Research has shown that individual differences in adult attachment predict several organizational outcomes. However, little is known about the mechanism that underlies these associations. The current study examines whether self-compassion can serve as a potential mediator explaining the associations between individual differences in attachment and organizational outcomes. Four outcome measures were evaluated: job performance (HPQ;
Kessler et al., 2003
), organizational citizenship behaviors (OCB) (
Goodman and Svyantek, 1999
), turnover intentions (
Abrams et al., 1998
), and emotional exhaustion (
Schaufeli et al., 1996
). In addition, participants (
N
= 202, response rate 81%) also completed several questionnaires assessing attachment style (ECR;
Brennan et al., 1998
) and self-compassion (SCS;
Neff, 2003
). Using structural equation modeling (SEM) for testing the research hypotheses, the hypothesized model was supported, with self-compassion mediating the relationship between attachment styles and all four work-related outcomes. The research findings suggest that self-compassion can provide a solid mechanism for understanding organizational outcomes and for understanding individual differences related to attachment functioning in the workplace.