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Task 1:
Student Name
Institution
Course
Professor
Date
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A: Business Question for a Given Scenario Answered by Linear Regression Analysis
The scenario describes how a hospital system's problem with nursing staff turnover
prompted the creation of an employee wellness program. In addition to its stated goal of boosting
morale and reducing stress among nurses, this voluntary initiative offers a bonus to those who
consistently participate. Leadership may examine the collected data on participation and attrition to
get the answer to a question like: Does the introduction of a wellness incentive program affect the
rate of nurse attrition? This would help justify the program and its expenses.
B1: Describe the data in the attached linear regression analysis resources.
In this example, the number of nurses enrolled in the wellness program serves as the
independent variable, which is thought of as the "cause" of the outcome. On the chart, you can see
this along the X-axis.
That which occurs as a direct consequence of an independent variable is called the
dependent variable; thus, the rate of nurse turnover would fit this description. You may find this
data on the chart's Y-axis.
A proportion of nurses who departed the company and a percentage of nurses who
participated in the wellness program make up the data presented in the linear regression. You could
think of both as forms of continuous data.
Over the course of 36 months, 72 data points were collected for this retrospective analysis,
split evenly between two sets of numbers: participation ratio and attrition ratio. There are 36 data
points in the linear regression analysis.
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B2 and C1: Linear Regression Chart (see below)
Nurse Wellbeing Program Participation vs.
Attrition
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Nurse
5 Attrition
Rate
4 f(x) = − 0.09 x + 5.24 (%)
R² = 0.7
Linear
3 (Nurse
Attrition
2 Rate
(%))
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Nurse Attrition Rate (%)
0
5 10 15 20 25 30 35 40 45 50
Wellbeing Program Participation Rate (%)
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C2: Justify the Use of Linear Regression
Since we are dealing with continuous data, a linear regression analysis is the most suitable
method to apply. A linear regression can shed light on the interplay between the dependent and
independent variables in the context of continuous data. Furthermore, we can foretell the future
attrition rate in the event that we raise the percentage of participating nurses in the program to a
specific level.
D: Null Hypothesis for a Given Linear Regression Analysis
The absence of a relationship between nurses' engagement in the wellness program and
their rate of turnover from the healthcare institution could be expressed as the null hypothesis (H0)
in this situation.
D2-a: Goodness of Fit
The R-square can be used to assess the quality of fit in a linear regression, which allows us
to observe the relationship between the data points and the trend line. For each given value of X,
the dependent variable might be predicted with absolute certainty in an R-squared scenario. We
find an R-square value of.7042 for our linear regression.
D2-b: Statistical Significance of an Independent Variable
By analyzing the P-values in our linear regression study, we can determine the significance
of our independent variable, which is the nurses' participation in the wellbeing program. The
intercept is 5.89062E-19, and the participation rate is 1.62589E-10. If the p-value is less than 0.05,
then there is a significant relationship. Our nurse involvement rate in the wellbeing program is
statistically significant, since both P-values for the provided linear regression are less than 0.05.
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Because of the strong correlation between the two sets of data, we can conclude that the null
hypothesis should be rejected since the P-values in our study are so minimal.
D2-c: Linear Equation Explanation.
In a scatter plot, a line is drawn through the data points that are closest to the line, using the
regression line equation y=mx+b. A stronger correlation between the variables is seen as the data
points move closer to the regression line. The linear regression equation that has been provided is y
= -0.0891x + 5.2406. There is a negative correlation between nurse turnover and program
involvement, as shown by the slope of our line. Consequently, we may conclude that higher levels
of program engagement are associated with lower rates of nurse turnover at this particular hospital.
D3: Limitations in the Research
One must be aware of and willing to accept the fact that there are bound to be limitations,
or possible weak spots, in every study. Based on what I've seen, I think selection bias could be a
problem with the study's methodology in this case. Although the data covers all nurses working at
that particular hospital, it does not take into consideration the fact that each department has its own
unique work environment. While all hospitals employ nurses, not all nurses deal with the same
amount of stress or perform the same exact tasks. For instance, it's reasonable to assume that a
larger portion of the hospital's turnover rate would be attributable to the high stress and rapid-fire
nature of the emergency room. On the other hand, the slower pace of everyday work for nurses
who assist in outpatient clinics or radiology may result in a significantly lower attrition rate.
Additional data collection, subdividing it according to the departments in which the nurses work,
and additional examination of the attrition rate could allow us to further evaluate the substantial
relevance of the nurse wellness program.
D4: Recommended Course of Action
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My recommendation is that the hospital keep running the nurse wellness program and look
for methods to boost participation, based on the results of the linear regression done on the
provided data. The program should be expanded to include all hospital personnel because turnover
is costly in any company, leading to issues including short-staffed covering, hiring, onboarding,
and training replacement.
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