MATLAB: An Introduction with Applications
MATLAB: An Introduction with Applications
6th Edition
ISBN: 9781119256830
Author: Amos Gilat
Publisher: John Wiley & Sons Inc
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Question

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Assume that we know the population mean for turnover intentions is u = 2.00. Is the mean for our current sample of employees significantly different from the population mean? Use an a = .01. Which of the following accurately represents the null and alternative hypothesis? O Họi H = 2 Hạ:H 2 O Ho: H = 2 H: H =2 Ο H0 μ- 2.5 H2:H 2.5 O Ho: H = 2 H1:H =2.5
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Transcribed Image Text:Assume that we know the population mean for turnover intentions is u = 2.00. Is the mean for our current sample of employees significantly different from the population mean? Use an a = .01. Which of the following accurately represents the null and alternative hypothesis? O Họi H = 2 Hạ:H 2 O Ho: H = 2 H: H =2 Ο H0 μ- 2.5 H2:H 2.5 O Ho: H = 2 H1:H =2.5
A researcher was interested in studying the effects of job insecurity on employee job attitudes. Half of the research participants were randomly assigned to experience high insecurity (manipulated by announcing 50% layoffs) and half were assigned to experience low insecurity (announcement of 5% layoffs). In addition, the researcher was also interested in whether or not the method by which the layoffs were to occur would influence job attitudes and perceived fairness. Therefore, half of the research participants were assigned to a fair layoff condition (i.e., layoffs determined by job performance) and half were assigned to an unfair condition (i.e., layoffs determined by favoritism). Employees were asked to make ratings on several issues: how important their jobs were ("job importance"), the extent to which they intended to quit working for the organization ("turnover intentions"), their perceived chances of being laid off ("chances of being laid off"), and perceptions of fairness ("perceived fairness"). Finally, they were asked to decide whether they wanted to quit working for the organization or remain employed with the organization ("decision to quit").' 5 or 50% Layoff Fair/Unfair Job Turnover Chances of Perceived Decision Condition Method Importance Intentions Being Laid Off Fairness to Quit 4 3 7 1 2 3 75 2 1 1 2 10 1 2 4 5 1 1 3 5 2 1 1 4 3 5 7 1 2 3 4 75 2 2 1 2 1 10 2 1 3 4 75 2 1 1 2 10 3 2 75 7 1 1 6. 2 4 50 2 2 2 2 50 1 2 1 6 3 25 3 2 2 2 2 50 1 2 1 2 2 50 2 2 2 4 3 50 2 1 2 2 3 50 1 2 2 25 5 2 2 4 3 50 2 1 Coding Manual: Layoff Condition: 1= 5% 2 = 50% Fairness Condition: 1 = Fair 2 = Unfair Decision to Quit: 1= Quit 2= Remain
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Transcribed Image Text:A researcher was interested in studying the effects of job insecurity on employee job attitudes. Half of the research participants were randomly assigned to experience high insecurity (manipulated by announcing 50% layoffs) and half were assigned to experience low insecurity (announcement of 5% layoffs). In addition, the researcher was also interested in whether or not the method by which the layoffs were to occur would influence job attitudes and perceived fairness. Therefore, half of the research participants were assigned to a fair layoff condition (i.e., layoffs determined by job performance) and half were assigned to an unfair condition (i.e., layoffs determined by favoritism). Employees were asked to make ratings on several issues: how important their jobs were ("job importance"), the extent to which they intended to quit working for the organization ("turnover intentions"), their perceived chances of being laid off ("chances of being laid off"), and perceptions of fairness ("perceived fairness"). Finally, they were asked to decide whether they wanted to quit working for the organization or remain employed with the organization ("decision to quit").' 5 or 50% Layoff Fair/Unfair Job Turnover Chances of Perceived Decision Condition Method Importance Intentions Being Laid Off Fairness to Quit 4 3 7 1 2 3 75 2 1 1 2 10 1 2 4 5 1 1 3 5 2 1 1 4 3 5 7 1 2 3 4 75 2 2 1 2 1 10 2 1 3 4 75 2 1 1 2 10 3 2 75 7 1 1 6. 2 4 50 2 2 2 2 50 1 2 1 6 3 25 3 2 2 2 2 50 1 2 1 2 2 50 2 2 2 4 3 50 2 1 2 2 3 50 1 2 2 25 5 2 2 4 3 50 2 1 Coding Manual: Layoff Condition: 1= 5% 2 = 50% Fairness Condition: 1 = Fair 2 = Unfair Decision to Quit: 1= Quit 2= Remain
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