Resch Maximilian, Bellhäuser Henrik
Psychology in Education, Institute of Psychology, Johannes Gutenberg University Mainz, Mainz, Germany.
Front Psychol. 2025 Sep 1;16:1445533. doi: 10.3389/fpsyg.2025.1445533. eCollection 2025.
In this article, we developed the new construct, Experienced Appreciation in Social Interactions (EA-SI), to reduce the inconsistency in defining and measuring experienced appreciation at work. The integrative theoretical model is based on the well-validated -theory. To operationalize the construct, we validated the EA-SI Work Scale in two independent German samples of employees. Colleagues and supervisors were investigated as potential sources of experienced appreciation. Study One included = 231 participants. Study Two encompassed = 391. In both studies, we applied a cross-sectional field-study design based on self-reported surveys. Using exploratory and confirmatory factor analyses, the construct EA-SI turned out to be unidimensional. The Pearson product-moment correlations showed that the more employees felt appreciated, the higher their self-esteem and the lower their stress perception. The premises of the theoretical foundation were replicable. Higher experienced appreciation was related to more work satisfaction, life satisfaction, and work engagement, as well as lower emotional exhaustion. These relations were true for both groups of appreciators. When tested in hierarchical regressions, EA-SI added incremental prediction beyond the influence of social support in most of the analyses. The instrument's internal consistency and retest reliability were good to excellent. The results indicated the EA-SI Work Scale to be content, construct, and criterion valid. Based on these findings, the strengths and limitations of the article and possible implications for future research and practical use are discussed.
在本文中，我们开发了新的构念——社交互动中的体验式赞赏（EA-SI），以减少工作中体验式赞赏定义和测量方面的不一致性。整合理论模型基于经过充分验证的理论。为了使该构念可操作化，我们在两个独立的德国员工样本中验证了EA-SI工作量表。同事和上级被视为体验式赞赏的潜在来源。研究一包括231名参与者。研究二涵盖391名参与者。在两项研究中，我们都采用了基于自我报告调查的横断面实地研究设计。通过探索性和验证性因素分析，EA-SI构念被证明是单维的。皮尔逊积差相关表明，员工感受到的赞赏越多，他们的自尊越高，压力感知越低。理论基础的前提是可复制的。更高的体验式赞赏与更高的工作满意度、生活满意度和工作投入度相关，同时与更低的情绪耗竭相关。这些关系在两组赞赏者中都成立。在分层回归分析中进行检验时，在大多数分析中，EA-SI在社会支持的影响之外增加了增量预测。该量表的内部一致性和重测信度良好到优秀。结果表明EA-SI工作量表在内容、构念和效标方面都是有效的。基于这些发现，本文讨论了优势与局限性以及对未来研究和实际应用的可能影响。
