Mattering is an indicator of organizational health and employee success

Reece, Andrew; Yaden, David B.; Kellerman, Gabriella; Robichaux, Alexi; Goldstein, Rebecca; Schwartz, Barry; Seligman, Martin E. P.; Baumeister, Roy F.

doi:10.1080/17439760.2019.1689416

Cited by 32 publications

(40 citation statements)

References 70 publications

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“…For instance, our data suggested that mattering did not have any direct effect on turnover intention. This is inconsistent with some findings, such as the one by Richards et al [4], Haizlip et al [28], as well as Reece et al [3], who stated that the sense of mattering at work predicts the general mental well-being at work, protect the employees from burnout and work-related stress, two main predictors of turnover intention [5], [35]- [37]. In our defense, despite we agree that mattering holds a key role in mental health at work, we did not try to prove it any further.…”

Section: Discussion and Implicationcontrasting

confidence: 70%

“…In the last few decades, organizations have been downsized in order to survive financial turbulences and increase efficiency [1]. Nevertheless, smaller size of organizations might lead to higher workload that causes burnout and dissatisfaction among employees [2], which might put the employees' mental health at risk [3], [4] and ended up in higher turnover intention [5]. Turnover intention among employees signifies more problems nowadays with smaller, highly-efficient organizations, because the workload has been optimally distributed [6], [7].…”

Section: Introductionmentioning

confidence: 99%

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Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Prihadi

Chang

Goo

2021

IJPHS

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Studies in pre-pandemic era had established that millennial workers tend to leave their job due to low organizational commitment or strong entrepreneurial orientation; however, the pandemic had brought down economy due to lockdowns, work stress and mental health instability, limitation of business hours, working from home policy, downsizing of companies, and many other changes. This situation might contribute to a novel situation among millennial employees and their turnover intention might be developed differently. Because mattering has protective feature against work stress and depression, we hypothesized that their it will negatively contribute to their turnover intention, and this contribution is mediated by the organizational commitment. Furthermore, we also hypothesized that this phenomenon would only occur in the condition of lower levels of entrepreneurial orientation. Data was collected from 354 purposively recruited millennial employees who responded to the scales of mattering, organizational commitment, entrepreneurial orientation and turnover intention through online surveys Analyses were conducted with Bootstrap Method in PROCESS Macro Model 10. The findings indicated that the moderated mediation occurred; organizational commitment fully mediated the link between mattering and turnover intention among participants with moderate and high levels of entrepreneurial orientation.

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Section: Discussion and Implicationcontrasting

confidence: 70%

Section: Introductionmentioning

confidence: 99%

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Prihadi

Chang

Goo

2021

IJPHS

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“…An organizational culture of mattering is one where employees feel valued by supervisors, colleagues, and the organization, and one that provides employees opportunities to add value. Employees' perceptions of mattering are important for engagement, productivity, and well-being (Dutton et al, 2016;Flett, 2018;Jung & Heppner, 2017;Reece et al, 2019;Worline & Dutton, 2017).…”

Section: Importance Of a Culture Of Matteringmentioning

confidence: 99%

“…Despite the importance of mattering in personal and occupational domains, there is very little research on organizational cultures that promote mattering. Some researchers have started to examine the role of mattering in the workplace (Dixon Rayle, 2006;Jung, 2015;Jung & Heppner, 2017;Reece et al, 2019), but as far as we know, there is no research on the measurement and promotion of a culture of mattering in higher education settings.…”

Section: Introductionmentioning

confidence: 99%

Assessing a Culture of Mattering in a Higher Education Context

Prilleltensky

Dietz

Zopluoğlu

et al. 2020

JSPTE

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Aim/Purpose: The purpose of this study was to examine the factor structure of a newly developed Culture of Mattering survey (CoM) that evaluates mattering in the context of relationships with supervisors, colleagues, and the organization as a whole. Background: Mattering can be defined as the experience of feeling valued and adding value. Despite the importance of mattering in personal and occupational domains, there is very little research on organizational cultures that promote mattering. As far as we know, there is no research on the measurement and promotion of a culture of mattering in higher education settings. Methodology: Data were collected from 4,264 university employees across 469 work units using web-based surveys. CoM scores were aggregated into unit-level average scores, which were the focus of all analyses. Contribution: This study is the first to examine the measurement of a CoM in a higher education context. The specific context consists of a set of principles and behaviors enacted in relationship with supervisors, colleagues, and the organization as a whole. Findings: Factor analysis of the CoM resulted in one general factor (α = .90), and three sub-factors dealing with supervisors (α = .95), colleagues (α = .92), and the organization as a whole (α = .86). Recommendations for Practitioners: When trying to improve organizational culture, attention must be paid to how employees feel at all these levels. Recommendation for Researchers: This study shows that it is important to pay attention to three contextual levels when assessing mattering among faculty and staff: interactions with supervisors, colleagues, and the entire organization. Impact on Society: Mattering is a crucial aspect of organizational health and well-being. Future Research: It is important to study how mattering in higher education impacts the well-being of faculty, staff, and students.

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“…The concept of mattering calls for further elucidation. Clearly the term resonates, because self-rated mattering among workers in organizations predicted a variety of positive outcomes (Reece et al, 2021 ). Mattering has even become a political slogan, with many Americans marching to support the view that “Black lives matter” and some people losing their jobs for suggesting that other lives matter too.…”

Section: Matteringmentioning

confidence: 99%

Better Later Than Never: Meaning in Late Life

Pachana

Baumeister

2021

Front. Psychol.

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The quest for meaning in life takes on new challenges and directions during late life. This mini-review draws on prior theory to analyze meaningfulness into six discrete dimensions (purpose, value, efficacy, self-worth, mattering, and comprehension) and covers research into how these apply and operate specifically during late life. Limited remaining time, concern with one's legacy, concerns with self-continuity and integration, variable challenges to self-worth, and prioritization of positivity emerge as key themes.

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Mattering is an indicator of organizational health and employee success

Cited by 32 publications

References 70 publications

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Assessing a Culture of Mattering in a Higher Education Context

Better Later Than Never: Meaning in Late Life

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