Measuring gratitude at work

Cain, Isabel H.; Cairo, Athena H.; Duffy, Molly; Meli, Laura; Rye, Mark S.; Worthington, Everett L.

doi:10.1080/17439760.2018.1484936

Cited by 40 publications

(78 citation statements)

References 40 publications

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“…For work-related outcomes, work engagement was adopted per the original study. 1 Another study examined this association and confirmed that gratitude is related to work engagement via self-efficacy. 14 Although the original study examined the associations of organizational commitment and workplace climate with psychosocial factors at work, we selected social support from supervisors and colleagues and workplace social capital, as these factors are more commonly used in Japan.…”

Section: Introductionmentioning

confidence: 89%

“…To date, several measures of workplace gratitude have been developed. 1 For example, Cameron et al 12 devised the Positive Practices Survey (PPS) that includes 2 items measuring the expression of gratitude to assess ethical behaviors in the workplace. Although PPS can assess gratitude expressed as a behavior, it cannot compartmentalize personal feelings of workplace gratitude, as mentioned by Cain.…”

Section: Introductionmentioning

confidence: 99%

“…Although PPS can assess gratitude expressed as a behavior, it cannot compartmentalize personal feelings of workplace gratitude, as mentioned by Cain. 1,12 Additionally, Lanham et al 4 developed a 4-item measure of workplace gratitude, assessing gratitude for a supportive work environment (eg, coworkers and supervisors) but not for meaningful work. 4 Moreover, psychometric properties have not been examined in either case.…”

Section: Introductionmentioning

confidence: 99%

“…4 The Gratitude at Work Scale (GAWS) was developed to overcome the aforementioned issues. 1 Specifically, the creators of GAWS initially conducted a review of gratitude studies to conceptualize workplace gratitude. Subsequently, they identified key work aspects that influence employees' evaluation of their jobs.…”

Section: Introductionmentioning

confidence: 99%

“…15 Concerning the magnitude of the correlations, we assumed equal strength of correlation between the Japanese GAWS and the variables that were also examined in the original study (trait gratitude, work engagement, work performance, psychosocial factors at work, positive or negative affect, job satisfaction, and life satisfaction). 1 Psychosocial factors at work have been noted to extend to the individual (eg, personality and attitudes). 16 Although we measured these factors using a different scale than in the original study, we assumed the same correlation strength.…”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS)

Komase

Watanabe

Sasaki

et al. 2020

Journal of Occupational Health

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Objectives Workplace gratitude is important for improving work‐related outcomes and individual well‐being. Although the gratitude at work scale (GAWS) was developed in the United States, it has not been corroborated in Asian countries with interdependent cultures. This study aimed to develop and validate the GAWS among Japanese workers. Method Japanese workers completed online surveys at baseline (N = 206) and 2 weeks later (N = 103). The Japanese GAWS was developed according to the international guidelines. We measured (a) trait gratitude as comparison for the criterion‐related validity, (b) work‐related outcomes/factors (eg, work engagement), and (c) well‐being (eg, eudemonic well‐being at work) as comparisons for convergent validity. Cronbach's alpha, intra‐class correlation coefficients (ICCs), and measurement errors were calculated to assess reliability; measurement validity was evaluated by correlational analyses and confirmatory factor analysis (CFA). Results A total of 206 and 93 workers were included for baseline and follow‐up analyses, respectively. Cronbach's alpha and ICCs of the Japanese GAWS ranged from 0.81 to 0.91. CFA showed that the 2‐factor model (ie, gratitude for (a) a supportive work environment and (b) meaningful work) demonstrated a good fit (χ 2 (34) = 67.58, CFI = 0.967, TLI = 0.956, RMSEA = 0.069, SRMR = 0.037), similar to the original version. As we had hypothesized, overall GAWS and the two domains were significantly correlated with trait gratitude, work‐related outcomes/factors, and well‐being. Conclusions The Japanese GAWS demonstrated good reliability and validity. Future research should explore mechanisms related to workplace gratitude and further intervention studies among workers.

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Section: Introductionmentioning

confidence: 89%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS)

Komase

Watanabe

Sasaki

et al. 2020

Journal of Occupational Health

View full text Add to dashboard Cite

show abstract

Effects of gratitude intervention on mental health and well-being among workers: A systematic review

Komase

Watanabe

Hori

et al. 2021

Journal of Occupational Health

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Appreciating social science research on gratitude: An integrative review for organizational scholarship on gratitude in the workplace

2022

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Though gratitude research in organizational behavior (OB) is nascent, this emotion has a rich history in the social sciences. Research has shown gratitude to promote prosocial behaviors, encourage personal well-being, and foster interpersonal relationships. However, gratitude research has been siloed among these three outcomes of gratitude (moral, wellness, and relational). Similarly, past reviews of gratitude have focused on only one group of outcomes, one of its forms (trait, state, or expressed), or empirical findings without emphasis on the theoretical underpinnings. In contrast, this review recognizes that each type of gratitude, its functions, and outcomes are part of a single process model of gratitude. As such, in the current review, we provide a comprehensive assessment of gratitude in the social sciences by distilling and organizing the literature per our process model of episodic gratitude. Then, we translate the insights for management scholars, highlighting possible differences and synergies between extant research and workplace gratitude thereby helping advance "gratitude science" in the workplace. In all, this review (a) examines definitions and operationalizations of gratitude and provides recommendations for organizational research; (b) proposes a process model of episodic workplace gratitude as a conceptual map to guide future OB research on gratitude; (c) reviews empirical gratitude research through the lens of our process model; and (d) discusses the current state of the literature, important differences for workplace gratitude, and future directions for organizational scholars.

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Measuring gratitude at work

Cited by 40 publications

References 40 publications

Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS)

Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS)

Effects of gratitude intervention on mental health and well-being among workers: A systematic review

Appreciating social science research on gratitude: An integrative review for organizational scholarship on gratitude in the workplace

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