Kayıtsız Bağlanma ve Duygusal Bağlılık: İş Yeri İlişkileri Kalitesinin Aracılık Etkisi ve Farkındalığın Rolü

Year 2021, , 1 - 17, 15.04.2021

Serkan Erebak

https://doi.org/10.18394/iid.776594

Abstract

Örgütteki bireylerin davranışları, ilişkileri ve performansı, bireyin bu stiline göre çeşitli derecelerde etkilenir. Bu çalışmada, işyeri ilişkilerinin kayıtsız bağlanma, güvenli bağlanma ve duygusal bağlılık arasındaki ilişki üzerinde aracı bir etkisi olup olmadığı; farkındalığın bu stiller ve işyeri ilişkileri arasında düzenleyici bir etkisi olup olmadığı da incelenmiştir. Çeşitli sektörlerden çalışanlar çevrim içi bir anketi yanıtlamıştır. Veriler Pearson çarpım moment korelasyon katsayısı ve PROCESS makro ile analiz edilmiştir. Sonuçlar, işyeri ilişkilerinin kayıtsız bağlanma ile örgüte duygusal bağlılık arasındaki aracılık etkisini desteklemiştir ve farkındalığın bu stil ile işyeri ilişkileri arasında düzenleyici bir etkisi bulunmuştur. Güvenli bağlanma tarzı bağlamında, sadece amir ile olan ilişkinin aracılık etkisi olduğu bulunmuştur. Kayıtsız bağlanma stili olan çalışanların duygusal bağlılığının farkındalık gibi müdahalelerle iyileştirilebileceği tahmin edilmektedir.

Keywords

Bağlanma, Çalışma Arkadaşları, Kayıtsız, Farkındalık, Güvenli, Amir

Dismissing Attachment and Affective Commitment: The Mediating Effect of Workplace Relationships Quality and the Role of Mindfulness

Abstract

The behaviors, relationships, and performance of individuals in the organization are affected to various degrees according to the style of the individual. In this study, whether workplace relationships have a mediating effect on the relationship between dismissing style, secure style, and affective commitment; also whether mindfulness has a moderation effect between these styles and workplace relationships were examined. Employees from various sectors responded to an online survey. Data were analyzed with the Pearson product-moment correlation coefficient and PROCESS macro. The results supported the mediating effect of workplace relationships between dismissing style and affective commitment, and mindfulness had a moderation effect between this style and workplace relationships. In the context of the secure attachment style, only the relationship with the supervisor was found to have a mediating effect. It has been predicted that affective commitment of employees with a dismissing style may be improved through interventions such as mindfulness.

Keywords

Attachment, Coworkers, Dismissing, Mindfulness, Secure, Supervisor

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