Attachment Organization Research Articles

The Impacts of ERG Factors on Organizational Attachment: Focused on the Mediating Effects Job Fit

The Impacts of ERG Factors on Organizational Attachment: Focused on the Mediating Effects Job Fit

Helping International Students Identify Themselves

The relationship between social media usage and personality has received increased scrutiny recently. The current study studies international students’ organizational attachment through the exploration of their personality and usage of university social media. Participants were 51 international students from a Midwest State University and 49 domestic (U.S.) students for comparison purposes. Results showed some differences in the structure of personality, level of social media usage, and level of organizational attachment comparing international students and domestic students. Results also supported the complementary purpose of using social media for international students, where agreeableness and openness to experience are negatively associated with social media usage. Moreover, the relationship was stronger when students’ English proficiency is lower. An overall model demonstrated the relationship among international students’ personalities, university social media usage, and organizational attachment.

The corporate social responsibility (CSR) internal branding model: aligning employees’ CSR awareness, knowledge, and experience to deliver positive employee performance outcomes

ABSTRACT With corporate social responsibility (CSR) becoming increasingly important, this research forms a nexus for strategic CSR and internal brand knowledge through the conceptual development and empirical validation of a model. The research methodology is based on an online survey administered via a temporal data collection approach (i.e. two-wave). The findings substantiate that internal branding constructs that characterise the employees internal CSR experienced. The internal CSR experience is also shaped by individual factors, such as employee awareness of CSR, perception of the sincerity of the CSR brand and subjective knowledge of CSR. The findings demonstrate the precedential effect of the internal branding constructs on employee performance outcomes (CSR involvement, organisational attachment and organisational citizenship behaviours). The integrity of the model is substantiated by partial least squares (PLS) testing. The study provides scholars and practitioners with empirical evidence of CSR as an internal branding tool to improve brand alignment and employee performance.

Transmission of parental childhood trauma to child behavior problems: Parental Hostile/Helpless state of mind as a moderator

BackgroundLittle attention has been given to intergenerational transmission of risk, mainly whether caregivers’ history of childhood maltreatment is linked to behavioral symptoms in their children and which protective/risk factors are involved in this transmission process. ObjectiveThis study examined if parental Hostile/Helpless (H/H) state of mind with respect to attachment moderated the association between parental childhood trauma and behavior problems in maltreated children. Participants and settingThe sample included 61 parents and their children victims or at very high risk of maltreatment, aged between 1 and 6 years old. MethodParents retrospectively reported their childhood trauma and completed a measure of their children’s behavior problems. Independent observers assessed H/H attachment representations. ResultsAmong parents with H/H states of mind, more severe traumatic childhood experiences were associated with more externalizing and internalizing behavior problems in their children. Among non-H/H parents, associations between parental childhood trauma and child behavior problems were not significant. ConclusionsIn the context of trauma, this study suggests that the absence of a H/H state of mind in parents (i.e., the presence of an organized attachment state of mind) is a protective factor for child adjustment. H/H mental representations of self and attachment experiences as targets of intervention for parents with histories of maltreatment may help reduce the transmission of risk in maltreating families.

The Effect of Nurses' Work-Life Balance on Work Engagement: The Adjustment Effect of Affective Commitment.

This study aimed to examine the effects of nurses' work-life balance (WLB), job demands and resources, and organizational attachment on their work engagement (WE). The second aim was to shed light on whether the relationships among WLB, job demands, resources, and WE are modulated by organizational attachment. In total, 425 nurses working in a university hospital responded to the questionnaire. The primary statistical analysis method was hierarchical multiple regression with WE as the dependent variable. In the model in which all variables were applied, affective commitment (AC) (β = 0.41), family-to-work positive spillover (β = 0.25), and number of children (β = 0.13) were found to have a significant association with WE. Family-to-work negative spillover (FWNS) and AC had significant interaction effects. The result suggests that when AC was low, WE tended to decline further due to FWNS; however, when AC was high, WE did not change due to the effect of FWNS. These results confirmed that to improve nurses' WE, hospital organizations should implement initiatives to facilitate WLB that considers nurses' household roles. Furthermore, high organizational attachment buffered the home's negative influence on work, thereby helping nurses work energetically.

Can Psychodynamically Oriented Early Prevention for "Children-at-Risk" in Urban Areas With High Social Problem Density Strengthen Their Developmental Potential? A Cluster Randomized Trial of Two Kindergarten-Based Prevention Programs.

Children who live on the margins of society are disadvantaged in achieving their developmental potential because of the lack of a necessary stable environment and nurturing care. Many early prevention programs aim at mitigating such effects, but often the evaluation of their long-term effect is missing. The aim of the study presented here was to evaluate such long-term effects in two prevention programs for children-at-risk growing up in deprived social environments focusing on child attachment representation as the primary outcome as well as on self-reflective capacities of teachers taking care of these children. The latter was a key component for promoting resilient behavior in children. Five hundred and twenty-six children aged 36 to 60 months at risk due to immigration status, low family socio-economic status and child behavior were examined in a cluster-randomized study comparing two preventions, the psychodynamic, attachment-based holistic approach EARLY STEPS (ES) with the classroom based FAUSTLOS (FA) for their efficacy. Primary outcome was the child attachment representation measured by the Manchester Child Attachment Story Task (MCAST). Secondary outcomes were derived from (a) the Caregiver-Teacher Report Form (C-TRF: problem behaviors, including anxiety/depressive symptoms, emotional-reactive and somatic problems, social withdrawal, aggressive behavior, and attention deficit), from (b) the Strength and Difficulties Questionnaire (SDQ, parent version: resilience and wellbeing) and (c) Self-Reflective Scales for teachers (SRS: self-reflective capacities of teachers). Compared to baseline, attachment and behavioral problems improved in both programs. ES led to more secure and more organized attachment representations (medium effect sizes). Aggressive behavior and externalizing problems were reduced in the FA group compared with ES, particularly in boys (medium effect sizes). Self-reflective capacities of the teachers increased only in the ES group. High correlation between children’s attachment type with the number of social risk factors and the increase of problematic social behavior strongly indicate that an increase in teachers’ self-reflective capacities helps to change children’s attachment patterns which thus strengthens the resilience of these children-at-risk [An ethical vote from LPPKJP 2009-02-25 was obtained and the trial registered; Clinical trial registration information: The trial was registered 14.02.2012 (DRKS00003500; https://www.drks.de)].

Nurses' perspectives regarding the relationship between professional ethics and organizational commitment in healthcare organizations.

Nurses' professional and ethical performances are influenced by the health organizations' environment, and high quality and holistic care can only be provided by observing the principles of professional ethics and organizational commitment. Therefore, this study aimed at investigating the relationship between professional ethics and organizational commitment in nurses. This descriptive-analytic study was conducted in hospitals affiliated to Shiraz University of Medical Sciences (SUMS) in 2019 in Iran. The study participants included 210 public ward nurses selected using the stratified random sampling method. Data were collected using Petty Professional Ethics and Allen-Meyer Organizational Commitment questionnaires, and then analyzed by SPSS V.25. Both the mean score of the nurses' professional ethics (102.21 ± 10.89) and the mean score of the nurses' organizational commitment (95.30 ± 16.54) were at high levels. Moreover, a direct and significant relationship was found between professional ethics and organizational commitment (P= 0.009, r = 0.179). In other words, a positive correlation was found between professional ethics and organizational commitment. Considering the relationship between professional ethics and organizational commitment in nurses, managers should enhance nurses' level of adherence to ethical principles, organizational commitment and organizational attachment. Additionally, training courses can help improve nurses' professional capabilities, and hence enhancing the quality of providing healthcare services.

Προσανατολισμός δεσμού και κοινωνική αντίληψη του συναισθήματος: Ο ρόλος των κοινωνικών κινήτρων

Despite the seminal role of emotion perception in social and personal relationships, there is limited understanding of how adult attachment organization affects the decoding of facial emotion expressions. Previousresearch has focused on how insecure attachment-related strategies for emotion regulation influence early stages of emotion information processing. However, recent studies highlight the importance of socialprocesses and motivational factors in the perception of positive and negative emotion (see e.g., Vrtička, Sander, & Vuilleumier, 2012). Based on a critical review of the relevant literature, the present articlepresents findings from a recent series of studies that reveal the effects senders' social moti ves (relational context, social goals) have on emotion decoding accuracy in adults with insecure attachment. The findings from these studies are discussed in the context of theories of motivated social cognition and the social perception of emotion.

직무배태성 인식에 따른 MICE산업 종사자 세분집단별 조직애착 및 잔류의도 차이 연구

This study recognizes the necessity of human resource research in the MICE industry and deals with human resource management and human resource development issues. This study verified the perception of job embeddedness in the MICE industry and investigated differences in behavioral intentions. Cluster analysis was performed using 208 sample of employees in MICE industry. The results indicated that there are three different groups, and are differences among their organizational attachment and intention to stay in MICE industry. Clustering was possible and there was a demographic difference of the clusters according to the degree of recognition of job embeddedness among workers in the MICE industry. Based on the results, this study emphasizes the importance of education and training and motivation to increase the job embeddedness of MICE employees.

Relationship between Self-leadership, Mindfulness, and Organizational attachment of Customer service labors

Relationship between Self-leadership, Mindfulness, and Organizational attachment of Customer service labors

Inconsistent organizational images of luxury hotels: Exploring employees' perceptions and dealing strategies

This paper explores employees' perceptions regarding the inconsistent images of luxury hotels. Based on individual interviews with 16 employees (front and backline staff), 4 managers, and 2 hospitality experts from Pakistan, the study found that five-star hotels' employees experienced wide inconsistencies between their organizations' external hotel image and internal employer image. This external-internal image inconsistency not only played a major role in forming employees' perceptions towards the attractiveness of their organizations as an employer, but also influenced their organizational attachment levels (e.g., intention to quit) and recommendation behaviors (e.g., referring the organization to others). The paper also explores different ways through which employees deal with these perceived inconsistencies. Three distinct employee clusters were identified, as employees adopted different strategies to deal with these inconsistencies, based on their inclination towards either or both of the external and internal image. Practical implications in terms of hotel branding and talent management are discussed.

Employer reviews may say as much about the employee as they do the employer: online disclosures, organizational attachments, and unethical behavior

ABSTRACT Do reviews on organizational review websites (e.g., Indeed.com, GlassDoor.com) speak to the employer or the employee? This study tests the structural relationship between cognitive and affective organizational attachments and three outcomes: willingness to disclose one’s workplace online, unethical pro-organizational behavior (UPB), and workplace reviews. Using a national sample of U.S. workers (N = 304), we examine how organizational identification and commitment relate to publicly posting about one’s organization. Self-presentation and organizational attachment are used to hypothesize how individuals selectively self-present organizational identities online. Structural equation modeling shows identification and commitment both positively relate to review ratings. While identification positively predicts online disclosure and UPB, commitment is unrelated to disclosure and has a buffering effect whereby it negatively predicts UPB and interacts with UPB to predict organizational review ratings. Findings illustrate that online reviews and disclosures of one's workplace may say as much about the worker as the workplace itself.

It’s not just what you say, it’s how you say it: How callings influence constructive voice delivery

How employees communicate their ideas at work shapes how their ideas are received. When employees constructively communicate their ideas, the value of those ideas can be more readily recognized. Conversely, ideas that are not communicated constructively may be overlooked, ignored, or rejected, regardless of their potential value to an organization. This research contributes to the employee voice literature by introducing the concept of constructive voice delivery and examining its relationship with callings. In this endeavor, two field studies explored the influence of callings on constructive voice delivery. The first study examined these relationships from the employee perspective, identified organizational attachment as the mechanism driving the relationship, and highlighted the role psychological safety plays in strengthening the relationship. The second study explored the relationship between callings and constructive voice delivery from managers’ perspectives, revealing a negative relationship between callings and managerial ratings of constructive voice delivery and emphasized psychological safety’s role in strengthening this negative relationship. Furthermore, constructive voice delivery suppressed the positive effect callings have on employee performance. Taken together, the results of both studies demonstrate that constructive voice delivery is an important aspect of speaking up at work.

Attachment Theory in Organizations: Theoretical and Methodological Frontiers

The use of attachment theory to explain work-related relationships and behavior has been an exciting new development within the organizational behavior literature. To date, attachment-based organizational research has been limited to a few topics, such as leadership and group dynamics (for reviews, see Mikulincer & Shaver, 2016; Paetzold, 2015; Yip, Ehrhardt, Black, & Walker, 2017). Although we have known for some time that work relationships offer a promising context to test the predictions of attachment theory (Hazan & Shaver, 1990), only recently has this topic captured the attention of empirical researchers. To expand the theoretical horizon of attachment research in organizational context, this symposium aims to present attachment-based explanations to the topics beyond the existing literature. Meanwhile, it also focuses on papers that deploy new methodological and analytic strategies to offer new insights that promise to develop and extend theoretical thinking. For example, a person-centered approach to examine the relationship between attachment patterns and organizational outcomes. Studies in this symposium also tap into the questions of whether individuals feel attached to their organization the same way as they are attached to other human beings, and what makes attachment functioning so impactful in workplace relations. In summary, through four empirical papers, this symposium shows some new theoretical and empirical developments in the investigations of work relationships through the lens of attachment theory. To move forward, we propose that attachment-based organizational research is likely to benefit from both creative theoretical ideas and brave methodological applications. Attachment Profile as Predictor of Workplace Relationship Perceptions Presenter: Emma (Lei) Jing; U. of Alberta Presenter: Mario Mikulincer; IDC Herzliya Knowledge Sharing and Employee Attachment: A Person-Centered Approach Presenter: Matthew McLarnon; Mount Royal U. Presenter: Ian R. Gellatly; U. of Alberta Presenter: David Richards; Lakehead U. Presenter: Ofer Arazy; U. of Haifa Attachment Styles, Parent Personality, and Preferences for Leadership Presenter: Dustin Wood; U. of Alabama Presenter: Peter Harms; U. of Alabama Developing and Validating a Measure of Organizational Attachment Presenter: Justin Feeney; Hill Levene School of Business Presenter: Richard D Goffin; U. of Western Ontario Presenter: Michelle Inness; U. of Alberta

Organizational Attachment

Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.

The Relationship between Jobscape and Organizational Attachment of Tourism Corporate Employees

The Relationship between Jobscape and Organizational Attachment of Tourism Corporate Employees

Disorganized Attachment pattern affects the perception of Affective Touch

Touch, such as affective caress, can be interpreted as being pleasant. The emotional valence that is assigned to touch is related to certain bottom-up factors, such as the optimal activation of C-tactile (CT) afferents. Tactile processing with a hedonic or emotional component has been defined as affective touch—a component that CT fibers are likely to convey. Tactile deficiencies are frequent in the psychiatric population but also in healthy people with disorganized attachment; accordingly, it is likely that affective difficulties in adults with disorganized attachment are reflected in altered perception of affective touch. To test this hypothesis, we combined methods from clinical psychology, psychophysics, and neuroimaging. We found that people with a history of traumatic parental bonds and a disorganized attachment pattern perceive a “caress-like” stimulus as being unpleasant, whereas participants with organized attachment consider the same tactile stimulation to be pleasant. Further, unlike in organized adults, the responses of disorganized adults to CT and non-CT stimulation activated limbic and paralimbic structures in a fight-or-flight manner, suggesting that early experiences with parental deficiencies shape the physiological responses of peripheral CT fibers and central nervous networks.

MICE산업 종사자의 직무배태성이 조직애착 및 잔류의도에 미치는 영향

Purpose - The purpose of this study is to explore main factors of job embeddendess and investigate the relationships among job embeddedness, organizational attachment and intention to stay, focusing on the reason why employees in MICE industry remain their organizations. Research Design, data, and methodology - In order to achieve the goal of this study, a structured questionnaire was developed through literature review and the survey was conducted. A total of 202 valid samples were used for the analysis. An exploratory factor analysis was conducted based on the frequency analysis, and a multiple regression analysis was conducted. Result - The results of this study were as follows: First, the influence of job embeddedness on organizational attachment was partially adopted. Second, the influence of job embeddedness on intention to stay was also partially adopted. Lastly, the influence of organizational attachment on intention to stay was confirmed to be adopted. Conclusions - Although this study has some limitations, it is meaningful that it attempted to analyze organizational attachment and intention to stay through positive variables. In addition, this study contributes to the researches for the sustainable human resources management in MICE industry by suggesting more practical plans.

Individual Identity and Organizational Identification: Evidence from a Field Experiment

This paper explores the relationship between individual identity and organizational attachment. Using individual data from employees at a large employer in the services sector, we show that making individual values salient (through a value affirmation) on average reduces organizational attachment. However, this effect is heterogenous across individuals: those initially attached to the organization increase their attachment, while those who started off less identified with the organization reduce their attachment. Overall, the results illustrate the importance of heterogeneity and how individual identity/values and organizational attachment can conflict.

항공사 승무원의 내재적·외재적 직업선택 동기가 조직애착 및 고객지향성에 미치는 영향

본 연구는 항공사 승무원의 직업선택의 동기, 조직애착 및 고객지향성에 대한 실증적인 연구로써 승무원의 내재적·외재적 직업선택의 동기가 조직애착 및 고객지향성에 어떠한 영향을 미치는지 분석하고 조직애착과 고객지향성간의 인과관계에 대해 살펴보았다. 직업선택의 동기로는 내재적 동기와 외재적 동기로 나누었다. 그리고 조직애착과 고객지향성 인과관계를 분석하기 위해 조절변수로 전공과 지원횟수에 대한 속성을 도출하고 가설을 설정하였다. 2019년 7월부터 10월까지 국내항공사에서 6개월 이상 근무하는 객실승무원 227명을 대상으로 실시하였고, 202명을 선정하였다. 통계 프로그램으로는 SPSS 21.0과 AMOS 21.0을 이용하여 집단의 특성을 정리하였다. 분석 결과, 외재적 동기 요소인 급여를 제외하고 적성, 자아실현 및 자기 성장, 복지, 해외경험, 외부의 인정은 조직 애착을 통해서 고객지향성을 높였고 자아실현 및 자기성장, 해외경험은 고객지향성에 직접적인 영향을 주었다. 또한 직업선택 동기와 조직애착 간의 인과관계에서 조절변수로 사용된 전공과 지원횟수에 따른 차이를 분석한 결과, 항공 관련 전공자들이 비전공자에 비해 적성에 유의한 결과를 나타냈다. 이 연구는 항공사 승무원의 직업선택 동기를 내재적 · 외재적 동기를 구분하여 구체적 동기요인을 규명하였고 이를 바탕으로 조직애착과 고객지향성의 인과관계에 대해 검증하였다. 따라서 본 연구는 향후 항공사가 선별된 우수한 인재를 채용함으로써 효율적인 조직운영과 기업의 이익을 위한 경영성과의 방향성을 제시할 것으로 기대한다.