1- A researcher was interested in studying the effects of job insecurity on employee job attitudes. Half of the research participants were randomlyassigned to experience high insecurity (manipulated by announcing 50% layoffs) and half were assigned to experience low insecurity (announcementof 5% layoffs). In addition, the researcher was also interested in whether or not the method by which the layoffs were to occur would influence jobattitudes and perceived fairness. Therefore, half of the research participants were assigned to a fair layoff condition (i.e., layoffs determined by jobperformance) and half were assigned to an unfair condition (i.e., layoffs determined by favoritism). Employees were asked to make ratings on severalissues: how important their jobs were ("job importance"), the extent to which they intended to quit working for the organization ("turnoverintentions"), their perceived chances of being laid off ("chances of being laid off"), and perceptions of fairness ("perceived fairness"). Finally, they wereasked 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/UnfairJobTurnoverChances of Perceived DecisionConditionMethod Importance Intentions Being Laid Off Fairnessto Quit43712375211210124511352114357123475221211021347521121032757116.24502222501216325322225012122502224350212235012225522435021Coding Manual: Layoff Condition: 1= 5% 2 = 50%Fairness Condition: 1 = Fair 2 = UnfairDecision to Quit: 1= Quit 2= Remain Please construct a frequency distribution and a corresponding histogram showing the distribution of scores reflecting employees' perceived fairness.Be sure to label everything completely.

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MATLAB: An Introduction with Applications

6th Edition

ISBN:9781119256830

Author:Amos Gilat

Publisher:Amos Gilat

Chapter1: Starting With Matlab

Section: Chapter Questions

Problem 1P

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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

Please construct a frequency distribution and a corresponding histogram showing the distribution of scores reflecting employees' perceived fairness.
Be sure to label everything completely.

Expert Solution

Step 1

Given information:

The data represents the opinions of employees of several characteristics.

The characteristics are: Layoff condition, fair or unfair method, job importance, turnover intentions, chances of being laid off, perceived fairness and decision to quit.

Step 2

Construct a frequency distribution of scores reflecting employees perceived fairness:

Frequency distribution:

The number of times each value repeats is the frequency of that particular event. The frequencies are calculated by using the tally mark.

Here, the number of times each value of perceived fairness score repeats is the frequency of that particular value of perceived fairness score.

All the possible values of perceived fairness score are 7, 2, 5 and 3.

The frequency distribution for perceived fairness is obtained from the calculation given below:

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