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In the case of CSR factors, though the results show low percentages relative to the employment benefit factors, the mean scores which are above five (5) indicate that CSR factors also influence prospective employees, thus, largely confirming previous studies (Goltz & Giannantonio, 1995; Turban & Greening 1996; Turban et al., 1998; Jones et al., 2014).
In contrast, scale items 23 and 6 obtained the lowest mean scores, which covered, on the one hand, empathic stress about the expression of sadness because of other people's problems (M =1.83; SD = .776) and, the other, adoption of perspective which implies to taking into account other people's opinions for decision-making (M = 1.98; SD = .856).856
Note: Mean scores which are significantly higher than in our study are in bold; mean scores which are significantly lower are italicised.
We summarized all individual Cochrane reporting quality items with mean scores, which we then compared with student t-tests.
Table 3 presents teacher-rated AP mean scores, which are corrected for SES differences between twins and singletons.
In light of this kind of considerations, it clearly appeared that the observed mean scores, which ranged between 40 and 60 for almost all scores, are indicative of a non-trivial impact.
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The raw mean score, which is ordinal, has been transformed to the interval scale latent estimate.
This value was higher than females' mean score, which was 3.44 (SD: 0.54; E.S. 0.01).
This is reflected in the POES mean score, which was above the scale midpoint.
Error bars in Figures 2 and 3 represent 95% confidence intervals around the mean score, which were calculated from the reported SD and sample size.
The seven subscale scores were then aggregated to provide an overall job satisfaction mean score, which is the overall mean score was calculated from all the 43 questions that form the seven subscales of job satisfaction in the MJS tool.
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CEO of Professional Science Editing for Scientists @ prosciediting.com