Please answer the following questions for the two cases below

1- What is the main claim?

2- What is the dependent, independent, mediating and moderating variables?

3- What type of research design is it? And Why?

4- Is there any selection effect? Experimental effect? Subject effect? Reverse causation? Spurious relationship? History, maturation, mortality or attrition effect?

5- Identify two (2) threats to internal validity that could exist in this research given the research design. Explain how each threat applies to this specific research.

6- What statistical technique should have been used to analyze the relationship between the independent and dependent variables?

7- What are the four steps of program evaluation discussed in this course? Using the research described in this case, outline what should occur in the four steps of program evaluation

8- What were the variables used in this research? Make sure to identify the role of each variable (e.g., independent, dependent, etc.). Draw a box-and-arrow diagram to represent the researchers' theoretical framework.

9- Identify the research design used in this research and justify your answer.

10- Discuss the external validity of this research

CASE 1: The Double-Edged Sword of Being a People Pleaser in a Workplace

Introduction:

Being a people pleaser can have both positive and negative effects on an individual's well-being and job performance. While being empathetic and supportive can be beneficial, constantly prioritizing other people's needs may lead to neglecting one's own work responsibilities and reduced productivity. This research aimed to investigate the relationship between being a people pleaser, anxiety, and job performance in a sample of Canadian employees working in healthcare, marketing, and HR industries.

Dr. Sarah Johnson, a Professor of Psychology at the University of California, Berkeley, notes that the findings of the study suggest that individuals who prioritize the needs of others over their own may experience a lack of autonomy, competence, and relatedness, which can lead to anxiety and decreased job performance. Autonomy refers to the need to feel in control of one's own life, while competence refers to the need to feel capable and effective in achieving one's goals. Relatedness refers to the need to feel connected and valued by others.

The study's first hypothesis was that being a people pleaser would be positively associated with anxiety levels. Previous research has suggested that individuals who prioritize other people's needs over their own tend to experience more stress and anxiety due to the added pressure of constantly meeting others' expectations (Cheavens, Feldman, Woodward, & Snyder, 2008).

The second hypothesis was that being a people pleaser would be negatively associated with job performance. Previous research has found that individuals who focus on pleasing others may neglect their own responsibilities and tasks, leading to reduced productivity and effectiveness at work (Grant & Parker, 2009).

Methods:

The study involved a sample of 1,300 employees working in various organizations across Canadian businesses operating in the healthcare, marketing and HR industries. Participants were recruited through a referral system, and they were asked to fill out a survey at the beginning of the study and again after two years. Participants were also asked to invite their colleagues to fill out the questionnaire.

Being a people pleaser was measured using the People-Pleasing Scale (PPS) developed by Strube and colleagues (1988), which is a widely used and validated measure in the field of psychology. The PPS consists of 20 items that assess the degree to which individuals prioritize the needs and desires of others over their own, using a 7-point Likert scale ranging from 1 (strongly disagree) to 7 (strongly agree).

Anxiety was measured using the Generalized Anxiety Disorder-7 (GAD-7) scale developed by Spitzer and colleagues (2006), which is a widely used and validated measure for assessing anxiety symptoms in the general population. The GAD-7 consists of seven items that assess the frequency and intensity of anxiety symptoms, using a 4-point Likert scale ranging from 0 (not at all) to 3 (nearly every day).

Job performance was measured using a self-reported scale that assessed the quality and quantity of work completed by participants. Participants were asked to rate their job performance on a 10-point scale ranging from 1 (very poor) to 10 (excellent). This type of self-reported measure has been used in previous studies to assess job performance (e.g., Borman & Motowidlo, 1993).

Results:

The results of the study showed a statistically significant positive association between being a people pleaser and anxiety (t(1298) = 4.61, p < .03). Specifically, participants who reported prioritizing other people's needs over their own tended to experience more anxiety symptoms. Moreover, the study found a statistically significant negative association between being a people pleaser and job performance (t(1298) = -3.79, p < .001). Participants who reported prioritizing other people's needs over their own tended to report lower levels of job performance, suggesting that being a people pleaser may lead to reduced productivity and neglect of one's own work responsibilities. Further analysis showed that anxiety partially mediated the relationship between being a people pleaser and job performance (t(1298) = -2.97, p < .08), suggesting that anxiety plays a role in explaining why being a people pleaser is negatively associated with job performance.

ARTICLE 2:

Impacts on Job Performance in Four Business Industries

The business world is a dynamic and competitive environment, and companies are always looking for ways to improve their bottom line. One factor that has been shown to impact job performance is the work environment. However, there are many other variables that can also play a role, such as attractiveness, gender, age, annual salary, benefits, and even weather. To better understand the relationship between these variables and job performance in the finance, sales, marketing, and data science industries, a study was conducted in Ottawa, Canada, and Dallas, Texas.

The study included a sample of 600 participants, with 300 in each city. Participants were recruited through online platforms, social media and during in-person events, and were required to be currently employed in one of the four business industries. The survey was conducted over three weeks and included questions on attractiveness, gender, age, annual salary, benefits, work environment, weather, and job performance.

Attractiveness was measured using a scale that assessed the perceived physical attractiveness of the participant. Gender was measured by self-report, with participants identifying as either male or female. Age was also self-reported. Annual salary was reported by the participants, and benefits were measured by a series of questions asking about the types of benefits provided by their employer. Work environment was measured using a scale that assessed the degree of workplace autonomy, flexibility, social support, and physical comfort. Weather was measured by self-report, with participants indicating the current weather conditions at the time of the survey. Finally, job performance was measured using a self-reported scale that assessed the quality and quantity of work completed by participants.

The results of the study showed that attractiveness was positively associated with job performance in all four business industries. Gender and age did not have a significant impact on job performance. Annual salary was positively associated with job performance in all industries except for finance. Benefits were positively associated with job performance in all industries except for data science. Interestingly, work environment had a significant impact on job performance, with participants reporting higher levels of job performance in environments that were more autonomous, flexible, socially supportive, and physically comfortable. Also, one's attractiveness was found to have a major impact on their salary, thereby impacting their job performance. Those who made more and were ranked as more attractive, were perceived to have performed their jobs much better. Finally, weather had a significant impact on job performance, with participants reporting higher levels of job performance on sunny days compared to cloudy or rainy days.

In conclusion, the results of this study suggest that attractiveness, annual salary, benefits, work environment, and weather all play a role in job performance in the finance, sales, marketing, and data science industries. Employers may benefit from recognizing the impact of these variables and implementing interventions that promote employee well-being, such as improving the work environment, offering competitive salaries and benefits packages, and providing opportunities for professional development. By addressing these factors, organizations may be able to improve job performance, leading to a more productive and successful business environment.