Summary Though gratitude research in organizational behavior (OB) is nascent, this emotion has a rich history in the social sciences. Research has shown gratitude to promote prosocial behaviors, encourage personal well‐being, and foster interpersonal relationships. However, gratitude research has been siloed among these three outcomes of gratitude (moral, wellness, and relational). Similarly, past reviews of gratitude have focused on only one group of outcomes, one of its forms (trait, state, or expressed), or empirical findings without emphasis on the theoretical underpinnings. In contrast, this review recognizes that each type of gratitude, its functions, and outcomes are part of a single process model of gratitude. As such, in the current review, we provide a comprehensive assessment of gratitude in the social sciences by distilling and organizing the literature per our process model of episodic gratitude. Then, we translate the insights for management scholars, highlighting possible differences and synergies between extant research and workplace gratitude thereby helping advance “gratitude science” in the workplace. In all, this review (a) examines definitions and operationalizations of gratitude and provides recommendations for organizational research; (b) proposes a process model of episodic workplace gratitude as a conceptual map to guide future OB research on gratitude; (c) reviews empirical gratitude research through the lens of our process model; and (d) discusses the current state of the literature, important differences for workplace gratitude, and future directions for organizational scholars.

The field of management is beginning to recognize (and emphasize) the value of “real-world” implications of empirically rigorous studies. One promising avenue of research that supports this shift in our field is “intervention-based studies,” which provide both practically and theoretically significant insights on timely, managerial problems. Historically, intervention-based research has been scarce in our field, especially relative to other fields like clinical psychology or medicine. However, over the past decade (and especially the last two years), scholars in our field have been increasingly interested in undertaking such research. Supporting this movement, this symposium will showcase six empirical projects using an intervention-based methodology that tackle a range of timely problems—like mental health, work relationship quality, and procrastination—to create positive change in workplace environments of all kinds—from traditional organizations to the gig economy. Beyond Service with a Smile, An Intervention for Conversations between Employees and Customers Author: Elizabeth Nguyen Trinh; U. of Michigan, Ross School of Business Author: Julia Lee Cunningham; U. of Michigan A Field Experiment on How to Support Mental Health at Work Author: Laura Maria Giurge; London School of Economics and Political Science Author: Lauren Christine Howe; U. of Zurich An Awareness Intervention to Increase Supervisor Appreciation Expressions Author: Lauren Rachel Locklear; Texas Tech U. Author: Shannon G. Taylor; U. of Central Florida Author: Maureen L. Ambrose; U. of Central Florida The Andrew Carnegie Effect, An Intervention That Activates Legacy Motives Author: Daniela Goya-Tocchetto; Fuqua School of Business, Duke U. Author: Jessica Jee Won Paek; Fuqua School of Business, Duke U. Author: Kimberly A Wade-Benzoni; Duke U. Changing the Customer Evaluation Scale for Gig Workers Shows Lower Racial Discrimination Author: Tristan L. Botelho; Yale School of Management Author: Sora Jun; Rice U. Author: Demetrius Humes; U. of Toronto Author: Katherine Ann DeCelles; U. of Toronto Working Alone Together, An Intervention Boosting Focus and Positive Affect for Gig Workers Author: Brittany Lambert; Indiana U. - Kelley School of Business Author: Brianna Barker Caza; U. of North Carolina, Greensboro

Research identifying specific mechanisms of positive change for couples participating in relationship education is scant. Recent studies have identified the potential of communication skills as a likely mechanism, yet more information is needed about the contribution of process factors. Thus, we examined the influence that quality time spent together had on positive post-intervention outcomes based on couples' reports of dyadic coping and dyadic adjustment for 1,367 low-income couples randomly assigned to receive relationship education. Results indicated that treatment couples reported significant gains in quality time spent together, and that those gains fully mediated positive changes in dyadic coping and adjustment. Additionally, actor and partner effects existed such that men's and women's reports of improved quality time influenced their own and their partners dyadic coping and dyadic adjustment. We discuss study implications for practice and future research.

A growing body of organizational research has begun to explore the role played by gratitude in employees’ attitudes, perceptions, relationships, and behaviors. However, the literature remains limited in important ways. For instance, the literature has largely focused on gratitude within dyads, and has assumed that all gratitude expressions are equal regardless of the source or motivation behind these expressions. Our symposium aims to contribute to the organizational literature by addressing these limitations. The collection of papers we have assembled discuss how gratitude manifests in organizations and how third-party coworkers perceive the authenticity and effectiveness of gratitude expression. These papers adopt a multi-method approach to studying gratitude in a range of diverse organizational contexts. Taken together, this set of papers has implications for important organizational outcomes such as leadership, employee psychological empowerment, prosocial behaviors, and task performance. Gratitude as Positive Feedback in Organizations Presenter: Lauren Rachel Locklear; Texas Tech U. Presenter: Sharon Sheridan; College of Business, Clemson U. Presenter: Maureen L. Ambrose; U. of Central Florida How Upward Counterfactual Thoughts Impact Followers’ Gratitude for Leaders’ Emotion Helping Presenter: Jiaqing Sun; The London School of Economics and Political Science Presenter: Ryan Fehr; U. of Washington, Seattle I Don’t Appreciate Your Appreciation: Third Party Reactions to Leader-Directed Gratitude Expression Presenter: Ryan Fehr; U. of Washington, Seattle Presenter: Yue Wang; Renmin U. of China Presenter: Yirong Guo; Xiamen U. A Further Exploration of Factors Influencing the Perceived Authenticity of Gratitude Presenter: Ayana N. Younge; U. of North Carolina, Chapel Hill

Cultivating high-quality social relationships is key to building a better workplace and a better society. Yet, in today’s uncertain and face-paced environment, modern organizations and their leaders are facing unprecedented challenges in doing so. This symposium comprises five papers that examine virtuous emotions, virtuous actions, and/or tensions inherent in social relationships to shed light on challenges in building positive and healthy workplace. The papers employ diverse theoretical perspectives (e.g., social learning theory, risk regulation theory, social comparison theory, ambivalence theories), theoretical foci (e.g., trickle-down effects, leader-follower congruence, a third party’s countervailing reactions, the intra- or interpersonal influence of ambivalence), methods (e.g., scale development, multi-wave survey, experimentation, qualitative methods), and study populations (e.g., racial minorities, working mothers). Together, five papers in this symposium highlight some intriguing and complex issues related to virtuous emotions, virtuous actions, and tensions in social relationships and provide insights into the challenges and useful ways of relationship management. The Ripple Effect of Gratitude Presenter: Lauren Rachel Locklear; Texas Tech U. Presenter: Meghan Kane; U. of Central Florida Presenter: Mark G. Ehrhart; U. of Central Florida The Impact of Supervisor Gratitude Expressions on Subordinate Feelings of Appreciation and Voice Presenter: Dejun Kong; U. of Colorado Boulder Presenter: Sharon Sheridan; College of Business, Clemson U. Presenter: Liuba Belkin; Lehigh U. Presenter: Maureen L. Ambrose; U. of Central Florida Presenter: William J. Becker; Virginia Tech Majority Group Observers’ Reactions to Acts of Oppositional Courage for Social Equity Presenter: Christian Noble Thoroughgood; Georgia State U., J. Mack Robinson College of Business Presenter: Dejun Kong; U. of Colorado Boulder Presenter: Katina Sawyer; George Washington U. Presenter: Jennica R. Webster; Marquette U. Presenter: Paige Watson; Clemson U. An Ambivalent Story: Implications of Simultaneously Agreeing and Disagreeing with Stereotypes Presenter: Laura Rees; Oregon State U. Presenter: Allie Freshley; Queen’s U. The Relational Contexts that Harness the Benefits of Leader Emotional Ambivalence on Engagement Presenter: Jamie Strassman; U. of Texas at Austin Presenter: Kate Walsh; U. of Wisconsin-Madison Presenter: Jean-Nicolas Reyt; McGill U.

Relationship education programs are designed to enhance a variety of relationship characteristics related to building knowledge and skills for healthy relationships. Same-sex couples represent a high-risk group that would benefit from relationship education based on unique challenges such as heterosexist discrimination that impact relationships and the mental health of individuals who identity as sexual minorities. The aim of this investigation was to examine the efficacy of relationship education on improving dyadic coping, emotional regulation, and psychological distress for same-sex couples (N = 52) who were enrolled in a randomized control trial testing PREP’s Within Our Reach. Results indicate significant positive effects on individual distress symptoms for couples assigned to the intervention. Implications and suggestions for future research are provided.

Voice research to date has emphasized the important role that supervisors play in voice behavior and the performance-based outcomes of this behavior. As a result, little is known about the role peers play in voice and the negative social consequences of voice behavior. Drawing on social identity theory and social exchange theory, we developed and tested a model examining the relationship between four different voice types (supportive, constructive, defensive, and destructive) and peer instigation of social sanctions (gossip, ostracism, and incivility) dependent upon the in-group status of the voicer. Using a round-robin design in a sample of 130 participants nested within 70 teams in Norway, we found a negative direct effect of supportive voice on social sanctions, but a positive direct effect of challenging and prohibitive forms of voice on social sanctions. Additionally, in-group status buffered voicers against social sanctions from peers at low levels of supportive voice and high levels of constructive, defensive, and destructive voice. Our results demonstrate the costs one can experience as a result of speaking up and highlight the important role that peers, voice types, and the social identity of voicers play in voice behavior.

In the 2 decades since Andersson and Pearson (Academy of Management Review, 24, 452, 1999) suggested workplace incivility occurs in dyadic relationships between two employees, research has only studied incivility from the perspective of either the target or the instigator. In doing so, it implicitly treats experienced and instigated incivility as though they solely reflect (viz., dispositional and situational) characteristics of targets and instigators, ignoring that incivility is also attributable to the unique relationship between dyad members. The present study draws on the norm of reciprocity to examine workplace incivility in dyadic relationships and how it differs across individuals. Using dyads as the unit of analysis, we test our predictions among employees at a U.S. restaurant chain (Sample 1); a technology manufacturer in China (Sample 2); and across a range of industries, organizations, and jobs in the U.S. (Sample 3). We find that experienced and instigated incivility exhibit substantial variation at the dyad level, that the two are related within dyads after accounting for individuals' general tendencies to experience and instigate incivility, and that the within-dyad association between experienced and instigated incivility is moderated by perceived descriptive and injunctive norms regarding uncivil behavior. Implications and future research directions are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

In this review, we address inconsistencies and a lack of clarity in the study of leader-member exchange (LMX) differentiation and group outcomes. We do so by drawing on another highly visible group dispersion literature in the management domain, group diversity, based on the recognition that LMX quality is a characteristic on which group members vary. Utilizing insights from Harrison and Klein's typology of group diversity constructs, we introduce a framework that specifies the meaning and shape of three variations of differentiated leader-member relationships in groups and connects each construct with implications in terms of theorizing and measurement. Specifically, our framework conceptualizes LMX differentiation as LMX separation (dispersion in LMX relationships as disagreement or opposition regarding an opinion, perception, or position), LMX variety (dispersion in LMX relationships as distinctiveness in kind, source, or category), and LMX disparity (dispersion in LMX relationships as inequality in concentration of valued social assets or resources). We then apply this framework to conduct a systematic review of the LMX differentiation literature with particular attention to alignment among a study's descriptions of the construct, application of theory, expected group outcomes, and construct measurement. Finally, we offer recommendations for future research and for applying our framework to enhance reliability, validity, and generalizability in studies of LMX differentiation and group outcomes.

The field of organizational psychology is currently in what some scholars have referred to as an affective era (Judge et al., 2017) and have called for examinations of discrete emotions at work. In response to these calls, the subject of gratitude has recently received attention in management research. Though knowledge has accumulated regarding the moral and well-being functions of gratitude, much less is known of the relational functions of gratitude in organizations. Therefore, the purpose of this symposium is to explore the relational nature of gratitude through examinations of expressed, felt, and normative gratitude within-persons, dyads, and groups. Specifically, this symposium demonstrates the many ways gratitude can enhance relationships at work and foster positive employee behaviors. This symposium consists of four papers. The first paper investigates employee outcomes of receiving gratitude from supervisors. The second paper examines the emergence and impact of gratitude norms in teams. The third study examines leader and follower self-transcendent emotions in the COVID-19 pandemic. Finally, the last paper explores how mindfulness can influence greater helping behavior at work by stimulating state gratitude. Together, these papers advance understanding of the positive impact of gratitude on employee relationships and positive behaviors. We believe that this symposium showcases the importance of gratitude in organizations and will motivate future research in this area.

Humans have an interdependent existence as a fundamentally social species. To coordinate and cooperate, or even simply to avoid retribution, each individual must take into account the reactions of others toward his or her conduct. Moreover, accommodating those reactions often requires that the individual curb the pursuit of otherwise unfettered self-interest. When such conduct occurs in an exemplary fashion (e.g. involving self-sacrifice for the sake of others' interests), it can elicit approbation; when sufficient suppression of self-interest fails to take place (e.g. exploiting others), it can elicit negative reactions from others that backfires – perhaps in ways detrimental to attaining the personal goals pursued.

The purpose of this symposium is to share exciting, novel research on helping behavior at work. The collection of papers in this symposium offers new directions and insights – both theoretically and qualitatively – about the cognitive of processes of how, why, and when employees engage in helping behaviors. By exploring helping trajectories over time, the role of reciprocity in helping behavior, and how good citizens craft their roles, we gain a better understanding of helping behavior at work. An Examination of Newcomer Helping Behavior in Reaction to Veteran Helping Norms Presenter: Katrina Jia Lin; Hong Kong Polytechnic U. Presenter: Wei Wu; Hong Kong Polytechnic U. Presenter: Ying Xia; Nanjing U. Presenter: Kun Yu; Renmin U. of China Presenter: Peter Bamberger; Tel Aviv U. Returning the Favor: Examining Reciprocation of Help Received Presenter: Lauren Rachel Locklear; U. of Central Florida Presenter: Steven Whiting; U. of Central Florida Presenter: Mark G. Ehrhart; U. of Central Florida Better to Give than to Reciprocate: Status Conferrals and the Norm of Reciprocity Presenter: Alisa Yu; Stanford U. Presenter: Frank Flynn; Stanford U. Giving More than You Get: An Information Processing Model Explaining Under-Reciprocated Helpers Presenter: Anna Maria Zabinski; Oklahoma State U. Presenter: Kris Byron; Georgia State U. Presenter: Diane Bergeron; Case Western Reserve U. The Nature and Implications of Citizenship Crafting in Organizations Presenter: Thomas Keleman; U. of Oklahoma Presenter: Mark C Bolino; U. of Oklahoma

To unpack the intricacies and consequences of helping interactions, this symposium brings together studies that examine the impact of help offers, help receipt, and help provision on individual and team outcomes. Numerous outcomes to help recipients and providers are explored, including engagement, exhaustion, meaningfulness, competence, individual performance, and team performance.

Despite wide-ranging negative consequences of interpersonal mistreatment, research offers few practical solutions to reduce such behavior in organizations. Given that interpersonal relationships are strengthened and desired employee behaviors are more frequent when individuals purposefully cultivate feelings of gratitude, the present study tests the effectiveness of a 10-day gratitude journaling intervention in reducing workplace incivility, gossip, and ostracism. Because research has not examined the mechanisms by which gratitude interventions influence outcomes, we draw on theory and research from the gratitude literature to propose and test a multiple mediator model. Specifically, we examine the moral affect theory of gratitude, find-remind-and-bind theory, self-regulation theory, and social exchange theory as possible explanations for the effects of the intervention. Two field experiments involving 147 (Study 1) and 204 (Study 2) employees demonstrated that the intervention decreased mistreatment (as reported by coworkers) by enhancing self-control resources. We also found that the effects of the intervention were stronger for individuals who perceive higher norms for gratitude in their workplace. The findings support the resource-building nature of gratitude interventions and demonstrate that a gratitude intervention is one effective way to decrease interpersonal mistreatment in organizations. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Questions related to why employees behave badly, who is most likely to either instigate or be targeted with antisocial workplace behaviors, as well as how to prevent the occurrence of or otherwise help employees cope with the experience of workplace deviance, have intrigued scholars and practitioners alike. The goal of the present symposium is to contribute to the dialogue and scholarly understanding of antisocial work behaviors by presenting papers that respectively examine factors that influence the instigation, receipt, and interventions aimed at preventing the instigation of bad workplace behaviors. Examining the Indirect Effect of Non-Leadership on Employee Time Theft Presenter: Crystal M. Harold; Temple U. Presenter: Biyun Hu; Fox School of Business, Temple U. Presenter: Vaani Pardal; - Examining the Interplay between Counterproductive Work Behavior and Negative Affect Presenter: Bennett J. Tepper; Ohio State U. Presenter: James M. Conway; - Presenter: Steven Rogelberg; U. of North Carolina, Charlotte Presenter: Virginia Pitts; Shippensburg U. Presenter: Nikolaos E. Dimotakis; Oklahoma State U. Presenter: Joel Koopman; Texas A&M U. Presenter: Young Eun Lee; Texas A&M U., College Station Presenter: Robert B. Lount; Ohio State U. Cognitive Ability and Victimization: Examining the Role of Gender and Perceived Hostility Presenter: Nitya Chawla; U. of Arizona Presenter: Trevor Spoelma; U. of New Mexico Presenter: Allison S. Gabriel; U. of Arizona Presenter: Aleksander P.J. Ellis; U. of Arizona Reducing Incivility through Grateful Contemplation: A Multiple Mediation Model Presenter: Lauren Rachel Locklear; U. of Central Florida Presenter: Shannon G. Taylor; U. of Central Florida Presenter: Maureen L. Ambrose; U. of Central Florida

The field of organizational psychology is currently in what some scholars have referred to as an affective era (Judge, Weiss, Kammeyer-Mueller, & Hulin, 2017) and have called for examinations of discrete emotions at work. In response to these calls, the subject of gratitude has recently received attention in management research, but there is still little knowledge of the functions of gratitude in the workplace. Therefore, the purpose of this symposium is to provide understanding of gratitude in organizations by exploring its antecedents and outcomes. Specifically, this symposium demonstrates the many ways gratitude can enhance the employment experience for individuals and can foster inclusive organizations. This symposium consists of four papers that explore the significance of gratitude as it is felt and expressed between employees and their coworkers, supervisors, and organizations. Specifically, the first paper investigates the relative contribution of feelings of gratitude toward the organization in the employee-organization relationship as compared to alternative theoretical explanations. The second paper examines the influence of attributions on employee expressions of gratitude toward their supervisors. The third study examines which characteristics of work events lead employees to feel and express gratitude toward coworkers. Finally, the last paper explores the manifestation and functions of gratitude culture at multiple levels of analysis. Together, these papers advance understanding of the positive impact that gratitude can have on employees and their organizations. We believe that this symposium showcases the importance of gratitude in organizations and will motivate future research in this area. The Employee-Organization Relationship: Contributions of Gratitude and Indebtedness Presenter: Xueqi Wen; U. of Houston Presenter: Robert Eisenberger; U. of Houston-Main Campus Presenter: Tae-Yeol Kim; China Europe International Business School Presenter: Deog Ro Lee; Seowon U. How Subordinates’ Attributions Influence Feelings of Pride, Felt Gratitude, and Expressed Gratitude Presenter: Sharon Sheridan; U. of North Dakota Examining Antecedents of Gratitude Expressions in the Workplace Presenter: Lauren Rachel Locklear; U. of Central Florida Presenter: Mark G. Ehrhart; U. of Central Florida Presenter: Steven Whiting; U. of Central Florida The Social Functions of Gratitude in Organizations: A Multi-Method Study Presenter: Olivia Amanda O'Neill; George Mason U. Presenter: Hooria Jazaieri; Northwestern Kellogg School of Management