A company receives a large number of job applications, which are at first evaluated centrally at the HR department. Each application receives a score between 0 and 100 from an HR expert. The evaluations are done by three HR experts, who apply the same, standardised scoring scheme to obtain the final score. Despite the fact that the procedure has been standardised and the experts have been trained, the management is still concerned that the system may not be fair because there may be differences between the scoring tendencies of the three experts: If at least one expert tends to give higher or lower scores than the others, that is a problem, because the score will not only depend on the quality of the application but also on which HR expert evaluated it. Therefore, the management decides to conduct a small-scale experiment to find out whether there are significant differences between the three raters' scoring tendencies. In order to control for the differences between applications, each HR expert receives the same 4 applications for evaluation. The table below contains the 4 scores provided by each of the HR experts. Application 1 2 3 4 Ms Taylor 91 90 61 76 HR Expert Mr Green Answer: 84 84 59 70 Ms Clark 89 90 66 79 Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give different scores. (It is taken for granted that applications differ in terms of quality and those differences affect the scores.) Initial calculations reveal that SST = 100.5, SSB = 1394.25, and SS(Total) = 1512.25. Calculate the F- statistic used to test the null hypothesis that in the long run - there is no difference between the average scores given by the three raters. (The result must be accurate within ±0.05).

Glencoe Algebra 1, Student Edition, 9780079039897, 0079039898, 2018

18th Edition

ISBN:9780079039897

Author:Carter

Publisher:Carter

Chapter10: Statistics

Section10.3: Measures Of Spread

Problem 1GP

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A company receives a large number of job applications, which are at first evaluated centrally at the HR department. Each application receives a score between 0 and 100 from an HR expert. The evaluations are done by three HR experts, who apply the same, standardised scoring scheme to obtain the final score. Despite the fact that the procedure has been standardised and the experts have been trained, the management is still concerned that the system may not be fair because there may be differences between the scoring tendencies of the three experts: If at least one expert tends to give higher or lower scores than the others, that is a problem, because the score will not only depend on the quality of the application but also on which HR expert evaluated it. Therefore, the management decides to conduct a small-scale experiment to find out whether there are significant differences between the three raters' scoring tendencies. In order to control for the differences between applications, each HR expert receives the same 4 applications for evaluation The table below contains the 4 scores provided by each of the HR experts. Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give different scores. (It is taken for granted that applications differ in terms of quality and those differences affect the scores.) Initial calculations reveal that ST = 100.5, SSB = 1394.25, and S(Total) = 1512.25. Calculate the F statistic used to test the null hypothesis that - in the long run - there is no difference between the average scores given by the three raters. (The result must be aceurate within $0.05).

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