Symposium 6th World Congress on Positive Psychology 2019

Introducing the Organizational Mattering Scale (OMS) (#197)

Andrew G. Reece 1 , David B. Yaden 2 , Gabriella Kellerman 1 , Alexi Robichaux 1 , Rebecca N. Goldstein 3 , Barry Schwartz 4 , Martin E. P. Seligman 2 , Roy F. Baumeister 5
  1. BetterUp, San Francisco, CA, USA
  2. University of Pennsylvania, Philadelphia, PA, United States
  3. Philosophy, New College of the Humanities, London, England
  4. UC Berkeley, Berkeley, CA, USA
  5. Psychology, University of Queensland, Brisbane, Australia

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.