Significant task activates trait gratitude for organizational citizenship behaviors: The mediating role of psychological availability

Li, Ye; Xu, Minya; Waters, Lea; Yang, Xuhua; Wu, Changchang; Wu, Zhengyang

doi:10.1080/1359432x.2022.2064745

Cited by 6 publications

(6 citation statements)

References 86 publications

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“…This is because the atmosphere and culture created in a work environment based on care, joy, gratitude, and appreciation results in employees tending to reciprocate behavior by helping voluntarily. Furthermore, in the research of Li et al, (2022) shows that gratitude has an influence on improving psychological abilities and OCB in the workplace sphere. In addition, it is also explained that grateful people do not only express their gratitude through prosocial behavior such as helping others.…”

Section: Resultsmentioning

confidence: 98%

Role of Gratitude for Organizational Citizenship Behavior (OCB) in Employees

Hasanati,

Anisa

2023

ANALITIKA

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The existence of employees for the organization is crucial for the fulfillment of organizational goals. Employees who voluntarily work more than expected will be able achieve these goals, with the gratitude they have. This study aims to see the role of gratitude on Organizational Citizenship Behavior (OCB), using quantitative correlational method. The study was conducted on 150 employees of Kediri District Health Office. This study uses simple regression analysis hypothesis testing. The results showed a positive effect of gratitude on OCB of 12.2%. Points to, the higher employee's gratitude, the higher their OCB and vice versa. Moreover, 87.8% of OCB employees are affected by other factors. This research aims as a reference for HRD, employees, and employees to increase the effectiveness of tasks completion to achieve joint goals.

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Section: Resultsmentioning

confidence: 98%

Role of Gratitude for Organizational Citizenship Behavior (OCB) in Employees

Hasanati,

Anisa

2023

ANALITIKA

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“…Existing research has shown that positive cognitions, affective states, and motivations in their work can better drive individuals to learn from failure [ 2 ]. Psychological availability has been shown to induce a number of positive workplace outcomes (e.g., organizational citizenship behavior; work engagement) [ 25 ], as it can bring numerous positive resources to individuals [ 41 ]. In the context of work failure, we argue that these workplace resources will make employees more willing to learn from work failure.…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

“…However, learning from work failures not only requires overcoming an individual’s aversion to failure but also poses a significant challenge to an employee’s self-esteem and self-confidence [ 7 ] and requires thorough preparation, a strong belief in oneself, and a positive affective state [ 6 ]. As a “sense of having the physical, emotional, or psychological resources to engage personally at a particular moment” [ 24 ], individuals with high psychological availability can increase their work engagement, performance, and creativity [ 25 ]. Therefore, we believe that a subordinate’s psychological availability plays an important mediating role between the leader bottom-line mentality and learning from work failures.…”

Section: Introductionmentioning

confidence: 99%

Exploring the Impact of Leader Bottom-Line Mentality on Subordinate Learning from Work Failures: A Social Information Processing Perspective

Shi,

Gao,

et al. 2024

Behavioral Sciences

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Learning from work failures is not only beneficial for individual development but also crucial for improving organizational performance and achieving sustainable development. We hypothesize that leader bottom-line mentality, which is commonly used by leaders to prevent profit and performance losses, may reduce subordinates learning from work failures. Drawing on social information processing theory, this paper examines how and when leader bottom-line mentality negatively affects subordinates learning from work failures. We tested our hypotheses through a three-wave survey of 245 employees from several high-tech companies in China. For data analysis, we used SPSS 26.0 and Mplus 8.0 to test the theoretical model and research hypotheses. The results indicated that leader bottom-line mentality has a negative indirect effect on subordinates learning from work failures through the mediating role of subordinates’ psychological availability. In addition, subordinate self-compassion can mitigate this negative mediating mechanism. The present study has several theoretical and practical implications for the current literature.

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“…It helps to improve the quality of communication among employees. It doesn't only increase communication quality but also helps to build long-term relationships with employees and brings out organizational citizenship behavior (Bolino & Turnley, 2003;Li et al, 2022).Gratitude reduces workplace mistreatment including incivility, gossip and ostracizing behavior (Locklear, Taylor, & Ambrose, 2021).…”

Section: Gratitude In Organizational Communicationmentioning

confidence: 99%

“…Çalışanlar arasındaki iletişimin kalitesini artırmaya yarar. Sadece iletişim kalitesini artırmakla kalmaz aynı zamanda çalışanlarla uzun süreli ilişkiler kurulmasına destek olur ve örgütsel vatandaşlık davranışını ortaya çıkarır (Bolino & Turnley, 2003;Li et al, 2022). Takdir; kabalık, dedikodu ve dışlama davranışı dahil olmak üzere işyerinde kötü muameleyi azaltır.…”

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The Place Of Gratitude In An Islamic Bank’s Organizational Communication Culture

DURMUŞ>

2023

Erciyes İletişim Dergisi

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This study explores how banking professionals of an Islamic bank interpret the communication processes in their organization. Moreover, it tries to discover the unseen side of organizational culture through exploring the gratitude culture of an Islamic bank. As Islamic banks are neglected in the sector, this research aimed to contribute to the literature with a case study. To realize this, the study leaned to an interpretivist research philosophy, adopted a qualitative approach, and took a fieldwork in Turkey. Thirty-one participants volunteered to participate in semi-structured in depth-interviews in 2017. Participants attended interviews from various cities including Istanbul, Bursa, Izmir, Kayseri, and Konya. Thematic analysis is applied to research material to catch patterns, create codes, and crystalize themes. After the analysis, two main themes evolved from the data topography. Those were; “No Gratitude Here” and “Yes but Not Enough” themes. The first theme revealed that there was no gratitude in the bank culture. This group hold the majority of interpretations. But the second group claimed that there was a gratitude culture but that was limited. For this reason, findings showed that the majority of the participants found gratitude in organization’s communication culture inadequate. Participants’ commitment was barely appreciated and this no gratitude policy was reflected to employees’ psychological mood negatively such as lack of motivation, feeling of worthlessness, anger, anxiety, sadness, and intend of leaving job.

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Significant task activates trait gratitude for organizational citizenship behaviors: The mediating role of psychological availability

Cited by 6 publications

References 86 publications

Role of Gratitude for Organizational Citizenship Behavior (OCB) in Employees

Role of Gratitude for Organizational Citizenship Behavior (OCB) in Employees

Exploring the Impact of Leader Bottom-Line Mentality on Subordinate Learning from Work Failures: A Social Information Processing Perspective

The Place Of Gratitude In An Islamic Bank’s Organizational Communication Culture

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