Group Member Names: BBA33 (A)

Data showing the result of excessive social media use at work
Group Member Names

Mahnoor Javeed (4549)
Rehmina Aftab (4497)
Mahrukh Javeed (4548)
Ishrat Fatima (4518)
Batch Name: BBA33 (A)
Subject Name: Business Resource Management
Submitted to: Ma’am Tasneem Fatima
1
Table of Contents
1. Abstract -------------------------------------------------- 3
2. Introduction -------------------------------------------------- 3
3. Gap Analysis -------------------------------------------------- 4
4. Problem Statement -------------------------------------------------- 4
5. Research Objective -------------------------------------------------- 4
6. Theoretical Framework ------------------------------------------------------- 5
7. Hypotheses Development ------------------------------------------------------ 6
8. Tables ------------------------------------------------ 7
8.1Demographics ----------------------------------------------------------- 8
8.2 Reliability ----------------------------------------------------------- 16
8.3 Correlations ----------------------------------------------------------- 17
8.4 Regression ----------------------------------------------------------- 18
8.5 Co-efficient ------------------------------------------------------------- 19
8.6 Mean St-deviation --------------------------------------------------------------- 19
7. Measurement -------------------------------------------------- 20
8. Data Analysis -------------------------------------------------- 20
2
Excessive social media use at work

Exploring the effects of social media overload on job performance
Abstract:
Purpose: the purpose of these articles is to explore the effects of excessive social media use at work and
its negative and positive effects on job performance. Design/methodology/approach: the research model
was empirically tested with a survey of 50 working professionals who use social media at work.
Findings: our findings reveal that excessive social media use at work has negative effects on job
performance. Three of the main factors best define the social media use at work those factors are social
overload, communication overload and information overload. They reduce employee’s job performance
and decreases work engagement.
Keywords: communication overload, social overload, information overload, work engagement, job
performance.
Paper type: Research Paper
Introduction
With the rapid change in society and increase in mobile technology, social media has penetrated into the
lives social media sites such as what Sapp, face book, instagram, other sites such as wikis, blogs, instant
messaging (IM) and social networking sites. These tools can be used for socializing, entertainment, self-
promotion, communication and information seeking. Although excessive social media has negative
effects on work performance but somehow it also has positive effects. Social media connects us with
people around the world, or within our colleagues at work. This makes information equally distributed.
Using social media constantly on workplace creates many negative effects that can destroy your
professional career or in other case we will say using or not using social media is a hotly contested debate
in corporate circles. While some are in favor of occasional peeps into their personal social media pages
while at work as a means of recreation, others follow a strict no-social media policy during work hours.
The choice is your own to make, but allow us to show you a few negative impacts of social media that
could seriously affect your performance and satisfaction levels at work. The transactional theory of stress
and coping (Lazarus, 1966; Lazarus and Folkman, 1987) is widely used as the basis for understanding
technostress in ICT research in work environment (Srivastava et al., 2015; Lee et al., 2016). It explains
the phenomenon of stress as a transaction between a person and the surrounding environment (Lazarus
and Folkman, 1987). This transaction depends on the impact of stress creators, which are environmental
demands that break the balance and thereby influence individual’s psychological reactions and behavioral
responses, requiring action by the individual to restore the balance (Srivastava et al., 2015; Lazarus and
Cohen, 1977). Despite the practical pertinence of this issue, the potential negative effects of excessive
social media use on individual job performance have not been investigated sufficiently in information
3
system (IS) research. Among the few studies that explored excessive social media use, Hou et al. (2014)
and Ndasauka et al. (2016) developed and validated a psychometric scale for assessing excessive use of
micro blogs or Twitter among college students through measuring the magnitude of “health and
withdrawal problems, “time management and performance” and “social comfort.” Their studies did not
develop a general theory on the consequences of excessive use of social media for individuals. Aladwani
and Almarzouq (2016) investigated the antecedents (self-esteem and interaction anxiousness) and
consequences (problematic learning outcomes) of compulsive social media use. However, they did not
examine the underlying mechanism of the effect of compulsive social media use on the academic
outcomes of students. These studies provided insights into the understanding of excessive social media
use, but only a few theory-based empirical studies explored the effects of excessive social media use on
individual job performance. Particularly, as an important part of social media, the use of IM at work has
been widely studied in information and communication technology (ICT) research. However, prior
research mainly focused on the positive influence of IM on employees (Cho et al., 2005; Our et al., 2010;
our and Davison, 2011.
Gap Analysis
Social networking, the new trend in the workplace can be one of the most valuable tools for businesses.
However, it can also cause serious problems at work. The overall finding of the study is that this type of
distraction can potentially decrease work performance and productivity. However, it can also encourage
interaction between employees and sites like Facebook, LinkedIn, Snapchat and Twitter can be used as
free or cost effective advertising channels for your business.
Problem Statement
This is why many employers are faced with the need to employ social media policies to minimize the
negative effects it has and reap the positive benefits. Because of the problems that can occur when
employees abuse internet access at work for personal reasons, all employers must decide if the benefits of
social media outweigh the negative impact it has.
Research Objective
According to a study by Nucleus Research; a company which allows its employees to use Facebook in the
workplace loses 1.5% of its productivity. Instead of performing their work-related tasks, employees can
get distracted and compulsively check Facebook or Twitter for status updates, photos, chat with friends or
update their profiles. Even though employees may also access these social networking sites for business-
related activities, the available distractions can and their effect on productivity can outweigh the positives.
4
Proposed Theoretical Framework
Information
Overload
Excessive Work Job

Communication
social media engagement performance
overload
use at work
Social
overload
Theory/ Theoretical foundation of the proposed model

Theory based empirical studies on the development of excessive use in the workplace are relatively rare.
Previous research primarily viewed excessive use as a symptom of problematic use of addiction
(Deryakulu and Ursavas, 2014) studies on the related consequences of excessive social media use at work
was still limited. Finding about different patterns of social media use, excessive social media use at work
in this study is defined as the degree to which an individual feels that she or he spends too much time and
energy seeking, information, communicating and socializing on social media in the work place.
Applied social support and empirically verified that social overload, which is a part of individual’s social
media lives, is a dark side of technology use. Therefore, we view social overload as the third dimension of
social media overload.
We establish and extended stressor strain outcome research model based on the transactional theory of
stress and copying. Social media exhaustion and job performance, as psychological strain and behavioural
outcome, are the consequences of technostress.
Maslach and Leiter (1997) proposed an approach that viewed work engagement as the “antipode” of
burnout, as measured by the Maslach Burnout Inventory (MBI) (Maslach & Jackson, 1981). In searching
for a way to prevent burnout, they suggested that engaged employees have a sense of energy and view
their work as a challenge. Two representative studies from that approach were the paper that made the
proposal (Maslach & Leiter, 1997) and the Utrecht concept of work engagement (Maslach, Schaufeli, &
Leiter, 2001).
5
Hypotheses Development
H1: Excessive social media use at work is positively related to information overload
According to Karr- Wisniewski and Lu (2010), communication overload occurs when a third party the
attention of the employee through social media that creates excessive interruptions in their jobs to the
point individuals become less productive. Social media can facilitate and continual connectivity and
enable individuals to be open to contact at any time no matter what they are doing.
H2: Excessive social media use at work is positively related to communication overload
In addition to seeking information and communicating with others, social media can also be used for
socialization and developing relationship with other people. Social media can be used to build and
maintain social relations not only with family members, friends, but also with colleagues. As a result, that
may be presented with social requests from their virtual friend on social media. Social overload is, thus a
negative consequence of excessive social media use.
H3: Excessive social media use at work is positively related to social overload.
As a core stressor in stress research, overload can result in strain from the use of ICT (Ayyagari et al,
2011; Ahuja et l., 2007) When individual are provided with information at a level that exceeds their
ability to handle and use they may generate a sense of losing control (Edmunds and Morris, 2011)
individual are likely to experience exhaustion when they perceive information overload as a result of the
interaction of high information load and limits of one’s cognitive process.
H4: Excessive social media is positively related to work engagement.
Generating engagement on social media is basically all about persuading your audience to respond to you.
Social media engagement may come in the form of click activated reactions, share and responses.
H5: Work engagement is positively related to job performance.
According to the conservation of resources model, when employees encounter from demands of excessive
social media use that exceed their abilities to process. Exhausted individuals would take action towards
conserving their resources in a selective manner. They may become protecting whatever resources remain
and may not have enough resources to complete the tasks, duties and function required by their jobs
(Halbesleben and Wheeler, 2011)
6
Methodology
Participants:
A total of 40 participants took part in this study. Population for study employee male and female both.
Procedure:
Data for the study were collected with survey. Only participants who satisfed
Measure:
All measures in this study drawn from previously used scales were assessed with four items (modified
from Rise et al., 2008). Participants were Asked whether quitting e-cigarettes on 7-point Liker scales,
ranging from ―strongly disagree‖ to ―strongly agree‖ to ―neutral‖ to ―disagree‖ and ―slightly
disagree.‖
Demographic Characteristics of Study Participants (N = 100)
Demographic Table 1
QID
Frequency Percent Valid Percent Cumulative

Percent
51.00 1 1.1 2.5 2.5
52.00 1 1.1 2.5 5.0
53.00 1 1.1 2.5 7.5

54.00 1 1.1 2.5 10.0
55.00 1 1.1 2.5 12.5
56.00 1 1.1 2.5 15.0
57.00 1 1.1 2.5 17.5

Valid
58.00 1 1.1 2.5 20.0
59.00 1 1.1 2.5 22.5
60.00 1 1.1 2.5 25.0
61.00 1 1.1 2.5 27.5
62.00 1 1.1 2.5 30.0
63.00 1 1.1 2.5 32.5

64.00 1 1.1 2.5 35.0
7
65.00 1 1.1 2.5 37.5
66.00 1 1.1 2.5 40.0
67.00 1 1.1 2.5 42.5
68.00 1 1.1 2.5 45.0
69.00 1 1.1 2.5 47.5
70.00 1 1.1 2.5 50.0
71.00 1 1.1 2.5 52.5
72.00 1 1.1 2.5 55.0
73.00 1 1.1 2.5 57.5
74.00 1 1.1 2.5 60.0
75.00 1 1.1 2.5 62.5
76.00 1 1.1 2.5 65.0
77.00 1 1.1 2.5 67.5
78.00 1 1.1 2.5 70.0
79.00 1 1.1 2.5 72.5
80.00 1 1.1 2.5 75.0
81.00 1 1.1 2.5 77.5
82.00 1 1.1 2.5 80.0
83.00 1 1.1 2.5 82.5
84.00 1 1.1 2.5 85.0
85.00 1 1.1 2.5 87.5
86.00 1 1.1 2.5 90.0
87.00 1 1.1 2.5 92.5
88.00 1 1.1 2.5 95.0
89.00 1 1.1 2.5 97.5
90.00 1 1.1 2.5 100.0
Total 40 44.9 100.0
The QID is numbering of serial 1 2 3 and my serial number is 51 to 90.
CODE
Frequency Percent Valid Percent Cumulative Percent
49 55.1 55.1 55.1

Valid AI05 1 1.1 1.1 56.2
AM05 1 1.1 1.1 57.3
8
AN11 1 1.1 1.1 58.4
AR15 1 1.1 1.1 59.6
BS13 1 1.1 1.1 60.7
BS17 1 1.1 1.1 61.8
DF34 1 1.1 1.1 62.9
DT15 1 1.1 1.1 64.0
HJ10 1 1.1 1.1 65.2
HU08 1 1.1 1.1 66.3
IF22 1 1.1 1.1 67.4
IS15 1 1.1 1.1 68.5
IS21 1 1.1 1.1 69.7
JT65 1 1.1 1.1 70.8
KH98 1 1.1 1.1 71.9
KM98 1 1.1 1.1 73.0
MA56 1 1.1 1.1 74.2
ME02 1 1.1 1.1 75.3
MJ23 2 2.2 2.2 77.5
MJ28 1 1.1 1.1 78.7
MK07 1 1.1 1.1 79.8
MK79 1 1.1 1.1 80.9
MQ09 1 1.1 1.1 82.0
MR01 1 1.1 1.1 83.1
PO67 1 1.1 1.1 84.3
QN29 1 1.1 1.1 85.4
QN45 1 1.1 1.1 86.5
QS31 1 1.1 1.1 87.6
RA25 2 2.2 2.2 89.9
RA31 1 1.1 1.1 91.0
RJ06 1 1.1 1.1 92.1
RT04 1 1.1 1.1 93.3
RT34 1 1.1 1.1 94.4
SR67 1 1.1 1.1 95.5
ST62 1 1.1 1.1 96.6
ST97 1 1.1 1.1 97.8

WH23 1 1.1 1.1 98.9
9
ZF09 1 1.1 1.1 100.0
Total 89 100.0 100.0
Code number is different from other code article. 40 is different code like RT04, RT34, SR67,
ST97, WH23, and ZF09 and so on.
ORGname
49 55.1 55.1 55.1
Abc 1 1.1 1.1 56.2

Ali Traders 1 1.1 1.1 57.3
dhaka sweets 1 1.1 1.1 58.4
Ethnic 1 1.1 1.1 59.6
fashion hub 2 2.2 2.2 61.8
Fashion Hub 1 1.1 1.1 62.9
HMC 1 1.1 1.1 64.0
IIUI 3 3.4 3.4 67.4
islamic university 2 2.2 2.2 69.7
mauqa online 3 3.4 3.4 73.0
MO 1 1.1 1.1 74.2
Mobilink 2 2.2 2.2 76.4

Valid
Nadra 1 1.1 1.1 77.5
nawab plaza 1 1.1 1.1 78.7
Olivia 1 1.1 1.1 79.8
Orient 1 1.1 1.1 80.9
Pc 1 1.1 1.1 82.0
Telenor 4 4.5 4.5 86.5
Ufone 2 2.2 2.2 88.8
Uniliver 1 1.1 1.1 89.9
Uniliver 1 1.1 1.1 91.0
Warid 2 2.2 2.2 93.3
XYZ 2 2.2 2.2 95.5
Zong 2 2.2 2.2 97.8

Zong 2 2.2 2.2 100.0
10
Total 89 100.0 100.0
40 questioner fill different organization like uniliver, zong, Telenor, Mobilink nadara, fashion
hub, ethnic, HMC, IIUI, and so many other organization to fill the article.
GENDER
MALE 19 21.3 47.5 47.5
Valid FEMALE 21 23.6 52.5 100.0
Total 40 44.9 100.0
we fill the questioner both male and female 19 male and 21 male.
AGE
22.00 4 4.5 10.0 10.0
23.00 1 1.1 2.5 12.5
25.00 6 6.7 15.0 27.5
26.00 2 2.2 5.0 32.5
27.00 2 2.2 5.0 37.5
28.00 5 5.6 12.5 50.0
29.00 4 4.5 10.0 60.0
Valid 30.00 4 4.5 10.0 70.0
32.00 3 3.4 7.5 77.5
33.00 1 1.1 2.5 80.0
34.00 1 1.1 2.5 82.5
35.00 5 5.6 12.5 95.0
37.00 1 1.1 2.5 97.5
40.00 1 1.1 2.5 100.0
Total 40 44.9 100.0
MaritalST
11
MARRIED 24 27.0 60.0 60.0
Valid UNMARRIED 16 18.0 40.0 100.0
Total 40 44.9 100.0
40 questioners fill the different age to 22 cross to 40+ ages like 22 age is frequency 4, 23 age
person fill the 1, 25 age person fill the questioners 6, 28 age person fill the questioners is 5 and
so on. The marital status is married people is 24 to fill the questioners and unmarried people only
16.
OrgType
govt 4 4.5 10.0 10.0
semi-govt 7 7.9 17.5 27.5

Valid
private 29 32.6 72.5 100.0
Total 40 44.9 100.0
The type of organization Gov., semi-Gov., private, the fill the govt job fill the questioners is 4
person semi govt job person fill the questioners 7 and the last one is private job person to fill the
questioners is 29 and total questioners is 40.
Dept

Percent
49 55.1 55.1 55.1
ceo 1 1.1 1.1 56.2
CSR 2 2.2 2.2 58.4
Custom 1 1.1 1.1 59.6
Valid customs 1 1.1 1.1 60.7
Customs 1 1.1 1.1 61.8
Excuetive Manager 1 1.1 1.1 62.9
fiance 1 1.1 1.1 64.0

finance 1 1.1 1.1 65.2
12
HR 2 2.2 2.2 67.4
HR intern 1 1.1 1.1 68.5
Management 2 2.2 2.2 70.8
marketing 3 3.4 3.4 74.2
Marketing 1 1.1 1.1 75.3
oprerations manager 1 1.1 1.1 76.4
sales 11 12.4 12.4 88.8
Sales 4 4.5 4.5 93.3
Sales person 1 1.1 1.1 94.4
Shariah Law 1 1.1 1.1 95.5
Shariah, Law 1 1.1 1.1 96.6
teaching 1 1.1 1.1 97.8
Teaching 2 2.2 2.2 100.0
Total 89 100.0 100.0
The 40 questioners fill the different organization and the 40 people work the different department
the different specialist work like marketing sale teaching fiancé operating manager sharia law
and so on.
Design

Percent
49 55.1 55.1 55.1
16 4 4.5 4.5 59.6
17 2 2.2 2.2 61.8
18 1 1.1 1.1 62.9

19 1 1.1 1.1 64.0
Accounts 1 1.1 1.1 65.2
assisstant 1 1.1 1.1 66.3

Valid
assistant 1 1.1 1.1 67.4
Assistant 1 1.1 1.1 68.5
CS 1 1.1 1.1 69.7
CSR 5 5.6 5.6 75.3
Employee 1 1.1 1.1 76.4
fiancne manager 1 1.1 1.1 77.5

finance 1 1.1 1.1 78.7
13
Finance 1 1.1 1.1 79.8
head of dep. 1 1.1 1.1 80.9
HR 2 2.2 2.2 83.1
human resourse 1 1.1 1.1 84.3
marketer 2 2.2 2.2 86.5
Marketer 3 3.4 3.4 89.9
marketing manager 1 1.1 1.1 91.0
sales person 7 7.9 7.9 98.9
Sales person 1 1.1 1.1 100.0
Total 89 100.0 100.0
The different people work the different scale like 40 people work the different organization and
work the different department the also the different scale like 18 scale professor, work the HR
department, finance, marketing, HR, and sale person.
MGTlevel
lower mgt 22 24.7 55.0 55.0
middle 16 18.0 40.0 95.0

Valid
top mgt 2 2.2 5.0 100.0
Total 40 44.9 100.0
The different people has the different management level to work like lower middle and top
management level 22% people belong the lower management work, 14% people work the middle
management and the only 2% people work the top level management.
EDU

Percent
LESS THAN GRATUATE 2 2.2 5.0 5.0
BACHELORS 21 23.6 52.5 57.5
Valid MASTERS 16 18.0 40.0 97.5
PHD 1 1.1 2.5 100.0

Total 40 44.9 100.0
14
Discuss the education level the 2 % people fill the questioners only less than graduated, 21%
people fill the questioners for the bachelor, and 16% people fill the master, and PHD people fill
the questioners is only 1%.
SPECIAL
49 55.1 55.1 55.1
fiance 2 2.2 2.2 57.3
finance 5 5.6 5.6 62.9
Finance 2 2.2 2.2 65.2
HR 3 3.4 3.4 68.5
Valid management 6 6.7 6.7 75.3
Management 3 3.4 3.4 78.7
markeing 1 1.1 1.1 79.8
marketing 12 13.5 13.5 93.3
Marketing 6 6.7 6.7 100.0
Total 89 100.0 100.0
The different people has the different specialization finance management people to fill the
questioners is only the9% and the HR management to fill the questioners is only 9% also and the
last one is marketing specialization fill the questioners is 18%.
CurrEXP
1.00 2 2.2 5.0 5.0
2.00 9 10.1 22.5 27.5
3.00 8 9.0 20.0 47.5
4.00 6 6.7 15.0 62.5

Valid
5.00 8 9.0 20.0 82.5
6.00 4 4.5 10.0 92.5
10.00 3 3.4 7.5 100.0
Total 40 44.9 100.0
15
The different people has the different current experience one year experience is only 2%, 2 year
experience is only 9% people. 3 year experience people is 8%, 4 year experience people is 6%, 5
year experience people is 8% and 6 year experience people is 4% and the last one 10 year people
work experience is only 3%.
Tenure

Percent
1.00 4 4.5 10.0 10.0
2.00 6 6.7 15.0 25.0
3.00 9 10.1 22.5 47.5
4.00 6 6.7 15.0 62.5
Valid 5.00 8 9.0 20.0 82.5
6.00 4 4.5 10.0 92.5
7.00 1 1.1 2.5 95.0
10.00 2 2.2 5.0 100.0
Total 40 44.9 100.0
How many time spend the company work is 1 year experience work is 4%, 3 year work is 9%, 5 year
work spend the company is 8%. 6 year work in one company spends the 4% and 10 year experience work
the company is only 2%.
Reliability Table 2
Case Processing Summary
N %
Valid 39 43.8
Cases Excludeda 50 56.2
Total 89 100.0
16
Reliability Statistics
Cronbach's Cronbach's N of Items

Alpha Alpha Based on
Standardized
Items
.834 .841 16
The reliability cross the alpha is 0.83 and the alpha based on standardized item is 0.841 and the
number of items is 16.
Correlation Table 3
The correlation table is the value is totally accurate and all value is satisfied.
17
Regression Table 4
ANOVAa
Model Sum of Squares df Mean Square F Sig.
Regression 12.048 1 12.048 7.782 .008b
1 Residual 58.831 38 1.548
Total 70.880 39
a. Dependent Variable: JPMean

b. Predictors: (Constant), JSMean
Coefficientsa
Model Unstandardized Coefficients Standardized t Sig.

Coefficients
B Std. Error Beta
(Constant) 1.450 .768 1.887 .067

1
JSMean .643 .231 .412 2.790 .008
a. Dependent Variable: JPMean
The beta value is 0.6 and the st-deviation is constant for 1.450 and the st-deviation is 0.768 and
the standardized co-efficient is .412 and the t is show the constant value is 1.887 and the means
calculate show the 2.790. And sig show the value is 0.08.
18
Co-efficient Table 5
Mean and St-deviation Table 6
Descriptive Statistics
Mean Std. Deviation N
ASMean 3.2000 1.72879 40

ISCMean 2.9350 .82697 40
RSCMean 3.6600 1.42951 40
CSCMean 3.4350 1.25832 40
EIMean 3.9700 1.21622 40
ESMean 3.5800 1.21870 40
MFMean 3.7850 1.02920 40
EEMean 3.1028 .85933 40
WEMean 3.2472 1.45753 40
19
ASQSMean 3.2000 1.72879 40

QUSMean 3.2950 1.61784 40
SILMean 3.5783 1.01604 40
JPMean 3.5214 1.34812 40
JSMean 3.2200 .86386 40
DMMean 3.3077 .99271 39
JTMean 3.4464 1.00401 40
Measurement:
The tested scales are used in our study were adopted from the prior literature. The wording of the
questionnaire was modified to fit the study context. We use likert scales in our questionnaires.
In addition to the constructs in the proposed research model different demographical variables,
including gender, age, education, industry type and social media usage duration and frequency,
were included as control variables.
The scales of information overload and communication overload were adapted from Karr-
Wisniewski and Lu (2010), whereas the scales of social overload were adapted from Maier,
Laumer, Eckhardt and Weitzel (2015) and Maier, Laumer, Weinert and Weitzel (2015).
Data analysis:
We take quantitative data for our research purpose. We examine our in spss.
We used SPSS to construct reliability, mean, coleration, regression, and stander deviation. We
analyze our collected data on SPSS the data which we collect from the questionnaires result.
This study examines the effects of excessive social media use on individual job performance
from the perspective of techno stress. The proposed research model supports the argument that
excessive usage of social media results in reduced job performance because it triggers negative
perceptions and psychological strain in individuals.
Social media usage plays a critical role in the development of social media-related overload.
20

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Data showing the result of excessive social media use at work

Group Member Names

3. Gap Analysis -------------------------------------------------- 4

4. Problem Statement -------------------------------------------------- 4

5. Research Objective -------------------------------------------------- 4

6. Theoretical Framework ------------------------------------------------------- 5

7. Hypotheses Development ------------------------------------------------------ 6

8.2 Reliability ----------------------------------------------------------- 16

8.3 Correlations ----------------------------------------------------------- 17

8.4 Regression ----------------------------------------------------------- 18

8.5 Co-efficient ------------------------------------------------------------- 19

8.6 Mean St-deviation --------------------------------------------------------------- 19

8. Data Analysis -------------------------------------------------- 20

Excessive social media use at work

Paper type: Research Paper

Proposed Theoretical Framework

Excessive Work Job

Theory/ Theoretical foundation of the proposed model

H4: Excessive social media is positively related to work engagement.

H5: Work engagement is positively related to job performance.

Demographic Characteristics of Study Participants (N = 100)

Frequency Percent Valid Percent Cumulative

51.00 1 1.1 2.5 2.5

52.00 1 1.1 2.5 5.0

53.00 1 1.1 2.5 7.5

55.00 1 1.1 2.5 12.5

56.00 1 1.1 2.5 15.0

57.00 1 1.1 2.5 17.5

59.00 1 1.1 2.5 22.5

60.00 1 1.1 2.5 25.0

61.00 1 1.1 2.5 27.5

62.00 1 1.1 2.5 30.0

63.00 1 1.1 2.5 32.5

65.00 1 1.1 2.5 37.5

66.00 1 1.1 2.5 40.0

67.00 1 1.1 2.5 42.5

68.00 1 1.1 2.5 45.0

69.00 1 1.1 2.5 47.5

70.00 1 1.1 2.5 50.0

71.00 1 1.1 2.5 52.5

72.00 1 1.1 2.5 55.0

73.00 1 1.1 2.5 57.5

74.00 1 1.1 2.5 60.0

75.00 1 1.1 2.5 62.5

76.00 1 1.1 2.5 65.0

77.00 1 1.1 2.5 67.5

78.00 1 1.1 2.5 70.0

79.00 1 1.1 2.5 72.5

80.00 1 1.1 2.5 75.0

81.00 1 1.1 2.5 77.5

82.00 1 1.1 2.5 80.0

83.00 1 1.1 2.5 82.5

84.00 1 1.1 2.5 85.0

85.00 1 1.1 2.5 87.5

86.00 1 1.1 2.5 90.0

87.00 1 1.1 2.5 92.5

88.00 1 1.1 2.5 95.0

89.00 1 1.1 2.5 97.5

90.00 1 1.1 2.5 100.0

Total 40 44.9 100.0

The QID is numbering of serial 1 2 3 and my serial number is 51 to 90.

Frequency Percent Valid Percent Cumulative Percent

49 55.1 55.1 55.1