Employee Gratitude: A Win-Win for the Employer and the Employee

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2022-06-08 DOI:10.1177/23220937221101261

A. Hameed, Muddasar Ghani Khwaja

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引用次数: 3

Abstract

Stress causes serious illnesses and damages employee well-being. The mutual gains human resource management (HRM) framework places HRM practices as the custodian of employee well-being in an organisation. This study presents a mutual gains HRM framework which has three components. First, employees can perceive that their organisation enacts HRM practices from two benevolent intentions (a) to help employees perform better and b) to improve their well-being. Second, these benevolent HRM attributions invoke gratitude among employees. Third, gratitude reduces employees’ perceived stress and improves their engagement levels. Fourth, gratitude mediates the relationship between both benevolent HRM attributions, employee stress and engagement levels. Purposive sampling technique was deployed for the collection of data using structured questionnaire from 294 respondents, working in the telecommunications sector of Pakistan. Measurement and structural model validity were tested through structural equation modelling (SEM) using Mplus 7.0. The findings confirmed theoretical connotations among the constructs. The study contributes to the literature by introducing a new HRM framework mediated by gratitude to reduce employee stress levels and improve their engagement.

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员工感恩：雇主和员工的双赢

压力会导致严重疾病并损害员工的健康。互惠互利的人力资源管理（HRM）框架将人力资源管理实践作为组织中员工福祉的守护者。本研究提出了一个互惠互利的人力资源管理框架，该框架由三个部分组成。首先，员工可以意识到，他们的组织制定人力资源管理实践有两个善意的意图（a）帮助员工表现更好，b）改善他们的福祉。其次，这些善意的人力资源管理归因唤起了员工的感激之情。第三，感恩可以减少员工的压力，提高他们的敬业度。第四，感恩调节了善意的人力资源管理归因、员工压力和敬业度之间的关系。采用有针对性的抽样技术，使用结构化问卷从294名在巴基斯坦电信部门工作的受访者中收集数据。使用Mplus 7.0通过结构方程建模（SEM）测试了测量和结构模型的有效性。这些发现证实了这些结构之间的理论内涵。该研究引入了一种以感恩为中介的新的人力资源管理框架，以降低员工的压力水平并提高他们的敬业度，从而为文献做出了贡献。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.