Attachment to work, job satisfaction and work centrality

Abstract

Purpose

The purpose of this paper is to investigate the associations between attachment styles, work centrality and job satisfaction with turnover intentions.

Design/methodology/approach

A self-report questionnaire that included psychometrically sound measures of the key constructs was completed by a sample of 125 employees. A structural equation model was conducted to test the proposed relations and mediating hypotheses.

Findings

Attachment styles were found to be linked directly to turnover intentions, and not mediated by job satisfaction and work centrality, as predicted. Avoidant and anxious employees showed higher levels of turnover intentions. A positive relationship was found between work centrality and job satisfaction; job satisfaction was negatively related with turnover intentions.

Research limitations/implications

Although the study involved cross-sectional self-report data, it shed light on the associations between attachment theory and the costly organizational phenomena of voluntary turnover.

Practical implications

Managers should pay particular attention to employees characterized by an insecure attachment style. Efforts should be made to improve work centrality and job satisfaction among employees.

Originality/value

The study adds attachment styles as an additional tool available to managers in their efforts to manage turnover.

Citation

Tziner, A., Ben-David, A., Oren, L. and Sharoni, G. (2014), "Attachment to work, job satisfaction and work centrality", Leadership & Organization Development Journal, Vol. 35 No. 6, pp. 555-565. https://doi.org/10.1108/LODJ-08-2012-0102