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Studies indicate that belongingness is a crucial factor in understanding DEI efficacy in the workplace. [45] A sense of belongingness increases a person's willingness to assist others in the group by the group rules. Belongingness and group membership encourages social groups with motivation to comply, cooperate, and help.
Organizational identification is the sense of belongingness to an organization and using the organization to define oneself. [34] An example of organizational identification could be proudly stating for which organization you work in a casual conversation with a new acquaintance.
Once basic needs are met, individuals are motivated by higher-level needs, such as belongingness and esteem. In the context of OCB, employees who feel a sense of belonging and recognition are more likely to engage in discretionary behaviors that benefit the organization. [7] Another relevant theory is Frederick Herzberg's Two-Factor Theory. [8]
The need for affiliation (N-Affil) is a term which describes a person's need to feel a sense of involvement and "belonging" within a social group.The term was popularized by David McClelland, whose thinking was strongly influenced by the pioneering work of Henry Murray, who first identified underlying psychological human needs and motivational processes in 1938.
Workplace friendships lead to more cohesive work groups, more satisfied and committed employees, greater productivity, greater goal attainment, and increased positive feelings about the organization; they can make enjoyable or unenjoyable tasks more pleasant and are a factor in preventing employee turnover. [5]
The social groups people are involved with in the workplace directly affect their health. No matter where they work or what the occupation is, feeling a sense of belonging in a peer group is a key to overall success. [20] Part of this is the responsibility of the leader (manager, supervisor, etc.).
The sense of belongingness is "being comfortable with and connection to others that results from receiving acceptance, respect, and love." [26] For example, some large social groups may include clubs, co-workers, religious groups, professional organizations, sports teams, gangs or online communities. Some examples of small social connections ...
Organizational identification guides behavior by influencing which problems and alternatives are seen and by biasing choices that appear most salient to organizational success". [17] Organizations choose to communicate particular values and beliefs in particular ways, when and how the organization frames issues and activities.