Securely Attached, Strongly Committed? On the Influence of Attachment Orientations on Organizational Commitment

Schusterschitz, Claudia; Geser, Willi; Nöhammer, Elisabeth; Stummer, Harald

doi:10.1177/239700221102500407

Cited by 14 publications

(16 citation statements)

References 45 publications

(87 reference statements)

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“…Hence, in a socially responsible organization, employees with different attachment styles may display different levels of OCBE. Anxious employees are emotionally attached to the organization on the premise of relationships with peers and their need to work with others (Schusterschitz et al , 2011). All their energy and efforts are directed toward guarding and maintaining their relationships because relationship maintenance validates their self (Main et al , 1985).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

“…All their energy and efforts are directed toward guarding and maintaining their relationships because relationship maintenance validates their self (Main et al , 1985). Therefore, employees high in attachment anxiety tend to respond strongly to CSR initiatives and engage in OCBE because of their strong desire of attachment to the organization (Schusterschitz et al , 2011). Response to CSR initiatives in the form of OCBE may also be a hyperactivity strategy that anxious employees utilize to augment the attachment to the organization (Albert et al , 2015).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

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CSR and organizational citizenship behavior for the environment in hotel industry

Tuan

2017

Int J Contemp Hospitality Mngt

139

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Purpose The aim of this study is to investigate how corporate social responsibility (CSR) contributes to organizational citizenship behavior for the environment (OCBE) among employees in hotel industry. Corporate green brand should be built not only from the provision of green products or services but also from green behavior among employees in their daily activities. This study also seeks the understanding of the moderating effects of corporate entrepreneurship (CE) and employees’ attachment styles on the relationship between CSR and OCBE. Design/methodology/approach The data for testing the study model were harvested from respondents in the hotel industry in Vietnam business context. Findings The research results unveiled the positive effect of CSR on OCBE and the roles of CE and employee attachment styles in moderating this effect. Research limitations/implications Hospitality organizations should integrate CSR initiatives into their sustainable strategy to shape employee OCBE. Entrepreneurial values should also be cultivated among employees to drive them to further respond to CSR initiatives and engage in OCBE. Originality/value This study expands CSR and green research streams by identifying the effect of CSR on OCBE among hotel employees as well as moderation mechanisms of CE and employee attachment styles for such an effect.

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Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

CSR and organizational citizenship behavior for the environment in hotel industry

Tuan

2017

Int J Contemp Hospitality Mngt

139

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“…Among those, Madanipour (2013) examines the effect of employee's attachment styles on work outcomes but the study fails to report significant direct and moderating effects of attachment styles on AC and organizational citizenship behavior. On the other hand, Schusterschitz et al (2011) report positive correlations between insecure attachment styles and AC on a sample of 156 white collar employees, suggesting that as employees become more insecure their tendency to commit their organizations increase. Authors interpret this finding in such a way that insecure individuals might block interpersonal relations by becoming highly engaged at work, which leads them to affectively commit to their work.…”

Section: Secure Attachment Style and Acmentioning

confidence: 92%

“…It can be interpreted that individuals who develop permanent affective bonds to their primary caregivers, may also develop permanent affective bonds to their organizations (Clair, 2000). Drawing on the attachment bonds of the employees, from a human resources perspective, organizations might indulge employing secure employees and integrating attachment orientations in their selection and placement procedures (Schusterschitz et al, 2011;Tziner et al, 2014). In this sense, secure individuals who perceive that their supervisor's intentions toward them are benevolent would be more positive about their future expectations and become affectively committed to their organizations (Lapointe et al, 2014).…”

Section: Practical Implicationsmentioning

confidence: 99%

Linking secure attachment to commitment: trust in supervisors

Camgöz

Karapinar

2016

Leadership &Amp; Organization Development Journal

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Purpose – The purpose of this paper is to examine the relationship between a secure attachment style and affective commitment (AC) through the mediating roles of affective and cognitive trust in a direct supervisor. Design/methodology/approach – The study was conducted using the questionnaire answers of 357 private sector employees in various occupations. The statistical analysis was based on structural equation modeling. A multiple mediation model enabled us to investigate the specific indirect effects of each mediator. Findings – Results based on a model comparison showed that the employees’ affective trust in their supervisor fully mediated the relationship between a secure attachment style and AC. However, cognitive trust had no significant mediating effect on relationships between a secure attachment style and AC. Practical implications – Trust in supervisors should be monitored and supported during developmental interventions. Understanding the power of affective and cognitive trust in predicting attitudes can help shape more effective interventions to influence positive work attitudes, including AC. Originality/value – The study sheds new light on the literature by linking individual attachment to organizational attachment as the mediating role of two forms of trust in a supervisor.

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“…Normative commitment is based on values, such as loyalty, that cause feelings of obligation to stay with an employer. Calculative commitment finally binds an individual to an organisation, because cost‐benefit comparisons make leaving seem too costly and staying the better alternative (Schusterschitz, Geser, Nöhammer, & Stummer, ). The few existing works on volunteer commitment suggest affective commitment as the most relevant dimension (Van Vianen et al, ).…”

Section: Organisational Commitmentmentioning

confidence: 99%

Building a Committed Hospice Volunteer Workforce—Do Variables at the Experience Stage Matter?

Schusterschitz

Flatscher‐Thöni

Leiter

et al. 2014

Community & Applied Soc Psy

Self Cite

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Volunteers are crucial to the survival of non‐profit organisations, who therefore have a fundamental interest in sustaining voluntary engagement over time. A central variable regarding sustained voluntary engagement is volunteers' organisational commitment, which has so far been a neglected research issue. The study at hand therefore explicitly focuses on hospice volunteers' commitment. Starting from the assumption that variables at the experience stage of volunteerism may be relevant in predicting volunteer commitment, questionnaire data on volunteers' motives, motive fulfilment and role identity were collected in a sample of hospice volunteers (N = 276). Results of multiple regression analyses show positive relationships between altruistic motive fulfilment and a volunteer role identity on the one hand and volunteer commitment on the other. Observed interaction effects imply that altruistic motive fulfilment is of importance both at the initial phase of volunteering and for long‐term volunteers. Moreover, interaction effects provide evidence that the fulfilment of egoistic motives is of particular importance amongst volunteers to whom egoistic motives are central. Thus, the fulfilment of altruistic motives and facilitating the development of a volunteer role identity should be permanent concerns in building a committed workforce. Egoistic motive fulfilment in contrast is of special relevance, when egoistic motives for volunteering are strong. Copyright © 2014 John Wiley & Sons, Ltd.

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Securely Attached, Strongly Committed? On the Influence of Attachment Orientations on Organizational Commitment

Abstract: ArticleSecurely attached, strongly committed? On the influence of attachment orientations on organizational commitment

Cited by 14 publications

References 45 publications

CSR and organizational citizenship behavior for the environment in hotel industry

CSR and organizational citizenship behavior for the environment in hotel industry

Linking secure attachment to commitment: trust in supervisors

Building a Committed Hospice Volunteer Workforce—Do Variables at the Experience Stage Matter?

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