Gender

Age

Department Position

1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2

1 1 2 2 2 2 2 1 3 1 2 1 3 2 3 2 2 2 1 2 3 2 1 2 2 2 2 2 3 1 2 2 2 1 2 3 3 2 2 2 2 2 3 2 2 2

1 3 2 1 3 3 2 1 3 3 2 2 3 1 3 2 1 3 3 2 3 1 3 2 1 3 3 2 3 1 1 3 3 1 1 3 3 2 2 3 2 2 3 2 1 2

1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1

Tenure Job Satisfaction Intrinsic 3 5.5 5.5 1 5.2 4.7 1 5.5 5.5 1 3.9 2.1 2 5.5 5.4 1 4.9 5.2 1 5.2 4.7 3 5.5 5.5 1 4.9 5.2 3 5.2 4.7 1 5.5 5.5 1 5.5 4.7 1 3.9 4.7 2 5.5 5.5 2 4.9 5.2 3 3.9 2.1 1 4.9 5.2 1 5.5 5.4 1 5.2 4.7 1 5.5 5.5 1 4.9 5.2 1 3.9 2.1 1 5.2 4.7 1 5.5 5.5 1 3.9 2.1 2 5.5 5.4 1 4.9 5.2 1 5.2 4.7 2 4.9 5.2 3 5.5 5.5 1 3.9 2.1 2 5.5 5.4 1 4.9 5.2 3 5.5 5.5 1 3.9 2.1 1 4.9 5.2 1 4.9 5.2 2 5.2 4.7 3 5.5 5.4 1 5.2 4.7 2 5.5 5.3 2 5.2 4.7 1 4.9 5.2 2 5.2 4.7 2 5.5 5.5 3 3.9 2.1

Extrinsic

Benefits

5.5 5.6 5.5 5.7 5.6 4.6 5.6 4.6 5.7 5.5 4.6 5.7 5.5 5.5 4.6 5.7 5.6 4.6 5.6 5.5 4.6 5.7 5.6 5.5 5.7 5.6 4.6 5.6 4.6 5.5 5.7 5.6 4.6 5.5 5.7 4.6 4.6 5.6 5.6 5.5 5.6 5.6 4.6 5.6 5.5 5.7

5.4 4.5 5.4 2.3 5.4 6.2 4.5 6.2 6.2 6.2 2.3 2.3 2.3 5.4 6.2 2.3 2.3 6.2 4.5 5.4 6.2 2.3 4.5 5.4 2.3 5.4 6.2 4.5 6.2 5.4 2.3 5.4 6.2 5.4 2.3 6.2 6.2 4.5 5.4 5.4 5.4 4.5 6.2 4.5 5.4 2.3

2 2 2 2 2 2 2 2 2 2 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 2

3 1 2 3 2 3 1 2 3 2 1 2 3 1 2 1 2 2 3 3 2 3 2 1 2 2 1 1 2 1 1 1

3 3 2 3 2 3 3 2 3 2 2 2 1 2 1 3 1 1 3 2 2 1 1 2 2 1 2 2 2 3 3 3

1 1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2

1 1 1 1 2 1 1 1 1 2 1 2 2 2 3 1 1 1 2 1 2 2 1 1 2 1 1 1 3 1 1 1

4.9 5.2 5.5 4.9 5.2 4.9 5.2 5.5 4.9 5.2 5.5 5.9 5.5 4.9 5.2 5.2 5.5 5.9 5.5 5.5 5.9 5.5 5.5 5.5 5.9 5.5 5.5 5.5 5.4 4.9 5.2 5.2

5.2 4.7 5.5 5.2 4.7 5.2 4.7 5.5 5.2 4.7 5.3 6.2 5.3 5.3 4.7 4.7 5.4 6.2 5.3 5.2 6.2 5.3 5.4 5.3 6.2 5.4 5.3 5.3 6.2 4.7 4.7 4.7

4.6 5.6 5.5 4.6 5.6 4.6 5.6 5.5 4.6 5.6 5.7 5.5 5.7 5.6 5.6 5.6 5.6 5.5 5.6 5.6 5.5 5.7 5.6 5.7 5.5 5.6 5.7 5.6 5.7 5.5 5.6 5.6

6.2 4.5 5.4 6.2 4.5 6.2 4.5 5.4 6.2 4.5 2.3 6.2 2.3 4.5 4.5 4.5 5.4 6.2 4.5 4.5 6.2 2.3 5.4 2.3 6.2 5.4 2.3 5.4 6.2 6.2 4.5 4.5

KEY TO SURVEY Demographics Gender Male Female Age

1 2 1 2 3 1 2 3

16 - 21 22 - 49 50 - 65
Department

Human Resources Information Technology Administration

Position 1 Hourly Employee (Overtime Eligible) 2 Salaried Employee (No Overtime) Tenure With Company 1 Less than 2 years 2 2 to 5 years 3 Over 5 Years Four Survey Measures

SURVEY MEASURE #1 OVERALL JOB SATISFACTION (Scale 1-7) 1 = Least Satisfied 7 = Most Satisfied SURVEY MEASURE #2 INTRINSIC JOB SATISFACTION (Scale 1-7) 1= Least Satisfied 7= Most Satisfied SURVEY MEASURE #3 EXTRINSIC JOB SATISFACTION (Scale 1-7) 1 = Least Satisfied 7 = Most Satisfied SURVEY MEASURE #4 BENEFITS (Scale 1-7) 1= Least Satisfied 7= Most Satisfied

TEST #1 Perform the following two-tailed hypothesis test, using a .05 significance level:

Intrinsic by Gender State the null and an alternate statement for the test Use Microsoft Excel (Data Analysis Tools) to process your data and run the appropriate test. Copy and paste th Identify the significance level, the test statistic, and the critical value. State whether you are rejecting or failing to reject the null hypothesis statement. Explain how the results could be used by the manager of the company.

Gender 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1

Intrinsic 5.5 5.3 4.7 5.5 2.1 5.4 6.2 5.2 5.3 4.7 5.5 5.2 4.7 5.5 4.7 5.3 4.7 4.7 5.5 5.2 2.1 4.7 5.4 6.2 5.2 5.3 5.4 5.2 4.7 5.5 5.2 2.1 4.7 5.5

Gender selected = 1 (Male) Ho: = 5.0 and Ha: 5.0 Levl of significance = 0.05 Test used is z- test for a population mean Critical scores are z = -1.96 and z = 1.96 Rejection rule is: Reject Ho if the test z- score < -1.96 or > 1.96 Test statistic is z = (x-bar - )/(s/n) = (4.92 - 5.0)/(1.09/52) = -0.5293 Decision: Since -0.5293 > -1.96, we fail to reject Ho

Conclusion: There is no sufficient evidence that the mean intrinsic score for males is Excel Output is shown below
Z Test of Hypothesis for the Mean Data Null Hypothesis m= Level of Significance Population Standard Deviation Sample Size Sample Mean 5 0.05 1.09 52 4.92

Intermediate Calculations Standard Error of the Mean 0.151155803 Z Test Statistic -0.529255233 Two-Tail Test

1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 Mean, x-bar = SD, s =

2.1 5.4 6.2 5.2 5.3 4.7 5.2 5.4 5.5 5.3 2.1 5.4 6.2 5.2 5.4 5.5 5.3 2.1 4.92 1.09

Lower Critical Value Upper Critical Value p-Value Do not reject the null hypothesis

-1.959963985 1.959963985 0.596628406

The fact that the mean intrinsic satisfaction rating for males is not different from 5 is

opriate test. Copy and paste the results of the output to your report in Microsoft Word.

09/52) = -0.5293

mean intrinsic score for males is different from 5.0

or males is not different from 5 is encourgaing. The managers should try to retain this level of satisfaction among the male employees.

n among the male employees.

TEST #2 Perform the following two-tailed hypothesis test, using a .05 significance level: Extrinsic variable by Position Type State the null and an alternate statement for the test Use Microsoft Excel (Data Analysis Tools) to process your data and run the appropriate test. Copy and paste the results of the output to your report in Microsoft Word. Identify the significance level, the test statistic, and the critical value. State whether you are rejecting or failing to reject the null hypothesis statement. Explain how the results could be used by the manager of the company.

Position 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1

Extrinsic 5.5 5.6 5.5 5.7 5.6 4.6 5.6 4.6 5.7 5.5 4.6 5.7 5.5 5.5 4.6 5.7 5.6 4.6 5.6 5.5 4.6 5.7 5.6 5.5 5.7 5.6 4.6 5.6 4.6 5.5 5.7 5.6 4.6

Poistion type selected = 1 (Hourly employees) Ho: = 5.0 and Ha: 5.0 Levl of significance = 0.05 Test used is z- test for a population mean Critical scores are z = -1.96 and z = 1.96 Rejection rule is: Reject Ho if the test z- score < -1.96 or > 1.96 Test statistic is z = (x-bar - )/(s/n) = (5.31 - 5.0)/(0.46/56) = 5.0431 Decision: Since 5.0431 > 1.96, we reject Ho and accept Ha

Conclusion: There is sufficient evidence that the mean extrinsic score for hourly emplo Excel Output is shown below
Z Test of Hypothesis for the Mean Data Null Hypothesis m= Level of Significance Population Standard Deviation Sample Size Sample Mean 5 0.05 0.46 56 5.31

Intermediate Calculations Standard Error of the Mean 0.061470086 Z Test Statistic 5.043103434

1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 Mean, x-bar = SD, s =

5.5 5.7 4.6 4.6 5.6 5.6 5.5 5.6 5.6 4.6 5.6 5.5 5.7 4.6 5.6 5.5 4.6 5.6 4.6 5.6 5.5 4.6 5.6 5.31 0.46

Two-Tail Test Lower Critical Value Upper Critical Value p -Value

-1.959963985 1.959963985 4.58041E-07 Reject the null hypothesis

The fact that the mean extrinsic satisfaction rating for the hourly employees is different

ic score for hourly employees is different from 5.0

ly employees is different from 5 is not encourgaing. It is a cause for concern and the managers should try to ascertain why the satisfactio

ry to ascertain why the satisfaction levels are low and try to improve upon it.

(1) Explain when to use a t-test and when to use a z-test. Explore the differences. (2) Discuss why samples are used instead of populations.

(1) The z- test and t- test are basically the same; they compare two means to suggest whether the two samples come from the sa A z- test is applicable if the data satisfies the following conditions: (a) The data points should be independent of each other (b) The sample size, n > 30 (c) If n < 30, the distribution should be normal. (If n > 30 the distribution of the data does not matter) (d) Random sampling A t- test is applicable if the data satisfies the following conditions: (a) The data sets should be independent from each other except in the case of the paired-sample t- test (b) If n < 30 the use of t- test is mandatory (c) The distributions should be normal for the equal and unequal variance t-test (d) Random sampling

(2) A sample is a subset of population. The set of individuals, items, or data from which a statistical sample is taken is population It is impossible to study an entire population. Based on the analysis of a small sample we infer about population parameters a

the two samples come from the same population. These tests can also be used to examine whether the mean has a specified value. Ther

ample t- test

tical sample is taken is population. A population is any collection of people, animals, plants or things from which we may collect data. It is er about population parameters and take an appropriate decision regarding the population. A scientifically selected sample reduces the c

mean has a specified value. There are variations in the t- test. If you have a sample and wish to compare it with a known mean the single

m which we may collect data. It is the entire group we are interested in, which we wish to describe or draw conclusions about. A sample ally selected sample reduces the cost of the entire analysis and saves time without compromising on the accuracy of the estimates.

e it with a known mean the single sample t- test is available. If your samples are not independent of each other and have some factor in c

raw conclusions about. A sample is a group of units selected from a larger group (the population). By studying the sample we hope to dra e accuracy of the estimates.

h other and have some factor in common, i.e. geographical location or before/after treatment, the paired sample t- test can be applied. T

udying the sample we hope to draw valid conclusions about the population.

ed sample t- test can be applied. There are also two variations on the two sample t- test, the first uses samples that do not have equal va

amples that do not have equal variances and the second uses samples whose variances are equal.