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Attachment Theory Applied to Employe...

Force, Janet S.

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Attachment Theory Applied to Employees' Fear, Engagement, and Identity After a Merger.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Attachment Theory Applied to Employees' Fear, Engagement, and Identity After a Merger./
Author:	Force, Janet S.
Description:	114 p.
Notes:	Source: Dissertation Abstracts International, Volume: 74-08(E), Section: B.
Contained By:	Dissertation Abstracts International74-08B(E).
Subject:	Psychology, General. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3557756
ISBN:	9781303014826

Attachment Theory Applied to Employees' Fear, Engagement, and Identity After a Merger.
Force, Janet S.

Attachment Theory Applied to Employees' Fear, Engagement, and Identity After a Merger. - 114 p.

Source: Dissertation Abstracts International, Volume: 74-08(E), Section: B.

Thesis (Ph.D.)--Walden University, 2013.

Merging multiple businesses (e.g., Proctor & Gamble merging with Gillette) into a single business identity presents 2 significant challenges. First, business leaders often desire to maximize synergistic benefits that may not be realized until employees have psychologically identified with the merged organization. Second, research has shown that employees who remain aligned with the old identity often experience additional barriers at work. This study addressed the question of whether Bowlby's adult attachment theory could be used to predict an employee's attachment to an organization following a merger. Bowlby's adult attachment theory was used as the foundation to quantitatively measure the relationship between attachment styles and identification with the merged organization. To address the question, 191 employees completed a self-report questionnaire measuring fear, attachment style, engagement, and identity with the merged organization. A multiple logistic regression analysis was used to explore the relationship between (a) Fear Survey Schedule -- III, (b) Attachment Style Questionnaire, (c) Work & Well-Being Survey, and (d) Multi-Component In-Group Identification Questionnaire and adoption of new organization identity. A logistic regression found attachment style was able to predict identity adoption (p = .035). The research findings contribute to positive social change by educating organizations on the implications of attachment styles during and after a merger. The understanding of employee attachment styles, fear, and engagement may help organizations and employees achieve more productive work environments following a merger. Further research can investigate remedies for employees with fearful attachment styles who resist adopting the new organization's identity.

ISBN: 9781303014826Subjects--Topical Terms:

1018034
Psychology, General.

Attachment Theory Applied to Employees' Fear, Engagement, and Identity After a Merger.
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245 1 0 $a Attachment Theory Applied to Employees' Fear, Engagement, and Identity After a Merger.
300 $a 114 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-08(E), Section: B.
500 $a Adviser: Michael B. Johnson.
502 $a Thesis (Ph.D.)--Walden University, 2013.
520 $a Merging multiple businesses (e.g., Proctor & Gamble merging with Gillette) into a single business identity presents 2 significant challenges. First, business leaders often desire to maximize synergistic benefits that may not be realized until employees have psychologically identified with the merged organization. Second, research has shown that employees who remain aligned with the old identity often experience additional barriers at work. This study addressed the question of whether Bowlby's adult attachment theory could be used to predict an employee's attachment to an organization following a merger. Bowlby's adult attachment theory was used as the foundation to quantitatively measure the relationship between attachment styles and identification with the merged organization. To address the question, 191 employees completed a self-report questionnaire measuring fear, attachment style, engagement, and identity with the merged organization. A multiple logistic regression analysis was used to explore the relationship between (a) Fear Survey Schedule -- III, (b) Attachment Style Questionnaire, (c) Work & Well-Being Survey, and (d) Multi-Component In-Group Identification Questionnaire and adoption of new organization identity. A logistic regression found attachment style was able to predict identity adoption (p = .035). The research findings contribute to positive social change by educating organizations on the implications of attachment styles during and after a merger. The understanding of employee attachment styles, fear, and engagement may help organizations and employees achieve more productive work environments following a merger. Further research can investigate remedies for employees with fearful attachment styles who resist adopting the new organization's identity.
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773 0 $t Dissertation Abstracts International $g 74-08B(E).
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856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3557756