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Many business and organization becomes have an urgent need to deepen belonging within the work environment of their employees as one of the most important moral human motives of importance within the organization in order to contribute effectively to enhancing Human development capabilities and options among those employees within the work environment in a balanced manner, and thus if there is no belonging to the individual, his feeling to be excluded from achieving the desired development within the organization, and he will not be able to participate as well in achieving the elements of self-development, whether for himself or for the development of the work environment in which he works. The study has disclosed the most important demographic factors affecting the main determinants of belonging at work among the employees according to a scale used before for the application and measurement on employees within the business institutions in Australia. Thus, this study will be aimed to reaching valuable information for decision-making and planners, in a way that contributes to supporting the elements of human development among employees. A random sample of employees will be selected from one of government entities at the RAK-DOF in the United Arab Emirates. The results showed that there were statistically significant relative differences in the value of overall scale of the employees’ belonging-at-work, due to the impact of two demographic determinants representing each of gender and marital status. In addition, the proposed regression model has shown a significant impact of increasing the value of the employee’s belonging-at-work by one standard unit as an independent variable affecting the increase by 0.522 in the value of reinforcing the opportunities of human development levels (HDL) either to develop the capabilities of the employees or to develop the conditions of the work environment in favor of these employees in the first place for enlarging their choices in line with developing capabilities optimally.
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