SPSS data for Study 3: Fraas, W. (2024). Unshakable work passion? Need satisfaction and work passion during the pandemic onset.

Work passion is related to adaptive outcomes in the work context (Moeller et al., 2019; Pollack et al., 2020), therefore its preservation (Hardgrove, 2019) or it’s enhancement could be desirable. Yet the mechanisms involved in passion fostering are only understood insufficiently (Cameron, 2019; Chummar, Moeller, 2021; Singh, & Ezzedeen, 2019; Pury, & Hardy, 2016), particularly in regard to appropriate timeframes and antecedents (Cameron, 2019). Thus, a four wave longitudinal study (1 week spacing; N=338) from April to August 2020 in Germany investigated relationships of basic need satisfaction (BNS; autonomy, competency, relatedness; Deci & Ryan, 2000) in two domains (work & leisure) with harmonious (HWP) and obsessive (OWP) work passion (Dualistic model of passion, DMP, Vallerand et al, 2003; 2019) over time. Multilevel longitudinal modelling of the German working student sample with autoregressive effects showed a relationship for autonomy (work) and HWP over time, and a negative relationship of autonomy (leisure) and OWP over time, only. Cross-sectional results using all measurement occasions are mostly in line with other studies, showing relationships of (work) autonomy, competency and relatedness with HWP, as well as a relationship of (work) relatedness with OWP and a negative relationship of (leisure) relatedness with OWP. Some relationships, however, fail the significance threshold when applying Bonferroni correction. Results are only partially in line with DMP theory, yet mostly in line with previous findings (e.g. Curran et al., 2015 ). Limitations are the focus on that particular timeframe and a predominantly white-collar student worker sample. Theoretical implications include the mixed empirical evidence in relation to predictions made by DMP, practical implications include the usability of results in interventions studies. Contributions are the evaluation of relevant passion malleability timeframes and the differentiated investigation of BNS in preparation for intervention studies, that many other studies are lacking. The R code provided here is ready to run with the provided SPSS data file in this repository. It contains necessary data preparation routines and executes the main analysis.

The passion scale (Vallerand et al., 2003; 2019) gains popularity in industrial- and organisational psychology research since it's devise and has been translated to many different languages. However, since a recent German translation was lacking, this study translated the passion scale including its two facets, harmonious and obsessive passion to German following recommendations given by Brislin (1970) and Smith (2004) and validated it using a German sample of working students (N=433). Different CFA and ESEM two-factor solutions were compared and a solution also employed by Marsh et al. (2013) retained as the final model. Results include scale properties resembling those of other studies, most notably Marsh and colleagues (2013). However, as also apparent in other translation studies and more recently pointed out by different researchers (e.g. Astakhova et al., 2020; Moeller et al., 2021; Smith et al., 2023) the conceptualization of (work) passion as done in the dualistic model of passion (Vallerand et al., 2003; 2019) may not do the construct fully justice and different approaches may be necessary in the future. However, until then, contributions of this study include the German passion scale provided in this study as an easy to adapt measure of harmonious and obsessive passion, covering different activity domains, including (but not limited to) work, leisure, social, sports and education. The text files provided here contain the Mplus syntax for the main CFA/ ESEM analysis of the study. If copied to Mplus, the syntax is ready to run with the free-input Mplus data file, that is also part of this repository. Alternatively, by just looking at the text files in any text editor, they provide information about the uses model specifications. Please note that Mplus estimation works slightly differently from estimation in other software, so replicating the analysis in R (for example) will yield different parameter estimates and goodness of fit values.

The passion scale (Vallerand et al., 2003; 2019) gains popularity in industrial- and organisational psychology research since it's devise and has been translated to many different languages. However, since a recent German translation was lacking, this study translated the passion scale including its two facets, harmonious and obsessive passion to German following recommendations given by Brislin (1970) and Smith (2004) and validated it using a German sample of working students (N=433). Different CFA and ESEM two-factor solutions were compared and a solution also employed by Marsh et al. (2013) retained as the final model. Results include scale properties resembling those of other studies, most notably Marsh and colleagues (2013). However, as also apparent in other translation studies and more recently pointed out by different researchers (e.g. Astakhova et al., 2020; Moeller et al., 2021; Smith et al., 2023) the conceptualization of (work) passion as done in the dualistic model of passion (Vallerand et al., 2003; 2019) may not do the construct fully justice and different approaches may be necessary in the future. However, until then, contributions of this study include the German passion scale provided in this study as an easy to adapt measure of harmonious and obsessive passion, covering different activity domains, including (but not limited to) work, leisure, social, sports and education. The Mplus dataset provided here is devoid of any variable names. Only variables relevant for the main analysis are included (free form Mplus data input). Thus, you can replicate the main analysis of the related publication with this dataset, by copying the syntax to Mplus and running it accordingly. The .CSV dataset includes all variables for the main analysis, as well as many variables beyond the according publication: There were two measurement occasions spaced two weeks apart and participants were asked to indicate two different passionate activities per measurement occasion. If participants didn't specify their work as their first passionate activity (as indeed, most of them didn't), they were specifically asked about their work passion for the second passionate activity (and vice versa). The related publication only uses data for work passion of the first measurement occasion (Variable Names "Taetigk2_Arb_*"). Of course, no demographic variables are included.

Peer assessment of the German passion scale (as translated in study 1, based on the dualistic model of passion; Vallerand et al., 2003, 2019) was investigated in an online-study using a German sample of working students (N=300). Predominantly carried by the leisure and sports domain, results showed good convergence of self and peer ratings for a freely designated passionate activity via the MTMM approach (Campbell & Fiske, 1959). Limitations inlcude the poor convergence and underrepresentation in the sample of self and peer ratings in the other activity domains (work, education, social) and the online-only nature of the study (lacking control of which peers actually participated in the study). Contributions include the additional validation effort of the German passion scale and recommendations for a in-vivo replication of the study. The R code provided here is ready to run with the data file attached alongside this repository. It will import the SPSS data file into the R environment, so SPSS is not needed.

Peer assessment of the German passion scale (as translated in study 1, based on the dualistic model of passion; Vallerand et al., 2003, 2019) was investigated in an online-study using a German sample of working students (N=300). Predominantly carried by the leisure and sports domain, results showed good convergence of self and peer ratings for a freely designated passionate activity via the MTMM approach (Campbell & Fiske, 1959). Limitations include the poor convergence and underrepresentation in the sample of self and peer ratings in the other activity domains (work, education, social) and the online-only nature of the study (lacking control of which peers actually participated in the study). Contributions include the additional validation effort of the German passion scale and recommendations for a in-vivo replication of the study. The SPSS data file provided here was used for the main analysis of the according publication with the R syntax also provided in this repository. Thus, you can replicate it by using the SPSS data file with the R syntax "as is". Alternatively, you can adapt the R syntax to import the .CSV file (marked "ready for analysis"). Additionally, the unprepared and unfiltered study data is provided as a CSV. file (self- and peer ratings are already merged). Of course, any data provided here is devoid of any demographic variables.

Work passion is considered desirable as it's harmonious (HWP) facet is related to adaptive work outcomes while it's obsessive (OWP) facet is primarily related to less desirable work outcomes yet may also yield some benefits. The dualistic model of passion (Vallerand et al., 2003, 2019) suggests a major role of basic need satisfaction at work for work passion development, while basic need satisfaction off-work may play a role for OWP (Lalande et al., 2015). Yet how exactly HWP and OWP can be fostered or transformed into each other remains largely unknown. Therefore, this training study investigated if HWP can be fostered via an individual online-training targeting autonomy, competence, relatedness at work. Furhtermore, autonomy, competence, relatedness at leisure were measured alongside. The three wave experimental design study including 3 measurement occasions across 8 weeks in April to June in 2021 was completed by a sample of German working students (N=67). The training was designed as a real online experiment, containing separate branches for each of the three basic needs (with 5 exercises each) as well as a control group. Longitudinal multilevel-modelling revealed no effects of training on either autonomy, competency or relatedness at work, nor on HWP or OWP. Relationships among observed variables however, were mostly in line with theory. While the training was unsuccessful in fostering HWP/ OWP, this study gained relevant insights on how to approach the fostering HWP/ OWP in the workplace, points out where limits to this endeavour might be, and proposes a different perspective to be taken on the topic. Limitations are discussed and specific recommendations for future HWP/ OPW training studies are given. The R data files in this repository are heavily modified and ready for analysis with the attached R syntax. The .CSV data file contains the unprepared, anonymized data. Unfortunately, some free text input for the exercises contained personal innformation. Therefore, none of the according variables is included in any data files contained in this repository.

Work passion is considered desirable as it's harmonious (HWP) facet is related to adaptive work outcomes while it's obsessive (OWP) facet is primarily related to less desirable work outcomes yet may also yield some benefits. The dualistic model of passion (Vallerand et al., 2003, 2019) suggests a major role of basic need satisfaction at work for work passion development, while basic need satisfaction off-work may play a role for OWP (Lalande et al., 2015). Yet how exactly HWP and OWP can be fostered or transformed into each other remains largely unknown. Therefore, this training study investigated if HWP can be fostered via an individual online-training targeting autonomy, competence, relatedness at work. Furhtermore, autonomy, competence, relatedness at leisure were measured alongside. The three wave experimental design study including 3 measurement occasions across 8 weeks in April to June in 2021 was completed by a sample of German working students (N=67). The training was designed as a real online experiment, containing separate branches for each of the three basic needs (with 5 exercises each) as well as a control group. Longitudinal multilevel-modelling revealed no effects of training on either autonomy, competency or relatedness at work, nor on HWP or OWP. Relationships among observed variables however, were mostly in line with theory. While the training was unsuccessful in fostering HWP/ OWP, this study gained relevant insights on how to approach the fostering HWP/ OWP in the workplace, points out where limits to this endeavour might be, and proposes a different perspective to be taken on the topic. Limitations are discussed and specific recommendations for future HWP/ OPW training studies are given. The attached R syntax is ready to run with the attached data files. The syntax for the regression analysis from the publication are not included because R Markdown and R papaja were quite moody. The according files are available upon request from the author.