18. Open positions in the highest-paying jobs, the best in- ternships, and the most prestigious graduate programs can attract many applicants. Initial evaluations of applications are usually based on the applicant's r- sum or curriculum vitae. In a recent study, research- ers demonstrated that two different kinds of fancy "graphical rsums," which include graphic descrip- tions of things like the timeline of an applicant's education, are no more effective than traditional text-based rsums (Popham, Lee, Sublette, Kent, & Carswell, 2017). In many ways, they actually might be worse. Suppose that a researcher is interested in studying the effect of rsum type on participants' ratings of the competence of the job applicant. She randomly assigns participants to one of three groups. Group 1 receives a traditional text-based rsum. Group 2 receives a graphic rsum with photos of the college that was listed under the applicant's educa- tion. Group 3 receives a graphic rsum with charts summarizing the amount of time the hypothetical applicant spent at each of their previous jobs. All participants rate the perceived competence of the job applicant. The hypothetical data are listed below.

Treatment Text : 9, 8, 10, 8, 10

Graphic Type 1 : 4, 4, 6, 8, 8

Graphic Type 2 : 6, 6, 6, 7, 5

SHOW WORK( ALL STEPS) FOR THE CALULATIONS.

a. Use an ANOVA with a = .05 to determine whether there are any significant

b. Suppose that a researcher wanted to compare text rsums to graphic type 1 rsums only. What test statistic would the researcher use?

c. Write the results of the ANOVA as they would ap- pear in a research article.