .61
3. Job satisfaction 3 5.06 1.40 -.44 -.50 .81
4. Facet satisfaction 15 4.19 0.87 -.46 -.41 .66 .85
5. Anxiety 5 2.44 0.65 .33 .36 -.41 -.36 .79
6. Depression 7 2.27 0.58 .34 .35 -.42 -.40 .79 .76
7. Prediction 3 3.88 0.96 -.27 -.52 .37 .30 -.24 -.28 .66
8. Understanding 3 4.69 1.06 -.48 -.29 .32 .43 -.22 -.24 .15 .75
9. Control 6 4.21 1.15 -.46 -.39 .38 .48 -.24 -.26 .21 .50 .83
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Note. Numbers in boldface represent coefficient alphas.

procedure. LISREL vi provides unweighted least squares estimation as
the only distribution-free estimation procedure; only the GFI and AFGI
are provided for this procedure.
Bentler and Bonett's (1980) procedure for testing the statistical sig-
nificance of the hypothesized relations was used. This procedure in-
volves estimating the fit of a series of sequential, nested models in which
each model is progressively more restricted (one less parameter to be
estimated). The difference in chi-square between two sequential models
is analogous to the change in R2 in moderated hierarchical regression;
however, the order is the reverse of moderated regression. One starts
with a model in which the cross-product terms are included and then
reestimates the model with the parameter for a given cross-product term
fixed to zero. Then one compares the relative fit of the two models. If the
chi-square difference obtained from subtracting the chi-square value for
the former model from the chi-square value for the more restricted
model is statistically significant, the hypothesized effect is supported.
This sequence of testing nested models was continued until all moderat-
ing effects and then direct relationships were tested.
Results
The number of items and the estimates of internal consis-
tency based on coefficient alpha are shown in Table 1. The
means and standard deviations for the nine variables included
in this study and the zero-order correlation coefficients among
the variables also are presented in Table 1. None of the observed
variables' skewnesses were greater than 1.0, ranging from .02 to
.47 in absolute value. The range of skewnesses for the cross-
product indicators was from . 17 to .75. The lack of large skew-
nesses indicates that maximum likelihood estimation proce-
dures comparing relative fit between models are not inappro-
priate (Baron & Kenny, 1986; Boomsma, 1983).
Examination of the correlation matrix indicates that role
conflict and role ambiguity were correlated (r = .52). Both of
these variables were correlated in similar directions with all the
remaining variables. However, role conflict was more negatively
correlated with prediction (r = —.52) than was role ambiguity
(r = -.29), f(203) = -4.15,p< .05. Role ambiguity was more
negatively correlated with understanding (r - -.48) than was
role conflict (r = -.29), r(203) = -3.39, p< .05. Facet satisfac-
tion and job satisfaction were strongly correlated with each
other (r = .66) as were anxiety and depression (r = .79). Under-
standing and control were correlated (r = .50), whereas predic-
tion was only weakly correlated with understanding or control
(r = . 15 and .21, respectively).
The measurement model was tested by confirmatory factor
analysis using LISREL vi. The resulting lambda parameter esti-
mates and the correlations among the reduced variables are
shown in Table 2. The chi-square value of 35.44 with 21 dfs
(p = .025) indicates that the imposed dimensionality among the
observed variables did not account for all of the covariance.
However, the ratio of chi-square to degrees of freedom (less than
2:1), the root mean residual (.053), and the GFI (.962) indicate
that the hypothesized measurement model adequately ac-
counted for the covariance among the observed variables (Bent-
ler & Bonett, 1980; Joreskog & Sorbom, 1986).
Table 3 reflects a summary of the test of sequential, nested
models addressing the hypothesized effects for understanding,
prediction, and control, each sequential model being more re-
stricted than the previous model. The coefficients of determina-
tion for each of the endogenous variables (perceived role stress,
satisfaction, and psychological well-being) and the total system
of equations are shown. The chi-square, GFI, and AGFI also
are shown for each more restricted model.
Examination of the results of the tests of the sequential,
nested models for the moderating effects of understanding, pre-
diction, and control indicated no significant effect on the rela-
tionship between satisfaction and psychological well-being
(Hypotheses 3a, 3b, and 3c) or on the relationship between per-
ceived role stress and psychological well-being (Hypotheses 2a,
2b, and 2c). Progressively restricting the model by fixing the
parameters for the cross-product terms in the psychological
well-being equation to zero did not result in a statistically sig-
nificant chi-square difference. After deleting these six parame-
ters and gaining 6 dfa, the chi-square value had increased only
4.90 from 134.38 to 139.28.
Similarly, eliminating the hypothesized moderating effect of
prediction on the relationship between perceived role stress and
satisfaction (Hypothesis la) did not result in a significant chi-
square difference (1.44, with 1 df). However, further restricting
the model to eliminate the moderating effects of understanding
and control on the relationship between perceived role stress
and satisfaction yielded significant chi-square differences (9.22
and 7.90, respectively).
 UNDERSTANDING, PREDICTION, AND CONTROL 541

Table 2
Parameter Estimates From Measurement Model for Nine Original and Six Reduced Variables

Perceived Psychological
Variable role stress Satisfaction well-being Prediction Understanding Control

Lambda parameter estimates

Role ambiguity .74

Role conflict .76
Job satisfaction .82
Facet satisfaction .82
Anxiety
Depression .92
Prediction
Understanding
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Control
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Correlations among reduced variables (phi matrix estimates)

Perceived role stress —

Satisfaction -.73
Psychological well-being
(reflected) .51 -.55
Prediction -.58 .46 -.32
Understanding -.57 .48 -.29 .28
Control -.59 .54 -.30 .28 .50

2
Note. x (2\,N= 206) = 35.44,p = 0.025. Goodness-of-fit index = 0.962. Root mean residual = 0.053.

Retaining only the two moderating effects found to be sig-
nificant, the hypothesized direct effects of understanding, pre-
diction, and control on psychological well-being (Hypotheses
6a, 6b, and 6c) were tested. None of the chi-square difference
tests were significant, indicating that understanding, prediction,
and control did not have direct relationships with psychological
well-being.
Hypothesis 5 stated that understanding, prediction, and con-
trol were directly related to satisfaction. The chi-square differ-
ence test indicated that there was no direct relationship between
prediction and satisfaction (change in chi-square was 2.70, with
1 df, p> .05). Similarly, adding the constraint that the parame-
ter linking understanding to satisfaction was zero did not result
in a significant chi-square difference (change in chi-square was
2.47; p > .05). However, the chi-square difference eliminating
the linkage between control and satisfaction was significant
(change in chi-square was 6.92; p < .05), supporting this hy-
pothesized relationship. All other direct hypothesized relation-
ships were supported.
The results of this sequential test of nested models only par-
tially supports the hypothesized relationships shown in Figure
1. Perceived role stress had a direct relationship with satisfac-
tion and psychological well-being. Satisfaction had a direct rela-
tionship with psychological well-being. Understanding, predic-
tion, and control all had direct relationships with perceived role
stress and no direct relationships with psychological well-being.
Only control had a direct relationship with satisfaction and only
understanding and control were found to moderate the relation-
ship between perceived role stress and satisfaction. None of the
other hypothesized moderating effects were supported.'
Discussion
This study provides partial support for Sutton and Kahn's
(1986) proposal that understanding, prediction, and control can
be "antidotes" to adverse work conditions. Understanding and
control were found to moderate the negative relationships be-
tween perceived role stress and satisfaction. Support was not
found for a moderating effect of understanding, prediction, and
control on the relationship between perceived role stress and
psychological well-being or the relationship between satisfac-
tion and psychological well-being.
Understanding and control may be most useful in moderating
the effects of organizational conditions on job-related attitudes
and strains and least effective when health outcomes are of con-
cern, although understanding, prediction, and control all had
indirect effects on psychological well-being through their effects
on perceived role stress. This finding, if substantiated in future
research, is intriguing because research on the moderating
effect of social support tended to find just the opposite. That is,
social support generally has been found to moderate the effects
of organizational conditions on psychological and physical
health, but generally it has not been found to moderate these
effects on job-related attitudes and strains (LaRocco, House, &
French, 1980).
One explanation for the moderating effect of understanding
and control found in this study and those found for social sup-
port in other studies may involve the principle of relevancy (Co-
hen & Wills, 1985; French, Caplan, & Harrison, 1982). The
principle of relevancy holds that the strongest relationship be-
tween an independent and dependent variable occurs when
both are measured on commensurate dimensions. By extrapo-
1
The results of the analyses were not substantially different for solu-
tions based on generalized least squares or unweighted least squares esti-
mation procedures. For generalized least squares, this model resulted
in the largest adjusted goodness-of-fit index (AGFI; .803), with a chi-
square of 40.44. Unweighted least squares estimation procedures also
resulted in this model having the largest AGFI (.985).
 542 LOIS E. TETRICK AND JAMES M. LAROCCO

Table 3
Test of Moderating and Direct Relation Based on a Comparison of Sequential, Nested Models

Coefficient of determination
Goodness-of-fit indices
Psychological
Sequential model Role stress Satisfaction well-being Total dj X2 GF1 AGFI

Sequential tests of moderating effects of understanding, prediction, and control

Full model .635 .647 .352 .674 9 134.38 .921 .316

Moderating effect on relation between
Role stress and well-being .635 .647 .352 .684 12 135.36 .920 .482
Satisfaction and well-being .635 .647 .339 .678 15 139.28 .918 .572
Role stress and satisfaction
Prediction X Role Stress .635 .646 .339 .676 16 140.72 .917 .618
17 149.94*
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Understanding X Role Stress .635 .613 .330 .667 .917 .618

17 148.62*
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Control X Role Stress .635 .620 .330 .666 .916 .614

Sequential tests of direct effects of understanding, prediction, and control

Modified model" .635 .646 .339 .676 4 34.29 .963 .663

Direct relation with
Psychological well-being .635 .646 .332 .673 7 36.02
Satisfaction .960 .797
Prediction .635 .646 .332 .673 8 36.02 .960 .797
Understanding .635 .642 .332 .671 9 38.49 .958 .831
Control .635 .642 .335 .664 10 45.41* .951 .824
Role stress
Prediction .470 .643 .332 .521 10 115.07* .900 .640
Understanding .546 .645 .333 .589 10 83.34* .921 .717
Control .595 .628 .325 .638 10 60.03* .939 .779

Sequential tests of direct relation among perceived role stress, satisfaction, and psychological well-being

Role stress and well-being .635 .352 .305 .671 10 46.99* .947
Satisfaction and well-being .635 .642 .275 .671 10 53.11* .943 .7%
Role stress and satisfaction .635 .642 .271 .729 10 151.24* .880 .568

Note. The sequence of models represents progressively more restricted models (i.e., there are fewer parameters free to be estimated). Significant
increases in x2 relative to the change in <# indicate that the parameters that have been fixed should be left in the model rather than being fixed to
zero. GFI = goodness-of-fit index; AGFI = adjusted goodness-of-fit index.
' Modified model is based on the covariance matrix containing only those cross-product terms that were significant.
* Change in x! is significant, p < .05.

lation, one might hypothesize that moderator variables are
likely to have more and greater effects to the extent that their
conceptual dimensions are relevant to the independent and de-
pendent variables whose relationship they are said to moderate.
For example, social support, which is almost universally mea-
sured as socioemotional in nature, more often moderates rela-
tionships involving socioemotional outcomes, such as anxiety,
depression, and somatic complaints. Perceived understanding
and control, being perceived job characteristics and more rele-
vant to events at work, appear to moderate relationships involv-
ing other job characteristics and attitudes such as job satisfac-
tion.
Another interesting aspect of this study was the differential
relationships between both understanding and prediction, on
the one hand, and both role ambiguity and role conflict, on the
other. Jackson and Schuler (1985) argued, based on their meta-
analysis, that role conflict and role ambiguity, although gener-
ally correlated with each other, are differentially related to other
variables. Support for their argument is evident in the zero-or-
der correlations in this study relative to understanding and pre-
diction but not with the satisfaction or psychological well-being
variables. Predictability of events in the work environment was
more negatively correlated with role conflict than role ambigu-
ity, whereas understanding of events in the work environment
was more negatively related to role ambiguity than role conflict.
Control was correlated with both role conflict and role ambigu-
ity. One possible explanation of these relationships is that per-
ceived predictability may lead to an illusion of control (Langer,
1983), at least within a larger time frame. This could allow an
individual to avoid simultaneously competing demands and
thus reduce perceived role conflict. Understanding, on the other
hand, may reduce ambiguity because one knows why events are
occurring—but knowing why things occur does not necessarily
provide a means to avoid or spread out demands on one's re-
sources.
This pattern of relationships also suggests that the psycholog-
ically important aspects of one's role in the work environment
may be understanding and control. Deci and Ryan (1985) have
suggested that self-determination (control over the work envi-
ronment) and perceived self-competence (similar to under-
standing) are the central motivational variables in the work en-
vironment. In light of the results of the study reported here, as
 UNDERSTANDING, PREDICTION, AND CONTROL
well as other investigations of organizational stress (Lazarus &
Folkman, 1984; McGrath, 1976), an integration of the theories
and empirical results on stress and motivation in the workplace
may help clarify the inconsistent findings in both of these re-
search areas.
Summary
This study found support for Sutton and Kahn's (1986) pro-
posed moderating effects of understanding and control on the
relationship between role stress and satisfaction. Prediction was
not found to moderate this relationship. Understanding, predic-
tion, and control did not moderate the relationship between
perceived role stress and psychological well-being or between
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satisfaction and well-being. Understanding, prediction, and
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control were found to be directly related to perceived role stress.
Control also was directly related to satisfaction. Therefore, it
would appear that understanding of events, predictability of
events, and control over outcomes in the work environment
may serve as antidotes to occupational stress.
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Appendix
Items Used to Measure Understanding of Events, Predictability of Events,
and Control Over One's Work Environment
Understanding of events
To what extent do you know why others at work act as they do?
lb what extent do you understand the reason oiganizational changes
occur?
To what extent do you understand the reasons why job-related deci-
sions were made?
Predictability of events
To what extent can you predict what job demands wilt be placed on
you each day?
To what extent do unexpected events occur on your job?
To what extent are you faced with unexpected decisions concerning
your work?
Control over one's work environment
543
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hypothesis. Psychological Bulletin, 98,310-357.
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and applications. New ^brk: Wiley.
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dison-Wesley,
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Tb what extent do you have influence over the things that afl'ect you
on the job?
To what extent do you have input in deciding what tasks or parts of
tasks you will do?
To what extent do you have the opportunity to take part in making
job-related decisions that affect you?
To what extent can you set your own work deadlines?
To what extent does your job allow you the opportunity for indepen-
dent thought and action?
To what extent do you control the pace and scheduling of your work?
Received My 11,1986
Revision received April 6,1987
Accepted April 28,1987 •