Part A: Business Question and Applied Statistical Analysis

 
A question that more and more companies are asking is “Are wellness programs a cost-effective way to
retain employees and reduce turnover?” This is an important question because high turnover means
that a company is spending more time recruiting and training employees and less time being productive.
It is particularly relevant to the nursing field, where demand is high and staffing pools are limited. There
is a financial benefit for hospitals to spend money on wellness programs as a way of avoiding the costs
related to high turnover.
Part B: Linear Regression Analysis Data
In my scenario, a hospital is struggling with nursing turnover and believes that job-related stress is a key
driving factor. The HR department implemented an Employee Wellness program and began tracking
nurse participation rates along with nurse attrition rates. The data includes 36 observations of
consecutive months where both the percentage of nurses participating in the wellness program and the
nurse attrition rate are provided for each month. The Independent Variable is the Nurse Participation
Rate and the Dependent Variable is the Nurse Attrition Rate.

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