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Full text release has been delayed at the author's request until May 08, 2025

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Employee Wellbeing: Out with Interventions, In with Recognition?

Price, Emily
http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1683308501270854

Abstract Details

2023, Master of Science (M.S.), Xavier University, Psychology.
Employee wellbeing is an important construct that can affect several organization-wide outcomes. The purpose of this study was to examine the effect of one potential predictor of wellbeing, namely recognition. This study also examined if employee engagement moderated the relationship between recognition and wellbeing. It was hypothesized that participants in the recognition conditions would report significantly higher levels of wellbeing than those in the control condition. It was also hypothesized that engagement would moderate the relationship between recognition and wellbeing, such that this relationship would be stronger for participants high on engagement. Participants were first given a measure of engagement and were then randomly assigned to one of four scripts depicting a conversation with a hypothetical manager in which they were received one of four conditions of recognition: two forms of recognition (acknowledgement and gratitude), only acknowledgement, only gratitude, or neither form of recognition. Then, they completed a measure of wellbeing based on the interaction they read about with their hypothetical manager, as well as a demographics form. Finally, they were debriefed. Results showed that participants who received recognition did not report significantly higher wellbeing than those who did not receive recognition, and that engagement did not significantly moderate this relationship. However, engagement was positively and significantly related to wellbeing. These findings suggest that a simple “thank you” or “good job” statement may not be enough to enhance wellbeing, and that managers should focus on increasing employee engagement instead. Nevertheless, future research should be conducted to re-examine these relationships using employees in an actual organization that has an existing recognition program.
Dalia Diab, Ph.D. (Committee Chair)
Morrie Mullins, Ph.D. (Committee Member)
Nattalya Avila, M.S. (Committee Member)
77 p.
Psychology
employee recognition; employee wellbeing; employee engagement; recognition; wellbeing; engagement

Recommended Citations

Citations

  • Price, E. (2023). Employee Wellbeing: Out with Interventions, In with Recognition? [Master's thesis, Xavier University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1683308501270854

    APA Style (7th edition)

  • Price, Emily. Employee Wellbeing: Out with Interventions, In with Recognition? 2023. Xavier University, Master's thesis. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1683308501270854.

    MLA Style (8th edition)

  • Price, Emily. "Employee Wellbeing: Out with Interventions, In with Recognition?" Master's thesis, Xavier University, 2023. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1683308501270854

    Chicago Manual of Style (17th edition)

xupsy1683308501270854
© 2023, all rights reserved.
This open access ETD is published by Xavier University Psychology and OhioLINK.