How and when service beneficiaries’ gratitude enriches employees’ daily lives.

Tang, Pok Man; Ilies, Remus; Aw, Sherry Shi Yi; Lin, Katrina Jia; Lee, Randy; Trombini, Chiara

doi:10.1037/apl0000975

Cited by 17 publications

(11 citation statements)

References 106 publications

(193 reference statements)

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“…Occupational identity was also identified in another study as factor enhancing the effect of service user gratitude, with changes to energy within relationships, spousal family satisfaction, and relationship-based family performance (61). Receiving service user gratitude improved healthcare staff’s home environment, and this was amplified when staff strongly identified with their role.…”

Section: Resultsmentioning

confidence: 99%

“…In the study by Riskin et al (2019), team information sharing partially mediated the impact of gratitude (63). In a study by Tang et al (2021) energy within relationships mediated the effect of service user gratitude and spousal family satisfaction (95% CI = 0.007 to 0.042; P = .02) and relationship-based family role performance (95% CI = 0.010 to 0.054; P = .03) (61). Receiving gratitude from service users acts as an energy resource within relationships, which healthcare staff are then able to utilise in the family domain.…”

Section: Resultsmentioning

confidence: 99%

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Health service improvement using positive patient feedback: systematic review and change model

Lloyd

Munro²,

Evans

et al. 2022

Preprint

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Background : Patients, families, and communities regularly provide feedback about care and treatment received from healthcare services, most of which is positive. The aim of this review was to examine how positive feedback creates change within healthcare settings. Methods : Included documents were empirical studies where the full text is publicly available in English, and where a change has occurred within healthcare services attributed to positive feedback from service users, their families, or the community. They were identified through database searches (ACM Digital Library, AMED, ASSIA, CINAHL, MEDLINE and PsycINFO), forwards and backwards citation, and expert consultation. Data was synthesised into a change model describing forms, mediators and moderators of change. A protocol was prospectively registered: https://osf.io/5x46c . Results : Sixty-eight papers were included, describing research conducted in 32 countries across six continents, with qualitative (n=51), quantitative (n=10), and mixed (n=7) methods. Only two described interventional studies. The most common form of feedback was ‘appreciation’ (n=28). The most common recipients were nurses (n=29). Positive feedback was most commonly given in hospitals (n=27) and community healthcare (n=19). Positive feedback mostly led to positive outcomes categorised as (a) short-term emotional change for healthcare workers (including feeling motivated and improved psychological wellbeing), (b) work-home interactional change for healthcare workers (such as improved home-life relationships), and (c) work-related change for healthcare workers (such as improved performance and staff retention). Undesirable changes included embarrassment when receiving feedback, tension in the patient-professional relationship, and envy when not receiving positive feedback. Conclusion : Positive feedback can provide the opportunity to create meaningful health service change. Healthcare managers may wish to use positive feedback more regularly, and to identify and address barriers to staff receiving feedback. Further interventional research is required to establish the effectiveness of receiving positive feedback in creating change, and to understand the influence of feedback content.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Health service improvement using positive patient feedback: systematic review and change model

Lloyd

Munro²,

Evans

et al. 2022

Preprint

View full text Add to dashboard Cite

show abstract

“…Our effect sizes may also be small, though this is understandable given the study designs and phenomena. For Study 1, ESM effect sizes tend to be small (based on a combination of the analysis focusing on within-individual variance only, combined with the short time frames [e.g., several hours] over which relationships are investigated; Lin, Chang, et al, 2021; Lin, Poulton, et al, 2021; Puranik et al, 2021; Shockley et al, 2021; Tang, Ilies, et al, 2021). Thus, we agree with Gabriel et al (2019, p. 976) who warn “against automatic negative reactions to small within-person effect sizes” in ESM studies because while the effects may appear small, they also manifest within a short amount of time (see also Koopman & Dimotakis, in press).…”

Section: Discussionmentioning

confidence: 99%

Walking on eggshells: A self-control perspective on workplace political correctness.

Koopman¹,

Lanaj²,

Lee³

et al. 2023

Journal of Applied Psychology

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Being politically correct involves an understanding that language and behavior can affect others, and a willingness to modify or suppress those words or actions to be sensitive and tolerant toward others. At work, political correctness may manifest as refraining from sharing a risqué joke out of concern of hurting others' feelings, altering language to be gender neutral, suppressing saying something that might be considered rude or insensitive, or avoiding controversial topics altogether. As employees are increasingly entrenched in their own opinions and beliefs, prone to microaggressions, and unwilling to entertain alternate views, political correctness should be of interest to managers and organizations. Yet, little research has been devoted to its study. This oversight is problematic because, although political correctness may manifest out of a concern for others at work, its enactment is also resource intensive-potentially acting as a double-edged sword for employees. To make better recommendations to managers, we must more fully develop our understanding of this understudied phenomenon. We begin the process of developing the nomological network of political correctness by drawing from theory on self-control to examine (a) an antecedent (other orientation) to understand why employees may be motivated to be politically correct with their coworkers, (b) a mechanism (cognitive resource depletion) that explains the cost of workplace political correctness, and (c) home-based outcomes (angry and withdrawn marital behavior) that suggest political correctness may impact others outside of work. Findings across five studies shed light on why employees may be politically correct and the consequences of doing so.

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“…Energy is a resource that can be both consumed and replenished (Hobfoll and Shirom, 2001). Studies have shown that positive Gratitude compensates for depletion from FWC interactions and good relationships between employees and clients in service occupations (such as nurses and patients) can generate energy resources to supplement energy expenditure (Dutton and Heaphy, 2003;Tang et al, 2022). Gratitude is the patient's recognition of the nurse's work, indicating a good relationship between the nurse and the patient.…”

Section: Family-to-work Conflict Ego Depletion and Work Engagementmentioning

confidence: 99%

Can patient gratitude compensate for depletion from family-to-work conflict in nurses? An experience sampling study

Zhan

Yang²,

Guo³

et al. 2022

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PurposeNurses' work engagement is critical for the service quality of the hospital. Thus, investigation on the influencing factors of nurses' work engagement has become an important issue. This study addresses this issue by exploring the effect of daily family-to-work conflict (FWC) on next-day work engagement among Chinese nurses.Design/methodology/approachThe theoretical model was tested using 555 experience sampling data from 61 nurses collected for 10 workdays in China.FindingsNurses' daily FWC is associated with their next-day ego depletion. Moreover, increased ego depletion ultimately reduces their next-day work engagement. In addition, a between-individual factor of frequency of perceived patient gratitude mitigates the effect of FWC on ego depletion and the indirect effect on work engagement via ego depletion.Originality/valueThis study is important to the management of health-care organizations as it carries significant implications for theory and practice toward understanding the influence of FWC among nurses. On the one hand, the authors apply the job demands-resources (JD-R) model as the overarching theoretical framework, which contributes to the authors’ understanding of how FWC impairs work engagement. On the other hand, the authors extend extant theoretical models of FWC by identifying the frequency of perceived patient gratitude as an important contextual factor that counteracts the negative effects of FWC among nurses. Moreover, organizations could encourage patients to express their gratitude to nurses by providing more channels, such as thank-you notes, to offer nurses some support for overcoming the destructive effect of FWC.

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How and when service beneficiaries’ gratitude enriches employees’ daily lives.

Cited by 17 publications

References 106 publications

Health service improvement using positive patient feedback: systematic review and change model

Health service improvement using positive patient feedback: systematic review and change model

Walking on eggshells: A self-control perspective on workplace political correctness.

Can patient gratitude compensate for depletion from family-to-work conflict in nurses? An experience sampling study

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