{'fraction_non_alphanumeric': 0.016914749661705007, 'fraction_numerical': 0.0040595399188092015, 'mean_word_length': 6.042857142857143, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Effects of the Collective Gratitude on Work Engagement

The findings underline the importance of developing collective gratitude in the workplace. To cultivate collective gratitude, increasing the number of grateful employees and sharing them through social interaction is necessary. It would be useful for managers and occupational health staff to consider initiatives including reciprocal gratitude in the workplace. 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.