Employers seek ways to improve the performance of their employees. Gardner, Van Dyne, and Pierce (2004) hypothesized that performance is influenced by organizational self-esteem, defined as an employee's evaluation of his or her personal adequacy as an organizational member. More specifically, they hypothesized that the higher one's organizational self-esteem, the higher will be one's job performance. The data below (representative of the study's findings) represent the employees' job performance level on a scale from 1 (low performance) to 5 (high performance). Determine whether job performance varies as a function of organizational selfesteem.

a. Calculate the sample size \(\left(N_{i}\right)\), mean \(\left(\mathrm{X}^{-} \mathrm{i}\right)\), and standard deviation \(\left(s_{i}\right)\) for each group.

b. State the null and alternative hypotheses \(\left(\mathrm{H}_{0}\right.\) and \(\left.\mathrm{H}_{1}\right)\).

c. Make a decision about the null hypothesis.
1, Calculate the degrees of freedom \((d f)\).
2, Set alpha (a), identify the critical value, and state a decision rule.
3, Calculate the \(F\)-ratio \((F)\) and create an ANOVA summary table.
4, Make a decision whether to reject the null hypothesis.
5, Determine the level of significance.
6, Calculate a measure of effect size \(\left(R^{2}\right)\).

d. Draw a conclusion from the analysis.

e. Relate the result of the analysis to the research hypothesis.

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Organizational Self-Esteem Organizational Self- Esteem Low Medium High 3.0 4.0 5.0 2.5 3.5 4.0 3.0 4.0 4.5 3.0 3.0 4.0 2.0 4.0 5.0 3.5 4.0 4.5