这项研究探讨了感恩作为一种多维和特定工作的结构。利用来自美国中型学区各种职位的625名员工的样本,我们开发并评估了一种新的措施,即工作感恩量表(WGS),其中包括公认的意象(有意),认知,情感,和社会方面的感恩。一个系统的,通过结构方程模型(SEM)的六阶段方法来探索和确认阶乘结构,内部一致性,测量不变性,并发,convergent,和WGS的判别效度。结果支持具有三个维度的10项度量:“感激评估”(三项),“对他人的感激”(四项),和“有意的感恩态度”(三项)。此后,一阶,二阶,并对双因素验证模型进行了估计和比较。发现工作感恩最好用具有三个基本一阶维度的二阶结构来描述。在性别方面支持测量不变性。关于两个现有的倾向感恩量表,支持并发有效性,即感恩问卷和感恩,怨恨,和赞赏量表(GRAT)。核心自我评价量表(CSES)和心理资本问卷支持收敛效度。关于各种人口因素,如年龄,性别,职业,和任期。研究结果支持WGS作为一种多维度量标准,可在实践中用于衡量与工作相关的整体感激之情,并跟踪与感激之情相关的工作场所干预措施的有效性。
This study explores gratitude as a multidimensional and work-specific construct. Utilizing a sample of 625 employees from a variety of positions in a medium-sized school district in the United States, we developed and evaluated a new measure, namely the Work Gratitude Scale (WGS), which encompasses recognized conative (intentional), cognitive, affective, and social aspects of gratitude. A systematic, six-phased approach through structural equation modeling (SEM) was used to explore and confirm the factorial structure, internal consistency, measurement invariance, concurrent, convergent, and discriminant validity of the WGS. The results supported a 10-item measure with three dimensions: \"grateful appraisals\" (three items), \"gratitude toward others\" (four items), and \"intentional attitude of gratitude\" (three items). Thereafter, first-order, second-order, and bifactor confirmatory models were estimated and compared. Work gratitude was found to be best described by a second-order construct with three underlying first-order dimensions. Measurement invariance was supported in relation to gender. Concurrent validity was supported in relation to two existing dispositional gratitude scales, namely the Gratitude Questionnaire and the Gratitude, Resentment, and Appreciation Scale (GRAT). Convergent validity was supported in relation to the Core Self-Evaluations Scale (CSES) and the Psychological Capital Questionnaire. Discriminant validity was supported in relation to various demographic factors such as age, gender, occupation, and tenure. The findings support the WGS as a multidimensional measure that can be used in practice to measure overall work-related gratitude and to track the effectiveness of gratitude-related workplace interventions.