Search results

Nurses' 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.

The theoretical model was tested using 555 experience sampling data from 61 nurses collected for 10 workdays in China.

Nurses' 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.

This 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.

Building on the broaden-and-build theory and incorporating a self-regulatory perspective, this study examines the relationship between trait gratitude and subjective career success and investigates the mediating roles of growth mindset of work and career network breadth.

Time-lagged data were collected in three waves from a sample of 314 employees in China. Hypotheses were tested using structural equation modeling.

The findings demonstrate that trait gratitude is positively related to SCS, mediated by growth mindset of work as an indicator of psychological resources and career network breadth as an indicator of social resources. Trait gratitude is more strongly associated with network breadth (i.e., social resources) than with growth mindset (i.e., psychological resources).

Organizations may find trait gratitude an applicable addition to the selection criteria during the recruitment process.

By identifying trait gratitude as an antecedent of SCS and revealing its underlying mechanisms, the current study points to a new perspective on the study of career success.

Social entrepreneurship has the potential to address societal challenges, and high-education students are expected to be future social leaders. However, engagement in social entrepreneurship remains low in many countries. This study aims to investigate the mediating role of motivational mechanisms (i.e. self-efficacy, social support and social worth) in the relationship between prosocial personality and social entrepreneurial intentions (SEIs).

Based on the theory of planned behaviour, the authors conducted a survey of 292 valid respondents from 35 major public and private universities. The collected data were analysed using the structural equation modelling technique. The reliability of the measurements and the model’s predictive capabilities are substantial and assured.

The findings suggest that prosocial personality alone does not directly predict social entrepreneurial behaviour. However, motivational forces are dominant mediators in the relationship between prosocial personality and SEIs. Specifically, self-efficacy, social support and social worth significantly mediate this relationship.

The findings of this study provide insights into why prior studies on this topic has produced contradictory results.

The authors recommend that universities and policymakers provide adequate cognitive learning experiences, capacity-building programmes, funding support and recognition to enhance graduates’ inner strength and foster SEIs.

The empirical results resolve the contradictions found in many prior studies and highlight the importance of supportive mechanisms when promoting SEI in emerging regions.

The study aims to explore the effectiveness of performance-oriented practices like high-performance work practices (HPWPs) in higher education (HE), given its explicit focus on performance these days.

The study uses hierarchical linear modeling using statistical package for social sciences (SPSS 22.0) to test the hypotheses. An intertwined framework of the ability–motivation–opportunity (AMO) model and the job demand-resources (JD-R) model was proposed. The study considered strategic hiring, recognition and participatory decision-making as ability, motivation and opportunity-enhancing practices respectively. Further, the study addressed the impact of institutional level moderators, like administrative workload (AWL) and support staff (SS).

The findings based on the responses of 385 faculties and 443 students from 36 Indian institutes, indicated that HPWPs enhanced the education performance (EP) of HE institutes. Further, results revealed that both AWL and SS had differential effects on the relationship between HPWPs and EP. Contrary to authors’ expectations, SS showed a negative effect of the relationship between HPWPs and EP.

The increased AWL was debilitating the beneficial effects HPWPs. The negative interaction effect of SS sheds light on the hidden issues surrounding SS in HE institutes. Based on findings, the study offered important theoretical and practical implications.

To the best of authors’ knowledge, the impact of innovative human resource (HR) practices in academia remains relatively under-researched, and the current study is an attempt to fill this void.

Gratitude is an element of positive psychology that has been found effective in improving subjective well-being and decreasing aggression in offenders. However, there is a dearth of studies on gratitude in ex-juvenile offenders. This study aims to explore the gratitude of ex-juvenile offenders using a photovoice technique.

Photos and stories behind pictures were collected from eight ex-juvenile offenders who reside in Kupang, Indonesia.

Thematic analysis resulted in four main themes: family as an oasis of gratitude, difficulty in social reintegration, strong peer support and gratitude and spirituality.

The results of this study indicated that family, peer support and intensive spiritual activities in prisons were influential in forming a sense of gratitude for ex-juvenile offenders. Interventions need to consider these three aspects to improve gratitude and resulting well-being in ex-juvenile offenders.

This study examined how inclusive leadership in the workplace promotes proactive behavior in employees based on self-determination theories and a model of motivation for proactive behavior.

Using a sample of 270 employees from various provinces in China, we investigated the relationship between inclusive leadership (measured at Time 1), workplace gratitude (measured at Time 1) and proactive behaviors (measured at Time 2). To test our hypotheses, SEM analysis was conducted to measure the path coefficients, followed by bootstrapping analysis to assess the indirect impacts of gratitude at work.

The results suggest that inclusive leadership could enhance subordinates’ propensity to be grateful, which in turn will increase the frequency of their proactive behaviors.

First, the evidence presented further validates the proposed association between inclusive leadership and proactive behavior, and it also enriches related theories. Second, our study introduced workplace gratitude as a mediator, deepening the understanding of the mechanisms linking inclusive leadership and proactive behavior.

As workplaces and relationships evolve with increasing complexity, co-worker dynamics have become a key concern for HR managers and scholars. An important yet overlooked aspect of co-worker dynamics is gratitude. This paper adopts a relationship-specific conceptualization of gratitude and explores its influence on prosocial behaviors within co-worker dyads. The proposed model also suggests structural-relational factors under which these relationships are affected.

The conceptual paper draws insights from personal relationships to consider an alternative side of gratitude’s prosocial action tendencies, thereby highlighting two: risk-oriented and opportunity-oriented. These assumptions are then situated within the affect theory of social exchange to predict gratitude’s influence on prosocial behaviors within co-worker dyads.

The proposed model illuminates the importance of studying relationship-specific gratitude within co-worker relations by illustrating its effects on two types of prosocial action tendencies – opportunity-oriented and risk-oriented and varying prosocial behaviors (from convergent to divergent). Structural-relational factors, such as positional and physical distance between co-workers, are considered to affect these relationships.

While the study of gratitude in the workplace is emerging, little research has examined its influence on the nature of prosocial behaviors within co-worker relations. This paper advances the notion that gratitude serves an adaptive function in co-worker dyads, thereby highlighting the risk-oriented and opportunity-oriented continuum, and its implications for the type and scope of prosocial behaviors exchanged.

Using data from a continuous and ongoing cross-sectional web survey on hospitalisation service experiences in two Italian regions, the authors used multilevel and multivariate logistic regression models to identify factors related to users' demographics, emotional and informative support, technical and physical aspects of the provision, influencing satisfaction and willingness-to-recommend, before and during a crisis.

The value-in-use, defined in terms of a positive or negative value given by the experience with services, can be evaluated by users and influenced by the context of provision. The authors tested whether and how the value-in-use of services changed in a context of crisis. This study is applied to the healthcare sector during the coronavirus disease 2019 (COVID-19) epidemic, by evaluating the impact of the pandemic on hospitalisation experience.

Overall, analyses of 8,712 questionnaires found a greater value after the pandemic spread. In a time of crisis, technical and informative aspects of care were found to be most valued by patients that may recognise the extraordinary professionalism of workers during the crisis.

This study empirically suggests that context can affect the evaluation of value-in-use by patients during unprecedented circumstances, producing additional value-in-context.

These findings imply that during critical periods where there is less scope for expressions of gratitude and appreciation towards front-line workers, user-reported data can be used for motivating professionals and increase resilience. These results reiterate the need to continue collecting and reporting the service users' voices, including as activity within plans for managing challenging situations.

The level of healthcare system distress, due to the COVID-19 epidemic, positively affects patients' propensity to recommend, which the authors suggest is driven by healthcare services' feelings of reverse compassion. These findings imply that during critical periods where there is less scope for expressions of gratitude and appreciation towards front-line workers, user-reported data can be used for motivating professionals and increase resilience, which can have positive social implications. These results reiterate the need to continue collecting and reporting the service users' voices, including as activity within plans for managing challenging situations.

Research based on the intersection of theoretical and empirical research regarding value-in-use, value-in-context and service quality measured through user experience is scarce, in particular in the healthcare sector. The authors' findings set the direction for future research on the influence of context on value creation and value creation's perception by users, on the concept of reverse compassion and on reverse compassion's impact on organisational well-being, particularly in times of crisis.

This study aims to create a more humane and responsible workplace, individuals’ gratitude and meaningfulness seem of utmost importance. This study is an effort to understand the role of gratitude intent of potential managers.

This study examines the psychological characteristic of business students in India. The researchers surveyed 333 Indian students as future managers. The collected data has been analysed with the Smart PLS 3 version to assess the formative-reflective scale by comparing model fit, measurement model and structural modelling.

The results establish that gratitude significantly affects the life satisfaction of future managers. Findings also show that materialism is negatively related to life satisfaction and meaningfulness. The importance–performance map analysis finding suggests that meaningfulness in life is a potential indicator of life satisfaction for the population studied.

Due to the limited research available on the psychological underpinnings in the Indian context, there is a massive value in examining how materialism and gratitude concurrently and distinctively predict meaning in life and the life satisfaction of future managers. This paper gives a formative explanation of the model consisted gratitude, materialism and meaningfulness in life on the life satisfaction of future managers. This study establishes the importance of meaningfulness of life in attaining life satisfaction for young managers.