1. If you were Andrew, how would you describe to Jonathan in non-technical terms:
a) the value of using factorial ANOVA for answering his questions?
b) the interaction effect findings for training effectiveness using the employee sample from ShoeZone? (Hint: see sections 16.3.3, 16.13, and 16.15 in your textbook).
Based on these results, what should Andrew’s recommendation be for training, both in terms of instruction format and practice opportunities?
2. Why can it be hazardous to interpret a main effect in the presence of a statistically significant interaction involving that main effect (as is the case here)?
3. Evidence suggests that training success is determined not only by the quality of the training, but also by individual motivational differences. These differences influence learning, transfer of training back to the job, and, ultimately, job performance. With this idea in mind, imagine that Andrew has also surveyed each training participant’s goal orientation (i.e., the degree to which individuals focus on the mastery of new skills or experiences) and organizational commitment (i.e., belief in the organization’s goals and values and willingness to exert effort for the organization). What type of ANOVA would you conduct to partial out (i.e., control statistically for) these individual difference variables in this analysis? What is the statistical value of including these variables in the ANOVA as predictors?
Link:
transfer of training: https://www.opm.gov/WIKI/training/Training-Transfer.ashx
Expectations
Your submission for this assignment is a Word Document with a 3-5 sentence response for each question.