Thursday 30 April 2015

Comparison

Companies in todays world strive with their competitive strategies, their prevailing cultural and structure in order to lead their specific industry. Doing a comparison helps understand the difference in operation and culture of the companies. It helps to see how each company's objectives and aims assist them to be victorious. Perceptibly the objectives, culture, structure and operation of each company often vary but definitely there would be certain similarities among them. The two companies selected for comparison are Barking Engineering (BE) Ltd and Oticon. This paper will review both the companies to make a comparison with respect to their organizational culture, structure, motivation and job design.
Organizational culture is the component of assumptions, beliefs and values all of which symbolize organizational behaviour working under the shell of organizational behaviour (Grossi, Dignum , Dastani, Royakkers 2005). Though, they are not directly viewed, however their effects are prevalent all over the organisation. Assumptions correspond to the deepest element of organizational culture since they are unmindful and taken for granted. Same is found in Barking Engineering (BE) Ltd.  Though Barking Engineering (BE) Ltd comprises of around 500 workers of different cultures, but there is not much very health cultural bond exists among them. There is in fact a long history of broken relations between the unions, management and industry workers. The most important problem appears to be the lack of trust among them. There was a number of different views prevailing onto which conflicts arises in BE. And even if complaint is done, the management does not bother to attend the complaint with positive answer. Nevertheless, the worker turnover is elevated at BE, regardless of being positioned in a position of above-average redundancy.
Oticon is distributed with the conventional aspects of a mechanistic structure. The whole environment of the organization is not well-organized. No job titles are there and workers are allowed to do whatever they want or consider suitable at the time.  An organization’s cultural values and beliefs are somewhat simple to interpret than assumptions since people are conscious of them. Beliefs stand for the person’s insights of reality while values are regarded more constant, long-lasting faiths concerning what is vital. However, Oticon’s cultural beliefs and values lack this. They value face-to-face contact without dictating its location or form. Oticon’s organisation structure imitates its own requirements and own culture, and varied practical and tangible constituents which permit the utmost utilization of human capital and knowledge, and simultaneously, raising competence. 
Coming to the organizational structure, Barking has about 493 staff, which are divided into different specialities, for example, the production side, marketing, finance, and human resources. The majority is in the production side and remaining are in the clerical and managerial side. There are two trade unions for plants, namely AMICUS for managerial and clerical employees and TGWU for manual employees. However, BE lacks proper communication. The production manager of the BE is of the opinion that this is annoyance to see the lack of successful communication channels between divisions of the business. Skills of communication have long been acknowledged as a important constituent of every sphere of life and, with several arguing that successful communication is elementary to quality business practice. Addressing communication barriers must be one of the important constituent of an organization. Therefore, Ahmad did desire for proper communication as well as the creation of a more flexible and integrated production system that is more customized to the requirements of individual customers.
Oticon Company was regarded as a bureaucratic one once.  It is divided into vertical and horizontal divisions. The vertical division comprises of six levels of management hierarchy. The horizontal levels are further separated into more division, of which two important includes International (sales) and Electronics (product manufacturing). Both are not communicated properly. There lies a bridge between them. However, within each division, workers have an organised work within specific departments. The company uses its headquarters building containing about 120 staff.  Inside this building there are few formal offices.  Each employee owns a small personal trolley for their individual use.  There is a conference room in the building for teams to meet for analytical solutions and brainstorming.
Certainly, the culture metaphor has a number of strengths, one of which is that it directs concentration to the symbolic importance of almost every feature of organizational life (Zalami 2005). This can be observed in Oticon where a focus on each comprehensive aspect that causes the working flow of the organization explicable via the routines, structures, hierarchies and rules, what are essential for its daily based functionality. Oticon’s organisation structure is a fluid affair with no divisions or departments which can give confidence to local interests, obstruct communications, or make alterations in workloads. 
Modifying corporate culture is not at all times trouble-free because of the resistance against alteration (Montana, and Charnov 2008). Same is the case for both companies Oticon and BE, where not only the management team is tremendously negative but also the workers.
Furthermore, motivation is one of the important aspects behind person’s career and life (Pintrich 2003). It arouses people to accomplish something because People are otherwise dubious to alter a behavior or carry out something special unless they are inspired to do so. Motivation leads people to pay attention on a preferred end-result or objective (Dignum, Meyer, Wieringa, Kuiper 1996). It fuels the determination required to show continued effort on a task. Further, there is a link between job performance and motivation. According to the job performance model of motivation has an influence on the job performance as well as behaviors.
Considering the spur of motivation and job design with regard to both BE and Oticon, variations exists. In BE people are not much motivated though this won’t affect the turnover.  Absenteeism is a very much common problem among the employees of BE. Job design is little change compared to that Oticon. In BE six teams are present comprising 50 and 12 members in each tea. The team are supervised by a  supervisor. Then there is a product co-ordinator’s job. There is a setter as well. There is a project leaders (on the whole, anyone can be a project leader with a convincing idea). they are selected by management team comprising 10 people.
On the other hand, the employees of Oticon appear to be very much active and motivated. Their whole setting pays attention on activity and motion. They prefer for something to ensue.  There are project leaders who have to attract resources and employ people to deliver outcomes.  Then are the employees whose duty is to work according to the agreement of their present project leaders.  Project owners who are basically the management team members give advice and help however makes few definite decisions.  There is a potential issues  of managed chaos’ but still Oticon offers a clear purpose with a definite set of values, which all workers are aware of and abide by.
Thus, both companies mostly differ with respect to various aspects, yet both are still operating successfully. Though, there is some bad aspects in both companies not only at management level but also at employee level, still they try to maintain their position. This is their quality and for which they are still ruling the world.
















References
Montana, P. and Charnov, B. 2008, Management (4th ed.), Barrons Educational SeriesHauppauge: NY
Zalami, A. 2005,  Alignment of Organisational Cultures in the Public and Private Sectors, Presentation given at Excellence in Public Service, Amman, Jordan in September,2005
Schein, E.H.1990, Innovative cultures and adaptive organisations, Sri Lanka Journal of Development Administration, 7(2), 9-39
Dignum F, Meyer J-J Ch, Wieringa R, Kuiper R. 1996, A modal approach to intentions commitments and obligations: intention plus commitment yields obligation. In: Brown MA, Carmo J (eds) Deontic logic, agency and normative systems. Springer, London, pp 80–97
Grossi D, Dignum F, Dastani M, Royakkers L. 2005, Foundations of organizational structure in multiagent systems. In: Dignum F, Dignum V, Koenig S, Kraus S, Singh MP, Woolridge M (eds) Proceedings of AAMAS’05. ACM Press, New York, pp 690–697
Pintrich, P. R. 2003, A motivational science perspective on the role of student motivation in learning and teaching contexts. Journal of Educational Psychology, 95(4), 667–686.


















Construct validity and internal consistency reliability of the Humour Styles Questionnaire

Need help for this essay ? Email me at amnasheikh25@hotmail.com

Introduction
There has been a current push to inspect useful sides of the human state. Martin, Puhlik-Doris, Larsen, Gray, & Weir (2003) supported the optimistic psychology faction in which psychologists were asked to pay attention on the fundamentals of human resilience and flexibility. Research scrutinised such topics as optimism coping, hope, and courage (Lefcourt, 2003). Until of late humour has been principally left out of the optimistic psychologist’s area of interest. This is unexpected since it could be stated that humour is the essence of the optimistic psychology faction since it is the exact opposite to melancholy and hopelessness. It is omnipresent in daily lives and human experience.  No group or culture has been found by the anthropologists that does not have mirth or humour. Humour has the supremacy to lessen physical and mental pain (Martin, 2001). According to de Koning & Weiss (2002) and Richman (1995) humour has been associated with a broad array of positive outcomes, for instant, life satisfaction, martial pleasure, coping with tension, diseases survival such as cancer, and suicide prevention. Regrettably, the scientific knowledge of humour influences the anecdotal faith that it is a unanimously imperative element of the human state.  The majority of research on this subject is sporadic, requires solid methodology, and falls short to be reproduced.
Also, a good sense of humour is regarded as a personal quality that can restrained the influence of stressors in a life of a person (Lefcourt, 2001). It is believed to help an individual engage in optimistic reframing, and imaginative reinterpretation of happenings to reduce the pessimistic impact linked to stressors and tensions of life (Abel & Maxwell, 2002). These are comparatively simple uses of humour to improve the self and to improve one's relationships with others, utilisation of humour to augment the self at the cost of others, and use of humour to make the relationships better at the cost of self.
Humour has been the great interest of psychologists as well who have been studying it all the way through the 20th century. They have been focusing on the likely benefits of humour on psychosocial well-being and health of individuals (Snyder & McCullough, 2000; Martin, 2001). Due to this interest, researchers have worked to develop some sort of measuring tools to measure the humour. These measures purportedly evaluate such aspects of humour as the extent to which people smile and laugh in a broad range of situations, utilise humour as a mean of coping issues, perceive and benefit from humour, etc. A significant level of validation support has been also been discovered for a number of these measurements (Martin, 1996). The intention of this paper is to develop a humour measure that triumphs flaws over the present measures.
Humour Styles Questionnaire (HSQ) is one of the most valuable means of measurement of humour and this questionnaire considers humour as a multidimensional trait.  It aims at people’s sense of humour that may be positive or negative in nature. The Humour Styles Questionnaire is the result of work by Rod A. Martin (et al., 2003).  It tries to capture the dissimilarities in how persons characteristically use or convey humour and whether its utilisation is helpful or deleterious for the happiness of individual’s social surroundings.  Its development is mainly derived from a sense-of-humour model which regards humor as adaptive against maladaptive and self- against other-directed as, and it hypothesizes four individual difference aspects of humor, namely, affiliative, self-enhancing, aggressive and self-defeating humor (Martin et al, 2003).  
(1) Affiliative, in which humour is used to encourage group unity and is characterised by jokes telling and making fun at which everyone can securely laugh at and experience included in a happy-companionship. It is the benign and non-competitive humour style. People who are high on this aspect are inclined to say humorous things, tell jokes, and take on a duty to amuse others, to make relationships possible, and to decrease interpersonal apprehensions (Lefcourt, 2001).
(2)  Self-enhancing humour: This style is characterised by the use of humour by an individual on an individual level. It is an inclination to be entertained by a variety of things in a person’s life, also when an individual faces with complicated or worrying situations (Frewen, Brinker, Martin, & Dozois, 2008).
(3) Aggressive humour.  The aggressive humour style is related to using humour to disparage, manipulate or threat others; it is destructive for group cohesion and can lead to in-group divisions and suffering of certain individuals (Cann, & Calhoun, 2001).
(4) Self-defeating humour. This humour style could, sequentially, be utilized by the poor ginger kid to aim to alleviate the consequences of the aggressive humour: the self-defeating style entails permuting others to make jokes at an individual’s expense and pretending that the individual having fun along the way; it is also a tendency to use the self-deprecating humour to amuse others (Snyder & McCullough, 2000).
Two of these dimensions are regarded to be encouraging to psychosocial well-being, while the rest of the two are assumed to be less benign and likely deleterious to human welfare.
Several studies have often tried to validate these four different styles. A study by Saroglou and Scariot (2002) validated the all four humour styles by the Humor Styles Questionnaire (HSQ). They found four humour styles distinct with respect to the personality. Self-enhancing and social humour styles were found to be positively linked to self-esteem, Openness, and Agreeableness, while hostile humour style was found to be negatively linked to Conscientiousness and Agreeableness. Self-defeating humour was negatively related to Emotional Stability, Conscientiousness, and self-esteem. Likewise, Fox, Dean and Lyford (2011) developed a reliable as well as valid scale i.e. Humour Styles Questionnaire to evaluate maladaptive and adaptive humor in children and remained successful in developing it.  They found self-defeating and affiliative humor to be related to all four psychosocial adjustment measures. On the other hand, aggressive humour was discovered to be related to reduced anxiety and increased self-perceived social capability for boys, and increased depression with reduced global self-worth for girls. A number of other studies also provide strong evidence for the validity of these four different styles across miscellaneous cultures and groups (Kazarian & Martin, 2004; Chen & Martin, 2007; Vernon, Martin, Schermer, & Mackie, 2008; Hampes, 2006; Saroglou & Scariot, 2002). On the other hand, at certain places, it was not found to be reliable, for example, a research by Sullivan, Philip and Dithurbide (2007) was based on validating the psychometric properties of the HSQ on several athletes’ samples. They determined the four styles of HSQ for internal consistency. However, the HSQ did not emerge to comprise satisfactory psychometric properties for utilization in sport psychology. 
Thus, the current study was designed to examine the validity and internal consistency reliability properties of the Humour Styles Questionnaire among psychology students.
Method
Participants
Data used in this study were collected as part of assessment in the third year psychology unit, Advanced Research Methods at the University of Western Sydney, between 2009 and 2015. The sample (N = 974, participated ones =902, 539 were female, males= 363, age 16-65, M = .6, SD = .49) was drawn from students undertaking the unit. Participation was voluntary and respondents remained anonymous. Detailed demographic information was not collected, but a diverse multicultural sample is assumed.
Materials
Humour Styles Questionnaire. Derived from the situations, the HSQ-32 was developed. The HSQ comprised of 32 items (questions), testing all four styles of humours. Participants were asked to respond via a 7-point Likert scale ranging from 1 (1 means Strongly Disagree) to 7 (7 stands for Strongly Agree). The 32 items contained 8 items from each of the four styles of humour.
Procedure
The present study is an analysis of existing data, originally collected with the same general procedure: students were asked to complete the HSQ online. Instructions for completing the survey were taken from Martin et al (2003). Means and standard deviations were first found out for four humour styles and for genders. An independence T test was performed to determine the difference between gender difference and four types of humours. In order to find out correlation of HSQ, a Pearson’s correlation was used and for internal consistencies of the HSQ Cronbach alphas was performed. All the statistical analysis was performed via SPSS.
Results
Means and standard deviations for the four Humour Styles Questionnaire for all contributors, and for genders (males and females individually) are presented in Table 1 in appendix.
HSQ Factor Analysis
By means of Varimax rotation a principal components analysis was calculated on the 32 items. The scree plot pointed that a use of 4-factor solution for this study was most favorable. The Rotation Sums for first four factors were 4.259, 3.809, 3.769 and 3.187 and comprising 13.309%, 11.904%, 11.779% and 9.961% of the total variance (Table 4). The items were examined loaded on all of four rotated factors and highlighted those factor that were loaded most strongly on (Table 5). Four items were found to be more strongly loaded items on first factor corresponded to the original affiliative scale and included Aff1 (Q1), Aff4 (Q13), Aff6 (Q21), and Aff6 (Q21). Five of the items were loaded on the second factor with respect to the original self-enhancing humour while seven were on the third factor with regard to self-defeating humor scale. Likewise, five items were loaded strongly on the fourth factor corresponding to the aggressive humour. 
Deviation Of Types Vs. Gender Difference
In order to check the gender differences the significance levels of t test was applied. The following results were obtained as shown in Table 2 (see appendix).
Males and females both attained almost equal scores on all four types of humours, although there was a mild difference due to difference in the sample size of male and female population.  A significant difference was nevertheless noticed among males and females with respect to Affiliative and Aggressive humour. Expectedly, males population reported a much greater inclination to indulge in aggressive types of humour for example ridicule, mockery, and ‘critical remark humour, as designated by higher mean scores on the Aggressive humour type (male M= 4.01, female M = 3.36, t (902) p < 0.05). The same was found for the Affiliative humour type (male M= 6.05, female M= 5.88, t (902) p >0.05).

Correlations Of The Validity Of HSQ
In order to construct validity of HSQ a Pearson’s correlation was performed using the only one part of four types of humours out of eight for the purpose of easiness. The following results were obtained as shown in table 3.
The Pearson correlation coefficient r for Aff1 and SE1 is 0.261, and it is statistically significant because p < 0.0005. The Pearson correlation coefficient r for Agg1 and SD1 is 0.67 and it is also statistically significant.
Cronbach Alphas For Internal Consistencies
The internal consistencies of the HSQ based on the data from 902 participants using Cronbach alphas showed that all four types of humours have adequate internal consistencies, as presented in table 4 (appendix).
The Cronbach's alpha is 0.855, which specifies a high level of internal consistency for the given four scales with this particular sample. The intercorrelations among these four types of humour were generally quite high, indicating that they determined dimensions that were comparatively similar from one another.

Discussion
The adult Humor Styles Questionnaire was adapted for students of psychology aged 19 years and upwards. Males and females showed almost equal scores but the only different finding were the gender difference for affiliative and aggressive humour. The findings of this study have revealed that the HSQ is suitable for use with the psychology student of mean age 25.  The findings have also shown a validity of use of HSQ in psychology. Furthermore, the males’ population demonstrated higher tendency towards an aggressive style of humour compared to female population. This was corresponding to the findings of Underwood (2003) and Martin et al. (2003), which have found that males are usually more aggressive as compared to females, at least when there is a physical and verbal kinds of aggression.  A tendency towards affiliative type of humour was also found to be higher among males. This study has showed on an acceptable level of internal reliability as well consistency of Humor Styles Questionnaire (HSQ) scale.
The Humor Styles Questionnaire (HSQ) explores humour considering it as a multidimensional attribute. It measures individuals normally engage in four diverse styles of humour. It may be negative or positive in content. The consequential four styles are affiliative humor, self-enhancing humor, self-defeating humor and aggressive humor. Self-enhancing humour can be regarded as an ability employed to tackle stress in a practical way (Frewen, Brinker, Martin, & Dozois, 2008). This type entails a commonly humorous viewpoint on life, an inclination to be recurrently entertained by the incongruities of life and to preserve a funny perspective despite the stress or hardship.Aggressive humour basically relates to the utilisation of ridicule, sarcasm, derision, teasing, disparagement, critical remark humour. It also involves the use of humour to influence others via an implied warning of mockery (Janes & Olson, 2000). Affiliative style of humour is anticipated to be associated with cheerfulness, extraversion, self-worth, closeness, relationship contentment, and chiefly positive emotions and moods (Kwon, 2002). Self-defeating humour style makes fun of other.  The findings of this study suggest that HSQ reliably can be measured using these four styles of humour.
Conclusion
A validity and reliability of HSQ scale were determined among psychology students and it was found to be valid and reliable. Future work and more research are needed to evaluate the longitudinal relationships among psychosocial adjustment measures and the four styles of humour including the usage of peer ratings of humour to offer further validation of this HSQ.















Reference list
Cann, A., & Calhoun, L. G. (2001). Perceived personality associations with differences in sense of humor: Stereotypes of hypothetical others with high or low senses of humor. Humor: International Journal of Humor Research, 14(2), 117-130.
Cayirdag, N., & Acar, S. (2010). Relationship between styles of humor and divergent thinking. Procedia Social and Behavioral Sciences, 2, 3236–3240. doi:10.1016/j.sbspro.2010.03.494
Chen, G.-H., & Martin, R. A. (2007). A comparison of humor styles, coping humor, and mental health between Chinese and Canadian university students. Humor, 20, 215–234.

de Koning, E., & Weiss, R. L. (2002). The Relational Humor Inventory: Functions of humor in close relationships. American Journal of Family Therapy, 30(1), 1-18.
Dews, S., Kaplan, J., & Winner, E. (1995). Why Not Say It Directly? The Social Functions of Irony. Discourse Processes(19), 347-367.
Eysenck, H. J. (1972). Foreword. In J. H. Goldstein, & P. E. McGhee (Eds.), The psychology of humor: Theoretical perspectives and empirical issues. (pp. xxii-xvii). New York: Academic Press.
Fox, C.L., Dean, S & Lyford, K. (2011). Development of a Humour Styles Questionnaire for children. International Journal of Humor Studies, 1-38.

Hampes, W. P. (2006). Humor and shyness: The relation between humor styles and shyness. Humor, 19, 179–187.

Janes, L.M. , & Olson, J. M.(2000). Jeer pressure: The behavioral effects of observing ridicule of others.Personality and Social Psychology Bulletin, 26, 474–485.

Kazarian, S. S., & Martin, R. A. (2004). Humor styles, personality, and well-being among Lebanese university students. European Journal of Personality, 18, 209–219.
Kwon, P. (2002). Hope, defense mechanisms, and adjustment: Implications for false hope and defensive hopelessness. Journal of Personality, 70(2), 207-231.
Lefcourt, H. M. (2003). Humor as a Moderator of Life Stress in Adults. In C. E. Schaefer (Ed.), Play Therapy with Adults (pp. 144-165). Hoboken, NJ: John Wiley & Sons, Inc.
Liu, K. W. (2012). Humor Styles, Self-Esteem and Subjective Happiness. Discovery – SS Student E-Journal, 1, 21-41.
Long, D. C., & Greaser, A. C. (1988). Wit and Humor in Discourse Processing. Discourse Processes, 35-60.
Martin, A. R., Puhlik-Doris, P., Larsen, G., Gray, J., & Weir, K. (2003). Individual differences in uses of humor and their relation to psychological well-being: Development of the Humor Styles Questionnaire. Journal of Research in Personality(37), 48-75.
Martin, R. A. (2007). The psychology of humor: an integrative approach. Burlington: Elsevier Academic Press.
Martin, R. A., Puhlik-Doris, P., Larsen, G., Gray, J., & Weir, K. (2003). Individual differences in uses of humor and their relation to psychological well-being: Development of the Humor Styles Questionnaire. Journal of Research in Personality, 37(1), 48-75
Martin, R.A. (2001).Humor, laughter, and physical health: Methodological issues and research findings. Psychological Bulletin, 127, 504–519.

Martin, R.A., & Kuiper, N.A.(1999). Daily occurrence of laughter: Relationships with age, gender, and Type A personality. Humor: International Journal of Humor Research, 12, 355–384.

Richman, J. (1996). Jokes as a projective technique: The humor of psychiatric patients. American Journal of Psychotherapy, 50(3), 336-346

Ruch, W. (1992). Assessment of appreciation of humor: Studies with the 3 WD Humor Test. In C. D. Spielberger, & J. N. Butcher (Eds.), Advances in personality assessment (Vol. 9, pp. 27-75). Hillsdale, NJ: Lawrence Erlbaum Associates.
Saroglou, V., & Scariot, C. (2002). Humor Styles Questionnaire: Personality and educational correlates in Belgian high school and college students. European Journal of Personality, 16, 43–54
Saroglou, V. and Scariot, C. (2002). Humor Styles Questionnaire: personality and educational correlates in Belgian high school and college students. 16 (1), 43–54

Snyder, C.R., & McCullough, M.E.(2000). A positive psychology field of dreams: If you build it, they will come. Journal of Social and Clinical Psychology, 19, 151–160.

Sullivan, Philip J., and Lori Dithurbide. (2007). The psychometric properties of the humor styles questionnaire with a sample of athletes. Journal of Sport & Exercise Psychology 29, 207-207.

Underwood, Marion K. (2003). Social aggression among girls. New York: Guilford.

Vernon, P. A., Martin, R. A., Schermer, J. A., & Mackie, A. (2008). A behavioral genetic investigation of humor styles and their correlations with the Big Five personality dimensions. Personality and Individual Differences, 44, 116–125.










Appendix
Table 1
Descriptive Statistic

Participant Gender
N

Mean
Std. Deviation
Aff
Male
         6.05
    1.140

Female
        5.88
    1.171
SEQ
Male
        4.87
    1.614

Female
        4.75
    1.542
SD
Male
        3.75
    1.778

Female
        3.5
    1.806
Agg
Male
        4.01
    1.774

Female
        3.36
    1.766

Table 2
Independent T Test
                                                            Total sample                                                T test                                                                                                                      


Males  (Mean)
Females
(Mean)
Signif. (2 tail)
Aff
902
6.05
5.88
>0.05
SEQ
902
4.87
4.75
>0.05
Agg
902
4.01
3.36
<0.05
SD
902
3.75
3.5
=0.05




Table 4

Cronbach alpha for all contributors (n = 902) Reliability Statistics

Cronbach's Alpha
Cronbach's Alpha Based on Standardized Items
N of Items
.855
.864
32


Table 3
Pearson’s Correlations


Aff1 (Q1)
SE1 (Q2)
Agg1 (Q3)
SD1 (Q4)
Aff1 (Q1)
Pearson Correlation
1
.261**
.126**
.067*
Sig. (2-tailed)

.000
.000
.042
N
902
902
902
902
SE1 (Q2)
Pearson Correlation
.261**
1
.097**
.013
Sig. (2-tailed)
.000

.003
.692
N
908
908
908
902
Agg1 (Q3)
Pearson Correlation
.126**
.097**
1
.131**
Sig. (2-tailed)
.000
.003

.000
N
908
908
908
902
SD1 (Q4)
Pearson Correlation
.067*
.013
.131**
1
Sig. (2-tailed)
.042
.692
.000

N
902
902
902
902



Table 4
Total Variance Explained
Component
Initial Eigenvalues
Rotation Sums of Squared Loadings
Total
% of Variance
Cumulative %
Total
% of Variance
Cumulative %
1
6.359
19.872
19.872
4.259
13.309
13.309
2
3.797
11.866
31.738
3.809
11.904
25.213
3
2.688
8.399
40.137
3.769
11.779
36.992
4
2.181
6.817
46.953
3.187
9.961
46.953
5
1.133
3.540
50.493



6
1.053
3.290
53.783



7
.990
3.095
56.878



8
.943
2.948
59.826



9
.839
2.623
62.449



10
.806
2.517
64.967



11
.790
2.468
67.435



12
.721
2.253
69.687



13
.704
2.199
71.886



14
.670
2.095
73.981



15
.650
2.030
76.011



16
.626
1.956
77.967



17
.591
1.847
79.814



18
.580
1.813
81.626



19
.554
1.730
83.356



20
.546
1.705
85.062



21
.515
1.609
86.671



22
.504
1.574
88.245



23
.488
1.525
89.770



24
.461
1.441
91.211



25
.440
1.376
92.587



26
.428
1.338
93.926



27
.413
1.292
95.217



28
.389
1.215
96.432



29
.356
1.113
97.545



30
.293
.916
98.460



31
.263
.821
99.282



32
.230
.718
100.000



Extraction Method: Principal Component Analysis.





Table 5
Rotated Component Matrixa

Component

1
2
3
4
Aff1 (Q1)
.720
.109
.042
.061
Agg1 (Q3)
.137
.062
.119
.640
SD1 (Q4)
-.004
-.007
.647
.027
SE1 (Q2)
.217
.666
-.006
-.016
Aff2 (Q5)
.598
.211
.018
.144
SE2 (Q6)
.268
.429
.204
.039
Agg2 (Q7)
-.067
-.046
.066
.529
SD2 (Q8)
.082
.063
.795
.109
Aff3 (Q9)
.519
.071
.227
.035
SE3 (Q10)
.030
.815
.064
.005
Agg3 (Q11)
-.049
.151
.008
.617
SD3 (Q12)
.046
.062
.696
.098
Aff4 (Q13)
.763
.158
-.020
.081
SE4 (Q14)
.240
.646
-.026
.007
Agg4 (Q15)
.083
-.002
.128
.612
SD4 (Q16)
.138
-.020
.646
.191
Aff5 (Q17)
.795
.099
.076
.088
SE5 (Q18)
.037
.825
.038
.001
Agg5 (Q19)
.158
.228
.229
.512
SD5 (Q20)
-.032
.090
.784
.173
Aff6 (Q21)
.731
.142
.086
-.070
SE6 (Q22)
.095
.544
-.030
.091
Agg6 (Q23)
.172
.010
.107
.656
SD6 (Q24)
-.138
-.020
.604
.110
Aff6 (Q21)
.807
.116
-.011
.082
SE7 (Q26)
.089
.735
.173
-.017
Agg7 (Q27)
.005
.005
.219
.594
SD7 (Q28)
.106
.237
.276
.051
Aff8 (Q29)
.567
.170
-.123
.136
SE8 (Q30)
.134
.507
.033
.126
Agg8 (Q31)
.146
-.022
.003
.699
SD8 (Q32)
.115
.119
.672
.100