'Forgiveness at work – longitudinal study with Chinese sample, 2020 Summer' (AsPredicted #41399)
Author(s) This pre-registration is currently anonymous to enable blind peer-review. It has 3 authors.
Pre-registered on 05/20/2020 05:38 AM (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? Forgiveness at T1(baseline) is associated with increased work outcomes at T2 (later time-point).
Forgiveness leads to better work outcomes through a) reduced levels of general health; b) increased quality of team-member exchange.
3) Describe the key dependent variable(s) specifying how they will be measured. Three work outcomes: job satisfaction (Michigan Organizational Assessment Questionnaire (Camman et al., 1979), burnout (Maslach Burnout Inventory-General Survey; Maslach et al., 1986), and work engagement (UWES-short; Schaufeli & Bakker, 2003) will be measured on a scale from 1 (strongly disagree) to 7 (strongly agree). These three work outcomes will be combined (after conducting factor analysis) as a single factor to reflect general work outcomes.
4) How many and which conditions will participants be assigned to? All participants will be assigned to the same condition.
5) Specify exactly which analyses you will conduct to examine the main question/hypothesis. All the models evaluated in this project will be estimated within the Structural Equation Modeling (SEM) framework in Mplus 8.
Firstly, the stability and cross-lagged effects between state forgiveness and work outcomes will be examined to test the causality relationship.
Secondly, a cross-lagged panel mediation model will be used to examine the mediating role of general health and team-member exchange on the relationship between state forgiveness and work outcomes.
Based on previous studies, perceived severity of the offense, offender status (offended-by-leader/coworker/subordinate) will be taken as control variables.
6) Describe exactly how outliers will be defined and handled, and your precise rule(s) for excluding observations. Participants who fail to meet any of the recruitment criteria: at least 18 years old, having a paid job at least 20 hours, with at least 3 people together in a team will be excluded.
According to the recall method, participants who are reporting something else, for example, recalling something happened within his/her family instead of work place will be excluded.
Participants who admit that they “rush through surveys and respond carelessly” in the end of the survey will be excluded.
Participants for whom more than 10% of responses have latencies less than 300 ms in the forgiveness implicit association test (IAT) will be excluded (Greenwald, Nosek, and Banaji (2003).
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. At least 360 participants are needed to get a power of 0.80. Considering a 15% dropout every wave (4 waves in total), we will recruit 700 participants for this study.
8) Anything else you would like to pre-register? (e.g., secondary analyses, variables collected for exploratory purposes, unusual analyses planned?) We have an exploratory question to better understand the developmental trajectory of forgiveness at work. We will also collect data on explicit and implicit levels of trait forgiveness, social cohesion, leadership style, forgiveness climate, offense-related factors (e.g., rumination), and offender-related factors (e.g., work relationship quality). We will report the results of those data in a separate project.