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This paper reports on an empirical study on prosody in English-German simultaneous interpreting. It discusses prosody with particular reference to its tonal, durational and dynamic features, such as intonation, pauses, rhythm and accent, as well as its main functions, i.e. structure and prominence. Following a review of previous studies on the topic, a conceptual approach for the analysis of prosody in terms of structure and prominence is developed and subsequently applied to an authentic corpus of professional simultaneous interpretation consisting of three German versions of a 72-minute English source text. Prosodic patterns in the corpus are analyzed by means of a computer-aided method using the softwarePRAAT. The findings confirm that prosodic features are interdependent and that those in the target texts show certain characteristics that are specific to simultaneous interpreting.

This study explores gratitude as a multidimensional and work-specific construct. Utilizing a sample of 625 employees from a variety of positions in a medium-sized school district in the United States, we developed and evaluated a new measure, namely the Work Gratitude Scale (WGS), which encompasses recognized conative (intentional), cognitive, affective, and social aspects of gratitude. A systematic, six-phased approach through structural equation modeling (SEM) was used to explore and confirm the factorial structure, internal consistency, measurement invariance, concurrent, convergent, and discriminant validity of the WGS. The results supported a 10-item measure with three dimensions: “grateful appraisals” (three items), “gratitude toward others” (four items), and “intentional attitude of gratitude” (three items). Thereafter, first-order, second-order, and bifactor confirmatory models were estimated and compared. Work gratitude was found to be best described by a second-order construct with three underlying first-order dimensions. Measurement invariance was supported in relation to gender. Concurrent validity was supported in relation to two existing dispositional gratitude scales, namely the Gratitude Questionnaire and the Gratitude, Resentment, and Appreciation Scale (GRAT). Convergent validity was supported in relation to the Core Self-Evaluations Scale (CSES) and the Psychological Capital Questionnaire. Discriminant validity was supported in relation to various demographic factors such as age, gender, occupation, and tenure. The findings support the WGS as a multidimensional measure that can be used in practice to measure overall work-related gratitude and to track the effectiveness of gratitude-related workplace interventions.

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