Commitment of employees is one of the important factors in the success of companies. Committed employees work harder and solve problems, and they are more likely to stay loyal for long periods of time. But how can employees be committed to the company?
New research published in the Journal of Positive Psychology shows that “sense of worth” or a sense of positive change is a vital factor in the health of organizations and the success of employees.
The authors of the study, led by Andrew Reece of BetterUp and David Yaden of the University of Pennsylvania, say:
“It is difficult to imagine a situation in which employees feel that their work has no value to the company but continue to work with motivation, satisfaction and add something to the values of the organization. “The purpose of this study was to clarify the concept of value in the organizational environment, as well as to set new standards for individual differences in inner sense of worth.”
To achieve these goals, the researchers developed a scale to measure “organizational value.” With the help of various psychologists, they created a list of sentences that explain the concept of value and tested them on 196 online participants to find out how they relate to each other as well as the concept of organizational value.
In the initial research, the researchers identified the relationship between 17 sentences and the concept of organizational value and conducted another experiment with 569 participants, correcting their comparison even more.
The final scale of the researchers is as follows (the answers are based on a 5-point scale and from “strongly disagree” to “strongly agree”):
- My work affects the success of the company.
- The quality of my work has a significant impact on the company.
- My work inspires the company’s performance.
- The company generally praises my work.
- My colleagues praise my work.
In the workplace, everyone knows me for the high quality of my work.
My work has made me famous in the company.
Researchers say their final scale includes two sub-categories: “Achievement” and “Recognition” for value. The first three are related to the dimension of valuable organizational success and the next items (4 to 7) are related to the dimension of gratitude.
Researchers say that compared to gratitude, success is more related to self-efficacy, which is an important factor in organizational value structure. On the other hand, more gratitude is related to the position of the manager, promotion and salary increase, which emphasizes the importance of being seen and appreciated by employees.
This scale is closely related to the output of organizations. The researchers collected recruitment data from 423 adults and found that the highest scores in comparison to organizational value were seen more in people who held managerial and leadership positions. The scale in question also predicted employee satisfaction with a high degree of confidence.
The researchers found that when employees felt valued by the company, their sense of job and life satisfaction increased, they were more likely to accept managerial positions, receive rewards and promotions, and less likely to leave the company. .
