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Belonging is a strong feeling that exists in human nature. [1] To belong or not to belong is a subjective experience that can be influenced by a number of factors within people and their surrounding environment. [1] A person's sense of belonging can greatly impact the physical, emotional, psychological, and spiritual emotions within themselves.
Employee morale, work ethic, productivity, and motivation had been explored in a line dating back to the work of Mary Parker Follett in the early 1920s. Survey-based World War II studies on leadership and group morale sparked further confidence that such properties could be investigated and measured. [ 10 ]
Workplace friendships are influenced by individual and contextual factors such as life events, organizational socialization, shared tasks, physical proximity, and work problems. Workplace loneliness can be caused by a lack of workplace friendships, competition, or a lack of cooperation at work. [8]
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]
Inclusion and belonging are often considered “soft skills,” a categorization that Chow rejects. “[T]hose are not soft skills. They're human skills,” she said.
Some have suggested that income and happiness at work are positively correlated, and the relationship is stronger for individuals with extrinsic value orientations. [ 20 ] However, others don't believe that salary, in itself, is a very strong factor in job satisfaction. [ 21 ]
UT President Jay Hartzell, in a long-awaited message about SB 17, said Dec. 1 that he is “confident” that the school's leadership can effectively support student and faculty belonging and success.
Rituals (myths, stories, and sagas) are artifacts that convey organizational history and influence member understanding of values and beliefs. Values direct individual behavior such as loyalty and customer orientation. Acceptance of stated values underlies impressions about trustworthiness and supportiveness, while also informing member behavior.