Professional Documents
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Chapter 18
McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.
Learning Objectives
LO1 Define a nonparametric test and when it is applied
LO2 Conduct the sign test for dependent samples using the binomial
and standard normal distributions as the test statistics.
LO3 Conduct a test of hypothesis for dependent samples using the
Wilcoxon signed-rank test.
LO4 Conduct and interpret the Wilcoxon rank-sum test for independent
samples.
LO5 Conduct and interpret the Kruskal-Wallis test for several
independent samples.
LO6 Compute and interpret Spearman’s coefficient of rank correlation.
LO7 Conduct a test of hypothesis to determine whether the correlation
among the ranks in the population is different from zero.
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LO2 Conduct the sign test for dependent samples using the
binomial and standard normal distributions as the test statistics.
Procedure to conduct the test: Did the in-plant training program effectively increase the
competence of the managers using the company’s database?
Determine the sign (+ or -) of the
difference between pairs.
Determine the number of usable pairs.
Compare the number of positive (or
negative) differences to the critical
value.
n is the number of usable pairs (without
ties), X is the number of pluses or
minuses, and the binomial probability
π = .5
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LO2
Normal Approximation
If the number of observations in the sample is larger than 10, the normal distribution can be used to
approximate the binomial.
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LO3
Decision Rule:
Reject H0 if decision rule is to
reject the null hypothesis if the
smaller of the rank sums is 25 or
less.
Computed T = 30
Critical T = 25
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LO3
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LO4 Conduct and interpret the Wilcoxon rank-
sum test for independent samples.
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LO4
The Chicago flight with only 8 no-shows had the fewest, so it is assigned
a rank of 1. The Chicago flight with 9 no-shows is ranked 2, and so
on.
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LO4
The computed z value (1.49) is less than 1.65, the null hypothesis is not
rejected. It appears that the number of no-shows is the same in Atlanta as in Chicago.
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LO5 Conduct and interpret the Kruskal-Wallis
test for several independent samples.
Kruskal-Wallis Test:
Analysis of Variance by Ranks
EXAMPLE
A management seminar consists of executives from manufacturing,
This is used to compare three finance, and engineering. Before scheduling the seminar sessions, the
or more samples to determine seminar leader is interested in whether the three groups are equally
if they came from equal knowledgeable about management principles. Plans are to take samples
of the executives in manufacturing, in finance, and in engineering and to
populations. administer a test to each executive. If there is no difference in the scores
for the three distributions, the seminar leader will conduct just one
The ordinal scale of session. However, if there is a difference in the scores, separate sessions
measurement is required. will be given. We will use the Kruskal-Wallis test instead of ANOVA
because the seminar leader is unwilling to assume that (1) the
It is an alternative to the one- populations of management scores follow the normal distribution or (2)
way ANOVA. the population standard deviations are the same.
The chi-square distribution is
the test statistic. Step 1: Set up the Null and Alternate Hypotheses
Each sample should have at H0: The population distributions of the management scores for
least five observations. the populations of executives in manufacturing, finance,
The sample data is ranked and engineering are the same.
from low to high as if it were a H1: The population distributions of the management scores for
single group. the populations of executives in manufacturing, finance,
and engineering are NOT the same.
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LO5
Kruskal-Wallis Test:
Analysis of Variance by Ranks - Example
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LO6 Compute and interpret Spearman’s
coefficient of rank correlation.
Rank-Order Correlation
EXAMPLE
Spearman’s coefficient of rank Lorrenger Plastics, Inc., recruits management
correlation reports the trainees at colleges and universities throughout
association between two sets of the United States. Each trainee is given a rating
ranked observations. The by the recruiter during the on-campus interview.
features are: This rating is an expression of future potential
and may range from 0 to 15, with the higher
score indicating more potential. The recent
It can range from –1.00 up to college graduate then enters an in-plant training
program and is given another composite rating
1.00. based on tests, opinions of group leaders,
training officers, and so on. The on-campus rating
and the in-plant training ratings are given in the
It is similar to Pearson’s table on the right.
coefficient of correlation, but is
based on ranked data.
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LO6
Conclusion:
The value of .726 indicates a strong positive association between the ratings of the on-campus recruiter and the
ratings of the training staff.
The graduates that received high ratings from the on-campus recruiter also tended to be the ones that received high
ratings from the training staff.`
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