Job Satisfaction and Its Determinants - Essay Example

Job Satisfaction and its determinants Job Satisfaction and its determinants-a study based on the Understanding Society survey Introduction Job satisfaction is considered to be one of the most important determinants of an employee’s performance. The management of the organizations understands the phenomenon and tries to set the goals and objectives of the organization with consideration of the job satisfaction of their employees. Many surveys have been conducted to determine the level of job satisfaction within the workforce of an organization and revealed that 19% of the employees of any organization feel satisfied about their jobs the rest are not satisfied and did not mention their opinions. The higher the person is satisfied from his job the higher is the performance. Such responses received from the surveys forced the business leaders to develop processes and procedure to make the employee satisfied with his job. Background The job satisfaction is also called the employee satisfaction and staff morale. This represents the attitude of the employee with regards to the work place (place of employment). The managers who want to make their employees happy about their jobs need to follow the determinants of job satisfaction. The processes must start from the planning phase till the actual job starts. The managers must plan the job in a way that it is beneficial for the organization as well as for the employee; the planning will help to promote the job satisfaction (Bhuvanaiah & Raya, 2014). The following factors are considered most important in the determination of the Job Satisfaction. 1) Opportunities (to use Skills and Abilities), 2) Job Security, 3) Compensation (pay), 4) The Communication between the Employees and the Senior Management, 5) Relationship (with other colleagues and the immediate supervisor). The managers must work on improving these factors in order to gain employee satisfaction. Definitions and Explanations Opportunity (to use skills and abilities): The capabilities of a person (male or female) must be understood by the supervisor/manager. The person must be recognized for his or her achievements. This will help build motivation for the employee in way that he feels his/her talent is being appreciated. Job Security: In the time of recession the companies cut their cost by reducing the employees. The employees left in the organization feel in secure about their presence and feel de motivated. In 2013 the employment rate globally was 7.9%. In the previous year 2012 the employment rate was 8.3%, the fall in the rate show that a part of the labor force was reduced globally due to recession. When the employees are secure and sure about their jobs, they work better which results in higher performance. Compensation: Employees are motivated if they get handsome amount of pay, the managers must focus on providing the bonuses and raises to employees for their effective and efficient working. This will help to improve the performance of the employee and the organization on the whole. Literature Review Introduction The section of the paper is related to the past writings and theories that reflect the significant determinants of job satisfaction. The factors that are gathered from different countries including Finland, India and Bangladesh that will be helpful in finding that job satisfaction priorities are different in various parts of the world. Other things will also be emerged out from past writings that will reflect the observation of different professional from different parts of the world. Theoretical Components Howell et al., (2010) has compared the determinants of management of Liberia with the rest of the world. The measurement included in the article is related to the top five stages of Maslow Hierarchy of needs. Importance of the needs is determined in the article with reference to the job satisfaction point of view. Maslow’s Hierarchy of needs explains five main stages of model that include Psychological needs, safety needs, belonging needs, esteem needs and self-actualization. Safety is an important element for the employee working in an organization. The security and safety will give job satisfaction to the workers and it could be helpful in increasing the performance of employee as well. The work of the employee should be appreciated by the organization so that the performance of the employee will be encouraged and accelerate. The theory explains that motivation is the only factor that could give satisfaction to the employees (Howell et al., 2010). Past Studies The theory further expressed that the other needs are also important beside the pay of the employee. The employee should have better working environment that contains effective people to work with. The relationship with the coworkers and effective working conditions will be helpful in job satisfaction of the employee. Training and developments will encourage the worker to work hard and receive compensation for that. Training and development of skills will allow the person to enhance the skills and motivation will give satisfaction. Psychological needs are also required by the individual to be fulfilled. Incentives and leaves will allow the employee to get motivate and increase the efficiency of work to gain job satisfaction. Yang & Wang (2013) have analyzed the job satisfaction of the workers in Beijing. A research was conducted for the purpose of determining the factors that influence job satisfaction. Dependent and independent variable were considered to emerge out the solution. The result of the research showed that task variety and salary exerts have influence over job satisfaction variable. Task variety influences the employee to work with the variety of task and enjoy new challenges along with the experience. There were three dependent variables including job characteristics, environmental factor and personal characteristics. Environmental conditions are properly analyzed by the individuals in terms of job satisfaction so that he could work more and enhance his performance. Personal characteristics also have significant role in the determinants of job satisfaction. The result represented the fact demographic factors also influence independent variable to some extent. The research is based upon the analyses prepared by the result of regression analysis. It is stated in the article that personal characteristics also influence on the determinants of job satisfaction (Yang & Wang, 2013). Masum et al., (2015) have sated that there are number of variables that effect job satisfaction function. The main variables that are related to the job satisfaction are demographic characters, pay, task completion responsibilities, variety of work, and relationships with other coworkers. There might be difference of job satisfaction function in academic point. Task completion responsibilities and variation in the work are the important variables that affect the job satisfaction of employees working in the organization. A research was conducted from 10 students from each university in all over Dhaka by using non-probability sampling. Analyses were prepared on the basis of results obtained from regression, correlation and factor analysis. The result of the research identified that the compensation packages, supervisory support, security and safety, training and developments, career growth are the tools of job satisfaction regarding academics. Training and developments influence job workings and satisfactions for the workers working with educational institution. A career opportunity is another important factor that is solely related to the employees that work with educational institutions. Career building is the priority of the students and junior employees of the organization. The important factors were pay, working environment and conditions and security and safety were observed by the research (Masum et al., 2015). Hytti et al., (2013) have identifies the determinants that are expressed by the professional of Finland. The author has clarified the determinants that affects on the employees working all over Finland. The working characteristics are also highlighted in the article that variety of task, importance of task and feedback is mandatory for the employees working in the organizations. The sampling was done and 2327 professionals were asked about the job satisfaction determinants they observed. It was observed that self-employed people were satisfied as compared to salaried people in the country. The research has also determined that work characteristics have significance in the job satisfaction determinants. Variety and significance of job were the common replies from self employed and salaried employed workers. Feedback factor was appreciated by the salaried employed because there was no significance for feedback for self employed people. Autonomy, variety and significance were observed from the results of the research. The three factors must include in the job satisfaction. Millán et al., (2013) have stated the job satisfaction of self-employed and paid-employed worker from all over community of Europe. The author has distinguished the job satisfaction of work from job satisfaction of security and safety. Regression analyses were made to determine the relationship between the two types of job satisfaction. The results of the analysis revealed that self-employed people were satisfied with their type of work but dissatisfied with the security and safety at work. The survey also identified the importance of determinants for both type of employees. Nandan & Krishna (2013) has stated the important determinants that were observed in the management education of Andhra Pradesh State in India. The study was carried out to acknowledge the factors observed by the professional in the management of education in the state. Motivation, working conditions, self-working, pay scale, policies and procedures, performances in teaching and research are the determinants of job satisfaction. Job Satisfaction was observed different due to the variations by age, experience, gender, qualification and designation. Lottrup et al., (2015) have stated that job satisfaction and ability to work are the significant factors for the companies. It was observed in the findings that ability to work is an important factor that influence worker to work in the organization. The working environment must be effective and relates to the type of work. Job satisfaction need green working environment along with the effective relationship with the co-workers. Natural elements play important role in the job satisfaction and ability to work because individual could be inspired by his coworkers’ workings. Conclusion It could be concluded that past writings in the article have determined the fact that job satisfaction is the essential of the companies as well. Ability to work and working conditions affects the decision of the individual to work in the organization. It is also observed that the factors are different in the views of self-employed and paid-employed people. The observations from the responses of different professionals from different countries have identified number of factors for job satisfaction including working environment, relationships with other workers. Past writings have clarified most of the determinants that affects on job satisfaction. Problem Statement Many researchers have been done on the importance of Job Satisfaction but not much emphasis is given to determine the factors that influence Job Satisfaction. The study is done to find out the factors that are influential in the determination of Job Satisfaction. Research Hypothesis Ho: There is a significant relationship between Job Satisfaction and the chosen factors (Variables). H1: There is no significant relationship between Job satisfaction and the chosen factors. Research Questions What are the different factors that are influential in the determination of Job Satisfaction? What is the relationship that exists between these factors and Job Satisfaction? Empirical Analysis The research is quantitative and the data used was obtained from the Understanding Society survey, the survey was used to identify the variables for the research. The hypotheses are designed in a way that reflects the significant impact of the independent variables on the dependent variable. The research tools that are used in the research are the Descriptive Analysis, Correlation and Regression Analysis through using SPSS. Variables Dependent Job Satisfaction (b_jbsat_s) Independent Current Job (b_jbterm1_s) Number of hours worked (b_jbhrs_s) Usual pay (b_payu_s) Member of workplace union (b_tuin_s) Minutes spent travelling to work (b_jbttwt_s) Highest qualification (b_hiqual_s) Sex (b_sex_s) Ethnic Group (b_racel_s) Age (Computed) (b_age_s) Legal Marital status (b_marstat_s) Urban or rural person (b_urban_dv_s) Transformation of Variables The given data in Understanding Society survey consisted of many errors that were related to the negative signs. These negative signs were disturbing the analysis; therefore the researcher uses some statistical tools to get rid of these errors such as taking the square root of all the values. A dummy variable was used, in this case the “Urban or rural area, derived”. Urban area was labeled as 0 and the rural area was mentioned as 1 in the variable. Descriptive Statistics The descriptive analysis shows that the number of cases is equal for all the variables (54597). The mean values of the variables are mentioned according to the responses and the standard deviation as well. Descriptive Statistics   N Mean Std. Deviation b_jbsat_s 54597 6.5428 1.64590 b_jbterm1_s 54597 4.1024 3.43462 b_jbhrs_s 54597 19.9087 14.69008 b_payu_s 54597 51.8799 1076.59514 b_tuin_s 54597 6.5199 2.68505 b_jbttwt_s 54597 15.6392 17.69222 Valid N (list wise) 54597     Correlation Analysis Correlations   b_jbsat_s b_jbterm1_s b_jbhrs_s b_payu_s b_tuin_s b_jbttwt_s b_hiqual_s b_sex_s b_racel_s b_age_s b_marstat_s b_jbsat_s Pearson Correlation 1 .744** -.556** -.031** .393** -.352** .270** .067** -.014** .267** .157** Sig. (2-tailed)   0.000 0.000 .000 0.000 0.000 0.000 .000 .001 0.000 .000 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_jbterm1_s Pearson Correlation .744** 1 -.720** -.036** .469** -.383** .346** .091** .003 .326** .098** Sig. (2-tailed) 0.000   0.000 .000 0.000 0.000 0.000 .000 .537 0.000 .000 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_jbhrs_s Pearson Correlation -.556** -.720** 1 .048** -.463** .422** -.287** -.149** -.008 -.259** -.058** Sig. (2-tailed) 0.000 0.000   .000 0.000 0.000 0.000 .000 .080 0.000 .000 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_payu_s Pearson Correlation -.031** -.036** .048** 1 -.027** .033** -.022** -.009* .001 -.016** -.014** Sig. (2-tailed) .000 .000 .000   .000 .000 .000 .032 .850 .000 .001 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_tuin_s Pearson Correlation .393** .469** -.463** -.027** 1 -.280** .222** -.044** -.009* .126** .069** Sig. (2-tailed) 0.000 0.000 0.000 .000   0.000 0.000 .000 .041 .000 .000 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_jbttwt_s Pearson Correlation -.352** -.383** .422** .033** -.280** 1 -.211** -.041** .012** -.147** -.152** Sig. (2-tailed) 0.000 0.000 0.000 .000 0.000   0.000 .000 .004 .000 .000 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_hiqual_s Pearson Correlation .270** .346** -.287** -.022** .222** -.211** 1 .040** .007 .284** .130** Sig. (2-tailed) 0.000 0.000 0.000 .000 0.000 0.000   .000 .108 0.000 .000 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_sex_s Pearson Correlation .067** .091** -.149** -.009* -.044** -.041** .040** 1 .025** .003 .007 Sig. (2-tailed) .000 .000 .000 .032 .000 .000 .000   .000 .504 .094 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_racel_s Pearson Correlation -.014** .003 -.008 .001 -.009* .012** .007 .025** 1 .051** -.011* Sig. (2-tailed) .001 .537 .080 .850 .041 .004 .108 .000   .000 .012 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_age_s Pearson Correlation .267** .326** -.259** -.016** .126** -.147** .284** .003 .051** 1 .306** Sig. (2-tailed) 0.000 0.000 0.000 .000 .000 .000 0.000 .504 .000   0.000 N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 b_marstat_s Pearson Correlation .157** .098** -.058** -.014** .069** -.152** .130** .007 -.011* .306** 1 Sig. (2-tailed) .000 .000 .000 .001 .000 .000 .000 .094 .012 0.000   N 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 54597 The correlation Analysis was done to determine the degree of relationship that exists between the factors. 1) Current job: permanent or temporary The analysis reveals that the dependent variable “Job Satisfaction” has a positive and strong relationship with the “current job: permanent or temporary” (.744). This means that if the person has a permanent job he is more satisfied and if the value of persons that are permanently employed change the value of job satisfaction also changes (either positive or negative). 2) Number of hours worked Job Satisfactions shows a negative and moderate relationship with Number of hours worked (-.556). This means that the increase in the job hours of an employee decreases the job satisfaction and vice versa. The significance level is also achieved that is Sig. (2-tailed) < 0.05. 3) Usual Pay The correlation reveals that Job Satisfaction is negatively related to the usual pay (-.031). The relation is weak but is significant as the value of Sig. (2-tailed) value is < 0.05. This means that the increase 4) Member of workplace union The correlation analysis shows that Job Satisfaction has a positive and moderate relationship with Member of workplace union. This means that the workers feel happy and satisfied when they are a part of a union that works for their rights within the organization. The stronger the Union is higher are the chances that the employee is satisfied. 5) Minutes spent travelling to work There is a moderate and negative relationship between Job Satisfaction and the Minutes spent travelling to work. This means that the longer the employee travels to reach the organization the more dissatisfied him/her is and vice versa. 6) Highest qualification The correlation shows that there is a direct or positive yet moderate relationship between the Job Satisfaction and Highest qualification (.270). This shows that the more educated the employee is the higher is the job satisfaction. The employees with higher degrees get high pay jobs and are recognized by the organization. 7) Sex There is a positive and weak relationship between the Job Satisfaction and Sex. The responses of the people are not in accordance with the desired results. Most of the people have responded to “don’t know, missing, inapplicable, proxy and refused”. Job satisfaction is related to the males and females and therefore shows a weak relationship. 8) Ethnic Group Job satisfaction is negatively and weakly related to the Ethnic Group. This means that a person with different ethnic group may have other thoughts about the Job Satisfaction. The view of different people is different. 9) Age (Computed) The age is also a factor that influences Job satisfaction. The correlation shows a positive yet weak relationship (.267). People with different age groups have different levels of job Satisfaction. As the person grows the job satisfaction also increases. 10) Legal Marital Status There is a weak and positive relationship between Job satisfaction and Legal Marital Status. This is because the people who are working are mostly married. The rest of them have not responded the questionnaire. Regression Analysis The regression Analysis is used to determine the significance between the variables. Model Summary Model R R Square Adjusted R Square Std. Error of the Estimate 1 .753a .567 .567 1.08302 a. Predictors: (Constant), b_urban_dv_s, b_payu_s, b_sex_s, b_marstat_s, b_racel_s, b_tuin_s, b_hiqual_s, b_jbttwt_s, b_age_s, b_jbhrs_s, b_jbterm1_s The model summary chart is important to identify the R-Square value. That represents the variations in the specific number of data. In this case the R-Square value is 0.567, which means that the independent variables can explain a 56% variation in the dependent variable. ANOVA Model Sum of Squares df Mean Square F Sig. 1 Regression 83874.699 11 7624.973 6500.790 .000b Residual 64024.388 54585 1.173     Total 147899.087 54596       The ANOVA table describes the values and their significance within and between group variations. The values for both the variations lie within the standard value of significance that is less than 0.05 (.000b). Coefficients Model Un standardized Coefficients Standardized Coefficients t Sig. B Std. Error Beta 1 (Constant) 4.989 .032   154.010 0.000 b_jbterm1_s .328 .002 .683 157.782 0.000 b_jbhrs_s -.001 .000 -.013 -3.002 .003 b_payu_s -2.976E-06 .000 -.002 -.690 .490 b_tuin_s .027 .002 .045 13.457 .000 b_jbttwt_s -.006 .000 -.060 -19.028 .000 b_hiqual_s -.002 .002 -.004 -1.256 .209 b_sex_s .009 .009 .003 .912 .362 b_racel_s -.007 .001 -.014 -4.977 .000 b_age_s .000 .000 .003 1.050 .294 b_marstat_s .067 .003 .077 25.574 .000 b_urban_dv_s .046 .011 .012 4.191 .000 The regression obtained is given as follows: b_jbsat_s = 4.989 - .001* b_urban_dv_s - 2.976E-06 * b_payu_s +.009 * b_sex_s + .067 * b_marstat_s -.007 * b_racel_s +.027 * b_tuin_s -.002* b_hiqual_s -.006 * b_jbttwt_s +.000 * b_age_s - .001 * b_jbhrs_s +.328* b_jbterm1_s The coefficient table shows the significance values of all the independent variables and the Beta (β). The significance is already explained, the β value represents the type of relationship that exists between the variables. The negative sign shows that the variables are inversely related and no sign means that the variables are positively related. The regression result shows that the variables are not significantly related with each other (as shown in the regression equation). Conclusion The study reveals that the variables provided in the Understanding Society survey does not give a better understanding of the variables that are important for the determination of the Job Satisfaction. The only variable that showed some relationship and significance is the “Current job: permanent or temporary”. The variable has a direct and strong relationship with Job Satisfaction and can be termed as a factor that influences job satisfaction. List of References Bhuvanaiah, T. & Raya, R.P., 2014. Employee Engagement: Key to Organizational Success. SCMS Journal of Indian Management., 11(4), pp.61-71. Howell, P., Strauss, J. & Sorensen Jr., P.F., 2010. Research note: cultural and situational determinants of job satisfaction among management in liberia. Journal of Management Studies, 12(2), pp.225-27. Hytti, U., Kautonen, T. & Akola, E., 2013. Determinants of job satisfaction for salaried and self-employed professionals in Finland. International Journal of Human Resource Management. , 24(10), pp.2034-53. Lottrup, L., Stigsdotter, U.K., Meilby, H. & Claudi, A.G., 2015. The Workplace Window View: A Determinant of Office Workers’ Work Ability and Job Satisfaction. Landscape Research. , 40(1), pp.57-75. Masum, A.K.M., Azad, M.A.K. & Beh, L.-S., 2015. Determinants of Academics Job Satisfaction: Empirical Evidence from Private Universities in Bangladesh. PLos One, 10(2), pp.1-15. Millán, J., Hessels, J., Thurik, R. & Aguado, R., 2013. Determinants of job satisfaction: a European comparison of self-employed and paid employees. Small Business Ecnomics, 40(3), pp.651-70. Nandan, R.D. & Krishna, S.R.K., 2013. Determinants of Job Satisfaction of Faculty in Higher Education. Indian Journal of Industrial Relations. , 49(1), pp.132-47. Yang, X. & Wang, W., 2013. Exploring the Determinants of Job Satisfaction of Civil Servants in Beijing, China. Public Personnel Management. , 42(4), pp.566-87. Appendix Graphs Frequencies Frequency Table b_hiqual_s   Frequency Percent Valid Percent Cumulative Percent Valid 1.00 11334 20.8 20.8 20.8 2.00 5814 10.6 10.6 31.4 3.00 10914 20.0 20.0 51.4 4.00 11383 20.8 20.8 72.2 5.00 5419 9.9 9.9 82.2 9.00 9733 17.8 17.8 100.0 Total 54597 100.0 100.0   b_sex_s   Frequency Percent Valid Percent Cumulative Percent Valid 1.00 25044 45.9 45.9 45.9 2.00 29553 54.1 54.1 100.0 Total 54597 100.0 100.0   b_racel_s   Frequency Percent Valid Percent Cumulative Percent Valid 1.00 2728 5.0 5.0 5.0 2.00 76 .1 .1 5.1 3.00 2 .0 .0 5.1 4.00 119 .2 .2 5.4 5.00 31 .1 .1 5.4 6.00 16 .0 .0 5.4 7.00 3902 7.1 7.1 12.6 8.00 46829 85.8 85.8 98.4 9.00 198 .4 .4 98.7 10.00 184 .3 .3 99.1 11.00 165 .3 .3 99.4 12.00 21 .0 .0 99.4 13.00 67 .1 .1 99.5 14.00 66 .1 .1 99.6 15.00 118 .2 .2 99.9 16.00 8 .0 .0 99.9 17.00 15 .0 .0 99.9 97.00 52 .1 .1 100.0 Total 54597 100.0 100.0   b_age_s   Frequency Percent Valid Percent Cumulative Percent Valid 16.00 1020 1.9 1.9 1.9 17.00 1025 1.9 1.9 3.7 18.00 926 1.7 1.7 5.4 19.00 845 1.5 1.5 7.0 20.00 858 1.6 1.6 8.6 21.00 766 1.4 1.4 10.0 22.00 703 1.3 1.3 11.3 23.00 744 1.4 1.4 12.6 24.00 746 1.4 1.4 14.0 25.00 772 1.4 1.4 15.4 26.00 778 1.4 1.4 16.8 27.00 756 1.4 1.4 18.2 28.00 806 1.5 1.5 19.7 29.00 839 1.5 1.5 21.2 30.00 945 1.7 1.7 22.9 31.00 884 1.6 1.6 24.6 32.00 885 1.6 1.6 26.2 33.00 891 1.6 1.6 27.8 34.00 859 1.6 1.6 29.4 35.00 895 1.6 1.6 31.0 36.00 950 1.7 1.7 32.8 37.00 977 1.8 1.8 34.6 38.00 1004 1.8 1.8 36.4 39.00 1019 1.9 1.9 38.3 40.00 1083 2.0 2.0 40.3 41.00 1093 2.0 2.0 42.3 42.00 1098 2.0 2.0 44.3 43.00 1047 1.9 1.9 46.2 44.00 1015 1.9 1.9 48.0 45.00 1057 1.9 1.9 50.0 46.00 980 1.8 1.8 51.8 47.00 988 1.8 1.8 53.6 48.00 1003 1.8 1.8 55.4 49.00 1021 1.9 1.9 57.3 50.00 975 1.8 1.8 59.1 51.00 941 1.7 1.7 60.8 52.00 890 1.6 1.6 62.4 53.00 920 1.7 1.7 64.1 54.00 794 1.5 1.5 65.6 55.00 856 1.6 1.6 67.1 56.00 775 1.4 1.4 68.6 57.00 835 1.5 1.5 70.1 58.00 771 1.4 1.4 71.5 59.00 828 1.5 1.5 73.0 60.00 739 1.4 1.4 74.4 61.00 784 1.4 1.4 75.8 62.00 891 1.6 1.6 77.4 63.00 902 1.7 1.7 79.1 64.00 866 1.6 1.6 80.7 65.00 757 1.4 1.4 82.1 66.00 721 1.3 1.3 83.4 67.00 718 1.3 1.3 84.7 68.00 661 1.2 1.2 85.9 69.00 614 1.1 1.1 87.0 70.00 586 1.1 1.1 88.1 71.00 605 1.1 1.1 89.2 72.00 545 1.0 1.0 90.2 73.00 537 1.0 1.0 91.2 74.00 485 .9 .9 92.1 75.00 469 .9 .9 92.9 76.00 409 .7 .7 93.7 77.00 407 .7 .7 94.4 78.00 410 .8 .8 95.2 79.00 370 .7 .7 95.9 80.00 318 .6 .6 96.4 81.00 306 .6 .6 97.0 82.00 299 .5 .5 97.6 83.00 234 .4 .4 98.0 84.00 210 .4 .4 98.4 85.00 172 .3 .3 98.7 86.00 150 .3 .3 99.0 87.00 147 .3 .3 99.2 88.00 101 .2 .2 99.4 89.00 90 .2 .2 99.6 90.00 67 .1 .1 99.7 91.00 47 .1 .1 99.8 92.00 31 .1 .1 99.8 93.00 22 .0 .0 99.9 94.00 22 .0 .0 99.9 95.00 16 .0 .0 100.0 96.00 12 .0 .0 100.0 97.00 3 .0 .0 100.0 98.00 6 .0 .0 100.0 99.00 2 .0 .0 100.0 100.00 2 .0 .0 100.0 102.00 1 .0 .0 100.0 Total 54597 100.0 100.0   b_marstat_s   Frequency Percent Valid Percent Cumulative Percent Valid 1.00 15342 28.1 28.1 28.1 2.00 26394 48.3 48.3 76.4 3.00 104 .2 .2 76.6 4.00 1077 2.0 2.0 78.6 5.00 4469 8.2 8.2 86.8 6.00 3308 6.1 6.1 92.9 7.00 3897 7.1 7.1 100.0 8.00 2 .0 .0 100.0 9.00 4 .0 .0 100.0 Total 54597 100.0 100.0   Read More