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Attachment and responses to employment dissolution

机译：对解雇的依恋和对策

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摘要

We propose that theory and research on how individuals deal with loss or potential loss of personal relationships can inform our understanding of how employees deal with the loss or potential loss of the employment relationship. In particular, we examine the possibility that attachment theory - which plays a central role in explaining an individual's affective, cognitive and behavioral response to the loss of central close relationships - may explain the psychological mechanisms and behavioral reactions associated with the loss of an employment relationship. A key tenet underlying attachment theory is the idea that people develop internal models of attachment, which determine how individuals handle a variety of life's adversities, including but not confined to relationship loss. This research provides a theoretical perspective suggesting that the psychological and physiological effects of job loss may perhaps be related to the emotional trauma, grief and abandonment associated with the loss of the "employment relationship", rather than the financial and social strains associated with the job loss. Further, our research also suggests that strong psychological ties with the organization are not always associated with positive outcomes for the organization, specifically, in the event of employment dissolution. Theoretical and practical implications are discussed.
机译：我们建议，有关个人如何处理个人关系的损失或潜在损失的理论和研究可以帮助我们理解员工如何处理雇佣关系的损失或潜在损失。尤其是，我们研究了依恋理论-在解释个人对失去中央亲密关系的情感，认知和行为反应中起着核心作用-可能解释了与雇佣关系丧失有关的心理机制和行为反应的可能性。依恋理论的一个主要原则是人们开发依恋的内部模型，该模型确定个人如何处理各种生活中的逆境，包括但不限于人际关系的丧失。这项研究提供了理论观点，表明失业的心理和生理影响可能与失去“雇佣关系”有关的情绪创伤，悲伤和遗弃，而不是与工作有关的财务和社会压力失利。此外，我们的研究还表明，与组织的牢固的心理联系并不总是与组织的积极成果相关联，特别是在解雇工作中。讨论了理论和实践意义。

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