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Differences in preferences for appreciation across various work settings

Differences in preferences for appreciation across various work settings Previous research has documented the distribution of preferences of various appreciation languages by employees in general work settings. This paper aims to explore if employee preferences for appreciation vary across different types of workplace settings.Design/methodology/approachThe Motivating By Appreciation Inventory assesses individuals’ preferred ways of receiving appreciation from their workplace colleagues, determining each person’s primary language of appreciation in one of four appreciation languages. Results for 114,827 individuals were examined across the general workforce and in six work settings (government agencies, medical settings, military personnel, nonprofit organizations, remote employees and schools).FindingsPreferences within four work settings (government, nonprofits, remote, schools) were consistent with those from general work settings. But employees in medical settings and in the military choose Acts of Service more frequently than other employees. Quality Time is more valued by school and remote employees. Tangible Gifts are chosen at lower rates by government employees and military personnel.Research limitations/implicationsThe subjects are all English-speaking and predominately in the USA. The results may not be generalizable to other cultures and language speakers.Practical implicationsHuman resource professionals should be aware that employees in different types of workplaces vary in their appreciation preferences. Adjusting appreciation programs and practices should mirror these differences.Originality/valueTo the best of the author’s knowledge, this research is the first known to document differences in preferences for appreciation across various types of workplaces. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

Differences in preferences for appreciation across various work settings

Strategic HR Review , Volume 22 (1): 5 – Feb 28, 2023

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References (9)

Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
1475-4398
eISSN
1475-4398
DOI
10.1108/shr-11-2022-0061
Publisher site
See Article on Publisher Site

Abstract

Previous research has documented the distribution of preferences of various appreciation languages by employees in general work settings. This paper aims to explore if employee preferences for appreciation vary across different types of workplace settings.Design/methodology/approachThe Motivating By Appreciation Inventory assesses individuals’ preferred ways of receiving appreciation from their workplace colleagues, determining each person’s primary language of appreciation in one of four appreciation languages. Results for 114,827 individuals were examined across the general workforce and in six work settings (government agencies, medical settings, military personnel, nonprofit organizations, remote employees and schools).FindingsPreferences within four work settings (government, nonprofits, remote, schools) were consistent with those from general work settings. But employees in medical settings and in the military choose Acts of Service more frequently than other employees. Quality Time is more valued by school and remote employees. Tangible Gifts are chosen at lower rates by government employees and military personnel.Research limitations/implicationsThe subjects are all English-speaking and predominately in the USA. The results may not be generalizable to other cultures and language speakers.Practical implicationsHuman resource professionals should be aware that employees in different types of workplaces vary in their appreciation preferences. Adjusting appreciation programs and practices should mirror these differences.Originality/valueTo the best of the author’s knowledge, this research is the first known to document differences in preferences for appreciation across various types of workplaces.

Journal

Strategic HR ReviewEmerald Publishing

Published: Feb 28, 2023

Keywords: Human Resource Management; Leadership; Engagement; Talent management; Human Capital; Rewards

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