Contemporary researchers suggest that working is a relational act. Accordingly, literature reflects increasing interest in the relevance of attachment theory to vocational and organizational phenomena. In the current study, we focused on associations of avoidant attachment orientation (characterized by obsessive self-reliance), anxious attachment orientation (characterized by overdependence), and a central job characteristic (job autonomy) with work-related attitudes and emotions (work engagement, career commitment, work burnout, and emotional distress). Results from 150 Israeli employees revealed significant associations between avoidant attachment and all work-related outcomes, while anxiety was associated only with work burnout and emotional distress. Job autonomy was associated with all work-related outcomes, and although attachment anxiety and avoidance were not associated with job autonomy, the interactions between avoidance and job autonomy (but not the interactions between anxiety and job autonomy) significantly contributed to explained variance of all work outcomes. Simple slope analyses showed significant associations between avoidance and work-related outcomes in high job autonomy conditions and nonsignificant associations in low job autonomy conditions, surprisingly suggesting that high job autonomy specifically disadvantages highly avoidant employees. Theoretical and practical implications for organizations and for attachment theory at work are discussed.

Purpose The conservation of resources (COR) theory provides a theoretical foundation for work-family research. The purpose of this paper is to investigate thoroughly the associations between threat of or actual loss of resources as well as gain of resources and work-family interaction, employing COR assumptions and measures. Design/methodology/approach A sample of 216 working mothers filled out a questionnaire that included conservation of resources evaluation and scales measuring work-family conflict (WFC) and enrichment. Analyses of variance were performed to test the hypothesized associations. Findings WFC and family-work conflict (FWC) were positively correlated with the threat of and actual loss of resources; family-work enrichment (FWE) was positively correlated with the gain of resources. Participants who reported higher threat of loss of resources compared to gain of resources reported high levels of WFC and FWC; those who reported higher loss of resources compared to gain of resources reported high levels of FWC. In addition, participants who reported gains that outweighed losses (whether actual loss or simply threat of loss) reported higher levels of FWE. Originality/value The findings support using the COR theory as a theoretical basis for work-family research and emphasize the detrimental role of threat of loss of resources. Theoretical and practical implications are discussed.

In order to examine job stress and coping among self-employed and organizationally employed professionals, job-related stressors and coping strategies were assessed among self-employed (n = 149) and organizationally employed (n = 159) professionals working as accountants, lawyers, pharmacists and psychologists. Results indicate that although self-employed workers complained about lack of security and organizationally employed workers complained about lack of autonomy, no differences were found in overall stress levels or overload. Examination of workers' coping strategies provided a partial explanation for these findings. Stress levels negatively correlated with active coping and positively correlated with passive/avoidance coping; self-employed workers were found to cope by confronting problems, whereas organizationally employed workers were found to cope by avoiding them. These findings qualify previous research findings on self-employed and organizationally employed workers.

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.

Although recent years have seen considerable theoretical attention devoted to corporate social responsibility (CSR), a multi-dimensional construct encompassing commitment to society, employees, customers, and the government, the relationship between CSR and employee attitudes has not been sufficiently studied. This study therefore examines the connections between the macro concept of CSR and micro research in the employee dimensions of organizational justice and job satisfaction. Questionnaires measuring CSR, organizational justice, and job satisfaction were completed by 101 employees. Results show that CSR is positively related to both organizational justice and job satisfaction. In addition, the relationship between CSR and job satisfaction was found to be mediated by organizational justice. The discussion stresses the value of CSR as a business strategy.