'*Appreciation: Reasons for and consequences; December 2023, Germany' (AsPredicted #154,765)
Author(s) This pre-registration is currently anonymous to enable blind peer-review. It has 4 authors.
Pre-registered on 2023/12/11 04:57 (PT)
1) Have any data been collected for this study already? No, no data have been collected for this study yet.
2) What's the main question being asked or hypothesis being tested in this study? *H1: Employees' ratings of importance of different reasons of appreciation vary. Specifically, reasons concerning employees' work behavior will be evaluated more important than employees' personal characteristics and qualities.
*H2: The extent to which employees receive appreciation for different reasons varies. Specifically, employees will receive more appreciation for reasons regarding their work behavior than for reasons concerning their personal characteristics and qualities.
*H3: The extent to which employees receive appreciation for different reasons (also weighted by importance of reasons) is positively related to employees' actual feeling of being appreciated. The effects of reasons related to employees' work behavior are higher than the effects of reasons related to employees' personal characteristics and qualities.
*H4: The more employees receive appreciation for different reasons (also weighted by importance of reasons) and the more they feel appreciated the better are their job satisfaction, organizational identification, and organizational citizenship behavior.
*Hypothesized model: The extent to which employees receive appreciation for different reasons (also weighted by importance of reasons) will be positively related to the actual feeling of being appreciated, subsequently the actual feeling of being appreciated is positively related to job satisfaction, organizational identification, and organizational citizenship behavior.
3) Describe the key dependent variable(s) specifying how they will be measured. *Ratings of importance of different appreciation reasons (derived from qualitative studies; Stranzl & Ruppel, submitted; Stocker et al., 2014)
*Extent of receiving appreciation for various reasons (same items as above; derived from qualitative studies; Stranzl & Ruppel, submitted; Stocker et al., 2014)
*Perceived appreciation from supervisors (compiled from White & Bragg, 2012; Jacobshagen et al., 2008; Sirgy et al., 2001; Weiß & Zacher, 2022; Rafferty & Griffin, 2004)
*Perceived appreciation from colleagues (same as above but for colleagues, compiled from White & Bragg, 2012; Jacobshagen et al., 2008; Sirgy et al., 2001; Weiß & Zacher, 2022; Rafferty & Griffin, 2004)
*Personal efforts to show appreciation to others at work (adapted from Adler & Fagleys' (2005) subscale interpersonal)
*Affective job satisfaction (Thompson & Phua, 2012)
*Organizational identification (Mael & Ashforth, 1992)
*Organizational citizenship behavior (individual and organizational; adapted from Lee & Allen, 2002)
4) How many and which conditions will participants be assigned to? *Each participant receives the same survey, thus, there are no conditions.
5) Specify exactly which analyses you will conduct to examine the main question/hypothesis. *To establish the scales, we will conduct factor and reliability analyses.
*H1: repeated measures ANOVA with the evaluation of the importance of the various reasons as dependent variables (including post-hoc tests). In case statistical requirements are violated: Friedman-test (Wilcoxon-tests for post-hoc analyses).
*H2: repeated measures ANOVA with the evaluation of receiving appreciation for the various reasons as dependent variables (including post-hoc tests). In case statistical requirements are violated: Friedman-test (Wilcoxon-tests for post-hoc analyses).
H3: multiple linear regression analysis with the evaluation of receiving causes of appreciation (also multiplied with their importance evaluation) as predicting variables and the scale on the actual feeling of being appreciated as criterion.
H4: Pearson or Spearman correlations with the following variables: evaluation of receiving causes (also multiplied with their importance evaluation), organizational culture, job satisfaction, organizational identification, organizational citizenship behavior.
*The hypothesized model, we will be examined by following a two-step structural approach. First, the measurement model will be established using a confirmatory factor analysis (CFA). Second, the hypothesized model will be examined by applying structural equation modeling (SEM). Both steps will be conducted using Maximum Likelihood estimation in SPSS AMOS.
6) Describe exactly how outliers will be defined and handled, and your precise rule(s) for excluding observations. *We will exclude participants whose finishing time is less than 50 % of the median finishing time.
*We will exclude participants with conspicuous answering patterns (e.g., no variance in answers)
*For the CFA and SEM we will exclude outliers based on Mahalanobis distances.
7) How many observations will be collected or what will determine sample size? No need to justify decision, but be precise about exactly how the number will be determined. *We will collect data from 500 participants. This sample size fulfills basic requirements for structural equation modeling (total minimum of N = 200 cases, Barrett, 2007; at least 3 to 6 cases per variable, Cattell, 1978), even in the case of several dropouts.
8) Anything else you would like to pre-register? (e.g., secondary analyses, variables collected for exploratory purposes, unusual analyses planned?) *We also collect data on the personal efforts to show appreciation to others at work. We will use this scale for exploratory analyses.
*We collect data on participants' organizations and sociodemographic data. We will use this data for exploratory analyses.
