1
WGU C207 Task 1 Analyzing Nurse Attrition and
Program Participation Actual Exam 2026 | Complete
Exam-Style Questions | 100% Verified – Detailed
Rationales – Pass Guaranteed – A+ Graded
TABLE OF CONTENTS
Section 1 | Data Analysis and Statistical Concepts | Q1 – Q9
Section 2 | Healthcare Workforce Analytics and Nurse Attrition | Q10 – Q17
Section 3 | Program Evaluation and Decision Making | Q18 – Q25
SECTION 1: DATA ANALYSIS AND STATISTICAL CONCEPTS
Question 1 of 25
A hospital analyst reviews the annual salaries of nursing staff, noting the distribution is heavily
right-skewed due to a few executive-level nurses earning significantly more than the staff
population. To best represent the central tendency of the typical nurse's salary for budget
planning, the analyst should utilize which measure of location?
A. The arithmetic mean, as it accounts for every value in the dataset including the highest earners
B. The range, as it provides the widest scope of salary distribution within the nursing department
C. The median, as it is robust against extreme values and identifies the middle value of the
ordered dataset
D. The standard deviation, as it quantifies the average distance of data points from the center of
the distribution
Correct Answer: C
Rationale: The median provides the most accurate measure of central tendency for skewed data
because it is not influenced by extreme outliers, unlike the mean which gets pulled toward the
long tail. Using the mean in this scenario would artificially inflate the perceived typical salary,
misleading budget decisions regarding staff compensation. In healthcare salary negotiations,
,2
relying on the median ensures offers reflect the market rate for the majority of nursing staff
rather than executive anomalies.
Question 2 of 25
While evaluating the consistency of overtime hours across three nursing units, the Chief Nursing
Officer calculates the standard deviation for each unit. Unit A shows a standard deviation of 2.5
hours, Unit B shows 6.8 hours, and Unit C shows 4.2 hours. Based on this data, which statement
accurately describes the overtime variability?
A. Unit A exhibits the highest consistency in overtime usage because the standard deviation is
the lowest
B. Unit B demonstrates the greatest spread in overtime hours among its staff compared to the
other units
C. Unit C likely has the highest average overtime hours since its standard deviation falls in the
middle of the three values
D. Unit A must have the fewest staff members because a low standard deviation always
correlates with a small sample size
Correct Answer: B
Rationale: Standard deviation measures the dispersion of data points around the mean, meaning
Unit B's high value indicates that overtime hours vary widely from nurse to nurse. Unit A has the
lowest variability, meaning most nurses there work similar amounts of overtime, but this statistic
does not indicate the total number of staff or the average overtime hours themselves.
Understanding variability helps administrators identify units where scheduling is chaotic,
potentially pointing to leadership or staffing pool issues.
Question 3 of 25
An analyst performs a correlation analysis to examine the relationship between nurse
engagement scores and intent to leave the organization. The resulting Pearson correlation
coefficient is -0.85. How should the analyst interpret this specific statistical result?
, 3
A. There is a strong negative relationship, indicating that as engagement scores increase, the
intent to leave decreases
B. There is a weak positive relationship, suggesting that higher engagement scores slightly
predict a higher likelihood of leaving
C. There is no causal relationship established, meaning the engagement scores have no impact on
turnover intentions
D. There is a strong positive relationship, showing that nurses with the highest engagement are
the most likely to resign
Correct Answer: A
Rationale: A correlation coefficient of -0.85 indicates a strong inverse relationship where the two
variables move in opposite directions; as engagement rises, intent to leave falls. A tempting
distractor might confuse the sign or the strength, but a value close to -1 confirms a strong
negative linear association rather than a weak or positive one. This statistical insight allows HR
to prioritize engagement interventions as a direct lever to reduce turnover potential.
Question 4 of 25
To determine if a new mentorship pilot program had a statistically significant effect on reducing
first-year nurse turnover, the HR department conducts a hypothesis test. The resulting p-value is
0.03, and the predetermined alpha level is 0.05. What is the correct conclusion based on these
parameters?
A. The results are not statistically significant, and the null hypothesis should be accepted because
the p-value is low
B. The mentorship program failed to reduce turnover, as the p-value indicates a high probability
of error in the data collection
C. The null hypothesis is rejected, concluding that the observed reduction in turnover is
statistically significant and not due to random chance
D. The alpha level should be adjusted to 0.01 to ensure the results are valid before making any
administrative decisions
WGU C207 Task 1 Analyzing Nurse Attrition and
Program Participation Actual Exam 2026 | Complete
Exam-Style Questions | 100% Verified – Detailed
Rationales – Pass Guaranteed – A+ Graded
TABLE OF CONTENTS
Section 1 | Data Analysis and Statistical Concepts | Q1 – Q9
Section 2 | Healthcare Workforce Analytics and Nurse Attrition | Q10 – Q17
Section 3 | Program Evaluation and Decision Making | Q18 – Q25
SECTION 1: DATA ANALYSIS AND STATISTICAL CONCEPTS
Question 1 of 25
A hospital analyst reviews the annual salaries of nursing staff, noting the distribution is heavily
right-skewed due to a few executive-level nurses earning significantly more than the staff
population. To best represent the central tendency of the typical nurse's salary for budget
planning, the analyst should utilize which measure of location?
A. The arithmetic mean, as it accounts for every value in the dataset including the highest earners
B. The range, as it provides the widest scope of salary distribution within the nursing department
C. The median, as it is robust against extreme values and identifies the middle value of the
ordered dataset
D. The standard deviation, as it quantifies the average distance of data points from the center of
the distribution
Correct Answer: C
Rationale: The median provides the most accurate measure of central tendency for skewed data
because it is not influenced by extreme outliers, unlike the mean which gets pulled toward the
long tail. Using the mean in this scenario would artificially inflate the perceived typical salary,
misleading budget decisions regarding staff compensation. In healthcare salary negotiations,
,2
relying on the median ensures offers reflect the market rate for the majority of nursing staff
rather than executive anomalies.
Question 2 of 25
While evaluating the consistency of overtime hours across three nursing units, the Chief Nursing
Officer calculates the standard deviation for each unit. Unit A shows a standard deviation of 2.5
hours, Unit B shows 6.8 hours, and Unit C shows 4.2 hours. Based on this data, which statement
accurately describes the overtime variability?
A. Unit A exhibits the highest consistency in overtime usage because the standard deviation is
the lowest
B. Unit B demonstrates the greatest spread in overtime hours among its staff compared to the
other units
C. Unit C likely has the highest average overtime hours since its standard deviation falls in the
middle of the three values
D. Unit A must have the fewest staff members because a low standard deviation always
correlates with a small sample size
Correct Answer: B
Rationale: Standard deviation measures the dispersion of data points around the mean, meaning
Unit B's high value indicates that overtime hours vary widely from nurse to nurse. Unit A has the
lowest variability, meaning most nurses there work similar amounts of overtime, but this statistic
does not indicate the total number of staff or the average overtime hours themselves.
Understanding variability helps administrators identify units where scheduling is chaotic,
potentially pointing to leadership or staffing pool issues.
Question 3 of 25
An analyst performs a correlation analysis to examine the relationship between nurse
engagement scores and intent to leave the organization. The resulting Pearson correlation
coefficient is -0.85. How should the analyst interpret this specific statistical result?
, 3
A. There is a strong negative relationship, indicating that as engagement scores increase, the
intent to leave decreases
B. There is a weak positive relationship, suggesting that higher engagement scores slightly
predict a higher likelihood of leaving
C. There is no causal relationship established, meaning the engagement scores have no impact on
turnover intentions
D. There is a strong positive relationship, showing that nurses with the highest engagement are
the most likely to resign
Correct Answer: A
Rationale: A correlation coefficient of -0.85 indicates a strong inverse relationship where the two
variables move in opposite directions; as engagement rises, intent to leave falls. A tempting
distractor might confuse the sign or the strength, but a value close to -1 confirms a strong
negative linear association rather than a weak or positive one. This statistical insight allows HR
to prioritize engagement interventions as a direct lever to reduce turnover potential.
Question 4 of 25
To determine if a new mentorship pilot program had a statistically significant effect on reducing
first-year nurse turnover, the HR department conducts a hypothesis test. The resulting p-value is
0.03, and the predetermined alpha level is 0.05. What is the correct conclusion based on these
parameters?
A. The results are not statistically significant, and the null hypothesis should be accepted because
the p-value is low
B. The mentorship program failed to reduce turnover, as the p-value indicates a high probability
of error in the data collection
C. The null hypothesis is rejected, concluding that the observed reduction in turnover is
statistically significant and not due to random chance
D. The alpha level should be adjusted to 0.01 to ensure the results are valid before making any
administrative decisions
