Fostering Meaningful Work and Engagement: The Moderator Role of Gratitude and Psychological Capital
Abstract
Work engagement plays a critical role in moving the organization forward because of its beneficial effects, primarily through employee enthusiasm and dedication. The more employees feel connected to the organization's purpose, the better their performance and that of the organization Therefore, prioritizing efforts to enhance work engagement is essential before addressing other organizational issues. Furthermore, research has shown that when employees perceive their work as meaningful and serves a worthwhile impact, they become more engaged and productive. Described as a positive psychological state, the more significance employees attribute to their work, the more likely they are to be engaged. Conversely, if employees do not perceive their work as meaningful, they may feel disengaged which leads to decreased productivity. Moreover, the role of gratitude in enhancing the relationship between meaningful work and work engagement warrants further exploration as it is understudied in research. At its core, gratitude entails an attitude of appreciation and thankfulness which helps to foster cooperation and compassion in the workplace. In addition, assessing psychological capital among employees particularly resilience in navigating workplace challenges is crucial as employees may experience setbacks, risks, and not always favourable outcomes at work. This may deepen the exploration of the relationship between meaningful work and work engagement and uncover the mechanism through which the relationship works. Taking these into account, the purpose of this study is to review meaningful work and work engagement, particularly when it is moderated by gratitude and psychological contracts. This conceptual paper also presents a proposed framework that outlines the relationships.
References
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Emmons, R.A., & McCullough, M.E. (2003). Counting blessings versus burdens: An experiential investigation of gratitude and subjective well being in daily life. Journal of Personality and Social Psychology, 84, 377-389.
Fairlie, P. (2011). Meaningful work, employee engagement, and other key employee outcomes: Implications for human resource development. Advances in developing human resources, 13(4), 508-525.
Fehr, R., Fulmer, A., Awtrey, E., & Miller, J. A. (2017). The grateful workplace: A multilevelmodel of gratitude in organizations. The Academy of Management Review, 42(2), 361-381.https://doi.org/10.5465/amr.2014.0374
Filstad, C., Traavik, L. E., & Gorli, M. (2019). Belonging at work: the experiences, representations and meanings of belonging. Journal of workplace learning, 31(2), 116-142.
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Fredrickson, B. L. (2004). The broaden–and–build theory of positive emotions. Philosophical transactions of the royal society of London. Series B: Biological Sciences, 359(1449), 1367-1377.
Gao, You, Yue, Yaping, & Li, Xiaomin. (2023). The relationship between psychological capital and work engagement of kindergarten teachers: A latent profile analysis. Frontiers in Psychology, 14, 1084836.
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Han, S. H., Sung, M., & Suh, B. (2021). Linking meaningfulness to work outcomes through job characteristics and work engagement. Human Resource Development International, 24(1), 3-22.
Herbert, Marthine. (2011). An exploration of the relationships between psychological capital (hope, optimism, self-efficacy, resilience), occupational stress, burnout and employee engagement. Stellenbosch: Stellenbosch University.
Jans-Beken, L., Jacobs, N., Janssens, M., Peeters, S., Reijnders, J., Lechner, L., & Lataster, J. (2020). Gratitude and health: An updated review. The Journal of Positive Psychology, 15(6), 743-782.
Kaur, P., & Mittal, A. (2020). Meaningfulness of work and employee engagement: The role of affective commitment. The Open Psychology Journal, 13(1).
Komase, Y., Watanabe, K., Sasaki, N., & Kawakami, N. (2020). Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS). journal of Occupational Health, 62(1), e12185.
Lips-Wiersma, M., Haar, J., & Wright, S. (2020). The effect of fairness, responsible leadership and worthy work on multiple dimensions of meaningful work. Journal of business ethics, 161, 35-52.
Loi, N. M., & Ng, D. H. (2021). The relationship between gratitude, wellbeing, spirituality, and experiencing meaningful work. Psych, 3(2), 85-95.
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541–572.
Luthans, Fred, & Youssef, Carolyn M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage.
Lysova, E. I., Allan, B. A., Dik, B. J., Duffy, R. D., & Steger, M. F. (2019). Fostering meaningful work in organizations: A multi-level review and integration. Journal of vocational behavior, 110, 374-389.
Martela, F., & Pessi, A. B. (2018). Significant work is about self-realization and broader purpose: Defining the key dimensions of meaningful work. Frontiers in psychology, 9, 307096.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of occupational and organizational psychology, 77(1), 11-37.
Mayfield, J., Mayfield, M., & Hanke, D. (2023). Let’s say thanks: How motivating language increases engagement and empowerment through follower gratitude. Business and Professional Communication Quarterly, 23294906231216078.
Michelle, A. S., & John, T. S. (2015). Spontaneous disorder in adam smith’s theory of moral sentiments: Resentment, injustice, and the appeal to providence. The Journal of Politics, 77(2), 463, https://doi.org/10.1086/679750
Milliman, J., Czaplewski, A. J., & Ferguson, J. (2003). Workplace spirituality and employee work attitudes: An exploratory empirical assessment. Journal of organizational change management, 16(4), 426-447.
Mohsin, F. H., Isa, N. M., Awee, A., Zahari, N. H. M., & Azmi, N. N. N. (2023). Meaningful work, affective commitment, gratitude and happiness at work. Asian Journal of Behavioural Sciences, 5(1), 11-20.
Panda, A., Sinha, S., & Jain, N. K. (2022). Job meaningfulness, employee engagement, supervisory support and job performance: a moderated-mediation analysis. International Journal of Productivity and Performance Management, 71(6), 2316-2336.
Pratt M. G., Ashforth B. E. (2003). Fostering meaningfulness in working and at work. In
Cameron K. S., Dutton J. E., Quinn R. E. (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 309–327). Berret-Koehler.
Polak, E. L., & McCullough, M. E. (2006). Is gratitude an alternative to materialism?. Journal of Happiness Studies, 7, 343-360.
Schaufeli W. B., Salanova M., Gonzalez-Roma V., Bakker A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.
Shuck, B., & Rose, K. (2013). Reframing employee engagement within the context of meaning and purpose: Implications for HRD. Advances in Developing Human Resources, 15(4), 341-355.
Simons, Janet C, & Buitendach, Johanna H. (2013). Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), 1-12.
Steger, M. F., & Dik, B. J. (2010). Work as meaning: Individual and organizational benefits of engaging in meaningful work.
Tan, Kim-Lim, Lew, Tek-Yew, & Sim, Adriel KS. (2021). Effect of work engagement on meaningful work and psychological capital: perspectives from social workers in New Zealand. Employee Relations: The International Journal, 43(3), 807-826.
Tommasi, F., Ceschi, A., & Sartori, R. (2020). Viewing meaningful work through the lens of time. Frontiers in psychology, 11, 585274.
Van Tuin, L., Schaufeli, W. B., Van den Broeck, A., & van Rhenen, W. (2020). A corporate purpose as an antecedent to employee motivation and work engagement. Frontiers in Psychology, 11, 572343.
Van Wingerden, J., & Van der Stoep, J. (2017). The role of meaningful work in employees’ work related and general well-being. International Journal of Human Resource Studies, 7(4), 23-37.
Wandell, J. (2016). A proposed pilot study of a gratitude practice program to increase gratitude among educators: The first step towards exploring the potential of gratitude practice to increase work engagement and buffer against and decrease burnout. International Journal of Child, Youth and Family Studies, 7(2), 275-306.
Wang, Xiaoxi, Liu, Li, Zou, Futing, Hao, Junhui, & Wu, Hui. (2017). Associations of occupational stressors, perceived organizational support, and psychological capital with work engagement among Chinese female nurses. BioMed research international, 2017.
Wang, Z., & Xu, H. (2019). When and for whom ethical leadership is more effective in eliciting work meaningfulness and positive attitudes: The moderating roles of core self-evaluation and perceived organizational support. Journal of Business Ethics, 156, 919-940.
Ward, S. (2023). Choosing money over meaningful work: examining relative job preferences for high compensation versus meaningful work. Personality and Social Psychology Bulletin, 0(0). https://doi-org.libezp2.utar.edu.my/10.1177/01461672231159781
Wirawan, Hillman, Jufri, Muhammad, & Saman, Abdul. (2020). The effect of authentic leadership and psychological capital on work engagement: the mediating role of job satisfaction. Leadership & Organization Development Journal, 41(8), 1139-1154.
Wood, A. M., Froh, J. J., & Geraghty, A. W. (2010). Gratitude and well-being: A review and theoretical integration. Clinical psychology review, 30(7), 890-905.
Xanthopoulou, Despoina, Bakker, Arnold B, Demerouti, Evangelia, & Schaufeli, Wilmar B. (2007). The role of personal resources in the job demands-resources model. International journal of stress management, 14(2), 121.
Zanabazar, A., Dugersuren, A., & Malgar, B. (2024). The Impact of Meaningful Work on Employee Engagement: The Case of Mongolian Kindergarten Teachers. Advances in Social Sciences Research Journal, 11(2).
Ziedelis A. Perceived Calling and Work Engagement Among Nurses. Western Journal of Nursing Research. 2019;41(6):816-833. doi:10.1177/0193945918767631.
Albrecht, S. L., Green, C. R., & Marty, A. (2021). Meaningful work, job resources, and employee engagement. Sustainability, 13(7), 4045.
Aleksić, D., Černe, M., & Batistič, S. (2024). Understanding meaningful work in the context of technostress, COVID-19, frustration, and corporate social responsibility. human relations, 77(3), 426-451.
Allan, B. A., Batz-Barbarich, C., Sterling, H. M., & Tay, L. (2019). Outcomes of meaningful work: A meta‐analysis. Journal of management studies, 56(3), 500-528.
Avey, James B, Luthans, Fred, & Youssef, Carolyn M. (2010). The additive value of positive psychological capital in predicting work attitudes and behaviors. Journal of management, 36(2), 430-452.
Bailey, C., & Madden, A. (2017). Time reclaimed: temporality and the experience of meaningful work. Work, employment and society, 31(1), 3-18.
Bailey, C., Lips‐Wiersma, M., Madden, A., Yeoman, R., Thompson, M., & Chalofsky, N. (2019). The five paradoxes of meaningful work: Introduction to the special issue ‘meaningful work: Prospects for the 21st century’. Journal of Management Studies, 56(3), 481-499.
Bernhard, H. C. (2022). Investigating happiness and gratitude among university music majors during a global pandemic. Contributions to Music Education, 47, 175-190.
Bhui, K., Dinos, S., Galant-Miecznikowska, M., de Jongh, B., & Stansfeld, S. (2016). Perceptions of work stress causes and effective interventions in employees working in public, private and non-governmental organisations: a qualitative study. BJPsych bulletin, 40(6), 318-325.
Cain, I. H., Cairo, A., Duffy, M., Meli, L., Rye, M. S., & Worthington, E. L. (2019). Measuring gratitude at work. Journal of Positive Psychology, 14(4), 440-451, https://doi.org/10.1080/17439760.2018.1484936
Chalofsky, N. (2003). An emerging construct for meaningful work. Human Resource Development International, 6(1), 69-83.
Donaldson, S. I., Lee, J. Y., & Donaldson, S. I. (2019). Evaluating positive psychology interventions at work: A systematic review and meta-analysis. International Journal of Applied Positive Psychology, 4(3), 113-134.
Emmons, R.A., & McCullough, M.E. (2003). Counting blessings versus burdens: An experiential investigation of gratitude and subjective well being in daily life. Journal of Personality and Social Psychology, 84, 377-389.
Fairlie, P. (2011). Meaningful work, employee engagement, and other key employee outcomes: Implications for human resource development. Advances in developing human resources, 13(4), 508-525.
Fehr, R., Fulmer, A., Awtrey, E., & Miller, J. A. (2017). The grateful workplace: A multilevelmodel of gratitude in organizations. The Academy of Management Review, 42(2), 361-381.https://doi.org/10.5465/amr.2014.0374
Filstad, C., Traavik, L. E., & Gorli, M. (2019). Belonging at work: the experiences, representations and meanings of belonging. Journal of workplace learning, 31(2), 116-142.
Fletcher, L., Bailey, C., & Gilman, M. W. (2018). Fluctuating levels of personal role engagement within the working day: A multilevel study. Human Resource Management Journal, 28(1), 128-147.
Fredrickson, B. L. (2004). The broaden–and–build theory of positive emotions. Philosophical transactions of the royal society of London. Series B: Biological Sciences, 359(1449), 1367-1377.
Gao, You, Yue, Yaping, & Li, Xiaomin. (2023). The relationship between psychological capital and work engagement of kindergarten teachers: A latent profile analysis. Frontiers in Psychology, 14, 1084836.
Geldenhuys, M., Taba, K., & Venter, C. M. (2014). Meaningful work, work engagement and organisational commitment. SA Journal of Industrial Psychology, 40(1), 1-10.
Greenbaum, R., Bonner, J., Gray, T., & Mawritz, M. (2020). Moral emotions: A review and research agenda for management scholarship. Journal of Organizational Behavior, 41(2), 95–114. https://doi.org/10.1002/job. 2367
Guo, Qiang, Wang, Yongli, Liu, Qiaoyun, & Wang, Tingzhao. (2022). Psychological capital and occupational well-being: mediating effects of work engagement among Chinese special education teachers. Frontiers in Psychology, 13, 847882.
Hakanen, J. J., Pertioniemi, R., & Toppinen-Tanner, S. (2008). Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness. Journal of Vocational Behavior, 73(1), 78–91. doi:10.1016/j.jvb.2008.01.003
Han, S. H., Sung, M., & Suh, B. (2021). Linking meaningfulness to work outcomes through job characteristics and work engagement. Human Resource Development International, 24(1), 3-22.
Herbert, Marthine. (2011). An exploration of the relationships between psychological capital (hope, optimism, self-efficacy, resilience), occupational stress, burnout and employee engagement. Stellenbosch: Stellenbosch University.
Jans-Beken, L., Jacobs, N., Janssens, M., Peeters, S., Reijnders, J., Lechner, L., & Lataster, J. (2020). Gratitude and health: An updated review. The Journal of Positive Psychology, 15(6), 743-782.
Kaur, P., & Mittal, A. (2020). Meaningfulness of work and employee engagement: The role of affective commitment. The Open Psychology Journal, 13(1).
Komase, Y., Watanabe, K., Sasaki, N., & Kawakami, N. (2020). Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS). journal of Occupational Health, 62(1), e12185.
Lips-Wiersma, M., Haar, J., & Wright, S. (2020). The effect of fairness, responsible leadership and worthy work on multiple dimensions of meaningful work. Journal of business ethics, 161, 35-52.
Loi, N. M., & Ng, D. H. (2021). The relationship between gratitude, wellbeing, spirituality, and experiencing meaningful work. Psych, 3(2), 85-95.
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541–572.
Luthans, Fred, & Youssef, Carolyn M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage.
Lysova, E. I., Allan, B. A., Dik, B. J., Duffy, R. D., & Steger, M. F. (2019). Fostering meaningful work in organizations: A multi-level review and integration. Journal of vocational behavior, 110, 374-389.
Martela, F., & Pessi, A. B. (2018). Significant work is about self-realization and broader purpose: Defining the key dimensions of meaningful work. Frontiers in psychology, 9, 307096.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of occupational and organizational psychology, 77(1), 11-37.
Mayfield, J., Mayfield, M., & Hanke, D. (2023). Let’s say thanks: How motivating language increases engagement and empowerment through follower gratitude. Business and Professional Communication Quarterly, 23294906231216078.
Michelle, A. S., & John, T. S. (2015). Spontaneous disorder in adam smith’s theory of moral sentiments: Resentment, injustice, and the appeal to providence. The Journal of Politics, 77(2), 463, https://doi.org/10.1086/679750
Milliman, J., Czaplewski, A. J., & Ferguson, J. (2003). Workplace spirituality and employee work attitudes: An exploratory empirical assessment. Journal of organizational change management, 16(4), 426-447.
Mohsin, F. H., Isa, N. M., Awee, A., Zahari, N. H. M., & Azmi, N. N. N. (2023). Meaningful work, affective commitment, gratitude and happiness at work. Asian Journal of Behavioural Sciences, 5(1), 11-20.
Panda, A., Sinha, S., & Jain, N. K. (2022). Job meaningfulness, employee engagement, supervisory support and job performance: a moderated-mediation analysis. International Journal of Productivity and Performance Management, 71(6), 2316-2336.
Pratt M. G., Ashforth B. E. (2003). Fostering meaningfulness in working and at work. In
Cameron K. S., Dutton J. E., Quinn R. E. (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 309–327). Berret-Koehler.
Polak, E. L., & McCullough, M. E. (2006). Is gratitude an alternative to materialism?. Journal of Happiness Studies, 7, 343-360.
Schaufeli W. B., Salanova M., Gonzalez-Roma V., Bakker A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.
Shuck, B., & Rose, K. (2013). Reframing employee engagement within the context of meaning and purpose: Implications for HRD. Advances in Developing Human Resources, 15(4), 341-355.
Simons, Janet C, & Buitendach, Johanna H. (2013). Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), 1-12.
Steger, M. F., & Dik, B. J. (2010). Work as meaning: Individual and organizational benefits of engaging in meaningful work.
Tan, Kim-Lim, Lew, Tek-Yew, & Sim, Adriel KS. (2021). Effect of work engagement on meaningful work and psychological capital: perspectives from social workers in New Zealand. Employee Relations: The International Journal, 43(3), 807-826.
Tommasi, F., Ceschi, A., & Sartori, R. (2020). Viewing meaningful work through the lens of time. Frontiers in psychology, 11, 585274.
Van Tuin, L., Schaufeli, W. B., Van den Broeck, A., & van Rhenen, W. (2020). A corporate purpose as an antecedent to employee motivation and work engagement. Frontiers in Psychology, 11, 572343.
Van Wingerden, J., & Van der Stoep, J. (2017). The role of meaningful work in employees’ work related and general well-being. International Journal of Human Resource Studies, 7(4), 23-37.
Wandell, J. (2016). A proposed pilot study of a gratitude practice program to increase gratitude among educators: The first step towards exploring the potential of gratitude practice to increase work engagement and buffer against and decrease burnout. International Journal of Child, Youth and Family Studies, 7(2), 275-306.
Wang, Xiaoxi, Liu, Li, Zou, Futing, Hao, Junhui, & Wu, Hui. (2017). Associations of occupational stressors, perceived organizational support, and psychological capital with work engagement among Chinese female nurses. BioMed research international, 2017.
Wang, Z., & Xu, H. (2019). When and for whom ethical leadership is more effective in eliciting work meaningfulness and positive attitudes: The moderating roles of core self-evaluation and perceived organizational support. Journal of Business Ethics, 156, 919-940.
Ward, S. (2023). Choosing money over meaningful work: examining relative job preferences for high compensation versus meaningful work. Personality and Social Psychology Bulletin, 0(0). https://doi-org.libezp2.utar.edu.my/10.1177/01461672231159781
Wirawan, Hillman, Jufri, Muhammad, & Saman, Abdul. (2020). The effect of authentic leadership and psychological capital on work engagement: the mediating role of job satisfaction. Leadership & Organization Development Journal, 41(8), 1139-1154.
Wood, A. M., Froh, J. J., & Geraghty, A. W. (2010). Gratitude and well-being: A review and theoretical integration. Clinical psychology review, 30(7), 890-905.
Xanthopoulou, Despoina, Bakker, Arnold B, Demerouti, Evangelia, & Schaufeli, Wilmar B. (2007). The role of personal resources in the job demands-resources model. International journal of stress management, 14(2), 121.
Zanabazar, A., Dugersuren, A., & Malgar, B. (2024). The Impact of Meaningful Work on Employee Engagement: The Case of Mongolian Kindergarten Teachers. Advances in Social Sciences Research Journal, 11(2).
Ziedelis A. Perceived Calling and Work Engagement Among Nurses. Western Journal of Nursing Research. 2019;41(6):816-833. doi:10.1177/0193945918767631.
Published
2024-07-31
How to Cite
MD ISA, Norhayati et al.
Fostering Meaningful Work and Engagement: The Moderator Role of Gratitude and Psychological Capital.
International Journal of Business and Technology Management, [S.l.], v. 6, n. 2, p. 550-560, july 2024.
ISSN 2682-7646.
Available at: <https://myjms.mohe.gov.my/index.php/ijbtm/article/view/27294>. Date accessed: 19 sep. 2024.
Section
English Section
