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1
Attrition and Probability f of Turnover Analysis
Student’s First Name, Middle Initial(s), Last Name
Institutional Affiliation
Course Number and Name
Instructor’s Name and Title
Assignment Due Date
2
Attrition and Probability f of Turnover Analysis
TO: CEO
FROM: input name(s)
DATE:
SUBJECT: Attrition and Probability of Turnover Analysis
Data cleaning
The analysis of the data provided started with cleaning it. There were several mistakes in the
entry for some of the questions included in the survey, which would result in an incorrect
measure of central tendency. The following are the data cleaning steps applied to the responses
provided by the data clerks.
•
The second question on the survey, probability of turnover, has a range of 1 to 5 for
responses from participants. However, for entry number 35, the value entered is 7, higher
than the allowed range of responses. This was changed to 5 to match with the highest
allowable entry for the question.
•
For the question on education, entry 43 is recorded as 33, which is much higher than the
allowable range for the question. Accordingly, this was assumed to be a mistake in the
entry of value. The entry was changed to 3 to match the most probable intended entry by
the data clerks.
•
For the question regarding relationship satisfaction, the maximum value allowed as a
response is 4, yet entry 44 is entered as 8. This value was changed to the highest allowed
value in the category to provide the most accurate measure of central tendency for the
variable,
3
•
For the question regarding work-life balance, the maximum allowed value as a response
is 4, yet the data clerk entered a value of 9 for entry 7. This value was changed to match
the highest allowed value for the particular response. Therefore, the entry changed from a
9 to a 4.
•
Finally, the question regarding performance rating is highly biased. The survey allowed
for four levels of rating; 1 ‘Low’, 2 ‘Good’, 3 ‘Excellent’ and 4 ‘’Outstanding’. The
responses however only concentrated on the 3 ‘Excellent’ and 4 ‘’Outstanding’ options.
Subsequently, it is probably due to the framing of the question or an inherent bias in how
the particular measure is applied. In this case, the respondents were likely asked to rate
their performance. The self-assessment allowed for such an objective question to
introduce the bias as respondents are likely to give a higher rating than they are to
provide a lower rating of their performance. The question should have been framed to
allow for the assessment of colleagues or managers to obtain a more objective response.
Basic analysis
On average, the age of the employees departing from the firm was 37.132 ± 0.2803 years.
These individuals spent on average 7.117 ± 0.1914 years and have spent on average 11.472 ±
0.2398 years of total working time in their respective professions. The average percent salary
hike for the 1108 departing employees was 15.164 ± 0.1097 percent. Most of the respondents,
428 (38.5%), have a Bachelor’s degree level of education. The sample also had a high
representation of male employees (58.1%) compared to females, and the number of married
individuals (497, 44.7%) was higher than that of either single (32.8%) or divorced employees
(22.1%). The sample was composed largely of sales executives (21.3%), research scientists
(19.1%) and lab technicians (17.9%) (Appendix 1 - 5).
4
Chi-square
The results (Appendix 6) show that the individuals who did not experience attrition
reported a very high level of job satisfaction (33.2%). In contrast, those who reported having
experienced attrition had a medium level of job satisfaction. The test results from the chi-square
analysis showed that there was a statistically significant relationship between attrition and job
satisfaction (χ2 (3) = 14.359, p < 0.05 = 0.002).
For the variable job involvement, the results (Appendix 6) showed that individuals who
experienced attrition at work had a high job involvement level (51.9%) while those who reported
to have not experienced attrition at work had a similar level of job involvement, high (60.0%).
The test results from the chi-square analysis showed that there was a statistically significant
relationship between attrition at the workplace and job involvement (χ2 (3) = 29.953, p < 0.05 =
0.000).
For the variable relationship satisfaction, the results (Appendix 6) showed that
individuals who reported to have not experienced attrition at the workplace had a high (31.0%) to
very high (31.1%) level of relationship satisfaction. On the other hand, employees who reported
to have experienced attrition at work had a high level of relationship satisfaction. The test results
from the chi-square analysis showed that there was no statistically significant relationship
between attrition at the firm and relationship satisfaction levels for employees (χ2 (3) = 6.379, p
> 0.05 = 0.095).
For the variable work and life balance, the results (Appendix 7) showed that employees
who reported to have not experienced attrition at the firm had their work-life balance rated as
better (63.0%). In contrast, those that had experienced attrition at the workplace had a similar
5
rating of their work-life balance, better (53.0%). Thus, the relationship between attrition at the
firm and work-life balance was statistically significant for the sample (χ2 (3) = 13.391, p < 0.05 =
0.004).
In regards to environment satisfaction, the results (Appendix 6) showed that individuals
who reported to have experienced attrition at work had a low level of satisfaction with their
environment (29.3%) while those who reported to have not experienced attrition at their
workplace had a high level of satisfaction with their environment (32.1%). The relationship
between satisfaction with one’s environment and attrition at the firm had a statistically
significant relationship (χ2 (3) = 16.295, p < 0.05 = 0.001).
Regression
In carrying out the regression analysis of the important determinants of the probability of
turnover at the firm, several variables were considered. This was done to reduce the confounding
effects of leaving out explanatory variables from the model (Altman, Machin, Bryant, &
Gardner, 2000; Miles & Shevlin, 2002). Although some of the response variables might end up
not being significant determinants of the outcome variable, their inclusion is meant to improve
the model fit (Cohen, Cohen , West, & Aiken, 2003; Dhakal, 2019). A summary of the model
(Appendix 8) showed that the quality of prediction of the model is very high (R = 0.725). In
contrast, the coefficient of determination (R2 = 0.525) showed that the prediction variables
explained 52.5% of the variation in the outcome variable, the remaining 47.5% are explained by
variables not included in the model. Results from the ANOVA table (Appendix 9) show that the
probability of turnover is significantly predicted by the independent variables (F (11, 1096) =
110.314, p < 0.05 = 0.000).
6
The main model results showed that job satisfaction (t = -18.382, p = 0.00), job
involvement (t = -29.117, p = 0.00), work life balance (t = -3.052, p = 0.002), environment
satisfaction (t = -2.033, p = 0.42) and job level (t = -2.509, p = 0.012) were all significant
predictors of the probability of turnover in the firm. On the other hand, relationship satisfaction,
department, age, gender, job role and percent of salary hike did not significantly predict the
probability of turnover (Appendix 10). The relationship can be presented empirically as follows:
Prob. of turnover = 8.401 – 0.008(Percent Salary Hike) – 0.007(Age) – 0.127(Work-Life
Balance) – 0.054(Environment Satisfaction) – 0.008(Gender) – 1.1215(Job Involvement) –
0.486(Job Satisfaction) – 0.026(Relationship Satisfaction) + 0.090(Department) – 0.077(Job
Level) – 0.003(Job Role)
However, running a regression analysis with only the significant predictors of the
probability of turnover (Appendix 11), the resultant empirical presentation is expressed as:
Prob. of turnover = 8.176 – 0.102(Job Level) – 0.054(Environment Satisfaction) – 0.486(Job
Satisfaction) – 1.219(Job Involvement) – 0.119(Work-Life Balance)
This new model (with only the significant determinants) has a lower quality of prediction
(R = 0.722) and coefficient of determination (R2 = 0.522). Therefore, although it represents the
most significant determinants it fails to deal with confounding variables better than the first
model.
In conclusion, attrition greatly impacts job satisfaction, job involvement, environment
satisfaction, and work-life balance. On the other hand, the probability of turnover is significantly
influenced by the job level of employees, their satisfaction with their work environment, their
job, their job involvement, and their work-life balance.
7
References
Altman, D., Machin, D., Bryant, T., & Gardner, M. (2000). Statistics with Confidence. Bristol:
BMJ Books.
Cohen, J., Cohen , P., West, S., & Aiken, L. (2003). Applied multiple regression/correlation
analysis for the behavioral sciences (3rd ed.). New York: Routlege.
Dhakal, C. (2019, June). Interpreting the Basic Outputs (SPSS) of Multiple Linear Regression.
International Journal of Science and Research (IJSR), 8(6), 1448 - 1452.
doi:10.21275/4061901
Miles, J., & Shevlin, M. (2002). Applying regression and correlation: a guide for students and
researchers. London: Sage.
8
Appendices
Appendix 1: Summary statistics of sample characteristics
N
Minimum
Maximum
Statistic
Statistic
Statistic
Mean
Statistic
Std. Deviation
Std. Error
Statistic
Age
1108
18.0
60.0
37.132
.2803
9.3317
Gender
1108
1.0
2.0
1.584
.0148
.4931
Job Level
1108
1.0
5.0
2.096
.0337
1.1229
Percent Salary Hike
1108
11.0
25.0
15.164
.1097
3.6522
Years At Company
1108
.0
40.0
7.117
.1914
6.3700
Total Working Years
1108
.0
40.0
11.472
.2398
7.9825
Valid N (listwise)
1108
Appendix 2: Distribution of education level of participants
9
Appendix 3:Distribution of participants’ gender
Appendix 4: distribution of job roles of participants
10
Appendix 5: Distribution of the marital status of the participants
Chi-square
Appendix 6: Chi-square results of attrition and job satisfaction, relationship satisfaction and job involvement
Job Satisfaction
Low
Attrition No
Count
High
Very High
Total
169
172
278
308
927
% within Attrition
18.2%
18.6%
30.0%
33.2%
100.0%
% of Total
15.3%
15.5%
25.1%
27.8%
83.7%
51
33
58
39
181
28.2%
18.2%
32.0%
21.5%
100.0%
4.6%
3.0%
5.2%
3.5%
16.3%
220
205
336
347
1108
19.9%
18.5%
30.3%
31.3%
100.0%
100.0%
100.0%
100.0%
100.0%
100.0%
19.9%
18.5%
30.3%
31.3%
100.0%
Yes Count
% within Attrition
% of Total
Total
Medium
Count
% within Attrition
% within Job Satisfaction
% of Total
Chi-square
Df
Asymptotic Significance (2-sided)
14.359
3
0.002
11
Job Involvement
Low
Attrition No
Medium
Count
Very High
Total
34
228
564
101
927
% within Attrition
3.7%
24.6%
60.8%
10.9%
100.0%
% of Total
3.1%
20.6%
50.9%
9.1%
83.7%
22
55
94
10
181
12.2%
30.4%
51.9%
5.5%
100.0%
2.0%
5.0%
8.5%
0.9%
16.3%
56
283
658
111
1108
% within Attrition
5.1%
25.5%
59.4%
10.0%
100.0%
% of Total
5.1%
25.5%
59.4%
10.0%
100.0%
Yes Count
% within Attrition
% of Total
Total
High
Count
Chi-square
29.953
Df
3
Asymptotic Significance (2-sided)
0.000
Relationship Satisfaction
Low
Attrition No
Count
High
Very High
Total
165
187
287
288
927
% within Attrition
17.8%
20.2%
31.0%
31.1%
100.0%
% of Total
14.9%
16.9%
25.9%
26.0%
83.7%
46
29
55
51
181
25.4%
16.0%
30.4%
28.2%
100.0%
4.2%
2.6%
5.0%
4.6%
16.3%
211
216
342
339
1108
% within Attrition
19.0%
19.5%
30.9%
30.6%
100.0%
% of Total
19.0%
19.5%
30.9%
30.6%
100.0%
Yes Count
% within Attrition
% of Total
Total
Medium
Count
Chi-square
6.379
df
3
Asymptotic Significance (2-sided)
0.095
Environment Satisfaction
Low
Attrition
No
Yes
Count
Medium
High
Very High
Total
162
178
298
289
927
% within Attrition
17.5%
19.2%
32.1%
31.2%
100.0%
% of Total
14.6%
16.1%
26.9%
26.1%
83.7%
53
39
46
43
181
29.3%
21.5%
25.4%
23.8%
100.0%
4.8%
3.5%
4.2%
3.9%
16.3%
Count
% within Attrition
% of Total
12
Total
Count
215
217
344
332
1108
% within Attrition
19.4%
19.6%
31.0%
30.0%
100.0%
% of Total
19.4%
19.6%
31.0%
30.0%
100.0%
Chi-square
16.295
Df
3
Asymptotic Significance (2-sided)
0.001
Appendix 7: Cross-tabulation of attrition and work-life balance
Work-Life Balance
Bad
Attrition
No
Yes
Count
Better
Best
208
584
93
927
% within Attrition
4.5%
22.4%
63.0%
10.0%
100.0%
% of Total
3.8%
18.8%
52.7%
8.4%
83.7%
19
43
96
23
181
10.5%
23.8%
53.0%
12.7%
100.0%
1.7%
3.9%
8.7%
2.1%
16.3%
61
251
680
116
1108
% within Attrition
5.5%
22.7%
61.4%
10.5%
100.0%
% of Total
5.5%
22.7%
61.4%
10.5%
100.0%
F
Sig.
Count
% of Total
Count
Chi-square
13.391
Df
3
Asymptotic Significance (2-sided)
0.004
Regression
Appendix 8: Summary of the regression model
Model
1
R
.725a
R Square
Adjusted R
Std. Error of the
Square
Estimate
.525
.521
.9681
a. Predictors: (Constant), PercentSalaryHike, Age, WorkLifeBalance,
EnvironmentSatisfaction, NumGender, JobInvolvement, job satisfaction,
RelationshipSatisfaction, NumDepartment, JobLevel, NumericJobRole
Appendix 9: ANOVA table of the regression model
Model
1
Total
42
% within Attrition
Total
Good
Sum of Squares
df
Mean Square
Regression
1137.201
11
103.382
Residual
1027.127
1096
.937
110.314
.000b
13
Total
2164.328
1107
a. Dependent Variable: ProbTurnover
b. Predictors: (Constant), PercentSalaryHike, Age, WorkLifeBalance, EnvironmentSatisfaction,
NumGender, JobInvolvement, job satisfaction, RelationshipSatisfaction, NumDepartment,
JobLevel, NumericJobRole
Appendix 10: Coefficients of the regression model
Standardized
Unstandardized Coefficients
Model
1
B
Std. Error
(Constant)
8.401
.315
Job Satisfaction
-.486
.026
Job Involvement
-1.215
Relationship Satisfaction
Work-Life Balance
Coefficients
Beta
t
Sig.
26.663
.000
-.384
-18.382
.000
.042
-.610
-29.117
.000
-.026
.027
-.020
-.956
.339
-.127
.041
-.064
-3.052
.002
.090
.076
.033
1.191
.234
Age
-.007
.004
-.045
-1.849
.065
Environment Satisfaction
-.054
.027
-.042
-2.033
.042
Gender
-.008
.059
-.003
-.133
.894
Job Level
-.077
.031
-.062
-2.509
.012
Job Role
-.003
.016
-.004
-.157
.875
Percent Salary Hike
-.008
.008
-.022
-1.038
.299
Department
a. Dependent Variable: ProbTurnover
Appendix 11: Coefficient table considering only significant predictors of the turnover probability
Standardized
Unstandardized Coefficients
Model
1
B
Std. Error
(Constant)
8.176
.202
Job Satisfaction
-.486
.026
Job Involvement
-1.219
Work-Life Balance
Coefficients
Beta
t
Sig.
40.444
.000
-.384
-18.421
.000
.042
-.612
-29.351
.000
-.119
.041
-.060
-2.871
.004
Environment Satisfaction
-.054
.027
-.042
-2.020
.044
Job Level
-.102
.026
-.082
-3.937
.000
a. Dependent Variable: ProbTurnover
View attached explanation and answer. Let me know if you have any questions.here , it is and thanks
NumAttrition
ProbTurnover
Education
JobSatisfaction
JobInvolvement
PerformanceRating
1
0
1
0
0
0
0
0
0
0
0
0
0
0
1
0
0
0
0
0
0
1
0
0
1
0
1
0
0
0
0
0
0
1
1
0
1
0
0
0
0
0
1
0
5
4
5
2
3
1
1
2
4
2
1
4
2
1
5
1
1
1
3
1
1
5
3
1
5
2
5
3
3
3
1
1
4
5
5
1
5
1
4
1
1
3
5
2
2
1
2
4
1
2
3
1
3
3
3
2
1
2
3
4
2
2
4
3
2
4
4
2
1
3
1
4
4
4
3
4
2
3
3
2
2
3
4
3
2
4
3
3
4
2
3
3
2
4
1
3
3
3
2
3
3
4
3
1
2
4
4
4
3
1
2
4
1
3
1
2
4
1
4
4
3
4
4
3
3
4
1
1
4
1
3
3
3
2
2
3
3
3
4
3
2
3
4
2
3
3
2
4
4
4
2
3
4
2
3
3
3
3
1
3
2
3
3
3
2
3
3
4
2
3
2
4
3
3
1
3
3
4
3
3
3
3
4
4
4
3
3
3
3
3
3
3
3
3
3
3
3
4
3
3
3
3
4
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
0
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
1
5
2
3
1
1
5
5
3
4
3
1
3
3
2
4
1
1
4
3
2
2
4
3
3
5
4
3
2
3
1
1
4
3
2
2
3
4
1
4
3
4
3
1
3
5
4
2
3
4
2
4
1
2
4
5
2
3
2
5
4
4
4
3
5
2
3
3
3
3
3
3
3
1
3
4
3
3
4
4
4
4
2
1
3
2
3
2
3
1
4
3
2
4
4
3
3
2
4
4
3
3
1
1
4
4
1
1
4
3
4
4
3
1
3
3
2
1
1
3
3
2
2
2
4
4
1
1
3
2
4
3
4
4
2
4
1
4
4
4
2
3
3
3
3
3
4
2
3
3
2
2
3
3
3
3
2
3
3
2
3
3
3
2
3
3
2
2
3
3
3
4
3
2
3
3
3
2
2
3
1
3
1
3
3
2
2
2
4
3
4
4
4
3
3
3
4
3
3
3
4
3
4
3
4
3
3
3
3
3
3
3
3
3
3
4
3
3
3
4
3
3
3
4
3
3
3
3
3
3
3
4
3
3
4
0
0
0
0
0
0
0
0
0
1
0
1
0
0
0
0
1
0
0
0
1
0
0
0
0
0
0
0
0
0
0
1
0
1
0
1
1
0
0
0
0
1
0
0
0
1
0
2
4
4
2
2
2
2
2
2
5
3
5
2
3
3
3
5
3
1
4
5
1
2
4
1
4
1
1
1
4
2
5
2
5
4
5
5
1
3
1
1
5
2
2
3
5
4
4
2
3
4
4
2
3
4
3
4
1
3
4
2
4
3
3
1
3
4
3
3
1
4
3
3
2
2
2
3
2
4
3
4
3
4
1
1
4
3
3
3
1
1
2
4
4
4
2
1
3
3
3
3
3
2
1
1
4
3
4
4
2
3
4
4
1
3
4
3
2
4
1
4
4
4
3
2
2
3
3
2
4
3
4
1
3
4
3
3
3
2
4
3
3
2
2
3
3
3
3
3
3
3
3
2
3
2
2
3
2
2
3
2
1
4
3
2
3
2
3
3
3
1
3
3
3
1
2
3
3
3
3
4
3
1
3
3
3
1
2
4
3
3
3
3
4
3
3
3
4
3
3
3
3
4
3
3
3
3
4
4
3
3
3
3
3
3
4
3
4
3
3
3
3
3
3
3
3
3
3
3
3
3
4
4
3
3
0
0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
0
0
0
0
1
0
0
0
0
1
0
0
4
2
5
1
2
2
4
3
3
4
3
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3
1
2
4
4
4
4
4
3
4
1
3
1
3
2
2
1
3
2
2
3
3
1
3
3
4
4
2
4
2
3
3
4
3
3
2
4
1
3
3
3
2
2
3
3
3
2
2
2
3
3
3
2
1
3
4
3
3
2
3
4
3
3
2
3
3
3
2
2
4
3
2
3
3
2
3
3
3
3
3
3
3
3
3
4
3
3
3
3
3
3
3
3
3
3
3
3
3
3
4
3
3
3
3
3
3
3
3
4
3
3
3
3
3
3
3
4
4
4
4
3
3
3
3
0
0
0
0
0
0
0
0
0
0
1
0
0
1
1
0
0
0
0
0
0
0
1
0
1
0
0
0
0
0
1
3
4
1
2
2
3
1
2
1
5
2
1
5
5
1
4
3
4
4
1
4
5
4
5
3
2
4
1
3
4
3
3
4
3
2
1
3
4
3
1
2
4
2
4
3
3
2
4
4
3
2
1
2
1
4
3
2
4
3
4
1
2
2
3
3
1
4
3
4
3
3
4
3
2
4
2
4
4
3
4
4
2
3
1
4
3
2
4
1
3
3
2
4
3
3
3
3
3
3
2
3
4
3
3
3
2
2
1
2
3
1
3
2
3
2
3
2
3
3
3
3
4
3
3
3
3
4
3
3
3
3
3
3
3
4
3
3
4
4
3
3
3
3
3
3
3
3
3
3
RelationshipSatisfaction
WorkLifeBalance
NumBusTravel
NumDepartment
1
4
2
3
4
3
1
2
2
2
3
4
4
3
2
3
4
2
3
3
4
2
3
4
3
4
2
4
4
4
4
4
1
3
1
4
3
1
4
1
3
4
3
4
1
3
3
3
3
2
4
3
3
2
3
3
2
3
3
3
2
2
3
3
2
3
3
3
3
2
3
3
3
2
3
4
3
4
2
2
3
3
4
3
3
3
2
3
2
3
2
3
2
3
2
2
3
2
2
2
2
2
2
2
2
1
2
2
1
2
2
2
2
2
3
2
2
2
2
2
2
2
2
2
2
2
2
3
2
2
2
3
3
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
3
2
2
3
2
2
2
2
2
3
2
3
2
2
2
3
2
2
3
3
2
3
2
2
2
3
4
4
3
1
3
4
4
3
3
3
3
3
4
3
4
3
2
4
4
4
2
3
3
3
4
1
4
4
2
2
2
4
2
2
1
4
3
1
4
4
3
1
3
2
1
4
4
3
3
3
3
3
3
3
2
2
3
2
3
2
3
2
4
3
3
2
2
3
3
3
3
2
2
2
3
3
3
3
3
3
4
4
3
2
3
3
3
3
2
3
3
3
3
2
3
2
1
2
3
2
2
2
2
1
2
3
3
2
2
2
2
3
2
2
2
2
3
2
3
2
3
2
2
2
2
2
2
2
2
2
2
2
2
1
2
2
2
2
2
2
3
2
2
3
2
3
2
2
2
3
2
3
2
3
2
2
2
2
2
2
3
2
2
2
2
2
2
3
2
2
2
2
2
3
2
2
1
2
2
3
2
2
2
3
2
2
3
2
4
2
3
1
1
1
2
3
3
4
4
2
3
4
4
1
4
3
3
3
4
3
3
3
1
4
3
1
4
3
1
1
3
2
3
4
4
3
3
4
4
3
3
4
4
4
3
1
2
2
3
1
2
4
2
4
3
3
3
3
4
3
2
3
3
3
2
3
3
3
3
3
3
3
3
4
2
4
3
3
2
2
2
2
3
2
3
3
3
3
3
3
3
4
2
2
3
2
2
2
1
2
1
2
2
3
2
1
1
3
2
2
2
3
3
1
2
2
2
2
3
2
3
3
1
2
2
2
2
2
2
2
2
3
3
2
2
2
2
3
2
3
3
2
3
2
3
3
3
2
1
2
2
2
2
1
2
3
2
2
2
2
1
2
2
3
2
3
2
3
2
3
2
2
3
2
2
3
2
2
2
3
3
3
1
2
2
3
4
4
1
2
2
3
4
4
4
2
4
4
1
1
4
3
4
1
3
2
1
4
1
4
3
2
4
2
1
3
3
1
4
1
3
3
1
3
1
3
3
3
3
4
4
4
3
3
1
4
2
3
2
4
3
3
2
3
3
3
3
1
1
3
3
3
2
2
3
3
1
1
1
2
3
3
3
4
3
2
4
2
3
4
3
4
2
3
3
3
3
2
2
3
2
2
2
2
2
2
3
2
2
3
2
2
3
2
2
2
3
1
2
2
2
3
2
1
2
2
1
2
2
2
2
2
2
3
3
1
2
2
2
2
2
2
2
2
2
2
2
3
1
2
2
2
2
3
2
2
2
2
2
2
3
3
2
3
2
2
2
3
3
2
2
2
2
2
2
2
3
3
2
2
3
2
2
3
2
2
2
3
2
2
2
3
2
2
4
2
4
3
3
1
4
1
4
4
1
4
2
2
1
3
1
4
3
2
4
1
1
4
3
3
3
4
4
3
3
3
4
4
4
4
4
3
3
4
1
3
4
1
3
2
4
3
3
3
2
3
3
2
3
4
3
2
3
3
3
1
3
3
4
4
3
2
2
3
1
3
2
3
3
1
3
3
2
2
3
3
4
3
3
2
3
3
3
3
4
2
2
3
2
2
2
3
2
2
2
2
1
1
2
3
1
2
2
3
1
3
2
2
2
2
3
1
2
2
1
3
2
2
2
3
2
1
2
2
2
3
2
1
2
3
3
3
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
3
2
2
2
2
3
2
3
2
2
3
3
2
3
3
2
2
2
3
2
2
3
3
3
2
2
2
4
3
3
3
1
4
1
4
3
1
1
1
3
1
3
2
1
4
2
4
1
3
4
4
3
4
2
2
3
4
4
2
3
2
2
4
2
3
3
4
4
2
1
1
2
3
1
2
2
1
3
4
4
3
1
3
3
2
3
3
3
2
3
2
3
3
3
3
3
3
3
3
3
2
4
1
3
3
2
1
3
3
3
3
3
3
2
2
4
4
3
2
3
1
2
2
2
2
2
1
2
2
2
1
2
2
2
3
2
2
2
3
3
3
2
2
2
2
2
2
2
3
3
1
2
2
2
2
2
1
2
2
2
1
2
2
2
1
2
2
3
1
3
2
3
2
3
3
2
2
3
2
2
2
2
2
2
2
2
2
2
2
2
3
2
2
2
2
2
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3
2
3
2
3
2
2
2
2
2
2
2
3
2
2
2
3
2
1
4
3
1
4
3
2
4
2
4
4
4
4
3
2
3
4
3
3
4
4
2
1
3
2
1
3
3
3
4
3
4
1
2
2
4
1
4
1
2
4
1
4
3
4
4
1
2
2
3
2
3
3
3
1
3
3
3
3
3
2
3
2
4
3
2
3
3
3
3
3
2
2
3
2
3
3
3
3
3
1
3
3
3
3
2
2
3
3
3
2
2
3
3
2
2
2
3
2
3
2
3
2
2
2
3
2
3
2
3
3
2
2
3
2
2
2
2
2
2
1
2
2
1
2
2
3
2
3
2
3
2
2
2
2
2
2
2
2
2
3
2
2
3
3
2
2
2
2
2
2
2
2
2
3
3
2
3
2
3
2
2
3
3
2
3
2
2
3
2
2
2
1
2
2
2
2
2
2
2
2
3
3
3
2
2
2
2
1
1
3
2
2
4
4
1
1
3
4
3
3
1
3
2
3
1
4
3
4
1
2
1
3
3
2
1
2
2
2
3
2
1
3
3
3
2
2
3
3
4
1
4
4
4
3
3
2
2
3
4
3
2
2
3
2
2
3
3
3
2
3
2
3
3
2
3
3
3
2
3
3
1
3
4
3
3
3
3
3
3
3
2
3
3
4
3
3
3
3
3
3
3
3
2
3
2
3
1
3
2
2
2
2
2
2
2
2
2
2
2
2
2
2
3
2
1
2
2
2
2
1
2
2
3
1
3
2
2
1
2
2
1
3
2
2
2
2
2
2
2
3
3
2
2
3
2
2
2
3
2
2
3
3
2
2
2
3
2
2
2
3
2
3
1
2
3
2
3
3
2
3
3
3
2
2
3
3
2
2
3
2
3
2
3
2
2
2
4
3
3
2
2
3
4
1
3
4
2
3
3
3
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4
3
2
3
1
2
1
4
2
1
3
3
4
2
3
4
3
3
4
4
2
3
4
3
4
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4
3
4
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3
3
3
3
2
3
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4
3
3
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3
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3
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3
1
3
3
3
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3
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4
3
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3
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3
2
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3
2
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3
2
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3
2
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2
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3
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3
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3
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3
1
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4
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4
3
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3
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3
1
3
3
3
3
4
4
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4
2
4
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3
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3
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4
2
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2
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3
2
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2
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3
3
3
1
3
2
2
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3
2
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3
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3
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3
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3
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3
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3
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3
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3
3
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4
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3
3
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3
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3
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3
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2
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3
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3
3
2
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2
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2
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3
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2
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3
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3
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4
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3
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4
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3
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