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Two studies of male manual workers are described. in which eight scales relevant
to the quality of working life are introduced and assessed. The scales build upon
previous work, but are designed to remedy certain conceptual and operational
deficiencies. They cover work involvement, intrinsic job motivation, higher
order need strength, perceived intrinsic job characteristics, job satisfaction, life
satisfaction, happiness. and self-rated anxiety. In addition, components of job
satisfaction and life satisfaction, derived through cluster analyses, are also identi-
fied. The scales are shown to have good internal reliability and to be factorially
separate. Comprehensive psychometric data are provided as a base-line for
future:applications.
intrinsic job motivation, higher order need strength, perceived intrinsic job charac-
teristics, job satisfaction, life satisfaction, happiness and self-rated anxiety.
The concepts in question have all been important in previous research, and earlier
studies will be described next. However, one terminological feature should first be
noted. We have used ‘job’ to refer to the tasks undertaken in a particular setting,
whereas ‘work’ is taken to cover jobs more generally. In this way, for example, ‘job
motivation’ refers to a person’s motivation in his or her current post, whereas ‘work
involvement’ deals with involvement in jobs in general. This distinction between job
and work has not always been drawn in the literature, with some consequential
confusion.
such as additional pay or good working conditions. Illustrative items from Lodahl &
Kejner’s six-item scale are: ‘most things in life are more important than work’ (a
negatively scored statement of work involvement), and ‘I’m really a perfectionist
about my job * (representing what is here termed ‘intrinsic job motivation’).
This latter concept is akin to Lawler’s (1969) ‘intrinsic motivation’, defined as
‘the degree to which a job holder is motivated to perform well because of some
subjective rewards or feelings that he expects to receive or experience as a result of
performing well’. Lawler & Hall (1970) tapped intrinsic motivation through items
such as ‘I feel a great sense of personal satisfaction when I do my job well’, and
statements of this kind make up the ‘internal work motivation’ scale of Hackman &
Oldham (1975, 1976). Scores on that scale have been found to be significantly posi-
tively associated with aspects of job satisfaction and certain perceived job charac-
teristics such as responsibility and knowledge of results (e.g. Hackman & Oldham,
1975; Oldham et al., 1976; Wall et al., 1978). The last-named authors also report a
statistically significant relationship (r =0.41) with employee mental health, measured
by the General Health Questionnaire (Goldberg, 1972).
Another feature which has attracted recent attention is employees’ need for
satisfaction and achievement through skilled and autonomous work. The intensity of
this need has been variously labelled ‘growth need strength’ (Hackman & Oldham,
1975), ‘self-actualization need strength’ (Sims & Szilagyi, 1976) and ‘higher order
need strength’ (Hackman & Lawler, 1971). We will use the last of these terms,
recognizing its derivation from Maslow’s (1970) hierarchical theory.
Higher order need strength has some conceptual similarity with intrinsic job
motivation, but as defined here the latter refers only to a specificjob situation whereas
higher order need strength is viewed as a dispositional characteristic extending across
jobs. Measurement of this characteristic has typically been through the items provided
by Hackman & Oldham (1975). These include ‘would Iike’ ratings of, for example,
‘opportunities for personal growth and development in my job’ and forced-choice
preference responses between items like ‘a job for which the pay is good’ and ‘a job
with considerable opportunity to be creative and innovative’. We have found that the
content and complexity of these items present difficulties and that a more com-
prehensible scale is particularly required for blue-collar respondents.
Another component of Hackman & Oldham’s general model is the extent to
which certain ‘work motivating factors’ are involved in a job. These are frequently
measured in terms of ratings of the presence of job variety, autonomy, task identity,
task significance and feedback to the worker (see also Hackman & Lawler, 1971),
and positive associations between their presence and overall job satisfaction have been
summarized by Wall (1978). However, the five factors often turn out to be moderately
intercorrelated (median interfactor values of 0.52, 0.20 and 0.42 are reported by
Dunham, 1976, Steers & Spencer, 1977 and Saal, 1978, respectively), and it would be
useful to obtain standardization data for a brief single measure of the presence of job
characteristics which might give rise to intrinsic satisfaction. We will refer to this as a
scale of perceived intrinsic job characteristics.
132 P . W A R R , J . COOK A N D T . W A L L
JOB SATISFACTION
Studies of job satisfaction have taken many different forms since the original work
of Hoppock (1935). Some investigators have preferred to obtain overall satisfaction
scores, either through single items (e.g. Quinn et af., 1974) or through aggregates of
several items (e.g. Brayfield & Rothe, 1951). Other researchers have used instruments
specially constructed to tap a number of different features of satisfaction. For example,
the Job Description Index (Smith et af., 1969) contains subscales to measure attitudes
towards pay, promotion prospects, the work itself, supervision, and co-workers. The
Worker Opinion Survey (Cross, 1973) has in addition a subscale to tap feelings about
the firm as a whole, and a similar instrument for use with managers also covers
attitudes towards subordinates (Warr & Routledge, 1969).
These measures have a number of disadvantages. They tend to contain redundant
and overlapping items and are rather long and cumbersome. Their emphasis has been
primarily upon extrinsic features of satisfaction, to the relative exclusion of intrinsic
components. Furthermore, they sometimes confuse descriptive and evaluative judge-
ments, although it is only the latter which can be said genuinely to measure satisfaction
(e.g. Payne et af., 1976).
LIFE SATISFACTION, HAPPINESS A N D SELF-RATED ANXIETY
Working definitions of the several concepts outlined above are as follows. The
numbers assigned to each are employed consistently throughout the paper.
MEASUREMENT OF S O M E W O R K ATTITUDES 133
METHOD
Scales to measure these eight concepts were developed through two interview
studies with blue-collar workers. The initial pool of items was drawn from the literature
and through discussion, and a pilot study was previously carried out to assist with
initial decisions about items and procedures. Study 1 took place in February 1977
and Study 2 in November 1977.
The Samples
The respondents in the two principal studies were 200 and 390 blue-collar male
workers within the mainland United Kingdom. They were all in full-time employment
(thus excluding the self-employed), had worked in their present job for at least a
month, and had a mean length of service of 9.02 years. They were aged between 20
and 64,and were all employed in manufacturing industry (orders 3 to 19 of the
Standard Industrial Classification, which excludes service industries, construction,
agriculture, mining and transport).
Respondents were drawn in equal numbers from 10 widely dispersed sampling
areas (Study 1) and 20 areas (Study 2) according to a predetermined frame which
approximately matched national demographic characteristics. This specified that half
the sample in each area should be from firms employing fewer than 300 employees and
half from larger companies (see, for example, Department of Employment, 1978).
Within each half of the sample, 50 per cent should be above and 50 per cent below
40 years of age, and within each quarter-sample half should be skilled, 30 per cent
semi-skilledand 20 per cent unskilled. Decisions about skill level were made in terms of
training required before a person was judged competent at his job (months or years,
several weeks, or a few days respectively for the three levels of skill), and examples of
jobs in each category were supplied to interviewers from the material provided by the
Office of Population Censuses and Surveys (1970).
134 P . W A R R , J . COOK A N D T . W A L L
Other biographical information was gathered during the interview, and the two
samples were of almost identical composition. A combined analysis (n = 590) revealed
that 13 per cent were unmarried, 24 per cent were married without children at home
and 63 per cent were married with children at home. In terms of length of service
with their present employer, 26 per cent reported less than 2 years, 22 per cent
between 2 and 5 years, 24 per cent between 5 and 10 years, 17 per cent between 10
and 20 years, and 11 per cent more than 20 years. Nine per cent reported that their
company contained no trade union members; and ‘some’, ‘most’ and ‘all’ company
employees were reported to be trade unionists by 12,33 and 46 per cent of respondents
respectively.
Procedure
Interviews were concerned solely with the scales under investigation, and were
carried out individually within respondents’ homes by trained female staff of National
Opinion Polls Ltd. Each interviewer sought volunteers to complete her quota sampling
frame. The average time for each interview was about 30 minutes; in Study 2 this
included other scales which are not described here. Interviewers indicated that res-
pondents had ‘very little’ or ‘no’difficulty with the material and that they generally
appeared to enjoy the interview.
Interviewers read out the instructions and items to each person, who selected his
answer from the set of alternatives listed on a card. The interviewer then recorded the
response in numerical form on the questionnaire.
The Items
The research design required decisions to be taken on the basis of Study 1 results
so that shorter and better scales could be used in Study 2. The latter study, with a
larger number of respondents, was intended to provide cross-validation evidence and
to yield reliable norms for this population. In order to include additional scales in
Study 2 (not reported here) the Life Satisfaction scale was omitted from this second
investigation.
The items finally selected and the response dimensions employed are presented
in full in Appendix A; the same sequence of scales was used in both studies. It will be
seen that seven-point responses were sought throughout, except for section 4 (per-
ceived intrinsic job characteristics) where five alternative responses were employed and
for the happiness item which involved a three-point response scale. Scoring was from
1 to 7, 1 to 5 or 1 to 3 throughout, with 1 being the most negative response in each
case. Each scale or subscale score was the unweighted sum of the responses to the
included items.
RESULTS
Decisions about exclusion of items in Study 1 were based upon inter-item and
item-whole correlations (desired to be high within a scale), mean scores (desired to
be away from the end-point), standard deviations (desired to be high), and the
meaning of each item (excessive redundancy within a scale was undesirable). The
final number of items in each scale is shown in Table 1. These were achieved after
omission of 2,2 and 4 items in scales 1 to 3 respectively. Scale 4 in Study 1 comprised
seven items, but five additional ones were included for Study 2 in order to achieve
Table 1. Characteristics of scales and subscales in two samples (Study I n=200; Study 2 n=390)
~~ ~~ ~~ ~~~ ~
Study 1 Study 2
Study 1 Study2 mean mean
Number Scale Study 1 Study 2 Study 1 Study 2 coefficient coefficient corrected corrected
cale or Subscale of items midpoint mean mean SD SD alpha alpha item-whole item-whole s>
r r m
more extensive coverage of intrinsic job characteristics; two of these were sub-
sequently omitted in the light of the Study 2 results, leaving a 10-item scale. The final
scales contain no negatively keyed items, although some were included in the initial
battery. This group of items scaled only marginally less reliably than did the positively
keyed ones, but they were excluded from Study 2 because they were reported by
interviewers to present conceptual difficulties for some respondents.
In addition to the eight scales already identified, it will be seen that the left-hand
column of Table 1 contains several separately numbered and labelled items. Three of
these (5x, 6x and 8x) are the single-item overall job satisfaction, life satisfaction and
anxiety reports solicited at the end of scales 5, 6 and 8 (see Appendix A).
The other terms newly introduced in Table 1 are subscales of measures 5 and 6,
derived through cluster analyses using the furthest neighbour method. The job satis-
faction items (scale 5 ) are divided in two separate ways. At one level of analysis, two
separate clusters of items (5a and 5b) could readily be identified. Seven items (numbers
5.2, 5.4, 5.6, 5.8, 5.10, 5.12, 5.14 in Appendix A) came together into a subscale which
is appropriately termed intrinsic job satisfaction (5a). The other items represent
extrinsic job satisfaction (5b). However, the full set of items could also be viewed at a
different level in terms of three other clusters (5c, 5d and 5e). One group of four items
(5.2, 5.6, 5.8, 5.14) emerged as a cluster specially concerned with job itsey intrinsic
satisfaction (labelled 5c). Another cluster of five extrinsic satisfaction items (5.1, 5.3,
5.5, 5.13, 5.15) appeared to be best described as working conditions extrinsic satis-
faction (5d). The remaining items (5.4, 5.7, 5.9, 5.10, 5.1 1, 5.12) comprised a cluster
which straddled the intrinsic and extrinsic features in a way which suggested a concern
for individual recognition and management behaviour; we have interpreted this in
terms of employee relations satisfaction (5e).
Cluster analysis of the life satisfaction items yielded an interpretable three-
component structure. Items 6.5, 6.6, 6.9 and 6.10 of scale 6 in Appendix A deal with
immediate personal concerns about health, education, social and family life, and we
have referred to this cluster as satisfaction with personal life (6a). Seven other items
(6.7, 6.8, 6.1 1, 6.12, 6.13, 6.14, 6.15) form a cluster to do with satisfaction with stand-
ards and achievement (6b); and the third cluster of four items (6.1,6.2, 6.3, 6.4) covers
satisfaction with life style (6c).
The choice of the complete scale or subscales in any investigation will depend
upon the degree of specificity which is required. The subscales are strongly inter-
correlated (see Table 3), and they are of course statistically associated with the full
scales of which they are part.
A number of features in Table 1 deserve comment. The values presented for
Study I are derived from the final set of items, after exclusion of less satisfactory
material. They are therefore directly comparable with the Study 2 values, except for
scale 4 where additional items were present in Study 2; results for the incomplete
scale 4 used in Study 1 are therefore omitted from the table. In all cases the scales’
internal homogeneity is good, as represented by alpha coefficients (Nunnally, 1967)
and mean item-whole correlations, and these values are closely replicated across the
two studies. Furthermore, the individual item-whole correlations (not shown in the
table) remain very similar across the studies. The rank-order correlations between
item-whole values for each item in a scale on the two occasions average around 0.95.
The standard deviations remain very similar in the two studies, with the exception of
scale 3 (higher order need strength), which showed a significant decrease ( P < 0.001)
MEASUREMENT OF SOME W O R K ATTITUDES 137
from 6.80 to 5.03. This may have occurred because of the omission of four items from
the original Study 1 version of this scale, generating a more homogeneous set of
statements in Study 2. (Recall that the values in Table 1 cover the same items for each
study.)
There are small but statistically significant increases in mean scores for the first
three scales from Study 1 to Study 2. These may also have arisen partly from the
omission of the more divergent items; as noted above omissions were only made
from these three scales. The decline in scores for scale 8 (self-rated anxiety) is not
statistically significant, but is of interest in that examination of individual items
revealed a large decrease in only one case, anxiety about Britain’s economic future.
This reflects a marked change in the economic climate between the dates of the two
studies, illustrated in sample newspaper headlines like ‘Food prices shock and worse
to come’, ‘Few will escape higher bills’ (February, 1977) and ‘Just the job-boost
from the dole queues’ and ‘Taxes to be cut next week’ (November, 1977).
It is also notable that the mean scores are located away from the end-point of the
scales. It is often observed, for example, that the large majority of employees report
themselves satisfied with their job (e.g. Quinn et al., 1974). Mean job satisfaction
scores in the present studies are above the scale mid-point, but closer to the mid-point
than to the maximum. This is also the case for life satisfaction, with the exception of
subscale 6b where the mean value is below the scale mid-point; on the other hand,
scales 1, 2 and 3 have relatively high means.
The pattern of correlations within and between the scales was closely replicated
across the two studies. This may be illustrated by the factor analysis results in Table 2.
These show the varimax-rotated loadings of each item on the six scales common to
both studies. (Note that the ‘overall’ items identified as 5x, 6x, 7 and 8x in Table 1
were not included.) In keeping with an assumed model of six independent constructs,
the first six factors only were rotated in each study, these embracing 50.1 and 46.5
per cent of the accounted variance in the two cases. It can be seen that scale 1 (work
involvement) straddles the first two factors in the Study 1 results, but that otherwise
the factor structure is remarkably consistent with the model. Items in each scale all
load highly on a separate factor, and their loadings are extremely similar in the two
studies.
A summary of the interrelationships between the total scale and subscale scores
is presented in Table 3. This matrix derives from the combined sample of 590 res-
pondents, except for the values associated with scale 4 (perceived intrinsicjob charac-
teristics) and scale 6 (life sarisfaction). Since the final version of scale 4 contains more
items than were used in Study 1, it is more appropriate to cite the correlations with
the final 10-item scale observed in Study 2 (n=390). On the other hand, as scale 6
was not used in Study 2, the values associated with this measure in Table 3 are based
upon the Study 1 sample of 200 respondents.
It can be seen that age is uncorrelated with other variables in the table except
scale 2 (intrinsic job motivation) where r=0-17. This contrasts with the small but
significant relationships between similar variables and age which have been reported
elsewhere (e.g. Saleh & Otis, 1964; Aldag & Brief, 1977; Rabinowitz & Hall, 1977;
Saal, 1978). As would be expected, skill level is moderately associated (r=0.29) with
scale 4 (perceived intrinsicjob characteristics), and to a lesser extent with higher order
need strength (r =0-17). Correlations were also calculated with length of service,
family responsibility and degree of unionization. These are not shown in Table 3, but
Table 2. Varhax-rotated loadings on six factors
Factor 1 Factor 2 Factor 3 Factor 4 Factor 5 Factor 6
Study Study Study Study Study Study Study Study Study Study Study Study
Scale item 1 2 1 2 1 2 1 2 1 2 1 2
cd
1. Work involvement
1.1 02 65 46 -13 -04 06 10 06 05 12 -10 01
1.2 60 53 40 21 10 -07 -10 18 13 06 07 12
1.3 68 59 11 08 32 13 -01 06 06 02 06 -03
1.4 16 65 34 08 01 -03 -16 -01 06 06 -05 -07
1.5 31 44 46 25 -08 07 -05 -01 11 27 16 12
1.6 49 66 39 18 08 04 -05 04 03 09 03 11 0
0
2. Intrinsic job motivation 0
70
2.1 07 13 69 69 21 01 32 25 06 21 02 01
2.2 21 12 59 75 16 02 11 05 16 09 03 03
2.3 08 05 48 69 50 12 22 15 01 08 15 -05
2.4 -18 13 59 75 33 02 01 07 02 01 11 05
2.5 09 18 67 76 21 04 19 05 13 13 04 -02
2.6 -02 01 42 48 41 23 27 15 09 16 04 06 E
>
3. Higher order need strength r
P
3.1 24 13 10 03 73 54 25 22 -12 -03 05 08
3.2 08 30 13 07 75 58 12 14 -08 -05 25 04
3.3 08 -08 01 02 80 74 25 20 -11 01 -03 05
3.4 03 05 02 03 81 78 03 -04 -01 11 12 07
3.5 -10 -01 19 15 72 78 15 05 -01 08 23 -01
3.6 -08 -07 25 05 73 77 14 -01 -04 09 20 02
Table 2-continued
Factor 1 Factor 2 Factor 3 Factor 4 Factor 5 Factor 6
Study Study Study Study Study Study Study Study Study Study Study Study
Scale Item 1 2 1 2 1 2 1 2 1 2 1 2
8. Self-rated anxiety
8.1 03 -05 07 -02 27 -03 -15 -67 -14 -01 63 66
8.2 02 -05 10 -07 27 10 -02 -05 -11 -04 55 74
8.3 01 -04 -07 -02 08 06 13 -01 07 01 74 77
8.4 10 -06 -10 08 -08 -04 07 -13 03 04 63 62
8.5 -22 04 08 -01 32 09 -13 01 -24 -33 41 65
8.6 11 10 14 13 21 05 17 01 -19 -21 33 41
L
P
0
Table 3. Product-moment correlations between scales and subscales for the combined sample
(a) (b) 1 2 3 4 5 5a 56 5c 5d 5e 5x 6 6a 66 6c 6x 7 8
l 03
olvement 04 01
job motivation 17 13 37
rder need strength -09 17 17 33
d intrinsic job characteristics 01 29 28 36 28
satisfaction 06 06 30 35 09 73
job satisfaction 04 11 27 36 12 76 93
job satisfaction 07 01 30 30 05 60 93 72
lf intrinsic satisfaction 06 13 23 34 14 70 82 91 62
conditions extrinsic satisfaction 08 03 30 31 10 58 84 65 91 58
e relations satisfaction 04 02 26 28 03 64 92 84 87 62 67
ob satisfaction 12 01 34 31 04 54 70 63 69 59 67 61
satisfaction -08-03 17 18 05 30 42 39 38 34 28 41 42
tion with personal life -13 04 16 22 20 24 20 20 16 17 15 17 27 68
tion with standards and achievement -11 -08 15 09-01 22 37 35 33 29 22 38 34 88 39
tion with life style 07 01 08 18-05 24 39 35 36 32 29 36 37 71 39 41
life satisfaction -03-11 08 13 03 28 45 43 39 37 32 40 47 66 48 51 57
ss 01 -03 13 17 11 36 49 42 50 36 44 48 39 43 35 31 38 51
d anxiety -01 06 -01 04 20 -1 5 -24 19 -27 - 15 -22 -25 -21 - 18 -04 -1 7 -21 18 -23
- -
elf-rated anxiety 07 01 -01 05 04-15-23-20-24-14-21 -23-17-21 -03-23-19-22-22 61
=590 except for scale 4 (n=390) and scale 6 (n=200); see the text.
<O.OOl when r>0.15 except for scale 4 (>0.16) and scale 6 (>O-23).
MEASUREMENT OF SOME WORK ATTITUDES 141
observed on the two occasions did not differ significantlyfrom each other, nor did the
standard deviations except for scales 1 and 3 which were slightly smaller (P<O.O5)
at time 2.
DISCUSSION
correlate 0.49 with totaljob satisfaction. One interesting feature was that the associa-
tions between job and life satisfactions for the men in this sample were consistently
higher than those for women; however, the differences (e.g. 0 5 3 and 0.39 for totallife
satisfaction) did not attain statistical significance.
Finally, a general comment about scale homogeneity is in order. In all these
studies the items in each scale were presented in a block before moving on to the next
scale (see Appendix A). This is of course a widespread practice and on balance we
favour it over the randomization of items from different scales. It is however likely to
encourage internal homogeneity and may reduce associations between scales; these
outcomes should be borne in mind when instruments are being compared.
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APPENDIX A
The instructions and finally-selected items are presented in full below. The sequence shown is that
employed in the research, but the numbering has been altered to correspond with the numbers used
in the text. The scales may be freely used, and minor modifications to the instructions may sometimes
be required. However, users are requested to supply to the authors as much detail as possible about
samples, results and correlates.
and indicate how satisfied you feel about each one in turn? Please use this scale again (SHOW
CARD ‘X’).
6.1. The house or flat that you live in
6.2. The local district that you live in
6.3. Your standard of living: the things you can buy and do
6.4. The way you spend your leisure time
6.5. Your present state of health
6.6. The education you have received
6.7. What you are accomplishing in life
6.8. What the future seems to hold for you
6.9. Your social life
6.10. Your family life
6.1 1. The present government
6.1 2. Freedom and democracy in Britain today
6.13. The state of law and order in Britain today
6.14. The moral standards and values in Britain today
6.15. Britain’s reputation in the world today
6x. Taking everything together, your life as a whole these days.
Scale 7: Happiness
And, as a final item.
7. Taking all things together, how would you say things were these days? Would you say you are:
3. Very happy
2. Fairly happy
1. Not too happy
RESPONSE CARDS
APPENDIX B
Deciles, means and standard deviations for all scales and subscales for the combined sample
(n=590) (except for scale 4 (n=390) and scale 6 (n=200); see text). Respondents were
blue-collar male employees in manufacturing industry.
1 2 3 4 6 68 5b
Perceived
Higher intrinsic Total Intrinsic Extrinsic
Work Intrinsic order job job job job
involve- job need character- satis- satis- satis-
ment motivation strength istics faction faction faction
Decile 1 24.0 28.5 26.6 20.8 47.6 20.3 26.8
2 27.8 32.3 31 .O 24.6 56.8 26-2 30.4
3 29.9 34.2 33.0 27.5 63.6 28.1 33.6
4 31.8 35.6 34-7 29.8 68.0 31 *4 36.2
5 33.3 37.0 35.8 32-2 71 *5 33.2 38.2
6 35.0 38.1 37.0 35.0 75-6 34.9 40.3
7 36.2 39.4 38.4 37.3 78.5 37-2 42.4
8 37.3 40-8 39.8 40.1 83.5 39.2 44.7
9 39.1 41 -4 41 a3 43.5 89.0 42.6 48.0
10 42.0 42.0 42.0 51.0 102.0 49.0 56.0
Mean 32.83 36.26 35.27 32.74 70.53 32.61 37.99
SD 5.94 5.51 5.80 8.39 15.42 8-26 8.36
5c 5d 5e 5x 6 68
Working Satisfaction
Job itself conditions Employee Overall Total with
intrinsic extrinsic relations job life personal
satisfaction satisfaction satisfaction satisfaction satisfaction life
Decile 1 13.0 18.6 12-4 2.66 53.3 16.4
2 15.9 21 *6 16.7 4.16 57.1 18.3
3 17.7 23.2 20.0 4.48 62.0 19.8
4 19.2 24.6 23.0 4.80 64-4 20.7
5 20.6 26.8 24.7 6.1 1 67.0 21 *5
6 21 -8 27.2 26.7 6-40 70.4 22.2
7 23.0 28.5 28.5 5.70 72.9 22.9
8 23.9 29.7 30.6 6.02 76.0 23.9
9 26.7 31 *2 34.2 6.50 81 .O 24.9
10 28.0 36.0 42.0 7.00 93.0 28.0
Mean 20.32 25.89 24.40 5-33 67.09 21 *51
SD 4.90 4.84 7.95 1.44 11.40 3.48
66 6c 6x 8 Ex
Satisfaction
with Satisfaction Overall Overall
standards and with life Self-rated self-rated
achievement life style satisfaction anxiety anxiety
Decile 1 14.7 14.8 2.61 9.0 1 *oo
2 18.3 16.9 4.1 1 11-6 1.25
3 21 a 6 18.0 4.32 13.8 1.69
4 24-2 19.1 4.53 15.7 2.14
5 25.6 20.1 4.75 17.4 2.62
6 27.2 21.2 4.94 19.1 3.10
7 28.8 22.1 5-27 21.4 3.58
8 30.8 23.0 5.64 24.2 4.1 2
9 33.7 23.9 6.04 27.8 5.11
10 42.0 28.0 7.00 42.0 7.00
Mean 25.44 20.22 5.13 18.61 3.37
SD 7.12 3.86 1.28 7.18 1.59