Forty-seven male chemical industry foremen in the New Orleans, Louisiana area were given a battery of tests to determine the effects of dogmatism on supervisor-subordinate relationships. The battery of tests administered included form E of the Rokeach's dogmatism scale, the Cattell Sixteen Personality Factor Questionnaire, and six other tests which measure skill competencies. Validity coefficients between these predictors and objective and subjective criteria of success were computed and the "good" and "poor" foremen were compared using Cattell's profile analysis technique. Major findings, using Rokeach's dogmatism scale, significantly differentiated "good" and "poor" foremen as defined by the objective criterion of union grievances. The "good" foremen had a lower frequency of first-step grievances initiated by their subordinates than did the "poor" foremen. This differentiation was supported by Cattell's 16 PF (personality factor) ratings, in which the "good" (low dogmatic) foremen were shown to be significantly more tough-minded, more self-confident, and more trusting than their less effective counterparts. These findings suggest that Rokeach's dogmatism scale may be used effectively in applied settings. (TA)