To determine which inference is valid based on the relationship between seniority (measured in months) and job performance from the study conducted, we need to consider the implications of each option:
A. This suggests an inverse relationship: as seniority decreases, job performance increases. This would imply that less experienced employees perform better, which contradicts common expectations in many organizations.
B. This states that there is no relationship between seniority and job performance. While it is a possibility, it does not assert a specific pattern or correlation.
C. This suggests that lower seniority corresponds to lower job performance. This could be a possibility; however, it again does not align with the typical expectation.
D. This suggests a direct relationship: as seniority increases, job performance also increases. This is a common expectation in many organizations, where more experienced employees tend to perform better due to their knowledge and expertise.
Without specific data to analyze, we can't definitively conclude which inference is correct. However, if we assume a typical scenario where experience often correlates with better performance, option D is often the conclusion one would expect in many contexts.
Therefore, the most valid inference, assuming typical workplace dynamics, would be:
D: In general, the greater an employee's seniority, the higher his/her job performance score.