Different Online Visual Communication Preferences for Different Occupational Identities: Public Sector and Nonpublic Sector

Different Online Visual Communication Preferences for Different Occupational Identities: Public Sector and Nonpublic Sector | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Article Different Online Visual Communication Preferences for Different Occupational Identities: Public Sector and Nonpublic Sector Jianxin Ge, Zhiyi Li, Song Lin This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6118566/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Individuals’ occupational identities have a great influence on their communication behaviors. This paper compares the differences in online visual communication behaviors between public sector employees and nonpublic sector employees based on the institutional theory. Results show that nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. The effect is more significant when the market organizational culture within individuals’ organizations is weaker, and when individuals have longer job tenures. This paper demonstrates the differences in online visual communication between individuals working in the public sector and nonpublic sector, and analyzes the factors that influence the relationship between occupational identity and communication from the sides of organization and individual. This paper is beneficial for managers in designing online visual communication styles that match the employees’ occupational identities well, providing a way for organizations to improve their communicational efficiency. Business and commerce/Business and management Humanities/Language and linguistics Social science/Business and management Social science/Language and linguistics Social science/Psychology Online Visual Communication Public Sector Nonpublic Sector Organizational Culture Job Tenure Figures Figure 1 Figure 2 Figure 3 Figure 4 1. Introduction A proverb in China goes, “talk shop all the time”, which means that individuals’ words and their actions naturally show the characteristics of their occupational identities. However, the differences between public sector employees and nonpublic sector employees, two groups that traditionally are perceived to have very different occupations in people’s opinions, do not seem to be so stark in the context of the Internet. In recent years, a lot of Chinese government officials have begun livestreaming marketing online, and people have taken notice of the notable differences in their communication styles. Some officials use a humorous communication style to create a lively atmosphere in the live broadcast room, similar to other anchors. For example, Sun Guofeng, an official in Shandong province of China, said that he wanted to break the stereotype of officials and the public sector in people’s minds. Another official, Xing Zheng, who is known as an influencer, performed a rap during his online work speech. However, some officials believe that officials and the public sector should be cautious about what they say and act online. For example, You Weimin, a county magistrate, said that the live broadcasts of officials should not be overly serious nor contain improper content, officials should behave appropriately to show the credibility of the government. Specific occupational identities develop individuals’ professional knowledge and skills, influence individuals’ behavior in their daily life (Hodson and Sullivan, 2008), and ultimately influence their communication, thereby forming the phenomenon of “talk shop all the time,” as described in a Chinese proverb. However, as exemplified by the “influencer” officials mentioned above, the sense of distance caused by online communication without face-to-face interaction, and the virtuality stemming from both communication parties being hidden behind the network, blurring the occupational characteristics of individuals in the real world. “On the internet, nobody knows you’re a dog” describes exactly this phenomenon. In the new scenario of online communication, is there still a significant difference in communication style between the public sector employees and the nonpublic sector employees, still showing the phenomenon of “talk shop all the time”? This is the research question of this paper. Previous studies on occupational identity and communication have focused on occupational identities such as IT practitioners, teachers and marketing workers, demonstrating that different occupational groups have their own uniqueness in vocabulary use, expression norms and communication initiative (Guzman et al., 2008, Josephs et al., 2013, Tifferet and Vilnai-Yavetz, 2018). However, few scholars have paid attention to the communication characteristics of the public sector employees and the nonpublic sector employees. Scholars found that the communication style of nonpublic sector managers is more confident and aggressive than that of the public sector managers (Pattnaik and Mishra, 2014). However, the theoretical analysis of this research is weak, lacking deduction on the mechanisms by which public sector and nonpublic sector occupational identities affect their employees’ communication. Meanwhile, the relevant research remains in the offline communication scenario, lacking attention on online communication, which has gradually become one of the mainstreams of communication. The public sector and the nonpublic sector are significantly different in daily operations, human resource management etc. (Parker and Bradley, 2000, Schraeder et al., 2005). The values they promote are also markedly distinct (Wal and Huberts, 2008). However, the potential differences in communication between public sector employees and nonpublic sector employees have not received enough attention from scholars. This hinders further analysis of the antecedents of communication and prevents people from exploring the communication styles that match the characteristics of public sector employees and nonpublic sector employees, thereby hindering the public sector and the nonpublic sector from improving their internal communication efficiency and quality. With the development of the Internet, an increasing amount of communication is taking place online. When individuals communicate online, their social backgrounds become ambiguous, and online communication is often characterized by a lack of non-verbal cues, anonymity, one-wayness, and asynchronicity (Sproull and Kiesler, 1988). These may blur the influence stemming from individuals’ occupational identities. However, scholars found that, due to the influence of occupational cultures and requirements, marketing workers tend to be more active in online communication compared to individuals in other occupations (Tifferet and Vilnai-Yavetz, 2018). This conclusion suggests that marketing workers’ online communication style is similar to the style they show offline. Considering the facts that the public sector and the nonpublic sector have huge differences in working environment, job content and occupational requirements, individuals from these two groups also show significant differences in offline communication style. This paper believes that there also exist significant differences in online communication style between these two groups of individuals. Therefore, this paper uses the institutional theory to explore the differences in online visual communication preferences between the public sector employees and the nonpublic sector employees. This paper contributes to the studies of occupational identity and communication, helping the public sector and the nonpublic sector to carry out their online visual communication more efficiently. 2. Theory and hypothesis 2.1 Institution and individuals’ communication Institutions are the rules and norms in societies and organizations (Searle, 2005). They regulate and constrain people’s behavior, motivate them in terms of what to do and how to do it, and limit their misbehavior (Bruton et al., 2010). Individuals’ communication with each other is social behavior so that it is also influenced by the institutions within societies. The communication process includes four elements: sender, information, receiver and feedback (Lunenburg, 2010). Institutions can affect the content and form of the information sent by the senders. For example, influenced by occupational cultures and requirements, marketing workers are more likely to post their individual information on social platforms (Tifferet and Vilnai-Yavetz, 2018). Meanwhile, the process of receivers’ receiving information is also affected by the institutions. For instance, teachers are more sensitive to people’s language skills than others because the institutions they face require them to communicate correctly. Institutions are divided into formal institutions and informal institutions. The formal institutions are composed of mandatory and clearly defined norms within the organizations, mainly including laws and policies. They have an explicit guiding and restraining influence on the members of the organizations. Informal institutions are composed of non-mandatory and implicit norms, such as values, customs, organizational culture, etc. (North, 2018). Different organizations have different objectives and these different objectives lead to the very different institutions in the organizations (Greenwood et al., 2014). The objectives of the public sector are predominantly public goods, while the objectives of the nonpublic sector are competitive and self-interested (Rainey, 1988). Therefore, in terms of formal institutions, the public sector has high requirements for stability, follows a hierarchical operation mode, and requires its employees to behave within the rules (Rainey, 1988, Bradley and Parker, 2006). In contrast, the nonpublic sector focuses on efficiency and innovation and follows a flat operation mode (Wal et al., 2006). In terms of informal institutions such as values and organizational cultures, the public sector encourages their employees to be rational, impersonal and trustworthy, while the nonpublic sector expects their employees to be flexible, enthusiastic, creative and innovative (Kaptein, 2004, Wal et al., 2006). 2.2 Differences in online visual communication preferences between public sector employees and nonpublic sector employees In terms of formal institutions, the public sector focuses on stability and demands obedience, gaining people’s trust by cultivating an image of responsibility and reliability (Wal et al., 2006). This notion is also shown in its visual communication. For example, the Chinese government document titled “Layout key for official document of Party and government organs” sets strict requirements for the visual communication of China’s public sector. The document stipulates that the text colour in official documents must be black, the printing paper must conform to the A4 specifications outlined in GB/T 148, and a red dividing line must be printed at the centre of the top of the paper. These formal institutions contribute to the standardization and decency of the visual communication in the public sector, but they also render the public sector somewhat stereotypical and monotonous. Different from the public sector, the nonpublic sector focuses on efficiency and profitability (Wal et al., 2006). It is better at highlighting its unique characteristics and shaping its image than the public sector, and this improves its competitiveness and boosts sales of products and services. Therefore, the visual communication styles of the nonpublic sector are often more interesting and eye-catching. For example, McDonald’s, with its warm and vibrant restaurant environment and product visual design, has adapted well to the changes in the market environment and consumer groups within the fast-food industry, thereby consolidating its dominant position in the industry (Mbatha et al., 2023). The influence of formal institutions in the public sector and the nonpublic sector on visual communication is also evident in the online context. Lots of communication activities at work need to be carried out through online channels such as social platforms, e-mails and Internet office systems. Therefore, individuals’ visual communication is affected by the occupational institutions when they work online. Meanwhile, the psychological and behavioral inertia accumulated under the influence of occupational institutions also affects individuals’ online behavior when off work. The encroachment of work into non-working time through Internet technology strengthens the effect of formal occupational institutions on the individuals’ visual communication preferences. In a word, the online visual communication of public sector employees and nonpublic sector employees is regulated by the formal institutions associated with their respective occupational identities. As mentioned above, due to the influence of formal institutions, the public sector tends to prefer monotonous visual communication, whereas the nonpublic sector prefers more interesting visual communication. Therefore, this paper proposes the following: Hypothesis 1: Nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. 2.3 The moderating effects of organizational culture and individuals’ job tenure Informal institutions can affect individuals’ communication. Informal institutions are the invisible, deep-rooted patterns of thinking and behavior within organizations, and they subtly influence individuals and serve as both a complement and an alternative to the formal institutions (Park, 2022). Organizational culture is an informal institution in an organization, representing a cultural characteristic shared by its members (Zilber, 2012). Organizational culture contains values and behavioral patterns that distinguish organizational members from others. By influencing the attitudes of the organizational members, organizational culture can ultimately encourages them to converge in behavior towards the norms of the organization (Su et al., 2013). The public sector and the nonpublic sector have numerous differences in the organizational culture, and similarly, there are variations in organizational culture among different public sectors as well as among different non-public sectors (Parker and Bradley, 2000, Bradley and Parker, 2006, Marschollek and Beck, 2012, Su et al., 2013, Harrison and Baird, 2014). Different organizational cultures result in different organizations exhibiting distinct behaviors and norms, ultimately leading to differences in their communication. According to the Organizational Culture Assessment Instrument (OCAI) model, organizational culture can be categorized into four distinct types: clan culture, adhocracy culture, hierarchy culture, and market culture (Quinn and Cameron, 1999). Many studies have found that market organizational culture is more prevalent and representative compared to other types of organizational cultures (Teo et al., 2013, Zhonghua and Ye, 2012). Therefore, based on the studies which focus on specific dimensions of the OCAI model (Kurniawan et al., 2021, Lee and Ding, 2024), this paper explores the influence of the degree of the organizational culture within organizations on the relationship between occupational identity and individuals’ preference for online visual communication from the perspective of market organizational culture. The degree to which an organization’s market organizational culture is developed represents its level of results orientation. The higher the degree of market organizational culture, the more the organization focuses on efficiency, competition and goal achievement (Quinn and Cameron, 1999). The degree of market organizational culture constitutes a part of the organization’s informal institutions, influencing the effectiveness of the formal institutions within the organization. For the public sectors which have a higher degree of market organizational culture, although their formal institutions require them to behave stably and normally, they also become more effective, competitive and flexible because of the influence of market organizational culture. Employees in such public sectors exhibit greater vitality and initiative, resembling nonpublic sector employees in their thinking and communication styles, and are more inclined to adopt interesting online visual communication styles. While the higher degree of market organizational culture also influences the nonpublic sector, its effect is not as pronounced as it is on the public sector, considering that the formal institutions within the nonpublic sector have similar requirements when compared to the market organizational culture. Therefore, the effect that nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees is weaker when the degree of organizations’ market organizational culture is higher. For the public sectors which have a lower degree of market organizational culture, they are more conservative due to the influence of their organizational culture, preferring a singular and hierarchical style. Employees in such public sectors are more restrained and cautious in their thinking and communication, and less receptive to the interesting online visual communication styles. But for the nonpublic sectors which have a lower market organizational culture, due to their formal institutions, they focus on efficiency, profitability and competitiveness. Consequently, the influence of organizational culture is limited, and the employees still prefer interesting and flexible communication styles. Therefore, the phenomenon that nonpublic sector employees prefer the more interesting online visual communication styles compared to the public sector employees is more significant when the market organizational culture within their organizations is weaker. So, this paper proposes the following: Hypothesis 2: Nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. This effect is more significant when the market organizational culture within individuals’ organizations is weaker. The influence of organizations’ formal institutions on individuals is affected by individuals themselves (Carraher et al., 2006). The individual’s job tenure is an important factor that represents the degree of alignment and connection between individual and organization (Atatsi et al., 2021). Therefore, individual’s job tenure needs to be considered when focusing on the effect of the formal institutions on individual. As individuals work for more years, they have a better understanding of the institutions of the organizations, gradually being assimilated by these institutions, knowledge and norms (Woods et al., 2018), thereby becoming more willing to comply with the requirements of the organizations. Meanwhile, individuals tend to leave their jobs when they experience conflicts with organizations over the institutions, leading to stress and burnout (Robert et al., 1994, BENJAMIN et al., 1995). The organizations also dismiss people who fail to meet their institutional requirements. As a result, longer job tenures for individuals means that individuals have a better recognition and compliance with their organizations’ institutions. Public sector employees with longer job tenures have a higher degree of recognition for the public sector’s institutions, which focus on stability and obedience. Consequently, they are more willing to manage themselves in accordance with these institutions. Their communication gradually converges with the requirements of the public sector’s institutions, making them less likely to accept the interesting online visual communication styles. Meanwhile, nonpublic sector employees with longer job tenures are more receptive to the nonpublic sector’s institutions, which focus on efficiency and innovation. They are more willing to accept the interesting and flexible communication styles that align with the requirements of the nonpublic sector. Consequently, they have a greater acceptance of the interesting online visual communication styles. Therefore, the effect that nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees is more significant when the individuals’ job tenures are longer. Public sector employees with shorter job tenures are less likely to be influenced by the institutions of the public sector. They have a lower degree of recognition of the communication styles that cater to the requirements of the public sector institutions, and are not so resistant to the interesting online visual communication styles that do not conform to the institutions of public sector. Similarly, nonpublic sector employees with shorter tenures are less receptive to the interesting online visual communication styles that align with the nonpublic sector’s institutions. Therefore, the phenomenon that nonpublic sector employees prefer the more interesting online visual communication styles compared to the public sector employees is weaker when the individuals’ job tenures are shorter. So, this paper proposes the following: Hypothesis 3: Nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. This effect is more significant when the employees have longer job tenures. The theoretical model is illustrated in Figure 1. 3. Method 3.1 Questionnaire material design To measure the concept of “interesting”, ensuring the accuracy of the survey, this paper evaluated the effectiveness of the questionnaire materials used. At this stage, 128 participants were recruited, with 120 being valid (consisting of 40 university students, 40 public sector employees, and 40 nonpublic sector employees). This paper designed two images as questionnaire materials (as shown in Figure 2). The participants were asked to observe these two images and rate how interesting they perceived them to be. The paired t -test results showed that image 1 was more interesting than image 2 (t = 15.966, p = 0.000 < 0.01). Therefore, image 1 represented a more interesting online visual communication style when compared with image 2, which was used as the material for the control group. 3.2 Sample This paper recruited 365 respondents and distributed questionnaires to them. After excluding the respondents whose data were abnormal, a total of 336 valid samples were collected. Among them, there were 168 public sector employees and 168 nonpublic sector employees. The individual circumstances of the respondents are shown in Table 1. 3.3 Measurement 3.3.1 Online visual communication preference (OVCP) Scholars developed a nine-item scale to measure individual’s perception and attitude towards different visual presentations of the same content (Bresciani et al., 2015), and this scale was later expanded to 11items. This paper translated the eleven-item scale, adjusted it to fit the research question, and used it to measure individual’s preference for the specific visual communication style. The scale utilized a 5-point Likert-type scoring system and had a Cronbach’s alpha of 0.835 in this study. 3.3.2 Market organizational culture (MOC) This paper selected six items which are used to measure the level of market organizational culture from the classic OCAI scale (Quinn and Cameron, 1999). To better fit the needs of focusing on the public sector employees and nonpublic sector employees, this paper modified these six items and used the six-item scale for measurement. The scale utilized a 5-point Likert-type scoring system and had a Cronbach’s alpha of 0.779 in this study. 3.3.3 Control variables There are differences between men and women in visual perception measures such as acuity, backward masking and motion detection (Shaqiri et al., 2018), which influence their perception and thinking (Vanston and Strother, 2017). Meanwhile, men and women differ in communication styles. Men tend to prefer a more direct, clear and instrumental communication style while women often prefer a more euphemistic and ambiguous style, and women tend to be more expressive and are more willing to use emojis to aid their expression (Baird and John, 1976, Prada et al., 2018). Men and women are also different in colour preferences and colour perception (Fider and Komarova, 2019). Older people and the young have significantly different preferences in colour because of both physical and psychological factors (Dittmar, 2001). Meanwhile, they also differ in preferences for emojis. Older people tend to prefer realistic, high-contrast and positive emojis, while the young opt for vivid, humorous and cute ones. Individuals’ educational backgrounds influence their preference for colour. More highly educated individuals tend to prefer a more varied colour palette (Baniani and Yamamoto, 2015). Individuals’ socioeconomic statuses affect their aesthetic styles (Knapp et al., 1959). Low- and middle-consumption individuals prefer conservative, robust and conventional styles while high-consumption individuals prefer daring, avant-garde, diverse and vibrant styles (Chen et al., 2023). Individuals with higher work levels tend to have higher socioeconomic statuses. Therefore, individuals’ work levels are related to their preferences in colour, image and visual communication styles. The types of work individuals perform in organizations influence their thinking, behavior and the perception of occupational identities (Sandberg, 2000). For example, individuals who engage in marketing work tend to have stronger communication skills and a higher level of acceptance of the communication styles that are consistent with their own occupational identities. The frequency of presentations individuals make at work influences their communication styles. Individuals who need to make more presentations tend to be more likely to adopt the communication styles that align with their occupational identities, as they are required to communicate in these ways during their presentation tasks. Individuals’ personalities are related to their preferences for colour and emoji usage (Lange and Rentfrow, 2007, Hall and Pennington, 2013). Whether individuals have children affects their personalities. Meanwhile, it also influences individuals’ preferences for warm colours and the cartoon emojis. These factors ultimately influence individuals’ perceptions and preferences for visual communication styles. Image 1 had a warmer tone palette than image 2. Considering that colours affect individuals’ perception and behavior (Li et al., 2025), this paper controlled the variable of whether the respondents prefer warm colours to mitigate the influence of specific colours on the respondents’ results. To highlight the interesting attribute of image 1, this paper used Shiba Inu emojis which are popular on the Internet within it. Therefore, to reduce the influence of the respondents’ emoji preferences on their results, this paper also controlled the frequency of their emoji use online. Overall, there were 9 control variables in this paper, which are as follows. Specifically, 3 individual demographic variables, including gender (GEN), age (AGE), and education background (EDU). 3 variables related to the nature and content of individuals’ work, including their work level (WL), work type (WT), and the frequency of presentation at work (FP). 3 variables related to individuals’ daily life, including whether they have children (KID), their colour preferences (COL), and the frequency of their emoji use online (FE). 3.4 The process of questionnaire research This paper randomly distributed questionnaires to the public sector employees and nonpublic sector employees whose occupational identities are completely different. Respondents who completed the questionnaires featuring interesting material, i.e. image 1, were classified as the experimental group. Conversely, those who completed the questionnaires containing image 2 were classified as the control group. The questionnaire materials for both the experimental and control groups were identical, except for the image style. After excluding the questionnaires with abnormal data, this paper collected a total of 336 valid samples. These samples were then divided into two main categories based on the questionnaire materials used: one category containing image 1 and the other containing image 2, with 168 samples in each category. Furthermore, within each of these two categories, the samples were further subdivided into public sector group and nonpublic sector groups. Therefore, the final grouping resulted in four sub-groups: 84 samples in the experimental group from the public sector, 84 samples in the control group from the public sector, 84 samples in the experimental group from the nonpublic sector, and 84 samples in the control group from the nonpublic sector. 4. Analysis and results 4.1 Common method bias To avoid the potential common method bias caused by the simultaneous collection of data for all variables, this paper conducted Harman’s single-factor test. The results showed that the first factor accounted only for 0.260 of variance, well below the threshold of 0.400. Meanwhile, the four factors with eigenvalues greater than 1 collectively accounted only for 0.598 of variance, which was relatively small. Hence, common method bias did not appear to pose a threat to this study. 4.2 Description and correlations of variables The mean and standard deviation of all variables and the correlation coefficients between them are shown in Table 2 (OI stands for occupational identity and JT stands for job tenure). The correlation coefficients among the independent variable, the dependent variable, and the moderating variables were all less than 0.700. Meanwhile, the VIF of the model was 2.833, well below the threshold of 10. Hence, multicollinearity did not appear to pose a threat to this study. 4.3 Regression results Model 1 and Model 2 in Table 3 show the results of the regression test for the main effect. In the sample groups, the experimental group comprised samples whose questionnaire material was image 1, while the control group comprised samples whose questionnaire material was image 2. The independent variable, occupational identity, is a categorical variable (0 = public sector employee, 1 = nonpublic sector employee). The results show that nonpublic sector employees gave higher ratings to the more interesting questionnaire material (i.e. image 1) compared to public sector employees, preferring this style of online visual communication over them (β = 0.201, p = 0.043 0.100 for Model 2). These findings suggest that nonpublic sector employees prefer the more interesting online visual communication styles compared to the public sector employees. Therefore, Hypothesis 1 was supported. Model 3 to Model 6 in Table 3 show the results of the moderating effect of the market organizational culture and individuals’ job tenures on the main effect. In the experimental group, the moderating effect of the market organizational culture was significantly negative (β = -0.323, p = 0.025 < 0.050 for Model 3). This suggests that the influence of individuals’ occupational identities on their online visual communication preferences is weaker when market organizational culture within individuals’ organizations is stronger. Combined with the result of the control group (β = 0.040, p = 0.766 > 0.100 for Model 4), this paper found evidence to support Hypothesis 2. Meanwhile, the moderating effect of individual’s job tenure was significantly positive (β = 0.267, p = 0.035 < 0.050 for Model 5) in the experimental group. This means that the influence of individuals’ occupational identities on their online visual communication preferences is stronger when individuals have longer job tenures. Combined with the result of the control group (β = -0.090, p = 0.306 > 0.100 for Model 6), the results support Hypothesis 3. Figure 3 and Figure 4 show the moderating effects of the market organizational culture and job tenure. 4.4 Robustness test Different occupations influence the thinking and behavior of employees through formal institutions and informal institutions within various occupations. However, compared with middle and senior managers, ordinary workers and grassroots managers spend less time and energy, and have lower occupational identity and commitment. Therefore, they are less affected by the institutions of their occupations, and their visual communication styles are also less related to their occupational identities. Therefore, this paper selected the samples of ordinary workers and grassroots managers from the total samples and used them for regression tests. The results are shown in Table 4 from Model 1 to Model 3 (only the results for the experimental group are shown, and the results for the control group are omitted). The main effect and the two moderating effects are consistent with those shown in Table 3, supporting the robustness of the conclusions in this paper. The dependent variable in this paper is online visual communication preference, hence individuals’ attitudes towards online communication are important. Individuals who have operated self-media platforms have stronger online communication skills and are more adept at conveying information to receivers through words and images, thereby tending to prefer online communication. Therefore, the results pertaining to this subset of samples can more accurately show the true effect of individuals’ occupational identities on their preferences for online visual communication styles. This paper selected the respondents who had experience operating self-media platforms from the total samples and used this subset of samples for regression tests. The results are shown in Table 4 from Model 4 to Model 6. The main effect and the two moderating effects are consistent with those shown in Table 3. This supports the robustness of the conclusions in this paper. 5. Discussion 5.1 Conclusions Based on the institutional theory, this paper studies the effect of occupational identity on individual’s online visual communication preference and identifies two moderating variables that influence this relationship. The results show that nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. This effect is more significant when the market organizational culture within individuals’ organizations is weaker, and when individuals have longer job tenures. 5.2 Contributions 5.2.1 Theoretical implications Firstly, this paper contributes to the literature on occupational identity. This paper analyzes the differences in communication among individuals with two occupational identities in the public sector and nonpublic sector. Previous studies have paid attention to the differences between individuals with different occupational identities. However, most of these studies have concentrated solely on psychological and personality traits (Wal and Huberts, 2008), but seldom analyzed the influence of individual’s occupational identity specifically from the perspective of communication. Scholars have proved that the communication style of nonpublic sector managers is more confident and aggressive than that of the public sector manages (Pattnaik and Mishra, 2014). However, their analysis did not clearly explain why occupational identity can affect individual’s communication style. Based on the institutional theory, this paper analyzes the differences in online visual communication preferences between public sector employees and nonpublic sector employees, confirming the correctness of the Chinese proverb “talk shop all the time.” This paper supplements scholars’ understanding of differences between the public sector and the nonpublic sector from the perspective of communication, helping them to better distinguish these two occupational identities. Secondly, this paper contributes to the literature on communication. Previous studies have focused on verbal and textual communication, as well as communication in the offline context, lacking attention to people’s behaviors in online visual communication. With the development of the Internet, online communication through social media is becoming more and more important in people’s daily lives. Meanwhile, as the saying goes, “A picture is worth a thousand words,” visual communication has obvious advantages over verbal and textual communication. The lack of attention to online visual communication hinders scholars from developing more efficient and high-quality communication skills. This paper finds that nonpublic sector employees prefer the more interesting styles in online visual communication compared to public sector employees. This conclusion is beneficial for scholars to understand the personal characteristics influencing online visual communication, and it demonstrates the uniqueness of people with different occupational identities in communication. Finally, this paper identifies the moderating variables that affect the relationship between occupational identity and communication from both organizational and individual perspectives, contributing to a better understanding of the relationship between institution and individual behavior. Previous studies have proved that individuals’ occupational identities can influence their communication (Pattnaik and Mishra, 2014, Hu et al., 2017). But literature lacks an analysis of why occupational identity affects communication and under what conditions. Based on the institutional theory, this paper points out that both organizations’ market organizational culture and individuals’ job tenures affect the relationship between people’s occupational identities and their communication. This provides scholars with an idea of how occupational identity and the institution it has can influence employees’ behavior. 5.2.2 Practical implications Firstly, when considering online visual communication, managers should ensure that their communication styles align with the receivers’ occupational identities. Scholars found that sharing the same language could improve the efficiency of communication and collaboration among people (Yow and Lim, 2019). Similarly, consistency in communication style can be beneficial to communication within organizations and teams. Therefore, nonpublic sector managers can incorporate interesting elements, such as humorous emojis and warm, bright colour combinations, into their network office systems, online meetings, and electronic reports, so as to avoid adopting monotonous and boring online visual communication styles. On the contrary, when considering online visual communication, managers in the public sector should adopt unpretentious styles to avoid eliciting disgust and resistance from employees due to the overly fancy designs. By aligning online visual communication styles with employees’ occupational identities, managers can reduce employees’ visual fatigue during communication, enhance employees’ ability to receive and process information, and thereby improve the operational efficiency of the entire organization. Secondly, managers should focus on the organizations’ market organizational culture and employees’ job tenures and adopt the more targeted and more realistic online visual communication styles. Specifically, for the public sectors that have more contact with the public and regulators, the work environment dictates that these public sectors have higher degrees of market organizational culture. Therefore, public sector managers in these organizations can adopt communication styles that are more interesting and similar to those found in the nonpublic sector. The longer the employees’ job tenures, the more they prefer visual communication styles that match their occupational identities and institutions. Therefore, managers should consider their employees’ job tenures when selecting online visual communication styles. For example, managers can adopt the more general and more popular styles when communicating with new employees and adopt the styles that align with their occupational identities when communicating with old employees. 5.3 Limitations and future research Firstly, this paper classifies the occupational identities as public sector employees and nonpublic sector employees, but this way may be too general. The nonpublic sector employees include people from all walks of life, and there may still be lots of differences in communication among these individuals. For example, the textual communication of designers, publicists and software engineers is different on Twitter (Hu et al., 2017). Future research could provide a more detailed breakdown of occupational identities and conduct a more in-depth discussion about the differences in communication among them. Secondly, there are lots of factors that may influence the relationship between occupational identity and individual’s online visual communication preference, but this paper only discusses the market organizational culture and job tenure. Studies show that public sector employees and nonpublic sector employees have noticeable differences in work engagement, organizational commitment, work values and so on (Baarspul and Wilderom, 2011). Future research could start with these aspects to comprehensively explore the effect of occupational identity on individual’s communication. Finally, the number of samples in each group is relatively small because the samples are grouped into categories in this paper. Future studies could retest the conclusions in this paper with a larger sample size to reach more robust conclusions. Declarations Ethical approval This study was approved by the Academic Committee of our institution (Approval number: EA20250002). 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Tables Table 1 The Individual Circumstances of the Respondents (N = 336) Variable Description Proportion Variable Description Proportion Occupational identity Public sector 0.500 Work level Grassroots employees 0.479 Nonpublic sector 0.500 Grassroots managers 0.247 Gender Male 0.509 Middle managers 0.202 Female 0.491 Top executives 0.072 Age 20~24 years old 0.071 Whether they have engaged in marketing work No 0.134 25~29 years old 0.304 Yes 0.866 30~34 years old 0.324 The frequency of presentations at work Never 0.131 35~39 years old 0.182 1~3 times 0.360 40~44 years old 0.095 4~10 times 0.378 45~49 years old 0.012 More than 10 times` 0.131 50~54 years old 0.006 Whether they have operated self-media platforms No 0.292 55~59 years old 0.006 Yes 0.708 Job tenure 0~4 years 0.426 Whether they have children No 0.256 5~9 years 0.402 Yes 0.744 10~19 years 0.146 Whether they prefer warm colours No 0.598 20 years and above 0.027 Yes 0.402 Education background College degree 0.033 The frequency of emoji use online Never 0.006 Bachelor’s degree 0.810 Occasionally 0.068 Master’s degree 0.154 Sometimes 0.313 Ph.D. degree 0.003 Often 0.613 Table 2 Description and Correlations of Variables Variable Mean SD 1 2 3 4 5 6 1. OI 0.500 0.501 1.000 2. OVCP 4.133 0.506 0.129 ** 1.000 3. MOC 3.983 0.621 0.156 *** 0.138 ** 1.000 4. JT 1.774 0.793 -0.263 *** -0.052 0.080 1.000 5. GEN 0.491 0.501 0.113 ** 0.009 -0.078 -0.088 1.000 6. AGE 3.015 1.228 -0.362 *** -0.007 0.207 *** 0.681 *** -0.143 *** 1.000 7. EDU 2.128 0.428 -0.035 -0.070 -0.066 0.024 0.082 -0.038 8. WL 1.866 0.976 -0.064 -0.016 0.195 *** 0.520 *** -0.109 ** 0.473 *** 9. WT 0.866 0.341 -0.079 0.117 ** 0.130 ** 0.009 0.002 0.055 10. FP 2.510 0.881 0.382 *** 0.092 * -0.031 0.131 ** 0.068 -0.123 ** 11. KID 0.744 0.437 -0.205 *** 0.095 * 0.218 *** 0.409 *** -0.079 0.536 *** 12. COL 0.402 0.491 0.273 *** 0.175 *** 0.043 -0.050 0.239 *** -0.144 *** 13. FE 3.533 0.650 0.225 *** 0.148 *** 0.017 -0.130 ** 0.129 ** -0.219 *** 7 8 9 10 11 12 13 7. EDU 1.000 8. WL 0.134 ** 1.000 9. WT -0.025 0.080 1.000 10. FP 0.183 *** 0.236 *** 0.108 ** 1.000 11. KID -0.064 0.262 *** 0.150 *** 0.014 1.000 12. COL -0.117 ** -0.180 *** -0.016 0.195 *** -0.034 1.000 13. FE 0.001 0.009 0.000 0.229 *** -0.191 *** 0.169 *** 1.000 * p < 0.100, ** p < 0.050, *** p < 0.010. SD, standard deviation. Table 3 Regression Test Variable OVCP Model 1 Model 2 Model 3 Model 4 Model 5 Model 6 Sample group Experimental Control Experimental Control Experimental Control Constant 2.808*** 4.135*** 3.067*** 4.174*** 2.812*** 4.061*** (0.000) (0.000) (0.000) (0.000) (0.000) (0.000) Control variables GEN -0.069 0.022 -0.063 0.027 -0.059 0.017 (0.435) (0.748) (0.465) (0.697) (0.499) (0.802) AGE 0.073 -0.060* 0.059 -0.064* 0.105* -0.031 (0.174) (0.084) (0.269) (0.081) (0.090) (0.459) EDU 0.030 -0.091 0.041 -0.089 0.016 -0.087 (0.788) (0.226) (0.709) (0.237) (0.885) (0.257) WL -0.040 -0.017 -0.050 -0.019 -0.024 0.003 (0.503) (0.652) (0.389) (0.617) (0.682) (0.946) WT 0.124 0.176* 0.059 0.167 0.126 0.133 (0.304) (0.086) (0.622) (0.109) (0.294) (0.200) FP -0.030 0.085** -0.025 0.090* -0.012 0.095** (0.625) (0.048) (0.672) (0.054) (0.846) (0.040) KID 0.164 0.133 0.105 0.127 0.149 0.139 (0.153) (0.154) (0.362) (0.179) (0.197) (0.139) COL 0.300*** -0.103 0.267*** -0.105 0.327*** -0.087 (0.001) (0.199) (0.003) (0.195) (0.000) (0.280) FE 0.211*** -0.006 0.207*** -0.009 0.207*** -0.020 (0.003) (0.904) (0.003) (0.865) (0.004) (0.712) Independent variable OI 0.201** 0.042 0.151 0.015 0.207** 0.032 (0.043) (0.602) (0.122) (0.868) (0.039) (0.689) Moderating variables MOC 0.181** 0.046 (0.015) (0.491) JT -0.014 -0.100 (0.864) (0.116) Interaction OI × MOC -0.323** 0.040 (0.025) (0.766) OI × JT 0.267** -0.090 (0.035) (0.306) Adjusted R 2 0.135 0.038 0.174 0.028 0.150 0.049 F 3.597 1.653 3.933 1.406 3.453 1.719 N 168 168 168 168 168 168 * p < 0.100, ** p < 0.050, *** p < 0.010. Numbers in brackets refer to P value. The same as below. Table 4 Regression Results of the Robustness Test Variable OVCP Model 1 Model 2 Model 3 Model 4 Model 5 Model 6 Sample group Experimental Experimental Experimental Experimental Experimental Experimental Constant 1.828*** 2.077*** 1.753*** 3.326*** 3.764*** 3.115*** (0.001) (0.000) (0.002) (0.000) (0.000) (0.000) Control variables GEN -0.147 -0.141 -0.139 -0.025 -0.031 -0.012 (0.158) (0.164) (0.180) (0.809) (0.744) (0.907) AGE 0.190** 0.180** 0.237*** 0.079 0.018 0.176** (0.011) (0.013) (0.006) (0.280) (0.795) (0.038) EDU 0.182 0.185 0.165 -0.057 -0.004 -0.057 (0.159) (0.143) (0.200) (0.673) (0.975) (0.666) WL 0.037 0.034 0.048 -0.061 -0.072 -0.023 (0.716) (0.726) (0.631) (0.370) (0.255) (0.736) WT 0.124 0.070 0.126 0.088 -0.010 0.007 (0.367) (0.603) (0.355) (0.728) (0.967) (0.979) FP 0.012 0.019 0.041 -0.020 -0.028 0.023 (0.864) (0.774) (0.568) (0.781) (0.674) (0.755) KID 0.072 0.006 0.071 0.184 0.130 0.192 (0.594) (0.963) (0.597) (0.177) (0.310) (0.156) COL 0.226** 0.165 0.258** 0.236** 0.183* 0.254** (0.029) (0.107) (0.014) (0.022) (0.059) (0.013) FE 0.288*** 0.292*** 0.293*** 0.108 0.106 0.111 (0.001) (0.000) (0.000) (0.199) (0.181) (0.177) Independent variable OI 0.244** 0.175 0.284** 0.322*** 0.262** 0.334*** (0.029) (0.112) (0.013) (0.007) (0.019) (0.007) Moderating variables MOC 0.163** 0.294*** (0.041) (0.000) JT -0.053 -0.121 (0.596) (0.235) Interaction OI × MOC -0.366** -0.431*** (0.018) (0.006) OI × JT 0.292* 0.318** (0.063) (0.050) Adjusted R 2 0.166 0.212 0.181 0.097 0.218 0.131 F 3.535 3.848 3.332 2.309 3.832 2.532 N 128 128 128 123 123 123 Additional Declarations No competing interests reported. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-6118566","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Article","associatedPublications":[],"authors":[{"id":466486675,"identity":"a6799810-0969-4533-a751-81960bc79953","order_by":0,"name":"Jianxin Ge","email":"","orcid":"","institution":"Central University of Finance and Economics","correspondingAuthor":false,"prefix":"","firstName":"Jianxin","middleName":"","lastName":"Ge","suffix":""},{"id":466486676,"identity":"00927f22-de7a-4200-8f89-dfdfc5ed7d70","order_by":1,"name":"Zhiyi Li","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA80lEQVRIie2QsQrCMBRFXyikS7FrSsFvKAjFIeCHuKRLXXR1Klop1EWc/QlXZyFQl2LXjnZxLrh0cDCNDjqYroI5ZHiEe7h5AdBofpCeARgYEDGiGGra3qHVUaXgdwXtQqnEakWeF4YVPge1YprXS5UOwXb56kYZDfZrLloiOlY8bOIFKQFnGyTulIUDPw+EkoWz+LuSkVbxcpQas4b3/aNQUMwVCkqlMmqVIeOWX1RdioGfLZZQgImWsrMFY8LOBEiOEmfT7lKKFqbYxbZPV6eZL8DemFXdiB87FJPqUkf0qyJBGJafAaaKS+6dCY1Go/lnHpjBVEyP00KKAAAAAElFTkSuQmCC","orcid":"","institution":"Central University of Finance and Economics","correspondingAuthor":true,"prefix":"","firstName":"Zhiyi","middleName":"","lastName":"Li","suffix":""},{"id":466486677,"identity":"2d56c06c-ab09-4723-a06c-3150270873dc","order_by":2,"name":"Song Lin","email":"","orcid":"","institution":"Central University of Finance and Economics","correspondingAuthor":false,"prefix":"","firstName":"Song","middleName":"","lastName":"Lin","suffix":""}],"badges":[],"createdAt":"2025-02-27 07:38:28","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-6118566/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6118566/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":84052650,"identity":"6cfd6109-d56d-40ee-85be-44dbb0e586b3","added_by":"auto","created_at":"2025-06-06 08:43:18","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":3983,"visible":true,"origin":"","legend":"\u003cp\u003eResearch Model\u003c/p\u003e","description":"","filename":"Figure1ResearchModel.png","url":"https://assets-eu.researchsquare.com/files/rs-6118566/v1/738a96710e3bf610666f41d2.png"},{"id":84052652,"identity":"7cc8ec5a-ce56-4446-b0ab-1ec312155364","added_by":"auto","created_at":"2025-06-06 08:43:18","extension":"png","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":428539,"visible":true,"origin":"","legend":"\u003cp\u003eQuestionnaire \u0026nbsp;\u0026nbsp;Material Design (Image 1 for Experimental Group, Image 2 for Control Group)\u003c/p\u003e","description":"","filename":"Figure2QuestionnaireMaterialDesignImage1forExperimentalGroupImage2forControlGroup.png","url":"https://assets-eu.researchsquare.com/files/rs-6118566/v1/bf4763540d240b08ec74c2f0.png"},{"id":84052651,"identity":"eafe9738-a1d4-4b9e-a6f2-56de1caa68da","added_by":"auto","created_at":"2025-06-06 08:43:18","extension":"png","order_by":3,"title":"Figure 3","display":"","copyAsset":false,"role":"figure","size":33204,"visible":true,"origin":"","legend":"\u003cp\u003eModerating Effect of the Market Organizational Culture\u003c/p\u003e","description":"","filename":"Figure3ModeratingEffectoftheMarketOrganizationalCulture.png","url":"https://assets-eu.researchsquare.com/files/rs-6118566/v1/eab106cc6bed1a54b72b6dff.png"},{"id":84052653,"identity":"84d02459-7706-44fc-9817-e557f9548618","added_by":"auto","created_at":"2025-06-06 08:43:19","extension":"png","order_by":4,"title":"Figure 4","display":"","copyAsset":false,"role":"figure","size":31297,"visible":true,"origin":"","legend":"\u003cp\u003eModerating Effect of the Job Tenure\u003c/p\u003e","description":"","filename":"Figure4ModeratingEffectoftheJobTenure.png","url":"https://assets-eu.researchsquare.com/files/rs-6118566/v1/c759ea36094fefa97489f3a1.png"},{"id":103020767,"identity":"1736cd77-8a01-4107-8a9a-747d81f353c8","added_by":"auto","created_at":"2026-02-19 17:54:48","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1819368,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6118566/v1/3f235660-e178-4510-9fb1-e74cc5f1fe82.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"\u003cp\u003eDifferent Online Visual Communication Preferences for Different Occupational Identities: Public Sector and Nonpublic Sector\u003c/p\u003e","fulltext":[{"header":"1. Introduction","content":"\u003cp\u003eA proverb in China goes, \u0026ldquo;talk shop all the time\u0026rdquo;, which means that individuals\u0026rsquo; words and their actions naturally show the characteristics of their occupational identities. However, the differences between public sector employees and nonpublic sector employees, two groups that traditionally are perceived to have very different occupations in people\u0026rsquo;s opinions, do not seem to be so stark in the context of the Internet.\u003c/p\u003e\n\u003cp\u003eIn recent years, a lot of Chinese government officials have begun livestreaming marketing online, and people have taken notice of the notable differences in their communication styles. Some officials use a humorous communication style to create a lively atmosphere in the live broadcast room, similar to other anchors. For example, Sun Guofeng, an official in Shandong province of China, said that he wanted to break the stereotype of officials and the public sector in people\u0026rsquo;s minds. Another official, Xing Zheng, who is known as an influencer, performed a rap during his online work speech. However, some officials believe that officials and the public sector should be cautious about what they say and act online. For example, You Weimin, a county magistrate, said that the live broadcasts of officials should not be overly serious nor contain improper content, officials should behave appropriately to show the credibility of the government.\u003c/p\u003e\n\u003cp\u003eSpecific occupational identities develop individuals\u0026rsquo; professional knowledge and skills, influence individuals\u0026rsquo; behavior in their daily life (Hodson and Sullivan, 2008), and ultimately influence their communication, thereby forming the phenomenon of \u0026ldquo;talk shop all the time,\u0026rdquo; as described in a Chinese proverb. However, as exemplified by the \u0026ldquo;influencer\u0026rdquo; officials mentioned above, the sense of distance caused by online communication without face-to-face interaction, and the virtuality stemming from both communication parties being hidden behind the network, blurring the occupational characteristics of individuals in the real world. \u0026ldquo;On the internet, nobody knows you\u0026rsquo;re a dog\u0026rdquo; describes exactly this phenomenon. In the new scenario of online communication, is there still a significant difference in communication style between the public sector employees and the nonpublic sector employees, still showing the phenomenon of \u0026ldquo;talk shop all the time\u0026rdquo;? This is the research question of this paper.\u003c/p\u003e\n\u003cp\u003ePrevious studies on occupational identity and communication have focused on occupational identities such as IT practitioners, teachers and marketing workers, demonstrating that different occupational groups have their own uniqueness in vocabulary use, expression norms and communication initiative (Guzman et al., 2008, Josephs et al., 2013, Tifferet and Vilnai-Yavetz, 2018). However, few scholars have paid attention to the communication characteristics of the public sector employees and the nonpublic sector employees. Scholars found that the communication style of nonpublic sector managers is more confident and aggressive than that of the public sector managers (Pattnaik and Mishra, 2014). However, the theoretical analysis of this research is weak, lacking deduction on the mechanisms by which public sector and nonpublic sector occupational identities affect their employees\u0026rsquo; communication. Meanwhile, the relevant research remains in the offline communication scenario, lacking attention on online communication, which has gradually become one of the mainstreams of communication.\u003c/p\u003e\n\u003cp\u003eThe public sector and the nonpublic sector are significantly different in daily operations, human resource management etc. (Parker and Bradley, 2000, Schraeder et al., 2005). The values they promote are also markedly distinct (Wal and Huberts, 2008). However, the potential differences in communication between public sector employees and nonpublic sector employees have not received enough attention from scholars. This hinders further analysis of the antecedents of communication and prevents people from exploring the communication styles that match the characteristics of public sector employees and nonpublic sector employees, thereby hindering the public sector and the nonpublic sector from improving their internal communication efficiency and quality.\u003c/p\u003e\n\u003cp\u003eWith the development of the Internet, an increasing amount of communication is taking place online. When individuals communicate online, their social backgrounds become ambiguous, and online communication is often characterized by a lack of non-verbal cues, anonymity, one-wayness, and asynchronicity (Sproull and Kiesler, 1988). These may blur the influence stemming from individuals\u0026rsquo; occupational identities. However, scholars found that, due to the influence of occupational cultures and requirements, marketing workers tend to be more active in online communication compared to individuals in other occupations (Tifferet and Vilnai-Yavetz, 2018). This conclusion suggests that marketing workers\u0026rsquo; online communication style is similar to the style they show offline. Considering the facts that the public sector and the nonpublic sector have huge differences in working environment, job content and occupational requirements, individuals from these two groups also show significant differences in offline communication style. This paper believes that there also exist significant differences in online communication style between these two groups of individuals.\u003c/p\u003e\n\u003cp\u003eTherefore, this paper uses the institutional theory to explore the differences in online visual communication preferences between the public sector employees and the nonpublic sector employees. This paper contributes to the studies of occupational identity and communication, helping the public sector and the nonpublic sector to carry out their online visual communication more efficiently.\u003c/p\u003e"},{"header":"2.\tTheory and hypothesis","content":"\u003cp\u003e\u003cstrong\u003e2.1 Institution and individuals\u0026rsquo; communication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eInstitutions are the rules and norms in societies and organizations (Searle, 2005). They regulate and constrain people\u0026rsquo;s behavior, motivate them in terms of what to do and how to do it, and limit their misbehavior (Bruton et al., 2010). Individuals\u0026rsquo; communication with each other is social behavior so that it is also influenced by the institutions within societies. The communication process includes four elements: sender, information, receiver and feedback (Lunenburg, 2010). Institutions can affect the content and form of the information sent by the senders. For example, influenced by occupational cultures and requirements, marketing workers are more likely to post their individual information on social platforms (Tifferet and Vilnai-Yavetz, 2018). Meanwhile, the process of receivers\u0026rsquo; receiving information is also affected by the institutions. For instance, teachers are more sensitive to people\u0026rsquo;s language skills than others because the institutions they face require them to communicate correctly.\u003c/p\u003e\n\u003cp\u003eInstitutions are divided into formal institutions and informal institutions. The formal institutions are composed of mandatory and clearly defined norms within the organizations, mainly including laws and policies. They have an explicit guiding and restraining influence on the members of the organizations. Informal institutions are composed of non-mandatory and implicit norms, such as values, customs, organizational culture, etc. (North, 2018).\u003c/p\u003e\n\u003cp\u003eDifferent organizations have different objectives and these different objectives lead to the very different institutions in the organizations (Greenwood et al., 2014). The objectives of the public sector are predominantly public goods, while the objectives of the nonpublic sector are competitive and self-interested (Rainey, 1988). Therefore, in terms of formal institutions, the public sector has high requirements for stability, follows a hierarchical operation mode, and requires its employees to behave within the rules\u0026nbsp;(Rainey, 1988, Bradley and Parker, 2006). In contrast, the nonpublic sector focuses on efficiency and innovation and follows a flat operation mode\u0026nbsp;(Wal et al., 2006). In terms of informal institutions such as values and organizational cultures, the public sector encourages their employees to be rational, impersonal and trustworthy, while the nonpublic sector expects their employees to be flexible, enthusiastic, creative and innovative\u0026nbsp;(Kaptein, 2004, Wal et al., 2006).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e2.2 Differences in online visual communication preferences between public sector employees and nonpublic sector employees\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn terms of formal institutions, the public sector focuses on stability and demands obedience, gaining people\u0026rsquo;s trust by cultivating an image of responsibility and reliability (Wal et al., 2006). This notion is also shown in its visual communication. For example, the Chinese government document titled \u0026ldquo;Layout key for official document of Party and government organs\u0026rdquo; sets strict requirements for the visual communication of China\u0026rsquo;s public sector. The document stipulates that the text colour in official documents must be black, the printing paper must conform to the A4 specifications outlined in GB/T 148, and a red dividing line must be printed at the centre of the top of the paper. These formal institutions contribute to the standardization and decency of the visual communication in the public sector, but they also render the public sector somewhat stereotypical and monotonous.\u003c/p\u003e\n\u003cp\u003eDifferent from the public sector, the nonpublic sector focuses on efficiency and profitability (Wal et al., 2006). It is better at highlighting its unique characteristics and shaping its image than the public sector, and this improves its competitiveness and boosts sales of products and services. Therefore, the visual communication styles of the nonpublic sector are often more interesting and eye-catching. For example, McDonald\u0026rsquo;s, with its warm and vibrant restaurant environment and product visual design, has adapted well to the changes in the market environment and consumer groups within the fast-food industry, thereby consolidating its dominant position in the industry (Mbatha et al., 2023).\u003c/p\u003e\n\u003cp\u003eThe influence of formal institutions in the public sector and the nonpublic sector on visual communication is also evident in the online context. Lots of communication activities at work need to be carried out through online channels such as social platforms, e-mails and Internet office systems. Therefore, individuals\u0026rsquo; visual communication is affected by the occupational institutions when they work online. Meanwhile, the psychological and behavioral inertia accumulated under the influence of occupational institutions also affects individuals\u0026rsquo; online behavior when off work. The encroachment of work into non-working time through Internet technology strengthens the effect of formal occupational institutions on the individuals\u0026rsquo; visual communication preferences.\u003c/p\u003e\n\u003cp\u003eIn a word, the online visual communication of public sector employees and nonpublic sector employees is regulated by the formal institutions associated with their respective occupational identities. As mentioned above, due to the influence of formal institutions, the public sector tends to prefer monotonous visual communication, whereas the nonpublic sector prefers more interesting visual communication. Therefore, this paper proposes the following:\u003c/p\u003e\n\u003cp\u003eHypothesis 1: Nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e2.3 The moderating effects of organizational culture and individuals\u0026rsquo; job tenure\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eInformal institutions can affect individuals\u0026rsquo; communication. Informal institutions are the invisible, deep-rooted patterns of thinking and behavior within organizations, and they subtly influence individuals and serve as both a complement and an alternative to the formal institutions (Park, 2022).\u003c/p\u003e\n\u003cp\u003eOrganizational culture is an informal institution in an organization, representing a cultural characteristic shared by its members\u0026nbsp;(Zilber, 2012). Organizational culture contains values and behavioral patterns that distinguish organizational members from others. By influencing the attitudes of the organizational members, organizational culture can ultimately encourages them to converge in behavior towards the norms of the organization (Su et al., 2013). The public sector and the nonpublic sector have numerous differences in the organizational culture, and similarly, there are variations in organizational culture among different public sectors as well as among different non-public sectors (Parker and Bradley, 2000, Bradley and Parker, 2006, Marschollek and Beck, 2012, Su et al., 2013, Harrison and Baird, 2014). Different organizational cultures result in different organizations exhibiting distinct behaviors and norms, ultimately leading to differences in their communication.\u003c/p\u003e\n\u003cp\u003eAccording to the Organizational Culture Assessment Instrument (OCAI) model, organizational culture can be categorized into four distinct types: clan culture, adhocracy culture, hierarchy culture, and market culture (Quinn and Cameron, 1999). Many studies have found that market organizational culture is more prevalent and representative compared to other types of organizational cultures (Teo et al., 2013, Zhonghua and Ye, 2012). Therefore, based on the studies which focus on specific dimensions of the OCAI model (Kurniawan et al., 2021, Lee and Ding, 2024), this paper explores the influence of the degree of the organizational culture within organizations on the relationship between occupational identity and individuals\u0026rsquo; preference for online visual communication from the perspective of market organizational culture.\u003c/p\u003e\n\u003cp\u003eThe degree to which an organization\u0026rsquo;s market organizational culture is developed represents its level of results orientation. The higher the degree of market organizational culture, the more the organization focuses on efficiency, competition and goal achievement (Quinn and Cameron, 1999). The degree of market organizational culture constitutes a part of the organization\u0026rsquo;s informal institutions, influencing the effectiveness of the formal institutions within the organization.\u003c/p\u003e\n\u003cp\u003eFor the public sectors which have a higher degree of market organizational culture, although their formal institutions require them to behave stably and normally, they also become more effective, competitive and flexible because of the influence of market organizational culture. Employees in such public sectors exhibit greater vitality and initiative, resembling nonpublic sector employees in their thinking and communication styles, and are more inclined to adopt interesting online visual communication styles. While the higher degree of market organizational culture also influences the nonpublic sector, its effect is not as pronounced as it is on the public sector, considering that the formal institutions within the nonpublic sector have similar requirements when compared to the market organizational culture. Therefore, the effect that nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees is weaker when the degree of organizations\u0026rsquo; market organizational culture is higher.\u003c/p\u003e\n\u003cp\u003eFor the public sectors which have a lower degree of market organizational culture, they are more conservative due to the influence of their organizational culture, preferring a singular and hierarchical style. Employees in such public sectors are more restrained and cautious in their thinking and communication, and less receptive to the interesting online visual communication styles. But for the nonpublic sectors which have a lower market organizational culture, due to their formal institutions, they focus on efficiency, profitability and competitiveness. Consequently, the influence of organizational culture is limited, and the employees still prefer interesting and flexible communication styles. Therefore, the phenomenon that nonpublic sector employees prefer the more interesting online visual communication styles compared to the public sector employees is more significant when the market organizational culture within their organizations is weaker. So, this paper proposes the following:\u003c/p\u003e\n\u003cp\u003eHypothesis 2: Nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. This effect is more significant when the market organizational culture within individuals\u0026rsquo; organizations is weaker.\u003c/p\u003e\n\u003cp\u003eThe influence of organizations\u0026rsquo; formal institutions on individuals is affected by individuals themselves (Carraher et al., 2006). The individual\u0026rsquo;s job tenure is an important factor that represents the degree of alignment and connection between individual and organization\u0026nbsp;(Atatsi et al., 2021). Therefore, individual\u0026rsquo;s job tenure needs to be considered when focusing on the effect of the formal institutions on individual. As individuals work for more years, they have a better understanding of the institutions of the organizations, gradually being assimilated by these institutions, knowledge and norms\u0026nbsp;(Woods et al., 2018), thereby becoming more willing to comply with the requirements of the organizations. Meanwhile, individuals tend to leave their jobs when they experience conflicts with organizations over the institutions, leading to stress and burnout\u0026nbsp;(Robert et al., 1994, BENJAMIN et al., 1995). The organizations also dismiss people who fail to meet their institutional requirements. As a result, longer job tenures for individuals means that individuals have a better recognition and compliance with their organizations\u0026rsquo; institutions.\u003c/p\u003e\n\u003cp\u003ePublic sector employees with longer job tenures have a higher degree of recognition for the public sector\u0026rsquo;s institutions, which focus on stability and obedience. Consequently, they are more willing to manage themselves in accordance with these institutions. Their communication gradually converges with the requirements of the public sector\u0026rsquo;s institutions, making them less likely to accept the interesting online visual communication styles. Meanwhile, nonpublic sector employees with longer job tenures are more receptive to the nonpublic sector\u0026rsquo;s institutions, which focus on efficiency and innovation. They are more willing to accept the interesting and flexible communication styles that align with the requirements of the nonpublic sector. Consequently, they have a greater acceptance of the interesting online visual communication styles. Therefore, the effect that nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees is more significant when the individuals\u0026rsquo; job tenures are longer.\u003c/p\u003e\n\u003cp\u003ePublic sector employees with shorter job tenures are less likely to be influenced by the institutions of the public sector. They have a lower degree of recognition of the communication styles that cater to the requirements of the public sector institutions, and are not so resistant to the interesting online visual communication styles that do not conform to the institutions of public sector. Similarly, nonpublic sector employees with shorter tenures are less receptive to the interesting online visual communication styles that align with the nonpublic sector\u0026rsquo;s institutions. Therefore, the phenomenon that nonpublic sector employees prefer the more interesting online visual communication styles compared to the public sector employees is weaker when the individuals\u0026rsquo; job tenures are shorter. So, this paper proposes the following:\u003c/p\u003e\n\u003cp\u003eHypothesis 3: Nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. This effect is more significant when the employees have longer job tenures.\u003c/p\u003e\n\u003cp\u003eThe theoretical model is illustrated in Figure 1.\u003c/p\u003e"},{"header":"3.\tMethod","content":"\u003cp\u003e\u003cstrong\u003e3.1 Questionnaire material design\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eTo measure the concept of \u0026ldquo;interesting\u0026rdquo;, ensuring the accuracy of the survey, this paper evaluated the effectiveness of the questionnaire materials used. At this stage, 128 participants were recruited, with 120 being valid (consisting of 40 university students, 40 public sector employees, and 40 nonpublic sector employees).\u003c/p\u003e\n\u003cp\u003eThis paper designed two images as questionnaire materials (as shown in Figure 2). The participants were asked to observe these two images and rate how interesting they perceived them to be. The paired t -test results showed that image 1 was more interesting than image 2 (t = 15.966, p = 0.000 \u0026lt; 0.01). Therefore, image 1 represented a more interesting online visual communication style when compared with image 2, which was used as the material for the control group.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e3.2 Sample\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis paper recruited 365 respondents and distributed questionnaires to them. After excluding the respondents whose data were abnormal, a total of 336 valid samples were collected. Among them, there were 168 public sector employees and 168 nonpublic sector employees. The individual circumstances of the respondents are shown in Table 1.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e3.3 Measurement\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e3.3.1 Online visual communication preference (OVCP)\u003c/p\u003e\n\u003cp\u003eScholars developed a nine-item scale to measure individual\u0026rsquo;s perception and attitude towards different visual presentations of the same content (Bresciani et al., 2015), and this scale was later expanded to 11items. This paper translated the eleven-item scale, adjusted it to fit the research question, and used it to measure individual\u0026rsquo;s preference for the specific visual communication style. The scale utilized a 5-point Likert-type scoring system and had a Cronbach\u0026rsquo;s alpha of 0.835 in this study.\u003c/p\u003e\n\u003cp\u003e3.3.2 Market organizational culture (MOC)\u003c/p\u003e\n\u003cp\u003eThis paper selected six items which are used to measure the level of market organizational culture from the classic OCAI scale (Quinn and Cameron, 1999). To better fit the needs of focusing on the public sector employees and nonpublic sector employees, this paper modified these six items and used the six-item scale for measurement. The scale utilized a 5-point Likert-type scoring system and had a Cronbach\u0026rsquo;s alpha of 0.779 in this study.\u003c/p\u003e\n\u003cp\u003e3.3.3 Control variables\u003c/p\u003e\n\u003cp\u003eThere are differences between men and women in visual perception measures such as acuity, backward masking and motion detection (Shaqiri et al., 2018), which influence their perception and thinking (Vanston and Strother, 2017). Meanwhile, men and women differ in communication styles. Men tend to prefer a more direct, clear and instrumental communication style while women often prefer a more euphemistic and ambiguous style, and women tend to be more expressive and are more willing to use emojis to aid their expression (Baird and John, 1976, Prada et al., 2018). Men and women are also different in colour preferences and colour perception\u0026nbsp;(Fider and Komarova, 2019).\u003c/p\u003e\n\u003cp\u003eOlder people and the young have significantly different preferences in colour because of both physical and psychological factors (Dittmar, 2001). Meanwhile, they also differ in preferences for emojis. Older people tend to prefer realistic, high-contrast and positive emojis, while the young opt for vivid, humorous and cute ones.\u003c/p\u003e\n\u003cp\u003eIndividuals\u0026rsquo; educational backgrounds influence their preference for colour. More highly educated individuals tend to prefer a more varied colour palette (Baniani and Yamamoto, 2015).\u003c/p\u003e\n\u003cp\u003eIndividuals\u0026rsquo; socioeconomic statuses affect their aesthetic styles (Knapp et al., 1959). Low- and middle-consumption individuals prefer conservative, robust and conventional styles while high-consumption individuals prefer daring, avant-garde, diverse and vibrant styles (Chen et al., 2023). Individuals with higher work levels tend to have higher socioeconomic statuses. Therefore, individuals\u0026rsquo; work levels are related to their preferences in colour, image and visual communication styles.\u003c/p\u003e\n\u003cp\u003eThe types of work individuals perform in organizations influence their thinking, behavior and the perception of occupational identities (Sandberg, 2000). For example, individuals who engage in marketing work tend to have stronger communication skills and a higher level of acceptance of the communication styles that are consistent with their own occupational identities.\u003c/p\u003e\n\u003cp\u003eThe frequency of presentations individuals make at work influences their communication styles. Individuals who need to make more presentations tend to be more likely to adopt the communication styles that align with their occupational identities, as they are required to communicate in these ways during their presentation tasks.\u003c/p\u003e\n\u003cp\u003eIndividuals\u0026rsquo; personalities are related to their preferences for colour and emoji usage (Lange and Rentfrow, 2007, Hall and Pennington, 2013). Whether individuals have children affects their personalities. Meanwhile, it also influences individuals\u0026rsquo; preferences for warm colours and the cartoon emojis. These factors ultimately influence individuals\u0026rsquo; perceptions and preferences for visual communication styles.\u003c/p\u003e\n\u003cp\u003eImage 1 had a warmer tone palette than image 2. Considering that colours affect individuals\u0026rsquo; perception and behavior (Li et al., 2025), this paper controlled the variable of whether the respondents prefer warm colours to mitigate the influence of specific colours on the respondents\u0026rsquo; results. To highlight the interesting attribute of image 1, this paper used Shiba Inu emojis which are popular on the Internet within it. Therefore, to reduce the influence of the respondents\u0026rsquo; emoji preferences on their results, this paper also controlled the frequency of their emoji use online.\u003c/p\u003e\n\u003cp\u003eOverall, there were 9 control variables in this paper, which are as follows. Specifically, 3 individual demographic variables, including gender (GEN), age (AGE), and education background (EDU). 3 variables related to the nature and content of individuals\u0026rsquo; work, including their work level (WL), work type (WT), and the frequency of presentation at work (FP). 3 variables related to individuals\u0026rsquo; daily life, including whether they have children (KID), their colour preferences (COL), and the frequency of their emoji use online (FE).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e3.4 The process of questionnaire research\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis paper randomly distributed questionnaires to the public sector employees and nonpublic sector employees whose occupational identities are completely different. Respondents who completed the questionnaires featuring interesting material, i.e. image 1, were classified as the experimental group. Conversely, those who completed the questionnaires containing image 2 were classified as the control group. The questionnaire materials for both the experimental and control groups were identical, except for the image style. After excluding the questionnaires with abnormal data, this paper collected a total of 336 valid samples. These samples were then divided into two main categories based on the questionnaire materials used: one category containing image 1 and the other containing image 2, with 168 samples in each category. Furthermore, within each of these two categories, the samples were further subdivided into public sector group and nonpublic sector groups. Therefore, the final grouping resulted in four sub-groups: 84 samples in the experimental group from the public sector, 84 samples in the control group from the public sector, 84 samples in the experimental group from the nonpublic sector, and 84 samples in the control group from the nonpublic sector.\u003c/p\u003e"},{"header":"4.\tAnalysis and results","content":"\u003cp\u003e\u003cstrong\u003e4.1 Common method bias\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eTo avoid the potential common method bias caused by the simultaneous collection of data for all variables, this paper conducted Harman\u0026rsquo;s single-factor test. The results showed that the first factor accounted only for 0.260 of variance, well below the threshold of 0.400. Meanwhile, the four factors with eigenvalues greater than 1 collectively accounted only for 0.598 of variance, which was relatively small. Hence, common method bias did not appear to pose a threat to this study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.2 Description and correlations of variables\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe mean and standard deviation of all variables and the correlation coefficients between them are shown in Table 2 (OI stands for occupational identity and JT stands for job tenure). The correlation coefficients among the independent variable, the dependent variable, and the moderating variables were all less than 0.700. Meanwhile, the VIF of the model was 2.833, well below the threshold of 10. Hence, multicollinearity did not appear to pose a threat to this study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.3 Regression results\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eModel 1 and Model 2 in Table 3 show the results of the regression test for the main effect. In the sample groups, the experimental group comprised samples whose questionnaire material was image 1, while the control group comprised samples whose questionnaire material was image 2. The independent variable, occupational identity, is a categorical variable (0 = public sector employee, 1 = nonpublic sector employee). The results show that nonpublic sector employees gave higher ratings to the more interesting questionnaire material (i.e. image 1) compared to public sector employees, preferring this style of online visual communication over them (\u0026beta; = 0.201, p = 0.043 \u0026lt; 0.050 for Model 1). Meanwhile, no significant difference was found between public sector employees and nonpublic sector employees in the control group (\u0026beta; = 0.042, p = 0.602 \u0026gt; 0.100 for Model 2). These findings suggest that nonpublic sector employees prefer the more interesting online visual communication styles compared to the public sector employees. Therefore, Hypothesis 1 was supported.\u003c/p\u003e\n\u003cp\u003eModel 3 to Model 6 in Table 3 show the results of the moderating effect of the market organizational culture and individuals\u0026rsquo; job tenures on the main effect. In the experimental group, the moderating effect of the market organizational culture was significantly negative (\u0026beta; = -0.323, p = 0.025 \u0026lt; 0.050 for Model 3). This suggests that the influence of individuals\u0026rsquo; occupational identities on their online visual communication preferences is weaker when market organizational culture within individuals\u0026rsquo; organizations is stronger. Combined with the result of the control group (\u0026beta; = 0.040, p = 0.766 \u0026gt; 0.100 for Model 4), this paper found evidence to support Hypothesis 2. Meanwhile, the moderating effect of individual\u0026rsquo;s job tenure was significantly positive (\u0026beta; = 0.267, p = 0.035 \u0026lt; 0.050 for Model 5) in the experimental group. This means that the influence of individuals\u0026rsquo; occupational identities on their online visual communication preferences is stronger when individuals have longer job tenures. Combined with the result of the control group (\u0026beta; = -0.090, p = 0.306 \u0026gt; 0.100 for Model 6), the results support Hypothesis 3. Figure 3 and Figure 4 show the moderating effects of the market organizational culture and job tenure.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.4 Robustness test\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eDifferent occupations influence the thinking and behavior of employees through formal institutions and informal institutions within various occupations. However, compared with middle and senior managers, ordinary workers and grassroots managers spend less time and energy, and have lower occupational identity and commitment. Therefore, they are less affected by the institutions of their occupations, and their visual communication styles are also less related to their occupational identities. Therefore, this paper selected the samples of ordinary workers and grassroots managers from the total samples and used them for regression tests. The results are shown in Table 4 from Model 1 to Model 3 (only the results for the experimental group are shown, and the results for the control group are omitted). The main effect and the two moderating effects are consistent with those shown in Table 3, supporting the robustness of the conclusions in this paper.\u003c/p\u003e\n\u003cp\u003eThe dependent variable in this paper is online visual communication preference, hence individuals\u0026rsquo; attitudes towards online communication are important. Individuals who have operated self-media platforms have stronger online communication skills and are more adept at conveying information to receivers through words and images, thereby tending to prefer online communication. Therefore, the results pertaining to this subset of samples can more accurately show the true effect of individuals\u0026rsquo; occupational identities on their preferences for online visual communication styles. This paper selected the respondents who had experience operating self-media platforms from the total samples and used this subset of samples for regression tests. The results are shown in Table 4 from Model 4 to Model 6. The main effect and the two moderating effects are consistent with those shown in Table 3. This supports the robustness of the conclusions in this paper.\u003c/p\u003e"},{"header":"5.\tDiscussion","content":"\u003cp\u003e\u003cstrong\u003e5.1 Conclusions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eBased on the institutional theory, this paper studies the effect of occupational identity on individual\u0026rsquo;s online visual communication preference and identifies two moderating variables that influence this relationship. The results show that nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. This effect is more significant when the market organizational culture within individuals\u0026rsquo; organizations is weaker, and when individuals have longer job tenures.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e5.2 Contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e5.2.1 Theoretical implications\u003c/p\u003e\n\u003cp\u003eFirstly, this paper contributes to the literature on occupational identity. This paper analyzes the differences in communication among individuals with two occupational identities in the public sector and nonpublic sector. Previous studies have paid attention to the differences between individuals with different occupational identities. However, most of these studies have concentrated solely on psychological and personality traits (Wal and Huberts, 2008), but seldom analyzed the influence of individual\u0026rsquo;s occupational identity specifically from the perspective of communication. Scholars have proved that the communication style of nonpublic sector managers is more confident and aggressive than that of the public sector manages (Pattnaik and Mishra, 2014). However, their analysis did not clearly explain why occupational identity can affect individual\u0026rsquo;s communication style. Based on the institutional theory, this paper analyzes the differences in online visual communication preferences between public sector employees and nonpublic sector employees, confirming the correctness of the Chinese proverb \u0026ldquo;talk shop all the time.\u0026rdquo; This paper supplements scholars\u0026rsquo; understanding of differences between the public sector and the nonpublic sector from the perspective of communication, helping them to better distinguish these two occupational identities.\u003c/p\u003e\n\u003cp\u003eSecondly, this paper contributes to the literature on communication. Previous studies have focused on verbal and textual communication, as well as communication in the offline context, lacking attention to people\u0026rsquo;s behaviors in online visual communication. With the development of the Internet, online communication through social media is becoming more and more important in people\u0026rsquo;s daily lives. Meanwhile, as the saying goes, \u0026ldquo;A picture is worth a thousand words,\u0026rdquo; visual communication has obvious advantages over verbal and textual communication. The lack of attention to online visual communication hinders scholars from developing more efficient and high-quality communication skills. This paper finds that nonpublic sector employees prefer the more interesting styles in online visual communication compared to public sector employees. This conclusion is beneficial for scholars to understand the personal characteristics influencing online visual communication, and it demonstrates the uniqueness of people with different occupational identities in communication.\u003c/p\u003e\n\u003cp\u003eFinally, this paper identifies the moderating variables that affect the relationship between occupational identity and communication from both organizational and individual perspectives, contributing to a better understanding of the relationship between institution and individual behavior. Previous studies have proved that individuals\u0026rsquo; occupational identities can influence their communication (Pattnaik and Mishra, 2014, Hu et al., 2017). But literature lacks an analysis of why occupational identity affects communication and under what conditions. Based on the institutional theory, this paper points out that both organizations\u0026rsquo; market organizational culture and individuals\u0026rsquo; job tenures affect the relationship between people\u0026rsquo;s occupational identities and their communication. This provides scholars with an idea of how occupational identity and the institution it has can influence employees\u0026rsquo; behavior.\u003c/p\u003e\n\u003cp\u003e5.2.2 Practical implications\u003c/p\u003e\n\u003cp\u003eFirstly, when considering online visual communication, managers should ensure that their communication styles align with the receivers\u0026rsquo; occupational identities. Scholars found that sharing the same language could improve the efficiency of communication and collaboration among people (Yow and Lim, 2019). Similarly, consistency in communication style can be beneficial to communication within organizations and teams. Therefore, nonpublic sector managers can incorporate interesting elements, such as humorous emojis and warm, bright colour combinations, into their network office systems, online meetings, and electronic reports, so as to avoid adopting monotonous and boring online visual communication styles. On the contrary, when considering online visual communication, managers in the public sector should adopt unpretentious styles to avoid eliciting disgust and resistance from employees due to the overly fancy designs. By aligning online visual communication styles with employees\u0026rsquo; occupational identities, managers can reduce employees\u0026rsquo; visual fatigue during communication, enhance employees\u0026rsquo; ability to receive and process information, and thereby improve the operational efficiency of the entire organization.\u003c/p\u003e\n\u003cp\u003eSecondly, managers should focus on the organizations\u0026rsquo; market organizational culture and employees\u0026rsquo; job tenures and adopt the more targeted and more realistic online visual communication styles. Specifically, for the public sectors that have more contact with the public and regulators, the work environment dictates that these public sectors have higher degrees of market organizational culture. Therefore, public sector managers in these organizations can adopt communication styles that are more interesting and similar to those found in the nonpublic sector. The longer the employees\u0026rsquo; job tenures, the more they prefer visual communication styles that match their occupational identities and institutions. Therefore, managers should consider their employees\u0026rsquo; job tenures when selecting online visual communication styles. For example, managers can adopt the more general and more popular styles when communicating with new employees and adopt the styles that align with their occupational identities when communicating with old employees.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e5.3 Limitations and future research\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eFirstly, this paper classifies the occupational identities as public sector employees and nonpublic sector employees, but this way may be too general. The nonpublic sector employees include people from all walks of life, and there may still be lots of differences in communication among these individuals. For example, the textual communication of designers, publicists and software engineers is different on Twitter (Hu et al., 2017). Future research could provide a more detailed breakdown of occupational identities and conduct a more in-depth discussion about the differences in communication among them. Secondly, there are lots of factors that may influence the relationship between occupational identity and individual\u0026rsquo;s online visual communication preference, but this paper only discusses the market organizational culture and job tenure. Studies show that public sector employees and nonpublic sector employees have noticeable differences in work engagement, organizational commitment, work values and so on (Baarspul and Wilderom, 2011). Future research could start with these aspects to comprehensively explore the effect of occupational identity on individual\u0026rsquo;s communication. Finally, the number of samples in each group is relatively small because the samples are grouped into categories in this paper. Future studies could retest the conclusions in this paper with a larger sample size to reach more robust conclusions.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthical approval\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study was approved by the Academic Committee of our institution (Approval number: EA20250002). All procedures performed in this study adhere to the ethical principles outlined in the Declaration of Helsinki, ensuring the protection of participants\u0026apos; privacy and data security.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eInformed consent\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eInformed consent was obtained from all participants regarding the nature of the study, confidentiality of their data, and their right to withdraw at any time.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAtatsi EA, Stoffers J, Kil A (2021) Work tenure and organizational citizenship behaviors; A study in ghanaian technical universities. Sustainability 13(24).\u003c/li\u003e\n\u003cli\u003eBaarspul HC, Wilderom CP (2011) Do employees behave differently in public-vs private-sector organizations? A state-of-the-art review. 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\u003cp\u003e\u003cstrong\u003eDescription\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eProportion\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 94px;\"\u003e\n \u003cp\u003eOccupational\u003c/p\u003e\n \u003cp\u003eidentity\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003ePublic sector\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.500\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" style=\"width: 94px;\"\u003e\n \u003cp\u003eWork level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eGrassroots employees\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.479\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eNonpublic sector\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.500\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eGrassroots managers\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.247\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 94px;\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.509\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eMiddle managers\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.202\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.491\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eTop executives\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.072\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"8\" style=\"width: 94px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e20~24 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.071\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 94px;\"\u003e\n \u003cp\u003eWhether they have engaged in marketing work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.134\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e25~29 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.304\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.866\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e30~34 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.324\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" style=\"width: 94px;\"\u003e\n \u003cp\u003eThe frequency of presentations at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eNever\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.131\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e35~39 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.182\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e1~3 times\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.360\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e40~44 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.095\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e4~10 times\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.378\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e45~49 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.012\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eMore than 10 times`\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.131\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e50~54 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.006\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 94px;\"\u003e\n \u003cp\u003eWhether they have operated self-media platforms\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.292\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e55~59 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.006\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.708\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" style=\"width: 94px;\"\u003e\n \u003cp\u003eJob tenure\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e0~4 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.426\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 94px;\"\u003e\n \u003cp\u003eWhether they\u003c/p\u003e\n \u003cp\u003ehave children\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.256\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e5~9 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.402\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.744\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e10~19 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.146\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 94px;\"\u003e\n \u003cp\u003eWhether they prefer warm colours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.598\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003e20 years and above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.027\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.402\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" style=\"width: 94px;\"\u003e\n \u003cp\u003eEducation\u003c/p\u003e\n \u003cp\u003ebackground\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eCollege degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.033\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" style=\"width: 94px;\"\u003e\n \u003cp\u003eThe frequency of\u003c/p\u003e\n \u003cp\u003eemoji use online\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eNever\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.006\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eBachelor\u0026rsquo;s degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.810\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eOccasionally\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.068\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eMaster\u0026rsquo;s degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.154\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eSometimes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.313\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003ePh.D. degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.003\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 121px;\"\u003e\n \u003cp\u003eOften\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003e0.613\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 2\u003c/strong\u003e Description and Correlations of Variables\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"553\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eVariable\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eMean\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSD\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e1\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e3\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e4\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e5\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e6\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e1. OI\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e0.500\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.501\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e2. OVCP\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e4.133\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.506\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.129\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e3. MOC\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e3.983\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.621\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.156\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.138\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e4. JT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e1.774\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.793\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.263\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.052\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.080\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e5. GEN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e0.491\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.501\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.113\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.009\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.078\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.088\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e6. AGE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e3.015\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e1.228\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.362\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.007\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.207\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.681\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.143\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e7. EDU\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e2.128\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.428\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.035\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.070\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.066\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.024\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.082\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e-0.038\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e8. WL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e1.866\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.976\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.064\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.016\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.195\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.520\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.109\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e0.473\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e9. WT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e0.866\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.341\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.079\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.117\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.130\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.009\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.002\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e0.055\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e10. FP\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e2.510\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.881\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.382\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.092\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.031\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.131\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.068\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e-0.123\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e11. KID\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e0.744\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.437\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.205\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.095\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.218\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.409\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.079\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e0.536\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e12. COL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e0.402\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.491\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.273\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.175\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.043\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.050\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.239\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e-0.144\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e13. FE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e3.533\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.650\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.225\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.148\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.017\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.130\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.129\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 61px;\"\u003e\n \u003cp\u003e-0.219\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e7\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e8\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e9\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e10\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e11\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e12\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e13\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e7. EDU\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e8. WL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.134\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e9. WT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.025\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.080\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e10. FP\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.183\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.236\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.108\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e11. KID\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.064\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.262\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.150\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.014\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e12. COL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.117\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.180\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.016\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.195\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.034\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e13. FE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.009\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.229\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.191\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e0.169\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 69px;\"\u003e\n \u003cp\u003e1.000\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e* p \u0026lt; 0.100, ** p \u0026lt; 0.050, *** p \u0026lt; 0.010. SD, standard deviation.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 3\u003c/strong\u003e Regression Test\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"605\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eVariable\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"6\" style=\"width: 476px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eOVCP\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 1\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 2\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 3\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 4\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 5\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 6\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eSample group\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eControl\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eControl\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eControl\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eConstant\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e2.808***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e4.135***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.067***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e4.174***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e2.812***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e4.061***\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eControl variables\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eGEN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.069\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.022\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.063\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.027\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.059\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.017\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.435)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.748)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.465)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.697)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.499)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.802)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eAGE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.073\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.060*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.059\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.064*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.105*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.031\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.174)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.084)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.269)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.081)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.090)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.459)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eEDU\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.030\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.091\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.041\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.089\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.016\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.087\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.788)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.226)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.709)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.237)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.885)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.257)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eWL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.040\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.017\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.050\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.019\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.024\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.003\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.503)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.652)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.389)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.617)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.682)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.946)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eWT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.124\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.176*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.059\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.167\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.126\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.133\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.304)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.086)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.622)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.109)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.294)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.200)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eFP\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.030\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.085**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.025\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.090*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.012\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.095**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.625)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.048)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.672)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.054)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.846)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.040)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eKID\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.164\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.133\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.105\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.127\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.149\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.139\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.153)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.154)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.362)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.179)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.197)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.139)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eCOL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.300***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.103\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.267***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.105\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.327***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.087\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.199)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.003)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.195)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.280)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eFE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.211***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.006\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.207***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.009\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.207***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.020\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.003)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.904)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.003)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.865)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.004)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.712)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eIndependent variable\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eOI\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.201**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.042\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.151\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e0.015\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e0.207**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.032\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.043)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.602)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.122)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.868)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.039)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.689)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModerating variables\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eMOC\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.181**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e0.046\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.015)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.491)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eJT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.014\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.100\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.864)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.116)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eInteraction\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eOI \u0026times; MOC\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.323**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e0.040\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.025)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.766)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eOI \u0026times; JT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e0.267**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.090\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.035)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.306)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eAdjusted R\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.135\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.038\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.174\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.028\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.150\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.049\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cem\u003eF\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.597\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e1.653\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.933\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e1.406\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.453\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e1.719\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cem\u003eN\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e168\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e168\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e168\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e168\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e168\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e168\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e* p \u0026lt; 0.100, ** p \u0026lt; 0.050, *** p \u0026lt; 0.010. Numbers in brackets refer to P value. The same as below.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 4\u003c/strong\u003e Regression Results of the Robustness Test\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"605\" class=\"fr-table-selection-hover\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eVariable\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"6\" style=\"width: 476px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eOVCP\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 1\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 2\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 3\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 4\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 5\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModel 6\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eSample group\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003eExperimental\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eConstant\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e1.828***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e2.077***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e1.753***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.326***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.764***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.115***\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.002)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eControl variables\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eGEN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.147\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.141\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.139\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.025\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.031\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.012\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.158)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.164)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.180)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.809)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.744)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.907)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eAGE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.190**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.180**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.237***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.079\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.018\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.176**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.011)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.013)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.006)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.280)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.795)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.038)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eEDU\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.182\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.185\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.165\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.057\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.004\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.057\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.159)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.143)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.200)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.673)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.975)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.666)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eWL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.037\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.034\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.048\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.061\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.072\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.023\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.716)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.726)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.631)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.370)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.255)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.736)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eWT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.124\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.070\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.126\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.088\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.010\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.007\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.367)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.603)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.355)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.728)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.967)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.979)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eFP\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.012\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.019\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.041\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.020\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.028\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.023\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.864)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.774)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.568)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.781)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.674)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.755)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eKID\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.072\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.006\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.071\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.184\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.130\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.192\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.594)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.963)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.597)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.177)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.310)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.156)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eCOL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.226**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.165\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.258**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.236**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.183*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.254**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.029)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.107)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.014)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.022)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.059)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.013)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eFE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.288***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.292***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.293***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.108\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.106\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.111\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.199)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.181)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.177)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eIndependent variable\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n 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79px;\"\u003e\n \u003cp\u003e(0.013)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.007)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.019)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.007)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eModerating variables\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eMOC\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.163**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e0.294***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.041)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.000)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eJT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.053\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.121\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.596)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.235)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eInteraction\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eOI \u0026times; MOC\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.366**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e-0.431***\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.018)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.006)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eOI \u0026times; JT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.292*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.318**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.063)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e(0.050)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003eAdjusted R\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.166\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.212\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.181\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.097\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.218\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e0.131\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cem\u003eF\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.535\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.848\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.332\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e2.309\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e3.832\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e2.532\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 129px;\"\u003e\n \u003cp\u003e\u003cem\u003eN\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e128\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e128\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e128\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e123\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e123\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e123\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Online Visual Communication, Public Sector, Nonpublic Sector, Organizational Culture, Job Tenure","lastPublishedDoi":"10.21203/rs.3.rs-6118566/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6118566/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"Individuals’ occupational identities have a great influence on their communication behaviors. This paper compares the differences in online visual communication behaviors between public sector employees and nonpublic sector employees based on the institutional theory. Results show that nonpublic sector employees prefer the more interesting online visual communication styles compared with the public sector employees. The effect is more significant when the market organizational culture within individuals’ organizations is weaker, and when individuals have longer job tenures. This paper demonstrates the differences in online visual communication between individuals working in the public sector and nonpublic sector, and analyzes the factors that influence the relationship between occupational identity and communication from the sides of organization and individual. This paper is beneficial for managers in designing online visual communication styles that match the employees’ occupational identities well, providing a way for organizations to improve their communicational efficiency.","manuscriptTitle":"Different Online Visual Communication Preferences for Different Occupational Identities: Public Sector and Nonpublic Sector","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-06-06 08:43:14","doi":"10.21203/rs.3.rs-6118566/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"48ab24fb-d890-4abb-8304-80c50ac64b12","owner":[],"postedDate":"June 6th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[{"id":49627940,"name":"Business and commerce/Business and management"},{"id":49627941,"name":"Humanities/Language and linguistics"},{"id":49627942,"name":"Social science/Business and management"},{"id":49627943,"name":"Social science/Language and linguistics"},{"id":49627944,"name":"Social science/Psychology"}],"tags":[],"updatedAt":"2026-02-19T17:54:11+00:00","versionOfRecord":[],"versionCreatedAt":"2025-06-06 08:43:14","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6118566","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6118566","identity":"rs-6118566","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}