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This study aims to propose a conceptual model that examines the role of ethical climate on work–family enrichment in the restaurant industry, which is one of the most vulnerable sectors affected by global crises such as the COVID-19 pandemic. The mediating effects of psychological attachment and psychological capital and the moderating effects of job autonomy were also investigated to enrich understanding of ethical climate and work–family enrichment.

The conceptual model was evaluated by using a quantitative–qualitative mixed-methods approach. In Study 1, survey data was collected from a sample of 405 restaurant frontline employees and analyzed using partial least squares structural equation modeling. In Study 2, interviews were conducted with eight restaurant frontline employees and analyzed thematically. The data for Study 1 and Study 2 was collected from Jharkhand, a state in eastern India.

The results of Study 1 show a direct relationship between ethical climate and work–family enrichment. The mediating effect of psychological attachment and psychological capital on that direct relationship was also established, whereas job autonomy was found to be a significant moderator that negatively affects psychological attachment and work–family enrichment. The qualitative insights in Study 2 shed additional light on the rationales of the effects observed in Study 1 through the voices of restaurant frontline employees whilst triangulating the quantitative findings in Study 1.

This research contributes novel insights that explain how ethical climate positively shapes work–family enrichment through the lens of psychological attachment and psychological capital, albeit cautiously, given the negative effect of job autonomy. Nevertheless, this research remains limited to restaurant frontline employees, thereby necessitating future research in other service industries to improve the generalizability of its findings.

This research offers a seminal extension of the direct effect of ethical climate on work–family enrichment (i.e. the “what”) by theorizing and validating the mediating (i.e. the “why”) and moderating (i.e. the “how”) effects of psychological attachment, psychological capital and job autonomy.

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

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.

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.

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.

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.

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

The purpose of the study to explain employees' “perception of change” from the socio‐psychological and behavioural point of view, and the consequences of this for the employee's ability to adopt new environments.

This study is implemented using a three phase‐longitudinal approach which was conducted over a one‐and‐a‐half‐year period in order to monitor the process of place attachment (and detachment), starting two months before the relocation and ending four months after relocation. Interpretative phenomenological analysis is used for analysis and interpretation of the qualitative data.

The relationship between physical environment and social and environmental psychology has been the central issue. In workplace change, while the attachments that no longer work for people are broken, there is a need to build new connections, which can support people through this transition.

There are pragmatic and strategic resource management implications arising from the study. Further study of affective relationships that all employees have with their workplace will aid in appropriately designing and managing facilities (services and programme).

The previous studies indicate that the existing literature lacks a unifying framework for understanding the relationship between people and places and the emotional significance of the physical environment for regulating the employees' work behaviours. Having exposed the inadequacy of workplace change management approaches in explaining and understanding the employees' resistance to change in their experience of the move process, considering place attachments in workplaces proposes a reappraisal of both employees' experience and evaluation of the move process. It provides a comprehensive framework for understanding the significance of employees' attachments to their workplace and offers guidance on managing workplace change from procurement, design to provision of workplaces.

This paper aims to examine how individuals' attachment dispositions relate to interactional justice perceptions, how work stressors moderate this association, and how together they associate with attitudes (satisfaction, turnover intention, commitment) and citizenship behaviors at work.

Survey data were used in an observed variable path analysis examining mediation by interactional justice and moderation by stressors on the associations between attachment dimensions and work outcomes.

Attachment avoidance was negatively related to interactional justice perceptions and attachment anxiety was also negatively related to interactional justice perceptions, but only under conditions of higher work stressors. Interactional justice mediated the associations between attachment avoidance and work outcomes, and between the interaction of attachment anxiety and work stressors on work outcomes.

These findings are particularly relevant to multiple aspects of HR practice, including performance feedback, managing stressors, building resilience, reward allocation and recognition, designing wellness programs and other aspects of human resource management.

This research goes beyond contextual predictors of justice perceptions and demonstrates that jointly considering attachment dimensions and work stressors uniquely contributes to understanding the formation of justice perceptions and their combined influence on work attitudes and behavior.

Substantial developmental psychology research on attachment theory documents that children with secure affectional ties (attachments) to caregivers are more likely to excel in psychosocial and behavioral performance than their peers with insecure attachments. We review attachment theory and research in the developmental psychology literature and propose causes of secure short-term attachments to workgroups. Whereas traditional attachment research has documented social–emotional antecedents, we propose social–emotional and task-related antecedents of secure attachment to workgroups. Suggestive data are presented to illustrate our propositions. We discuss theoretical and practical contributions of our attachment theory-based perspective on workgroups, as well as areas for future research.

Researchers have explored contextual antecedents influencing engagement at work; yet, theory and empirical evidence suggest some individuals are more or less engaged than others. Using a relational framework based on attachment theory, the purpose of this paper is to suggest that relational models influence engagement through their influence on psychological availability and psychological safety. Study 1 examined whether attachment influences variability in engagement. Study 2 examined whether these effects could be replicated, and whether attachment influences engagement via individuals’ psychological availability and safety.

Two field studies using online self-report surveys (Study 1 n=203; Study 2 n=709).

Attachment-avoidance and attachment-anxiety were independently associated with lower levels of engagement, and psychological conditions mediated these relationships.

Relational models explain predictable variability in engagement. Employees’ ability to engage may be constrained or facilitated by their stable relational models of attachment.

The study is one of the few examining individual differences in engagement.

This chapter discusses how attachment theory, a theory that provides insight into the processes through which psychological and emotional bonds are developed in relationships, can be useful for understanding mentoring relationships. We develop a conceptual model emphasizing how attachment-related constructs and their relationships with mentors’ and protégés’ behaviors and emotions influence each phase of a mentoring relationship. Recognizing reciprocity in the mentoring process, the model also explains how the interpersonal dynamics of the mentor–protégé relationship influence the benefits gained by both partners. Propositions for future research on mentoring relationships are provided. We contend that examining mentoring through the lens of attachment theory can increase our understanding of the underlying factors or mechanisms that determine individuals’ involvement in mentoring relationships and differentiate successful from unsuccessful mentoring relationships. The research and practical implications are discussed.

In the context of population aging, retirement has become a central issue in academic, professional and government discourse. A consensus can be seen to be emerging around the idea of postponing retirement in favor of promoting active aging. From this perspective, the purpose of this study, using work-role attachment theory and met expectations theory, is to focus on the pre-retirement period and aims to better understand how certain individual factors and expectations explain the planned age of retirement.

An online survey was administered in 2015 to employees aged 45 and over working at a Canadian firm in the high-technology sector.

The results show that career commitment, attachment to work and expectations relating to workplace adjustments prior to retirement were positively associated with planned retirement age, whereas expectations relating to professional development showed a negative association with this variable.

This study fits into a line of research focusing on the end-of-career period and sheds light on the decision to retire by looking closely at the impact of employment conditions and human resource management practices on this decision. In a labor market context marked by high numbers of workers aged 55 and older, combined with the increasingly critical need for skilled labor and considering the expectations of workers leading up to their retirement could help to better plan these workers' end-of-career period.

Many studies have examined the characteristics of retirees after retirement. The authors’ study is one of the few that examines the aspirations of workers between the ages of 45 and 55 who are still employed but are beginning to consider their retirement plans, including the decision to continue working longer. Its originality also lies in combining work-role attachment theory and met expectations theory.

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.

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.

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.

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.

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.

To explore the roles of perceived leader caregiving, and followers’ leader-specific attachment orientations, in followers’ experiences of negative interactions and emotions.

In a qualitative field study, individuals identified as secure and insecure (avoidant or anxious) on a pre-measure of leader-specific attachment, were interviewed regarding perceptions of leader caregiving and experiences of negative affective events in their current leadership dyad.

Followers perceived and interpreted negative interpersonal events and emotions in ways that reflected underlying attachment concerns, and embedded perceptions, of leader caregiving quality.

The study was small-scale but provides rich relational information on which future researchers can build to further explore the development and impact of leader-follower attachment dynamics.

Attachment-focused leadership development training may be useful in enhancing leader-follower relationship quality.

This study is the first to demonstrate qualitatively the associations between followers’ leader-specific attachment orientations, their perceptions of leader caregiving, and their experiences of negative affective events in the leader-follower dyad.