The effect of attachment styles and organizational commitment on job satisfaction

This study aims to examine the impact of adult attachment styles on organizational commitment and job satisfaction, shedding light on how early emotional patterns developed by individuals carry over into their working lives, as well as the role organizations play in this process. The theoretical framework focuses on the intersection of adult attachment theory with the concepts of organizational commitment and job satisfaction. The primary question is how secure or insecure attachment styles might shape employees' sense of organizational belonging, overall job satisfaction, and behavior within the workplace. Designed as a quantitative research, this study investigates the relationships among adult attachment styles (secure, fearful, preoccupied, dismissing), organizational commitment (affective, continuance, normative), and job satisfaction. The population sample comprises adults over 18 who are currently employed, with data collected from 243 participants via convenience sampling. The data collection instruments include the Relationship Scales Questionnaire (assessing attachment styles), the Organizational Commitment Scale (measuring affective, continuance, and normative commitment), and the Job Satisfaction Scale. All questionnaires were administered online on a voluntary basis. The findings indicate that affective and continuance commitment positively influence job satisfaction, whereas normative commitment tends to reduce it. The effect of attachment styles on organizational commitment and job satisfaction appears relatively limited or indirect; specifically, secure attachment shows a positive relationship with job satisfaction, and fearful attachment is found to have a negative effect, whereas preoccupied and dismissing attachment styles did not emerge as direct significant predictors. Regarding demographic variables, it was observed that extensive work experience can enhance both job satisfaction and organizational commitment, yet factors such as gender, marital status, and education did not produce notable differences in these variables. By exploring the connections between adult attachment models and organizational attitudes from both clinical psychology and organizational behavior perspectives, this study underscores the potential influence of early emotional patterns on job satisfaction and commitment processes. The results suggest that while organizations strive to foster employee commitment, attending to employees' psychological needs and structuring organizational policies accordingly can help maintain job satisfaction on a sustainable level.