Background: This presentation will describe a new scale to measure the subjective sense of mattering in organizational settings – the Organizational Mattering Scale (OMS). Mattering, as it is described here, is action-oriented in contrast to the feeling-oriented nature of previous mattering constructs. It is based on the philosophical work of Rebecca Goldstein, with conceptual roots reaching back to Greek antiquity. Methods: Development and validity testing occurred across four studies (N = 196; N = 569; N = 616; N = 423). Results: Using exploratory and confirmatory factor analysis, the OMS breaks down into a general factor (α = .86) as well as two sub-factors 1) achievement of excellence in one’s work (α = .83), and 2) receiving recognition for one’s work (α = .83). The OMS is related to, but not identical with, previous mattering and meaning scales (MLQ, GMS, MTO, MEM, etc.); the OMS correlates more closely with self-efficacy than self-esteem (p< .01); and the OMS predicts certain meaningful business outcomes, such as retention - substantially reducing intent to leave the organization (r= .31, p< .01). Conclusions: The OMS represents a theoretically robust, valid, and reliable mattering construct for use in organizational settings.