Gratitude: the state of art

Post-traumatic Growth: The Roles of the Sense of Entitlement, Gratitude and hope

People believe that they are entitled to well-being and safety, and their responses to unexpected traumatic events reveal individual differences. Their reactions vary, from feeling blocked and distressed to feeling proactive towards new growth, depending on their personal resources. The current study sought to identify the role of entitlement in explaining post-traumatic growth (PTG) while considering the role of gratitude and hope as personal resources. We used a community-based sample of Israeli adults (n = 182) who reported experiencing a traumatic event during the preceding year. The relationships between PTG and their sense of entitlement, gratitude, and hope were examined. A stepwise multiple hierarchical regression revealed that all the three variables were associated with PTG. However, the effect of hope turned insignificant with the inclusion of sense of entitlement and gratitude in the regression. Sense of entitlement and gratitude were independently associated with PTG. The theoretical contribution of these findings is discussed, as well as their interventional implications and future directions.

The impact of benevolent human resource management attributions on employees’ general work stress, with the mediating influence of gratitude

Workplace stress can cause serious physical and mental illness and result in billions of dollars in lost productivity every year. Researchers have called for the development of frameworks through which Human Resource Management (HRM) practices can reduce employee stress. Building on HRM attribution theory, this study builds a framework based on benevolent HRM attributions. Benevolent HRM attributions are employee beliefs that their management has enacted HRM practices to support their performance ( performance HRM attributions) and improve their well-being ( well-being HRM attributions). This study examined if both benevolent HRM attributions engender employee gratitude, which in turn may reduce their general job stress levels. Respondents of the study were chosen from the telecom sector of Pakistan as they operate in a high stress inducing environment. The theoretically based causal associations were examined by employing the structural equation modeling (SEM) method. The results confirmed the hypotheses and also showed that both benevolent HRM attributions reduce employees’ job stress with the mediating influence of gratitude. The theoretical and practical implications of these findings are discussed as well.