Choose at least one of the studies below. For your chosen study (or studies), please identify what threat (or threats) to validity you noticed, and how you think the results may be impacted. Remember that the threats to validity we discussed today were: History effects, maturation, testing effects, selection biases, mortality, statistical regression, and instrumentation effects. Study 1: A group of researchers conducted an experiment to study how employees feel about working over videoconferencing software. To do so, the researchers recruited a sample of 240 undergraduate students from a university research participation pool. The students were assigned to four-person teams, and each team was randomly assigned to work on a decision-making task together either: 1) in the lab together in-person; or, 2) over a Microsoft Teams call. Each participant was then given a questionnaire measuring their level of comfort with the task and their teammates. The researchers found that the group randomly assigned to work over Microsoft Teams reported greater comfort with their task than the group randomly assigned to work in-person. The researchers therefore concluded that working over technology improves employee comfort. Study 2: A group of researchers conducted a field experiment to study whether Starbucks baristas would feel more empowered in their work at locations that implemented a new employee development program. To do so , 12 Starbucks locations were selected. Six locations were randomly assigned to receive the training, whereas the other six locations received no training. Employees at all 12 branches were asked to report on how empowered they felt using a 10-item questionnaire one month before the training program was implemented at the six randomly assigned branches; and then respond to the same questionnaire again six months after the training concluded. In the months following the training, employees at four of the six branches that did not receive the training organized, causing those branches to become unionized. At the follow-up measure, employees at those four branches reported very high levels of empowerment, surpassing all of the other locations. As a result, empowerment on average was reported to be higher at the locations that did not receive the training, rather than the locations that did receive it. Study 3: A group of researchers conducted an experiment to study the effect of supervisor presence on employee performance. To do so , the researchers recruited a sample of 140 undergraduate students from a research participation pool. Each student completed two tasks. First, every student completed a fairly simple memorization task with no supervisor present (a baseline measure of performance). After this, half of the students were randomly assigned to complete the next task with a supervisor (research assistant) present and watching them; whereas the other half of students were randomly assigned to complete the second task alone with no supervision. This second task was a much more complicated decision-making task. The researchers found that performance for the students who had a supervisor present was lower in the second task versus in the first task. They therefore concluded that supervisor oversight reduces employee performance.