Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS)

Komase, Yu; Watanabe, Kazuhiro; Sasaki, Natsu; Kawakami, Norito

doi:10.1002/1348-9585.12185

Cited by 10 publications

(26 citation statements)

References 39 publications

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“…We used the GAWS [ 37 ] as an assessment tool for workplace-specific gratitude. The GAWS has been translated into Japanese and has shown sufficient validity and reliability [ 63 ]. The GAWS is a self-administered questionnaire composed of 10 items with 5 Likert scales classified into the following two subscales: “gratitude for supportive work environment” and “gratitude for meaningful work”.…”

Section: Methodsmentioning

confidence: 99%

Prevalence, characteristics, and psychological outcomes of workplace cyberbullying during the COVID-19 pandemic in Japan: a cross-sectional online survey

et al. 2022

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Background The rapid introduction of teleworking due to the coronavirus disease 2019 pandemic has led to concerns about increases in cyberbullying (CB) worldwide. However, little is known about workplace CB in non-Western countries. The first objective was to clarify the prevalence and characteristics regarding workplace CB victimization in Japan. The second objective was to demonstrate the psychological outcomes of CB victimization in combination with traditional bullying (TB). Methods We conducted an anonymous, cross-sectional, Internet-based survey targeting regular employees in Japan (N = 1200) in January 2021. We investigated CB victimization using the Inventory of Cyberbullying Acts at Work and TB victimization by using the Short Negative Act Questionnaire. Possible explanatory factors for TB/CB victimization were sociodemographic variables, personality trait, chronic occupational stress, organizational climate, and gratitude at work. We also measured psychological distress, insomnia, and loneliness to assess adverse effects of workplace bullying. Two-step cluster analysis was used in determining the patterns combined with TB and CB victimization. Hierarchical binomial logistic regression analysis was used. Results In total, 8.0% of employees reported experiencing CB on a weekly basis. CB victimization was associated with younger age, managerial position, higher qualitative workload, and active information dissemination via the Internet, and frequency of teleworking. Three clusters based on TB and CB victimization patterns were identified: those who belong to the first cluster suffered neither from TB and CB (81.0%), the second cluster suffered only from TB (14.3%), and the third cluster suffered from both TB and CB (4.8%). The third cluster exhibited higher odds ratios (ORs) and 95% confidence intervals (CIs) for psychological distress (OR = 12.63, 95% CI = 4.20–38.03), insomnia (OR = 6.26, 95% CI = 2.80–14.01), and loneliness (OR = 3.24, 95% CI = 1.74–6.04) compared to the first cluster. Conclusions These findings firstly clarify the prevalence and correlated factors of CB victimization among employees in Japan. Further, we showed that psychological wellbeing can be impaired by the coexistence of TB and CB. Our research could be the first step to develop the effective countermeasures against workplace CB.

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Section: Methodsmentioning

confidence: 99%

Prevalence, characteristics, and psychological outcomes of workplace cyberbullying during the COVID-19 pandemic in Japan: a cross-sectional online survey

et al. 2022

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“…According to the multilevel model of gratitude in the organization, an individual level of gratitude is defined as a stable tendency to feel grateful within a particular context 20 . We measured it using the Japanese version of the Gratitude at Work Scale (GAWS) 16 . A previous study verified its reliability and validity 16 .…”

Section: Methodsmentioning

confidence: 99%

Effects of the Collective Gratitude on Work Engagement

Komase

Akiyama

Kawakami

2022

J Occup Environ Med

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Objective: Work engagement is a key concept because of its positive association with physical/mental health, job performance, and well-being. This study aims to examine the relationship between organizational-level gratitude (collective gratitude) as a work climate and work engagement. Methods: Utrecht Work Engagement Scale measured work engagement. Gratitude at Work Scale measured individual-level gratitude, and collective gratitude was calculated by aggregating individual-level gratitude after confirming within-group agreement and the intraclass correlations. Multilevel analysis was conducted. Results: A total of 1187 workers from 72 organizations were analyzed. The multilevel analysis showed a significant positive association between collective gratitude and work engagement while controlling for individual-level confounders. Conclusions: The findings indicated developing collective gratitude would improve work engagement in the workplace. It would be useful for managers and occupational health staff to consider collective gratitude initiatives.

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“…All items are rated on a 5-point Likert-type scale ranging from 1 (Never) to 5 (Always). The reliability and validity of the Japanese GAWS were verified previously [ 21 ]. The overall GAWS score will be the average of the 10 items and then used for analyses.…”

Section: Methodsmentioning

confidence: 99%

Effects of a gratitude intervention program on work engagement among Japanese workers: a protocol for a cluster randomized controlled trial

2021

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Background Work engagement is one of the most important outcomes for both employees and employers. Although the findings to date, integrated 40 intervention studies aiming to improve work engagement, consistent results have not yet been produced, suggesting the importance of further intervention studies. This study aims to investigate the effects of gratitude intervention programs focused on two important work engagement factors among Japanese workers: personal and job resources. Methods This study will be a two-arm, parallel-group cluster (organization) randomized control trial. Japanese organizations and nested employees will be recruited through the first author’s acquaintances using snowball sampling. Organizations that meet the inclusion criteria will be randomly allocated to intervention or control groups in a 1:1 ratio within the company unit. The intervention groups will be provided with a 1-month long gratitude intervention program, which aims to promote reciprocal gratitude exchanges within the same organization. The program consists of psychoeducation, gratitude lists, and behavioral gratitude expression. The control groups will not receive any intervention. The primary outcome will be work engagement measured by the Japanese version of the Utrecht Work Engagement Scale at baseline and after 1 (immediate post-survey), 3, and 6 months. Multilevel latent growth modeling will be conducted to examine the effectiveness of the intervention program. Discussion This study will be the first cluster randomized controlled trial applied to the investigation of gratitude intervention aimed at improving work engagement among Japanese workers; to promote reciprocal gratitude exchanges within a given organization; and to include both gratitude lists and behavioral gratitude expression. Gratitude interventions have several strengths in terms of implementation: the objectives of the exercises are easy to understand and implement; it does not require much time or expense; they tend to have lower dropout rates; and they do not require experts in psychology. Although implementation difficulties have been common in previous interventions targeting work engagement, gratitude intervention may be suitable even for workers who have limited time to devote to the tasks. Trial registration: This study was registered at the University Hospital Medical Information Network Clinical Trials Registry (UMIN-CTR, ID=UMIN000042546): https://upload.umin.ac.jp/cgi-open-bin/ctr/ctr_view.cgi?recptno=R000048566 on November 25, 2020.

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Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS)

Cited by 10 publications

References 39 publications

Prevalence, characteristics, and psychological outcomes of workplace cyberbullying during the COVID-19 pandemic in Japan: a cross-sectional online survey

Prevalence, characteristics, and psychological outcomes of workplace cyberbullying during the COVID-19 pandemic in Japan: a cross-sectional online survey

Effects of the Collective Gratitude on Work Engagement

Effects of a gratitude intervention program on work engagement among Japanese workers: a protocol for a cluster randomized controlled trial

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