Social Undermining and Three Forms of Organizational Commitment The Moderating Role of Employees' Attachment Style

被引：2

作者：

Jin, Emma Lei ^{[1
]}

Gellatly, Ian R. ^{[1
]}

Feeney, Justin R. ^{[2
]}

Inness, Michelle ^{[1
]}

机构：

[1] Univ Alberta, Alberta Sch Business, Dept Strategy Entrepreneurship & Management, 11211 Saskatchewan Dr NW, Edmonton, AB T6G 2R6, Canada

[2] Rhode Isl Coll, Dept Management & Mkt, Providence, RI 02908 USA

来源：

JOURNAL OF PERSONNEL PSYCHOLOGY | 2023年 / 22卷 / 01期

关键词：

organizational commitment; social undermining; abusive supervision; attachment theory; attachment styles; NORMATIVE COMMITMENT; WORK; CONSEQUENCES; ANTECEDENTS; CONTINUANCE; SECURITY; MODEL; RECOMMENDATIONS; METAANALYSIS; AGGRESSION;

D O I：

10.1027/1866-5888/a000307

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

In this study, we set out to challenge the widely hetd belief that mistreatment will always tower feelings of organizational commitment. We test this widespread belief by examining the relationship between social undermining (SU) and three forms of organizational commitment, affective, normative, and continuance commitment. Using time-lagged data provided by an online panel of 626 working adults, we found that exposure to SU lowered reported levels of affective (emotion-based) and normative (obligation-based) commitment but increased the level of continuance (economic-based) commitment. Subsequent moderated regression analyses revealed that the negative relations between SU and both affective and normative commitment were nuanced - they were both stronger for individuals whose anxious attachment was tow rather than high. Theoretical and practical implications are discussed.

引用

页码：31 / 42

页数：12

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