A time-lagged study on the effect of the need for belongingness on employees’ organizational commitment
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2024-08-30
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en
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On the basis of the self-determination theory, this study examines the time-lagged effect of the need for belongingness on employees’ organizational commitment and it explores the moderating role of autonomy and competence. The need for belongingness, which every individual has, can be fulfilled within the workplace. Persons can volitionally choose to form meaningful connections or bonds with commitment foci in order to fulfill the need for belongingness. One of these commitment foci is the organization they work for. When persons choose to form connections or bonds with the organization they work for in order to fulfill their need for belongingness within the workplace, their organizational commitment increases. This research aims to examine the underlying dynamics of the effects of the need for belongingness of employees on their organizational commitment. Data was obtained from the “Healthy Brain Study”. This study uses a quantitative approach to analyze the comprehensive dataset. This study tested whether there is a time-lagged effect of the need for belongingness on organizational commitment. Furthermore, this study tested the proposed moderating effects of autonomy and competence on this relationship. Contrary to the initial hypothesis, the results of this study indicate no significant time-lagged effect of the need for belongingness on organizational commitment. Furthermore, the anticipated moderating effects of autonomy and competence on this relationship were not supported by the data. Further research is needed to study the underlying mechanisms of the effect of the need for belongingness on organizational commitment.
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Faculteit der Managementwetenschappen