{"title":"Employee Gratitude: A Win-Win for the Employer and the Employee","authors":"A. Hameed, Muddasar Ghani Khwaja","doi":"10.1177/23220937221101261","DOIUrl":null,"url":null,"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.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.4000,"publicationDate":"2022-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"3","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"South Asian Journal of Human Resource Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/23220937221101261","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
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.
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.