Which of the following accurately represents the null and alternative hypothesis? O Hoi p=0 O Hoi p20 Hzip<0 O Ho: p<0 O Hoi pO H1i p =0
Which of the following accurately represents the null and alternative hypothesis? O Hoi p=0 O Hoi p20 Hzip<0 O Ho: p<0 O Hoi pO H1i p =0
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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Binomial Distribution
Binomial is an algebraic expression of the sum or the difference of two terms. Before knowing about binomial distribution, we must know about the binomial theorem.
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Question
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![The researcher hypothesized that there would be a significant correlation between job importance and turnover intentions. Was she correct? Use an
a = .05.
Which of the following accurately represents the null and alternative hypothesis?
O Ho: p=0
O Ho: p20
H1: p<0
O Ho: P<0
H1: p20
O Ho: p+0
Hi: p = 0](/v2/_next/image?url=https%3A%2F%2Fcontent.bartleby.com%2Fqna-images%2Fquestion%2F1dedc2f0-34a2-4f6a-9bbc-fab867b2dfd0%2F239c33e5-8707-4417-910c-3fbc1f210463%2Fj1q8c25_processed.png&w=3840&q=75)
Transcribed Image Text:The researcher hypothesized that there would be a significant correlation between job importance and turnover intentions. Was she correct? Use an
a = .05.
Which of the following accurately represents the null and alternative hypothesis?
O Ho: p=0
O Ho: p20
H1: p<0
O Ho: P<0
H1: p20
O Ho: p+0
Hi: p = 0
![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](/v2/_next/image?url=https%3A%2F%2Fcontent.bartleby.com%2Fqna-images%2Fquestion%2F1dedc2f0-34a2-4f6a-9bbc-fab867b2dfd0%2F239c33e5-8707-4417-910c-3fbc1f210463%2Fb6c4fr9_processed.png&w=3840&q=75)
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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