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Belonging Within the Workplace: Mixe...

Carter, Andrea D.,

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Belonging Within the Workplace: Mixed Methods Constructivist Grounded Theory Study for Instrument Validation and Behavioural Indicators for Performance & Governance = = APPARTENANCE AU TRAVAIL : METHODES MIXTES ETUDE CONSTRUCTIVISTE GROUNDED THEORY POUR LA VALIDATION DES INSTRUMENTS ET INDICATEURS COMPORTEMENTAUX POUR LA PERFORMANCE ET LA GOUVERNANCE /

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Belonging Within the Workplace: Mixed Methods Constructivist Grounded Theory Study for Instrument Validation and Behavioural Indicators for Performance & Governance =/ Andrea D Carter.
其他題名:	APPARTENANCE AU TRAVAIL : METHODES MIXTES ETUDE CONSTRUCTIVISTE GROUNDED THEORY POUR LA VALIDATION DES INSTRUMENTS ET INDICATEURS COMPORTEMENTAUX POUR LA PERFORMANCE ET LA GOUVERNANCE /
作者:	Carter, Andrea D.,
面頁冊數:	1 electronic resource (189 pages)
附註:	Source: Masters Abstracts International, Volume: 84-03.
Contained By:	Masters Abstracts International84-03.
標題:	Psychology. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29393403
ISBN:	9798351457208

Belonging Within the Workplace: Mixed Methods Constructivist Grounded Theory Study for Instrument Validation and Behavioural Indicators for Performance & Governance = = APPARTENANCE AU TRAVAIL : METHODES MIXTES ETUDE CONSTRUCTIVISTE GROUNDED THEORY POUR LA VALIDATION DES INSTRUMENTS ET INDICATEURS COMPORTEMENTAUX POUR LA PERFORMANCE ET LA GOUVERNANCE /
Carter, Andrea D.,

Belonging Within the Workplace: Mixed Methods Constructivist Grounded Theory Study for Instrument Validation and Behavioural Indicators for Performance & Governance =APPARTENANCE AU TRAVAIL : METHODES MIXTES ETUDE CONSTRUCTIVISTE GROUNDED THEORY POUR LA VALIDATION DES INSTRUMENTS ET INDICATEURS COMPORTEMENTAUX POUR LA PERFORMANCE ET LA GOUVERNANCE /Andrea D Carter. - 1 electronic resource (189 pages)

Source: Masters Abstracts International, Volume: 84-03.

Belonging is the cognitive, emotional, and psychological human necessity to be accepted and included by group members based on one's authentic identity as an individual (Baumeister & Leary, 1995; Brewer, 2007; Filstad et al., 2019; Lave & Wenger, 1991; Wenger, 2010) Moreover, belonging research has provided direct and indirect correlation for its ability to enhance motivation, job satisfaction, inclusion, and commitment (Gupta & Sharma, 2016; Leary & Cox, 2008). However, the responsibility for enhancing belonging within groups and organizations has largely fallen on the individual's ability to be deemed a "fit." Vast research outlines the mechanisms and methodology for individuals to gain fit; however, these are biased based on the socialization of the leaders and organizational culture (Castano et al., 2002; L. L. Liu & Lau, 2013; Wingfield & Chavez, 2020) which has exposed the gap that organizations lack the knowledge and skill to create environments where all employees feel they belong. Social cognitive theory (SCT) provides context for how individuals operate within sociostructural influences, understanding that people are producers as well as products of social systems and norms (Bandura, 2011) thereby for the desired behaviours and expected outcomes to occur, responsibility for belonging must exist between both individual and the organization. This study therefore explored the responsibility of belonging through the dimensions of environment, social, and organizational culture. Adapting a constructivist mixed methods grounded theory (GT) design, the Workplace Belonging Scale was validated and critical belonging behaviours and workplace tactics to measure, identify, and govern belonging in the workplace were achieved. Keywords: workplace belonging; organizational culture; corporate social responsibility (CSR); environmental, social, and governance (ESG); validated belonging instrument.

English

ISBN: 9798351457208Subjects--Topical Terms:

519075
Psychology.
Subjects--Index Terms:

Corporate social responsibility

Belonging Within the Workplace: Mixed Methods Constructivist Grounded Theory Study for Instrument Validation and Behavioural Indicators for Performance & Governance = = APPARTENANCE AU TRAVAIL : METHODES MIXTES ETUDE CONSTRUCTIVISTE GROUNDED THEORY POUR LA VALIDATION DES INSTRUMENTS ET INDICATEURS COMPORTEMENTAUX POUR LA PERFORMANCE ET LA GOUVERNANCE /
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520 $a Belonging is the cognitive, emotional, and psychological human necessity to be accepted and included by group members based on one's authentic identity as an individual (Baumeister & Leary, 1995; Brewer, 2007; Filstad et al., 2019; Lave & Wenger, 1991; Wenger, 2010) Moreover, belonging research has provided direct and indirect correlation for its ability to enhance motivation, job satisfaction, inclusion, and commitment (Gupta & Sharma, 2016; Leary & Cox, 2008). However, the responsibility for enhancing belonging within groups and organizations has largely fallen on the individual's ability to be deemed a "fit." Vast research outlines the mechanisms and methodology for individuals to gain fit; however, these are biased based on the socialization of the leaders and organizational culture (Castano et al., 2002; L. L. Liu & Lau, 2013; Wingfield & Chavez, 2020) which has exposed the gap that organizations lack the knowledge and skill to create environments where all employees feel they belong. Social cognitive theory (SCT) provides context for how individuals operate within sociostructural influences, understanding that people are producers as well as products of social systems and norms (Bandura, 2011) thereby for the desired behaviours and expected outcomes to occur, responsibility for belonging must exist between both individual and the organization. This study therefore explored the responsibility of belonging through the dimensions of environment, social, and organizational culture. Adapting a constructivist mixed methods grounded theory (GT) design, the Workplace Belonging Scale was validated and critical belonging behaviours and workplace tactics to measure, identify, and govern belonging in the workplace were achieved. Keywords: workplace belonging; organizational culture; corporate social responsibility (CSR); environmental, social, and governance (ESG); validated belonging instrument.
520 $a L'appartenance est la necessite cognitive, emotionnelle et psychologique d'etre accepte et inclus par les membres du groupe sur la base de son identite authentique en tant qu'individu (Baumeister & Leary, 1995; Brewer, 2007; Filstad et al., 2019; Lave & Wenger, 1991 ; Wenger, 2010) De plus, la recherche sur l'appartenance a fourni une correlation directe et indirecte pour sa capacite a ameliorer la motivation, la satisfaction au travail, l'inclusion et l'engagement (Gupta & Sharma, 2016 ; Leary & Cox, 2008). Cependant, la responsabilite de renforcer l'appartenance au sein de groupes et d'organisations repose en grande partie sur la capacite de l'individu a etre considere comme un "fit". De vastes recherches decrivent les mecanismes et la methodologie permettant aux individus de se mettre en forme ; cependant, ceux-ci sont biaises en fonction de la socialisation des dirigeants et de la culture organisationnelle (Castano et al., 2002 ; L. L. Liu & Lau, 2013 ; Wingfield & Chavez, 2020) qui a revele le manque de connaissances et de competences des organisations pour creer des environnements ou tous les employes se sentent a leur place. La theorie cognitive sociale (SCT) fournit un contexte sur la facon dont les individus fonctionnent dans le cadre d'influences sociostructurelles, comprenant que les gens sont des producteurs ainsi que des produits de systemes et de normes sociaux (Bandura, 2011) ainsi, pour que les comportements souhaites et les resultats attendus se produisent, la responsabilite d'appartenance doit existent entre l'individu et l'organisation. Cette etude a donc explore la responsabilite d'appartenance a travers les dimensions de l'environnement, de la societe et de la culture organisationnelle. En adaptant une conception constructiviste de methodes mixtes fondees sur la theorie (GT), l'echelle d'appartenance au lieu de travail a ete validee et des comportements d'appartenance critiques et des tactiques en milieu de travail pour mesurer, identifier et regir l'appartenance au lieu de travail ont ete atteints.Mots-cles : appartenance au travail ; culture organisationnelle; responsabilite sociale des entreprises (RSE); environnemental, social et de gouvernance (ESG) ; instrument d'appartenance valide.
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