You are being asked to step into your new role as the Head of Employee Selection for BabyBots, a manufacturer of small robots. During your first week on the job you were surprised to learn that the company had never validated the manual dexterity test it uses to assess job candidates for its manufacturing jobs. You decided to do a concurrent validation study and administer the test to thirty manufacturing workers. Their scores are reported in Table 8-4, along with their ages, sex, race, and job performance ratings. You also calculated the correlation between the manual dexterity test and job performance to assess the tests validity. You then examined the relationship between employees test scores and their performance ratings, and the results of this analysis are shown in Table 8-5. Performance rating: 0 = 0% efficiency, 100 = 100% efficiency Sex: 0 = male; 1 = female.

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Table 8-4 Validation Data for the Manual Dexterity Test t. Performance rating: 0=0% efficiency, 100=100% efficiency Sex: 0= male; 1= female Race: 0= Hispanic 1 = White 2= Black Table 8-5 Correlation Table Note: Correlations underlined and in bold indicate statistical significance at a level of p<.05. what kind of relationship exists between employees scores on the manual dexterity test and their performance ratings suppose a candidate scored regression equation predicting job using is: score is predicted rating assume that only candidates with above are to be hired. this translates at least test. those were hired people in sample relevant data exceeding cutoff continuation table would use have led evidence adverse impact based sex or race here you should consult reading for evaluating possibility rule which can found chapter given collective results recommend as selection device if so how it not why please sure explain elaborate your response via an integration content any other cases own experiences>