Organizational belonging – proposing a new scale and its relationship to demographic, organization, and outcome variables

Abstract

In view of its absence, a literature review covering Organizational Belonging (OB) and related constructs was done, and indicated the lack of a perceived OB scale, codified under one measure. OB was defined as “experiencing an acknowledgment of one’s talents, interests and experiences, and finding whole acceptance of one’s self expression of these.” Using a sample of 141 employees, twenty-seven OB items were adapted from three sources: prior quantitative work, prior qualitative work, and a survey on Diversity and Inclusion (American Institute for Certified Professional Accountants). Factor analytic support was found for a four-scale, 16-item OB measure. The four scales were labeled Be Myself (seven items), Acceptance (four items), Value Diversity (three items) and Connection (two items). Additional open-item analyses corroborated the validity of these scales. All four OB scales demonstrated sufficient reliability and distinctiveness from each other. These results validated the OB definition. After controlling for demographic and organizational variables, Be Myself had a significant impact on productivity and Acceptance had a significant impact on intent to stay. Future research testing this OB scale is needed, given the recent changes in the workplace, including remote work, retaining current staff, and hiring for unfilled positions.

Keywords:

• Organizational belonging
• authenticity
• acceptance
• value diversity
• connection

Disclosure statement

No potential conflict of interest was reported by the author(s).