What is the impact of dispositional gratitude on well-being? By synthesizing the literature, we evaluate the association between dispositional gratitude and mental well-being as a function of its various categories (i.e., positive, negative), dimensions (i.e., subjective, psychological), and indicators (e.g., life satisfaction, happiness, stress). Our meta-analytic aggregation of 404 effect sizes from 158 independent samples (N = 100,099) provides evidence that dispositional gratitude is moderately to strongly correlated with well-being, and that the strength of these associations varies by the indicator of well-being. We also examine potential moderators (i.e., religiosity, individualistic orientation, age, gender, dispositional gratitude measure, and sample type) of the association between dispositional gratitude and well-being. We find that country-level individualistic orientation, sample mean age, and sample type (i.e., clinical vs. non-clinical) present moderating effects for several of the relationships examined. We conclude the paper by presenting avenues for future research.
This article evaluates the effect of different human resource management (HRM) practices on organizations’ environmental performance. We develop a model to evaluate the influence of a broad range of HRM practices, including environmental performance criteria in managers’ performance evaluations and two types of internal corporate social responsibility (CSR) practices: socially responsible employee benefits and corporate volunteering practices. To this end, we analyze a sample of 142 manufacturing companies that have completed B Lab’s Impact Assessment process to certify their environmental performance. The results show that including environmental criteria in a higher proportion of managers’ performance evaluations directly impacts organizations’ environmental performance and strengthens the positive effect of other environmental management practices. The findings also demonstrate the direct effects of both types of CSR practices on an organization’s environmental performance. Our study advances recent work on Green HRM and CSR by identifying the specific HRM practices that allow organizations to move from being part of the world’s environmental problem to being part of the solution.
How do dispositions affect an individual's attitudes and behaviors during organizational change? In this systematic and meta‐analytic investigation, using data from 154 articles (168 independent samples), we classify a broad set of dispositions into a previously validated two‐factor dispositional model. This model distinguishes between two dispositional factors that shed light on individuals’ adaptation to change: positive self‐concept and risk tolerance. Drawing from trait activation theory (TAT), we examine the magnitude of effects between each dispositional factor and various groups of outcomes: explicit change responses (e.g., resistance), well‐being (e.g., stress), work attitudes (e.g., job satisfaction), and work behaviors (e.g., job performance). We also evaluate the moderating effects of the change context (its stage, dimensions, and types), national context (cultural dimensions), and study design. To this end, we conducted multi‐level meta‐analyses using samples of employees who experienced organizational change. Our findings support the notion that during organizational change, positive self‐concept and risk tolerance are valid predictors across outcome categories and demonstrate that positive self‐concept is more strongly associated with several employees’ change responses and work attitudes than risk tolerance. These associations vary depending on the type of outcome, the stage of change, the national cultural dimension, and the study design, and to a lesser degree, the dimension and type of change. Finally, we offer theoretical and empirical research directions for organizational change and personality scholars.
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