For this assignment, let's go back to Case Study Assignment # 2-2 that you did earlier. In Case Study Assignment #2-2, W-Pure utilized a personality test in the hiring process of its salespeople. Let's assume that the company also utilizes two other tests: the general intelligence test and the emotional intelligence test. A dataset containing the intelligence test results of salespeople and their sales performance is attached (Excel file). There are two sheets in the Excel file. The sheet data contains the data that you need to analyze for this assignment. The sheet explanation contains the explanation of the data in the data sheet. Using the data provided, answer the following questions. Q1. Conduct a simple linear regression and correlation analyses with job performance as the dependent variable (Y) and each intelligence test score as the independent variable (X). Summarize your results using the table provided in Appendix 1. (You'll need to do two sets of analyses.) (15 points) Q2. Based on your analysis results in Q1, make a suggestion(s) of how W-Pure can use the intelligence test results to better select (or hire) salespeople who are likely to sell more water purification systems. For example, should the company consider the intelligence test results in making hiring decisions for its salespeople? Why or why not? (The question is asking 'why or why not' in terms of analysis outcomes and not your thoughts or beliefs.) (10 points) Q3. In Assignment # 2-2, it was concluded that there is no relationship between the openness dimension of personality and job performance (if you have analyzed the data correctly). As a result, you suggested that the company should not consider the openness dimension of personality in making the hiring decisions of its salespeople. Now, let's assume that you have analyzed the moderating effect of emotional intelligence on the relationship between openness and job performance. And the result was as shown in Figure 1 of Appendix 2. Interpret the moderating effect. And based on your interpretation, suggest how W-Pure can use the openness score to better select (or hire) salespeople who are likely to sell more water purification systems. (15 points) Q4. In Assignment # 2-2, it was concluded that there is no relationship between the agreeableness dimension of personality and job performance (if you have analyzed the data correctly). As a result, you suggested that the company should not consider the agreeableness dimension of personality in making the hiring decisions of its salespeople. Now, let's assume that you have examined the moderating effect of emotional intelligence on the relationship between agreeableness and job performance. And the result was as shown in Figure 2 of Appendix 2. Interpret the moderating effect. And based on your interpretation, suggest how W-Pure can use MGMT 5301-115: Summer 2022 the agreeableness score to better select (or hire) salespeople who are likely to sell more water purification systems. (15 points) Important Notes Dependent variable (Y) MGMT 5301-115: Summer 2022 Appendix 1. Table for Q1 Independent variable (X) SLR) equation P-value of the slope Correlation Interpretation of the relationship between Y and X Job performance (# of water purification systems sold) General Intelligence Emotional Intelligence 1) SLR: Simple Linear Regression ID General Intelligence Emotional Intelligence Job performance 55 87 53 2 47 27 82 3 85 69 175 4 82 43 147 5 73 BO 108 6 98 71 173 7 59 66 82 8 95 77 180 9 85 27 151 10 47 97 69 11 80 50 142 12 96 23 13 23 56 14 88 62 186 22 169 15 69 44 98 16 77 76 141 17 80 23 126 18 58 43 32 19 82 61 140 20 100 87 190 21 98 55 193 22 76 100 66 23 76 48 46 24 86 86 171 25 85 21 177 26 93 87 129 27 34 83 54 28 37 23 46 29 31 98 55 30 64 57 23 31 59 46 91 32 96 92 177 33 61 86 102 34 92 61 140 35 54 26 46 36 83 46 59 37 78 58 39 38 96 29 157 39 33 68 41 40 58 86 65 41 74 22 172 42 98 41 108 43 73 62 160 44 78 55 40 45 76 55 164 46 34 51 74 47 91 62 146 48 83 53 177 49 77 61 37 50 89 52 66 51 86 89 49 52 64 45 46