QUESTION 3

3.1 Null and Alternative Hypotheses of Mr Motaung’s Proposed Study

For Mr. Motaung's work, the alternative hypothesis (H1) and null hypothesis (H0) can
be stated as follows:

 Null Hypothesis (H0): Across all management seniority levels, there is no

discernible variation in the emotional intelligence of organizational managers.

 Alternative Hypothesis (H1): There are notable differences in the emotional

intelligence of organizational managers depending on their seniority in the
position.

3.2 Independent Variable (IV) and Dependent Variable (DV)

 Independent Variable (IV): The management seniority, which comprises top

executives, middle executives, and junior executives, is the independent
variable in this study.

 Dependent Variable (DV): The dependent variable is the emotional

intelligence of the managers.

3.3 Sampling Method and Sample Size Estimation

The sampling strategy used for Mr. Motaung's study seems to be stratified random
sampling, in which a random sample is drawn from each stratum after the manager
population is split into many strata (levels of seniority).

Proportionate allocation can be utilized to determine the sample sizes for every level
of management. There are 120 managers in the entire sample. Taking into account
the population ratios:

 Top executives: 36360×120≈1236036×120≈12 managers

 Middle executives: 84360×120≈2836084×120≈28 managers

 Junior executives: 240360×120≈80360240×120≈80 managers

3.4 Suitable Statistical Test

If the distribution of the data satisfies the assumptions of normality and homogeneity
of variances, an Analysis of Variance (ANOVA) test may be appropriate given the
nature of the data. To ascertain whether there is a significant difference between
three degrees of managerial seniority, the means of more than two groups are
compared using ANOVA.

An alternative to ANOVA that is nonparametric and can be used if its assumptions

are broken is the Kruskal-Wallis H test. This test is suitable for comparing the
median scores of more than two groups and does not presume a normal distribution.

3.5.1 Major Implication of the Output for Subsequent Statistical Analysis

The outputs in Figures 3.2 to 3.6 have several implications for the subsequent
analysis:

 Descriptive Statistics (Figure 3.2 and 3.3): The three groups' mean
emotional intelligence scores—5.5 for top, medium, and junior executives—
are remarkably close to one another. Additionally, the standard deviations are
comparatively similar, suggesting that there is comparable score variability
within each group. The distributions appear to be rather normal based on the
skewness and kurtosis data, particularly for the top and middle executive
levels.

 Homogeneity of Variances (Figure 3.5): The Levene's Test results (p >

0.05) imply that there is no difference in the three groups' emotional
intelligence score variances. This fulfills an additional presumption necessary
to perform an ANOVA.

 Tests of Normality (Figure 3.4): The distribution of emotional intelligence

scores for each managerial level does not substantially deviate from
normalcy, according to the Kolmogorov-Smirnov and Shapiro-Wilk tests (p >
0.05 in all cases). This validates the application of parametric tests, such
ANOVA.

In light of these ramifications, Mr. Motaung may move forward with the ANOVA
according to schedule because the homogeneity and normality of variances
assumptions are satisfied.

 3.5.2 Interpretation of the Preliminary Statistical Analysis Outcome

  ANOVA Results (Figure 3.7): The null hypothesis, according to which there
are no appreciable variations between the group means, is tested using the
ANOVA. The corresponding p-value (p = 0.993) is extremely high, and the F-
statistic (F = 0.007) is extremely low.

 Main Finding: This finding suggests that the emotional intelligence ratings at
the top, medium, and junior executive levels do not differ statistically
significantly. Since the p-value is significantly higher than the typical cutoff of
0.05, the null hypothesis is maintained. Put simply, Mr. Motaung's initial
analysis indicates that within the sample of South African retail managers,
emotional intelligence levels are not significantly impacted by managerial
seniority.

This first investigation is important because it shows that, at least in the analyzed
group, the predicted variations in emotional intelligence across various management
levels may not be true. It's crucial to keep in mind that the results may vary when the
entire sample is examined because this is only a preliminary analysis using half of
the planned sample size.