The gratitude effect is the idea that if employees are given any leeway or support for family, they will work extra hard for the employee out of gratitude. This relationship is based on norms of reciprocity and social exchange (Kossek).
Perceptions that an organizational cares out an employee and provides discretionary human resource practices may lead to higher commitment and job satisfaction based on social exchange theory (Allen, Shore, & Griffith, 2003).

As defined by Kossek. Allen, D., Shore, L., & Griffith, R. (2003). The role of perceived organizational support and supportive human resources practices in the turnover process. Journal of Management, 29(1), 99-118.