A Meta-analysis of Attachment at Work

IF 3.7 2区心理学 Q2 BUSINESS

Journal of Business and Psychology Pub Date : 2024-05-29 DOI:10.1007/s10869-024-09960-9

Kate N. Warnock, Christina S. Ju, Ian M. Katz

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Abstract

This meta-analysis aimed to confirm and clarify the relationships between attachment style and various workplace correlates, including job performance, burnout, personality, and job satisfaction (K = 109 independent samples, N = 32,278 participants). Results provided the strongest support for the relationships between attachment style and the Big Five personality traits, burnout, and job performance. Anxious attachment was also related to a host of other correlates, including job stress, turnover intentions, job satisfaction, and work engagement. Additionally, dominance analysis was used and found that attachment style had incremental validity beyond the Big Five in the prediction of job performance, job satisfaction, organizational commitment, and leader-member exchange. Finally, we examined meta-analytic path models in which attachment style impacted job performance, job satisfaction, organizational commitment, turnover intentions, and leader-member exchange through trust in supervisor. This indirect effect was supported for all correlates and for both anxious and avoidant attachment. Overall, the results supported the use of attachment styles as an important correlate with organizational variables. Limitations, implications, and areas for future research are discussed.

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工作中的依恋元分析

这项荟萃分析旨在确认和澄清依恋风格与各种工作场所相关因素之间的关系，包括工作绩效、职业倦怠、人格和工作满意度（K = 109 个独立样本，N = 32,278 名参与者）。结果最有力地证明了依恋风格与五大人格特质、职业倦怠和工作绩效之间的关系。焦虑依恋还与一系列其他相关因素有关，包括工作压力、离职意向、工作满意度和工作投入度。此外，我们还使用了优势分析法，发现依恋风格在预测工作绩效、工作满意度、组织承诺和领导者与成员交流方面的有效性超过了五大人格特质。最后，我们研究了元分析路径模型，在该模型中，依恋风格通过对主管的信任影响工作绩效、工作满意度、组织承诺、离职意向以及领导-成员交流。这种间接效应在所有相关因素以及焦虑型和回避型依恋中都得到了支持。总之，研究结果支持将依恋风格作为组织变量的重要相关因素。本文讨论了研究的局限性、影响以及未来研究的领域。

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来源期刊

Journal of Business and Psychology Multiple-

CiteScore

8.80

自引率

4.20%

发文量

期刊介绍： The Journal of Business and Psychology (JBP) is an international outlet publishing high quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology. Typical subject matters include Team processes and effectiveness Customer service and satisfaction Employee recruitment, selection, and promotion Employee engagement and withdrawal Organizational culture and climate Training, development and coaching Mentoring and socialization Performance management, appraisal and feedback Workplace diversity Leadership Workplace health, stress, and safety Employee attitudes and satisfaction Careers and retirement Organizational communication Technology and work Employee motivation and job design Organizational change and development Employee citizenship and deviance Organizational effectiveness Work-nonwork/work-family Rigorous quantitative, qualitative, field-based, and lab-based empirical studies are welcome. Interdisciplinary scholarship is valued and encouraged. Submitted manuscripts should be well-grounded conceptually and make meaningful contributions to scientific understandingsand/or the advancement of science-based practice. The Journal of Business and Psychology is - A high quality/impactful outlet for organizational science research - A journal dedicated to bridging the science/practice divide - A journal striving to create interdisciplinary connections For details on submitting manuscripts, please read the author guidelines found in the far right menu.