Does Workplace Respect and Organisational Identity Matter in Organisations? Exploration and Validation Through EFA and CFA

Abstract

Workplace respect is a fundamental human need influencing organisational dynamics, team interactions, and individual well-being. However, its implicit nature makes it challenging to measure and manage. This study addresses this gap by developing a validated scale to measure workplace respect and examining its impact on organisational identification and organisational performance. The study was conducted in two phases. In phase 1, a workplace respect scale was developed utilizing Exploratory Factor Analysis (EFA) on a sample of 234 employees. In phase 2, the relationships among workplace respect, organisational identification, and organisational performance were tested using data from 200 working executives through Confirmatory Factor Analysis (CFA) within a (PLS-SEM) framework. The three dimensions that emerged from the scale were acceptance, autonomy, and non-discrimination. The result supports that organisational identification has a mediating effect on the relationship between workplace respect and organisational performance. The findings emphasize the need for organisations to promote a culture of respect by adopting appropriate workplace practices. Strengthening organisational identification can further improve overall performance and employee engagement. The study uniquely develops and validates a multidimensional measure of workplace respect before testing its theoretical underpinnings. By employing independent samples from diverse industries, the findings offer broader generalizability and contribute to the literature on organisational behavior.