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Towards positive organization. The evolution of gratitude

Rybak Jan, Wolanin Agata

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2022

z. 162

651--663

Purpose: Establishing the way the life history (LH) strategies and gratitude are related to each other. Design/methodology/approach: Life History Theory provides an evolutionary framework for understanding specific developmental paths of species and individuals. There are certain trade-offs during a lifespan of an individual, they must face (for instance, somatic or reproductive effort, quality or quantity of offspring, mating or parenting). Depending on the choices a person makes, they exhibit a slow or a fast life history (LH) strategy. A latent variable underlying a set of solutions (strategy) is called K-Factor and is used to measure individual differences with regard to the pace of one’s LH. People with a slow LH exhibit greater prosociality, tend to form long-term sexual relationships and their sexual maturation is slowed down. On the other hand, gratitude facilitates prosociality and altruism, builds social resources and acts as a moral barometer. In recent years we observe an increasing attention to the issue of gratitude both in academic publications and popular press in various fields including economics, management and organizational sciences. All these disciplines draw from relatively new and contemporarily flourishing field of psychology - positive psychology. We deployed the Gratitude Questionnaire (GQ-6) for the measurement of gratitude and the Mini-K Short Form for the measurement of LH strategies. 197 students took part in the study (138 females, 59 males). Findings: A positive correlation between slow LH strategy and gratitude was found in women. Originality/value: Investigations on the relationship between gratitude and LH strategies show a fragment of the landscape of human personality. Slow LH people seem to be more grateful and thus display more prosocial traits while restraining selfishness which can lead to achieving the delayed social benefits. On the other hand, low-K individuals in organizational context have smaller willingness/ability to reciprocate to their benefactors and to build social bonds. Such individuals presenting exploitative interpersonal style should be detected at the beginning of a selection process by HR specialists.