BELONGINGNESS FACTORS
Belongingness is based on an individual’s intrinsic needs, is in the eye of the individual, and although social, organizational, managerial, and corporate drivers contribute, five of the factors lie within the agency and control of the individual. The 11 factors that make up belongingness are:
SOCIAL ALIGNMENT
- Peer Perception – An individual’s perception of how their co-workers respect, recognize, and value them
- Peer Contentedness – An individual’s perception of having meaningful, open, and positive relationships with co-workers
ORGANIZATIONAL ALIGNMENT
- Stability – An individual’s perception of their ability to trust others, take risks, be supported, and be secure in their job role
- Organizational Culture – An individual’s perception of their alignment and fit with organizational values, culture, and traditions
CORPORATE ALIGNMENT
- Feedback – An individual’s perception of the clarity, regularity, and helpfulness of managerial feedback
- Autonomy – An individual’s perception of their freedom to structure work time, tasks, and have ownership over their decisions
PERSONAL ALIGNMENT
- Intrinsic Motivation – An individual’s motivation through internal enjoyment, appreciation, and pride in work
- Extrinsic Motivation – An individual’s motivation through job security, advancement, and reputation
- Mentoring and Support – An individual’s preference for structure, supervision, and mentoring
- High-Performance – An individual’s perception of their unique contributions, performance, and expertise
- High-Potential – An individual’s drive to seek out new tasks, roles, and responsibilities