Path Analysis of the Relationships between Insecure Attachment Styles and Cognitive Distortions with Organizational Citizenship Behavior: The Mediating Role of Perceived Social Support and Difficulties in Emotion Regulation among Employees

Objective: The present study aimed to examine the path relationships between insecure attachment styles and cognitive distortions with organizational citizenship behavior, considering the mediating roles of perceived social support and difficulties in emotion regulation among employees.

Method: This descriptive-correlational study used path analysis. The statistical population consisted of employees working in governmental and private organizations in Tehran, Iran, during 2024–2025. A total of 300 employees were selected through convenience sampling. Data were collected using the Experiences in Close Relationships Scale–Revised, the Cognitive Distortions Scale, the Multidimensional Scale of Perceived Social Support, the Difficulties in Emotion Regulation Scale, and the Organizational Citizenship Behavior Scale. Data were analyzed using Pearson correlation coefficients and path analysis in SPSS 27 and AMOS 24.

Results: The proposed model showed acceptable fit with the data, χ²/df = 1.96, GFI = .991, CFI = .984, TLI = .963, RMSEA = .057, and SRMR = .031. Attachment anxiety, attachment avoidance, and cognitive distortions were negatively associated with perceived social support and positively associated with difficulties in emotion regulation. Perceived social support positively predicted organizational citizenship behavior, β = .34, p < .001, whereas difficulties in emotion regulation negatively predicted organizational citizenship behavior, β = -.31, p < .001. Bootstrap results showed that perceived social support and difficulties in emotion regulation significantly mediated the relationships between insecure attachment styles and cognitive distortions with organizational citizenship behavior.

Conclusion: The findings suggest that employees’ insecure attachment styles and cognitive distortions may reduce organizational citizenship behavior through lower perceived social support and higher emotion regulation difficulties. Strengthening workplace support and improving employees’ emotion regulation skills may help promote organizational citizenship behavior.