Date of Award
Culminating Project Type
Industrial/Organizational Psychology: M.S.
College of Liberal Arts
Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 License.
Keywords and Subject Headings
Organizational belonging, Belonging, Engagement, Commitment, Intent to stay
The aim of this study was to investigate the relationship between organizational belonging, organizational commitment, engagement, and intention to stay among employees in various organizations in the US. The research employed a quantitative approach to collect data from a sample of employees. The study found that organizational belonging has a significant positive impact on employee engagement and affective commitment. This suggests that when employees feel a sense of belonging within their organization, they are more likely to be engaged and committed to their work. The results of the mediation analysis indicate that employee engagement partially mediates the relationship between organizational belonging and affective commitment. This means that the positive effect of organizational belonging on affective commitment is partly explained by the mediating role of employee engagement. Furthermore, affective commitment partially mediates the relationship between organizational belonging and intention to stay. This implies that the positive impact of organizational belonging on employees' intention to stay is partly due to the effect of affective commitment. These findings have important implications for organizations, as they suggest that creating a sense of belonging among employees can lead to increased levels of engagement, affective commitment, and retention.
Joseph, Rachel, "Why Belonging Matters: An Investigation into the Effects of Belonging on Organizational Commitment, Engagement, and Intention to Stay" (2023). Culminating Projects in Psychology. 18.