Personality inventories are sometimes used for employee selection. In particular, the trait of conscientiousness predicts job performance across many jobs. However, a problem with personality inventories is \"faking.\" Because these questions don't have correct answers, applicants can attempt to present themselves in a favorable but less accurate way. To test if people can fake, we sampled 10 students from M201 class, 5 who took a conscientiousness inventory normally, and 5 who intentionally tried to present themselves in a favorable manner. A high score indicates higher conscientiousness. Test whethet 9;th scores are higher when students were asked to fake using a one-tailed, independent-samples t-test with alpha = .05. 1. What are the null and alternative hypotheses? 2. What are the degrees of freedom and critical value? 3. Calculate the t-statistic. 4. Reject or fail to reject? What is the study conclusion? Scores: mun-nu llI lllnI