Interactive effects of emotional attachment and religion based work ethic on sustained employee performance in SMEs in the Middle East

Interactive effects of emotional attachment and religion based work ethic on sustained employee performance in SMEs in the Middle East | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Interactive effects of emotional attachment and religion based work ethic on sustained employee performance in SMEs in the Middle East Ali Ateeq, Abd Al-Aziz Al-refaei, Siddig Balal Ibrahim, Hasan Razzaqi, and 2 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8900805/v1 This work is licensed under a CC BY 4.0 License Status: Under Revision Version 1 posted 11 You are reading this latest preprint version Abstract The influence of emotional attachment on sustainable employees' performance in the workplace is a worthy area of study. Emotional attachment can significantly affect how individuals engage in their work roles. Specifically, a lack of attachment has been linked to lower levels or unsustainable job performance. Therefore, based on attachment theory, this study aims to investigate the direct effect of emotional attachment and its interaction with religion work ethics on sustaining employees' performance. Using an online convenience sampling approach to collect the data from 231 employees working in SMEs insight from the context of the Middle East. Using structural equation modeling to analyses. The empirical result confirmed that emotional attachment has a critical impact on sustaining employees’ performance. Furthermore, religion work ethic positively moderates the link between emotional attachment and sustainable employees’ performance. Insights were also provided into the dynamic relationship between emotional attachment and religious work ethics to sustain employees' performance, as well as the limitation and direction for future studies. emotional attachment religion work ethic sustainable Employee performance SMEs Figures Figure 1 1. Introduction Emotional attachment or love at workplace largely influences employees’ performance, productivity, and organizational success. Employees who are emotionally connected to their organization are more engaged and motivated in their work [ 1 – 3 ]. When employees feel emotionally involved with an organization, they become more loyal, which improves job satisfaction and a willingness to go the extra mile to help the organization [ 4 ]. Employees with emotional attachment exhibit high adaptability, positive mindset, motivation to develop, and so on, which are essential for sustaining high-performance levels [ 5 ]. Contrarily, employees who do not form a personal bond can contribute less and be less happy [ 6 , 7 ]. When workers feel disconnected from their place of employment, they are far more likely to feel indifferent, disenchanted, and burnt out. Working life quality refers to the extent to which work impacts organizations in terms of delivering results; employees across a range of sectors struggle to fulfil their work obligations due to various issues. When workers are disengaged, dissatisfied, and disloyal to their firm, it is logically impossible for a firm to accomplish its goals [ 4 ]. Organizations need to understanding the dynamics of emotional attachment and how they affect employees' performance to be able to create a supportive work environment that fosters satisfaction, engagement, identification, emotional attachment, and sustained high performance [ 7 ]. To accomplish this, it is important to attend to attachment needs of the employees; they can be successful in enhancing employees’ emotional attachment through the implementation of supportive mentorship program or counselling service [ 8 , 9 ]. Employees are a basic pillar of any organization; emotional attachment, devotion, commitment and persistence are vital for improving operational efficiency within a firm [ 10 ]. A company’s ethics and morality in carrying on business must not only ensure good corporate culture, but also ensure growth. Achieving this result, on the other hand, calls for effective business management, adherence to job responsibilities, and upholding the employees’ highest echelons of work ethics [ 11 ]. The economic development is much dependant on work ethics and work culture in organizations. Besides, work ethics affect attitude towards organizational change. When people no longer behave in a proper manner, the average performance of the company deteriorates [ 12 ]. In the quest for optimal employee attachment and performance, it is very important to examine empirical studies related to work ethics, especially Small and Me-dium Enterprises (SMEs) [ 13 ]. One of the indispensable roles of religion is in the field of work ethics; the Islamic Religion governs the work ethics of Muslims in the workplace. Islam encourages its followers to see work as a religious duty and as a means to improve people’s economic. It also mentions that work is a means of social honour and it serves communal well-being, thus strengthening faith. From an Islamic point of view, people are urged to find appropriate work and carry out their responsibilities honestly and sincerely, according to Allah’s wish [ 8 ]. That includes adhering to principles of good character and behavior that contribute positively to the organization. Various studies emphasize the role of religion work ethics in improving employee performance and dedication to an organization [ 9 , 10 ]. These ethics stimulate innovative and adaptable job behavior. However, some research shows no significant impact on work performance [ 11 ]. However, the relationship between emotional attachment, religion work ethics, and sustainable employee performance has not been adequately studied by researchers. Examining this relationship more thoroughly can enhance one's comprehension of how religion work ethics and emotional attachment interact to impact sustainable employee performance. Therefore, this study aims to examine how emotional attachment affects sustaining employees’ performance in (SMEs) in the context of the Middle East. In addition, it investigates how religion work ethics and sustainable emotional attachment may interact to influence sustained employee performance in SMEs in the context of the Middle East. This study provides vital insight due to it delves into a deeper investigation based on the attachment theory of how sustainable emotional attachment affects the sustainable performance of employees in (SMEs) in the context of the Middle East. This research provides specific insights into how emotional attachment impacts long-term employee performance in SMEs. Also, the study looks into how religion work ethics and emotion-al attachment may work together to affect sustained employee performance in the SMEs in the Middle East – that is, a culture where religion values matter. By using attachment theory, this study contributes to the literature as well as enhances our understanding of the interaction effect between emotional attachment and religious work ethic in sustaining employees’ performance. A recent study offers practical recommendations for SME leader and policymakers in the Middle East in developing conducive work en-viromnents for optimized sustainable employee performance and organizational outcomes. Moreover, this investigation focuses on examining how religion work ethics and emotional attachment may interact to influence sustained employee performance in SMEs, considering the cultural significance of religion values in the Middle East. Through attachment theory, this investigation adds new insight to the literature and enhances our understanding of how the interaction effect between emotional attachment and religion work ethics produces sustaining employees’ performance. The study provides SME leaders and policymakers in the Middle East with practical insights to create supportive work environments that enhance sustainable employee performance and organizational success. 2. Literature Review 2.1. Attachment Theory Bowlby [ 14 ] put forward the attachment theory with an essential idea regarding the origin of feelings of security and insecurity. Theory of attachment shows how people’s feelings come from being more inclined to take care of and protect their caregivers, to meet their basic needs, offer a safe haven in difficult times, and a secure base for exploration [ 6 ]. According to this theory, the human internal working model – cognitive, emotional, behavioral models- directs understanding of people’s interaction patterns with each other, called attachment patterns. Thus, in adolescents, attachment patterns help interprete an individual’s engagement in the social world [ 15 ]. According to attachment theory, humans build relationships and social interaction; furthermore, this theory is one of the most influential theories in psychology studies [ 16 , 17 ]. It focuses on the cognitive and emotional aspects of attachment, which refers to human beings’ innate proclivity to attach emotionally to specific persons [ 18 ]. Initially, Bowlby looked at the relationship between parent and child; later similar relationship was observed at the organizational level [ 2 , 16 , 19 ]. The relationships developed with co-workers, mentors, leaders and the organization helps in creating a social network and sense of belonging. This finding thus suggests that attachment behaviours by individuals and groups towards others can affect outcomes in organisations, materialising in the form of ‘organisation culture’ [ 20 ]. To illustrate, studies have shown that the followers’ attachment to the leader is beneficial since it could lead to more engagement, ethical decision-making, negotiation skills and inventive problem-solving play [ 19 , 23 ]. On the other hand, if attachment requirements are neglected, stress levels will increase, especially burnout reports, and turnover rates will increase [ 20 – 24 ]. The attachment theory explains how the emotional reactions and peoples’ behavior in organizations are related; the secure attachment style is reflected in a person with a positive behavioral pattern towards one’s environment. This is shown by the ability to develop adaptive and reciprocal relationships with a broad circle of individuals, alone or with colleagues [ 25 ]. The foundation of character and strength is self-work that distinguishes the person; a secure person has the attribute that gives him the ability to confidently work well when asked to do so, as well as the ability to build a solid social support system to rely upon in difficult moments [ 26 , 27 ]. While insecure attachment patterns may make employees feel fatigued and demoralized, ultimately negatively affecting their job performance [ 6 , 8 ]. Understanding attachment theory provides a deeper insight into the complex personal interactions that influence employees' emotions, thoughts, and behaviors, supported by contemporary research in human resource management [ 6 , 15 , 28 ]. Preliminary evidence indicates that comprehending attachment theory can elucidate variations in workplace behaviors, including the impact of organizational leadership on individual attitudes and behaviors, performance, and organizational outcomes [ 6 , 8 , 20 , 21 , 28 ]. 2.2 Emotional Attachment Emotional attachment is based on the place attachment style approach [ 29 ], which is rooted in the classic attachment theory, which was recently developed for organizational behavior studies [ 2 , 19 , 20 , 25 ]. However, emotional and cognitive attachment to the organization is formed by many factors, making the organization extremely important to individuals. This interest stems from the memories individuals associate with those organizations and their significance in the cultural or religion context of individuals, as well as the opportunities they provide for belonging and participation in society [ 29 ]. Furthermore, organizations provide individuals with mental and physical comfort and support them in achieving their personal and professional goals. Emotional attachment represents the emotional relationship that connects employees to the organizations they work for [ 30 , 31 ]. It is a concept that exists not only in personal relationships between individuals but also in the work environment [ 1 ]. The importance of this attachment has been demonstrated in many recent studies [ 2 , 19 , 25 ]. According to previous research, emotional attachment has similar attributes to personal relationships and gives employees the feeling of security and trust, especially when the organization meets their basic needs [ 28 , 31 , 32 ]. Furthermore, the degree of the affective commitment of workers to their organizations is a reflection of the degree to which the organization is included in their identity. The employees develop an emotional attachment to the organization when they find it contributing to the accomplishment of their goals and satisfying their needs; it makes employees feel more loyal and a greater sense of belonging to the company. Workers may form emotional attachments to their companies, which influences their satisfaction levels [ 31 – 33 ] and reduce turnover intension [ 22 , 34 ]. Similar to personal relationships, emotional attachment between employees and their organizations can be linked to factors such as trust, mutual respect, appreciation, good communication, and providing a healthy and supportive work environment [ 28 , 35 ]. Employees’ Emotional attachment to and belief in the fundamental values of an organization constitute the "gold standard" of their organizational commitment [ 36 – 38 ]. According to Rioux and Pignault [ 30 ], attachment to an organization is more comprehensive than affective commitment. This study, therefore, uses an emotional attachment to investigate its crucial role in sustaining performance in SMEs in the context of the Middle East as it represents a high standard of commitment. 2.3 Emotional Attachment and sustaining employees’ performance Understanding how emotional attachment impacts employee performance has deep repercussions for workplaces; hence, an exploration of this relationship is provided here. A person’s emotional attachment can significantly affect the way they perform their responsibilities in a professional setting [ 39 ]. The idea of attachment styles has been one of the most essential psychological theories that suggest that the style of attachment one has, i.e either secure or insecure, impacts on one’s performance or productivity in the workplace. This assertion was confirmed by previous studies, such as Yao, et al. [ 40 ]. When employees modify their feelings, thinking that it is what the job requires from them, it shows that feeling attached to the organization impacts employees’ wellbeing and performance in the long run. Another study found that employees' attachment to their organization positively affects their sustainable performance [ 41 ]. Other study found that employees' attachment positively affects their performance [ 4 ], while the absence of employees’ attachment, belonging, and loyalty can significantly impact their performance, hindering organizations from achieving their objective. Worke places environment increases employees' engagement and motivates them to improve their performance [ 42 ]. Employees’ psychological and mental well-being significantly impacts the sustainability of organizational outcomes [ 43 ]. Other study mentioned that the psychological and emotional attachment of employees significantly influences their dedication, loyalty, sense of belonging, and tendency to achieve organizational goals [ 5 ]. When organizations provide social support to their employees, it will enhance their emotional attachment, and the consequences affect their performance [ 44 ]. Alshammari and Ali [ 45 ] found that workplace dignity increases employee attachment and mediates the effect of inclusive leadership and employee performance. Employees who have a strong psychological and emotional attachment to the organization, develop a strong desire to remain active members and can influence acceptance to achieve organizational goals and enhance performance [ 46 ]. In similar way, Ha and Lee [ 47 ] found that organizational justice positively affects employees’ trust and psychological and emotional attachment, and all have an effect on achieving high sustainable performance. therefore, the present study assumed that: H1. Emotional attachment positively affects sustainable performance in SMEs. 2.4 Religion work ethics and sustaining employees' performance Work ethics are a set of principles and values that individuals possess while performing their job duties, including a commitment to integrity, respect, responsibility, and working diligently and industriously [ 48 ]. Employees who appreciate ethical behavior and honesty demonstrate a solid commitment to sustaining the organization's values and working hard to achieve its goals. The work ethic derived from religion standards is deeply connected with the moral principles and beliefs present in diverse religion traditions [ 49 ]; these standards serve as a guiding paradigm for ethical conduct and significantly influences peoples’ behaviors. The role of religion work ethics in shaping the attitude and behaviour of employees toward work, especially toward making sound work-related decisions, has been explored [ 50 ]; these are essential ethics for building a positive interaction between employees and their work environment; it supports the establishment of a positive organizational work culture [ 51 , 52 ]. For example, when employees embrace the values of honesty and ethics in the workplace, they work diligently and devotedly to achieve the organization's goals in an honorable and committed manner. However, employees' beliefs (e.g. toward themselves) positively affect their performance [ 53 ]. Research indicates a positive impact of work ethics on employees' job performance. When they have strong work values and ethics, they exert more effort and commitment in performing their tasks, which positively reflects on their job performance and work outcomes [ 10 , 51 , 54 – 57 ]. In their study, Qasim, et al. [ 58 ] discovered a substantial correlation between Islamic work ethic and employees’ task performance. They also identified that the relationship between Islamic work ethic and task performance is mediated by psychological capital. Furthermore, ethical leadership was found to moderate the connection between Islamic work ethic and psychological capital. Furthermore, work ethics contribute to building an atmosphere of cooperation and understanding among employees, as they interact with each other with respect and appreciation, and work as one team towards achieving common organizational goals. Therefore, it can be said that work ethics play a significant role in improving job performance, building a positive and productive work environment, and achieving sustainable success for the organization in the long run. Therefore: H2. Religion work ethics positively affect sustaining employees' performance 2.5 The Moderating Effect of Religion Work Ethics in the Relationship between Emotional Attachment and Sustaining Employee Performance The emotional bond between employees and their workplace is established through the religion values that are fundamental to the behavior and values of societies and individuals. This attachment is regarded as a crucial determinant that exerts a substantial impact on both job performance and job satisfaction [ 50 ]. Employees’ ethical decision-making and interpersonal relationships at work are greatly affected by religion and its teachings. Employees’ work values, including charity, altruism, and fairness, promote positive behaviours at work stemming from the ‘organisational citizenship behaviours’ concept. Consequently, employees form stronger social relationships and are related to one another at a greater emotional depth [ 59 ]. Employees’ communication and interpersonal relationships are positively influenced by the shared religious values, which promote a joint cooperative and participative work atmosphere, and these values can be woven into the corporate identity, thus creating a feeling of psychological ownership and organisational commitment that improves overall job performance over time. The behaviour and decision of an individual in the workplace are significantly influenced by the persons religious identity. Studies have shown that the relationship between religious principles, conduct, and mindsets within organizations enhances workers' ability to contribute meaningfully to the professional environment [ 60 ]. Research has demonstrated that religion work ethics have a significant effect on organizational justice, and psychological ownership, and subsequently improve job performance [ 61 ]. Additionally, it has been found that religion work ethics increase the effect of employees' behavior and attitudes on job performance [ 55 , 62 ]. On the other hand, conflicts arising from differences in religion and professional identities can negatively impact employees' well-being and individual outcomes, creating a risk to their long-term sustainability [ 63 ]. previous research in the fields of human resources and organizational studies has not adequately examined the relationship between religion work ethics and emotional attachment in the work environment. This research gap needs to be addressed, as emphasized by Héliot, Gleibs, Coyle, Rousseau and Rojon [ 63 ] and Asutay, Buana and Avdukic [ 60 ]. It is imperative to conduct additional research in order to comprehend the interaction effect between religion work ethics, emotional attachment in the workplace, and their influence on job performance. Therefore based on the decoction above (see section 2.3 ) which shows the positive effect of emotional attachment on sustaining employees' performance, the positive effect of religion work ethics on sustaining employees' performance (see Section 2.4 ), and the positive effect of religion work ethics on the relationship between employees attachment, attitudes, and behaviour and employees performance (see Section 2.5) which achieve the three conditions [ 64 – 69 ] to assume the moderator role (interaction) of religion work ethics and emotional attachment on sustaining performance, Therefore : H3: Interaction effect between religion work ethics and emotional attachment positively impacts employee sustaining performance. 3. Methodology The aim of this study is to examine the relationship between emotional attachment variables and religion work ethics, in addition to their impact on the employees' job performance. A quantitative research methodology was used to achieve this goal, where the mentioned variables were included in the study questionnaires. The validity of the questionnaires used in the study was verified by applying theoretically derived hypotheses, which include the relevant concepts derived from the literature review of the study. After ensuring survey reliability through a pilot study, data was collected via an online survey from a varied sample of SMEs. The collected data by the questionnaires were coded and entered into the SPSS statistical data analysis program for descriptive analysis. Structural equation modeling was used with the AMOS program to analyze the data and draw conclusions about the relationships between the variables. Data was collected from 231 participants working in small and medium-sized companies in the Middle East, specifically in the Kingdom of Bahrain, using a convenient sampling method. The study relied on reliable and validated measures to assess the variables, using the emotional attachment scale which includes 6 items, developed by Bollen and Hoyle [ 70 ]. The religions work ethics scale, which includes 7 items, was developed by Ali, Alzoraiki, Al-shaibah and Almaamari [ 10 ] was also used, showing a Cronbach's alpha value of 0.91 for this scale. Additionally, the employee's job performance scale, which includes 6 items adapted from Borman and Motowidlo [ 71 ], and Koopmans, et al. [ 72 ]. The scale was on a 5-point Likert scale, and showed a Cronbach's alpha value of 0.94. A total of 396 questionnaires were distributed, 243 were received, and after verification, it was found that 231 valid questionnaires were used in this study. 4. Results 4.1 Characteristics and Background of the Respondents Table 1 comprehensively depicts the demographic characteristics of the respondents examined in this academic investigation. The total respondent pool amounted to 231 individuals. Within this cohort, a significant majority of 186 participants (equivalent to 80.5%) classified themselves as male, while the remaining 45 participants (19.5%) described themselves as female. Concerning age distribution, a small proportion of 10 participants (4.3%) were under the age of 20, while a significant number of 71 participants (30.7%) were between the ages of 31 and 40. Furthermore, 89 participants (38.5%) were in the 41 to 50 age group while 61 participants (26.4%) were more than 50 years old. Regarding years of professional experience, 36 participants (15.6%) reported 10 years. Considering educational attainment, 40 participants (17.3%) attained high school education, 51 (22.1%) holds a Diploma, 103 (44.6%) are holding a Bachelor's degree, while 37 (16%) attained postgraduate education (see Table 1 ). Table 1 Profiles of the respondents Variables Category Frequency Percentage (%) Cumulative (%) Gender Male 186 80.5 80.5 Female 45 19.5 100.0 Age Less than 20 10 4.3 4.3 31–40 71 30.7 35.1 41–50 89 38.5 73.6 above 50 61 26.4 100.0 Experience 10 195 84.4 100.0 Education High school 40 17.3 17.3 Diploma 51 22.1 39.4 Bachelor 103 44.6 84.0 Postgraduate 37 16.0 100.0 Total 231 100.0 100.0 100.0 4 .2 Descriptive analysis, normality, multicollinearity of constructs Data suitability for confirmatory factor analysis (CFA) is ensured only through normality assessment; in this work, data distribution was evaluated using skewness and kurtosis tests. Traditionally, the values for skewness and kurtosis ought to be zero for normality, however, values within ± 2.58 have been reported as acceptable in recent studies [ 10 , 73 ]. Positive skewness indicates a right-tailed distribution, while negative kurtosis suggests a flatter distribution. The standard deviation is an essential tool for evaluating the fairness of a data distribution since it provides information on sample collection procedures and mean computation for each variable in the data set. Data analysis in Table 2 reveals skewness between 0.106 and 0.560, and kurtosis between − 0.587 and − 1.147, all values within the acceptable ranges, confirming data normality. Thus, the study data adhered to normality criteria, ensuring the validity of subsequent analyses. However, multicollinearity was assessed using the variance inflation factor (VIF). The standard VIF in this study ranged from 2.22 to 1.57, which did not exceed the threshold of 5 as suggested by Hair, Black, Babin and Anderson [ 73 ]. Consequently, in this investigation, multicollinearity does not exist within this dataset. Table 2 Descriptive analysis, normality, multicollinearity of constructs Constructs N Code Mean SD Skewness Kurtosis VIF Emotional Attachment 231 EA 3.03 0.901 0.307 -0.972 2.221 Religions Work Ethics 231 RWE 3.23 0.902 0.560 -0.587 1.572 Sustainable performance 231 SEP 3.54 1.043 -0.106 -1.147 - Valid N (listwise) 231 *Note: SD: Standard Deviation. 4.3 Assessment of the measurement model A confirmatory factor analysis (CFA) was used to investigate the latent component structure of emotional attachment (EA), to Religionss work ethics (RWE), and the sustainability of employees’ performance (SEP). Various goodness-of-fit indices were used to evaluate the model fit of the confirmatory factor analysis (CFA). The adequacy criteria require that chi-square/df which is known as CMINDF should be higher than 3. The P-value should be less than 0.05, the Root Mean Square Error of Approximation (RMSEA) be below 0.08, and that the comparative fit index CFI and TLI should be above 0.90 [ 73 ]. The findings of the confirmatory factor analysis (CFA) showed that a model in which indicators were loaded into their respective factors had a strong fit with the data. The chi-square test statistic (χ²) was 187.767 with 104 degrees of freedom, CMINDF = 1.80 which is higher than of 3 as recommended by Hair, Black, Babin and Anderson [ 73 ], resulting in a p-value of 0.000. The root mean square error of approximation (RMSEA) was 0.045. The CFI) was 0.928, TLI was 0.922 indicating a satisfied level of fit. Assessment of the measurement model which revealed satisfactory Cronbach's alpha (α), and Composite Reliability (CR) [ 74 ]. Factor loading for all items of the measurement model was between 0.80 and 0.92 for all items of Emotional Attachments, between 0.67 and 0.93 for all items of religions work ethics, and between 0.73 to 0.94 for all items of Sustainable Employees’ Performance, thus, the evaluation confirmed that all item loadings were over 0.50, indicating appropriate levels [ 62 ]. The Alpha Cronbach was between 0.91 and 0.93. whereas CR values ranged between 0.92 to 0.94. this indicates strong convergent validity due to Alpha and CR being higher than 0.70 while the values of Average Variance Extraction (AVE) were greater than 0.50, the values were between 0.68 to 0.75 as recommended by [ 73 ]. The findings demonstrated high reliability and validity, with all CR value estimates exceeding 0.70 and Cronbach's alphas surpassing 0.7. Reliability and composite reliability are represented in Table 2 . Table 2 Reliability, convergent validity Constructs Items Loading α CR AVE Emotional Attachments EA1 0.929 0.91 0.92 0.68 EA2 0.909 EA3 0.879 EA4 0.849 EA5 0.929 EA6 0.809 Religions Work Ethics RWE1 0.829 0.92 0.93 0.75 RWE2 0.919 RWE3 0.909 RWE4 0.869 RWE5 0.929 RWE6 0.673 RWE7 0.749 Sustainable Employees’ Performance SEP1 0.939 0.93 0.94 0.74 SEP2 0.849 SEP3 0.729 SEP4 0.829 SEP5 0.739 SEP6 0.869 Discriminant validity was evaluated by using the Fornell and Larcker (1981) approach[ 75 ]. confirmed the unique statistical distinction between constructs. Discriminant validity was confirmed, due to the square root of the (AVE) being greater than the correlation value between the two latent constructs [ 76 – 78 ]. The conclusion supported by earlier research [ 79 , 80 ]. Hence, all measures met acceptable thresholds, indicating significant reliability and robust internal consistency. The characteristics of the constructs' discriminant validity analysis are represented in Table 3 . Table 3 Result of FLC for Discriminant Validity Variables EA RWE SEP Emotional Attachment (EA) 0.824 Religions Work Ethics (RWE) 0.662 0.866 Sustainable Employees’ Performance (SEP) 0.602 0.610 0.860 4.4 Structural model and testing the hypothesis The Structural Equation Modelling of this study investigates the interaction between emotional attachment, religion work ethics, and sustained employee performance. This study investigates the direct effects of emotional attachment on sustainable employees’ performance, as well as the effect of the Religions- work ethics and sustainable employees’ performance. Furthermore, this study evaluates the collective (interaction) impact of emotional attachments and religions- work ethics on sustained employee performance. The significance of the moderating effect was determined through the analysis of the two-way interaction as suggested by researchers [ 81 – 83 ]. To do so, it utilizes path coefficients derived from Structural Equation Modelling (SEM). Regarding to the direct impact of emotional attachment on employees' sustained performance, the results suggest that emotional attachment significantly affects employee sustained performance ( B = 0.373, t = 5.720, p < 0.05). Furthermore, the data provides evidence of a statistically significant positive effect of religions-work ethics on employees' sustainable performance ( B = 0.526*, t = 8.370, p < 0.05), which provides further support for Hypothesis 2. Moreover, the result revealed that the interaction between emotional attachment and religions-work ethics positively impacts employees' sustained performance ( B = 0.440, t = 6.837, p < 0.05), providing further support for Hypothesis 3. The result is shown in Table 4 . Table 4 Direct and interaction effect between EA, and RWE on SEP H1 Path Beta SD T-Value P-Value Result EA →SEP 0.373 0.065 5.720 0.000 Supported H2 RWE→SEP 0.526 0.063 8.370 0.000 Supported H3 EA x RWE → SEP 0.440 0.062 6.937 0.000 Supported The significance of the moderating effect of religions work ethics which determined through the analysis of the two-way interaction shown in Fig. 1 , there's a relationship between emotional attachment, religions work ethics, and sustainable employees' performance. Furthermore, the curve indicating high emotional attachment was steeper compared to the one for low emotional attachment. This strongly suggests that the association between emotional attachment and sustainable employees' performance is more substantial and advantageous when religions work ethics increases rather than decreases, thus confirming hypothesis H3. The examination of this moderating effect came after the investigation of the notable two-way interaction. 5. Discussion The results of this study offer strong evidence to support the hypothesis, which suggested that emotional attachment had a positive effect on sustainable performance in SMEs. proposed that religion work ethics have a positive effect on sustainable performance. Furthermore, it suggested that the combined influence (interaction role) of religion work ethics and emotional attachment had a positive impact on sustainable performance in SMEs. This finding aligns with a substantial body of literature that investigates the complex connection between emotional attachment and employee performance in organizational contexts. The complex relationship between emotional attachment, religion work ethics, and sustainable performance in the workplace has also been emphasized in this study, highlighting the importance of religion work ethics in shaping these relationships. Attachment theory, from the results’ perspective, is a core psychology principle which provides that an individual's attachment style has a significant impact on the persons’ workplace behavior and productivity [ 39 ]; this is supported as this study empirically validated the positive role of emotional attachment on employees' performance. Pervious studies have emphasized the positive influence of emotional agreement on employees' ability to control their emotions and achieve satisfactory job demands Yao, Gao, Chen and Mu [ 40 ]. This is also consistent with another study [ 4 ] that highlighted a clear correlation between performance and employees' connection. Collective, these results suggest the negative imoact of a lack of employees’ attachment on organizational profitability. This study highlighted that the significance of employees' emotional attachment and psychological and mental well-being should be considered since it directly impacts the sustainability of organizational results [ 43 , 84 ]. due to employees' psychological and emotional attachment influences their commitment, loyalty, sense of belonging, and motivation to accomplish organizational objectives [ 5 ]. however, Organizations that provide social support play a crucial role in improving employees' emotional connection, which positively affects their performance [ 85 ]. The results of our study support the claim that employees with a strong psychological and emotional connection to the organization are more likely to actively participate and contribute towards achieving the organization's objectives [ 46 ]. organizational justice promotes employee trust and psychological and emotional attachment, leading to sustained high-performance [ 47 ]. There are significant positive effects of religion-based work ethics on employees' sustainable performance in small and medium-sized enterprises (SMEs) (hypothesis III). Furthermore, the influence of religious work ethics on the positive sustainable performance of employees is noteworthy; this outcome showcases the importance of religious ethics on people's attitudes and behaviours towards work, resulting in sustainable performance. Employees are more likely to sustain their organisation's performance and work towards the organisation's objectives if they are committed to ethical and honest behaviour. The findings of this study suggest the importance of work ethics, and among them, the religion-oriented work ethics, in the attainment of sustainable employees' performance; as a result, there is the possibility of work environment sustainability for SMEs. Hence, the significant role of religionly-based ethical standards on peoples’ behavior and attitudes towards work has been demonstrated, as it contributes to employees' sustainable performance. Employees who appreciate ethical behavior and honesty demonstrate a solid commitment to sustaining the organization's values and working hard to achieve its goals The present finding aligns with several studies and literature reporting the positive impact of work ethics on job performance. Employees dedicate and put in more effort in completing their work tasks, and such actions translate into improved job performance and positive outcomes for the organisation [ 10 , 51 , 54 – 56 ]. Additionally, work ethics foster collaborative and cooperative working relationships, as employees develop an understanding of each other and work in a complete, coordinated manner to achieve their common organisational objectives [ 10 ]. Furthermore, the findings provide considerable backing to support the third hypothesis, stating that religious work ethics moderate the relationship between emotional attachment and sustainable employee performance. The findings demonstrated that the interaction of religious work ethics and emotional attachment positively influenced the performance of employees in SMEs, indicating the intricate relationship between religious attachments and job performance in the workplace, as well as the importance of religious work ethics in moderating the relationship of emotional attachment to employees’ sustainable performance in SMEs. Nonetheless, organisations support common religious beliefs, which nurture a collaborative work atmosphere that enhances constructive employee communication and interaction; this fosters employee engagement and enhances their performance within the organisation over time. Previous studies [ 50 ] have indicated that employees-workplace relationships based on religious principles are of great importance in determining the levels of performance and satisfaction in jobs, and this notion has been corroborated by the present finding. Religious ethics are basic principles that guide human behavioural patterns and their interaction in the work settings; such behavioural patterns are often positive and encompass what is referred to as organisational citizenship behaviour; the development of social ties among employees are often driven by such behaviour [ 59 ]. Furthermore, the behavioural patterns, and decision-making of people in their workplace are greatly influenced by religious affiliations, a fact that has been illustrated by the notable relationships that exist among religious values, behaviour, and organisational outcomes [ 60 ]. Work ethics that stem from religious affiliations have been shown to enhance organisational justice and psychological ownership, which in turn, improve job performance [ 61 ]. Also, the work religious ethics have a positive relationship with the behaviour and attitude of the employees, and as such, improves job performance; therefore, religious values are of great importance in shaping organisational outcomes [ 55 , 62 ]. 5.1 Theoretical implications The potential of Attachment Theory in enhancing understanding of the influence of emotional attachment on professional interactions has been highlighted in this work, focusing on its impact on employee performance and organizational outcomes. This work also investigated religious work ethics and the moderating effect of attachment theory on sustainable employee performance in SMEs. This is a significant contribution to literature as this integration offers a more elaborate understading of the reciprocal impact of religious work ethics and emotional attachment on organizational behavior and its sustainability. The study adopted the Attachment Theory in this unique setting to enhances understanding of the complex relationship between individual dynamics and organizational results; hence, this study makes significant scholarly and practical contribution to organizational behavior and human resource management literature [ 6 , 15 , 28 ]. 5.2 Limitations and future research Some of the identified limitations of this study are: Poor generalizability of the results due to the use of convenient and small samples from SMEs which may not be generalized to various manufacturing environments. The adoption of a cross-sectional approach to data collection only offers a momentary perspective without considering the potential long-term effects. Future studies could delve into: Investigation of the actual mechanisms through which religious work ethics impact employee performance and behavior. Analysis of the potential factors that may influence the relationship between religion work ethics and sustainable performance in SMEs. Conducting more research on the efficacy of treatments designed for religious work ethics promotion in various organizational settings; this could provide significant insight for experts aiming to improve employee productivity and organizational longevity. Declarations Authors Contributions Ali Ateeq : Writing - original draft, Conceptualization. Data curation, Hasan Razzaqi : Supervision, Writing review and editing, Investigation. Siddig Balal Ibrahim : Methodology, Validation. Investigation. Fahad Al Balushi : Writing - original draft, Visualization, Resources, Software. Mohammed Jaboob : Conceptualization, Formal analysis, Validation. Data curation, Visualization. Abd Al-Aziz Al-refaei : Writing review and editing, Data curation, Supervision. Project administration Ethics Approval and Consent to Participate The protocol of this study was reviewed and approved by the research ethics committee in Gulf University (Approval references No: GU-PR17CR-FO11). All research activities were carried out in alignment with internationally recognized ethical principles, including the Declaration of Helsinki and the institutional guidelines for research involving human participants. Informed consent was obtained from all participating teachers, and participation was entirely voluntary. Declaration of Interests statement The authors confirm that there are no competing interests associated with this publication, and no financial or non-financial interests to disclose. Funding Acknowledgment The authors received no financial support or external funding for the conduct of this study or the preparation of this manuscript. Declaration of the use of AI AI tools were used in a limited manner for minor language editing and proofreading only. The authors are fully responsible for the content of the manuscript. Consent to Publish declaration: not applicable Clinical trial number : not applicable Data Availability The datasets generated and analyzed during the current study are available from the corresponding author on reasonable request. References Li D, Han X. Assessing the influence of goal pursuit and emotional attachment on customer engagement behaviors. J Retailing Consumer Serv. 2021;59:102355. Meeprom S, Fakfare P. Unpacking the role of self-congruence, attendee engagement and emotional attachment in cultural events. Int J Event Festival Manage. 2021;12:399–417. Tekin MS, Özdemir N, Şahin ŞK. Effect of attachment styles, emotional regulation difficulty and mindful attention levels on treatment motivation in patients with substance use disorder. J Subst Use. 2021;26:441–8. 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Introduction","content":"\u003cp\u003e\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eEmotional attachment or love at workplace largely influences employees\u0026rsquo; performance, productivity, and organizational success. Employees who are emotionally connected to their organization are more engaged and motivated in their work [\u003cspan additionalcitationids=\"CR2\" citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]. When employees feel emotionally involved with an organization, they become more loyal, which improves job satisfaction and a willingness to go the extra mile to help the organization [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. Employees with emotional attachment exhibit high adaptability, positive mindset, motivation to develop, and so on, which are essential for sustaining high-performance levels [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. Contrarily, employees who do not form a personal bond can contribute less and be less happy [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]. When workers feel disconnected from their place of employment, they are far more likely to feel indifferent, disenchanted, and burnt out. Working life quality refers to the extent to which work impacts organizations in terms of delivering results; employees across a range of sectors struggle to fulfil their work obligations due to various issues. When workers are disengaged, dissatisfied, and disloyal to their firm, it is logically impossible for a firm to accomplish its goals [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. Organizations need to understanding the dynamics of emotional attachment and how they affect employees' performance to be able to create a supportive work environment that fosters satisfaction, engagement, identification, emotional attachment, and sustained high performance [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]. To accomplish this, it is important to attend to attachment needs of the employees; they can be successful in enhancing employees\u0026rsquo; emotional attachment through the implementation of supportive mentorship program or counselling service [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e, \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eEmployees are a basic pillar of any organization; emotional attachment, devotion, commitment and persistence are vital for improving operational efficiency within a firm [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. A company\u0026rsquo;s ethics and morality in carrying on business must not only ensure good corporate culture, but also ensure growth. Achieving this result, on the other hand, calls for effective business management, adherence to job responsibilities, and upholding the employees\u0026rsquo; highest echelons of work ethics [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]. The economic development is much dependant on work ethics and work culture in organizations. Besides, work ethics affect attitude towards organizational change. When people no longer behave in a proper manner, the average performance of the company deteriorates [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]. In the quest for optimal employee attachment and performance, it is very important to examine empirical studies related to work ethics, especially Small and Me-dium Enterprises (SMEs) [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eOne of the indispensable roles of religion is in the field of work ethics; the Islamic Religion governs the work ethics of Muslims in the workplace. Islam encourages its followers to see work as a religious duty and as a means to improve people\u0026rsquo;s economic. It also mentions that work is a means of social honour and it serves communal well-being, thus strengthening faith. From an Islamic point of view, people are urged to find appropriate work and carry out their responsibilities honestly and sincerely, according to Allah\u0026rsquo;s wish [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. That includes adhering to principles of good character and behavior that contribute positively to the organization. Various studies emphasize the role of religion work ethics in improving employee performance and dedication to an organization [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. These ethics stimulate innovative and adaptable job behavior. However, some research shows no significant impact on work performance [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eHowever, the relationship between emotional attachment, religion work ethics, and sustainable employee performance has not been adequately studied by researchers. Examining this relationship more thoroughly can enhance one's comprehension of how religion work ethics and emotional attachment interact to impact sustainable employee performance. Therefore, this study aims to examine how emotional attachment affects sustaining employees\u0026rsquo; performance in (SMEs) in the context of the Middle East. In addition, it investigates how religion work ethics and sustainable emotional attachment may interact to influence sustained employee performance in SMEs in the context of the Middle East.\u003c/p\u003e\u003cp\u003eThis study provides vital insight due to it delves into a deeper investigation based on the attachment theory of how sustainable emotional attachment affects the sustainable performance of employees in (SMEs) in the context of the Middle East. This research provides specific insights into how emotional attachment impacts long-term employee performance in SMEs. Also, the study looks into how religion work ethics and emotion-al attachment may work together to affect sustained employee performance in the SMEs in the Middle East \u0026ndash; that is, a culture where religion values matter. By using attachment theory, this study contributes to the literature as well as enhances our understanding of the interaction effect between emotional attachment and religious work ethic in sustaining employees\u0026rsquo; performance. A recent study offers practical recommendations for SME leader and policymakers in the Middle East in developing conducive work en-viromnents for optimized sustainable employee performance and organizational outcomes. Moreover, this investigation focuses on examining how religion work ethics and emotional attachment may interact to influence sustained employee performance in SMEs, considering the cultural significance of religion values in the Middle East. Through attachment theory, this investigation adds new insight to the literature and enhances our understanding of how the interaction effect between emotional attachment and religion work ethics produces sustaining employees\u0026rsquo; performance. The study provides SME leaders and policymakers in the Middle East with practical insights to create supportive work environments that enhance sustainable employee performance and organizational success.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e"},{"header":"2. Literature Review","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003e2.1. Attachment Theory\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eBowlby [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e] put forward the attachment theory with an essential idea regarding the origin of feelings of security and insecurity. Theory of attachment shows how people\u0026rsquo;s feelings come from being more inclined to take care of and protect their caregivers, to meet their basic needs, offer a safe haven in difficult times, and a secure base for exploration [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. According to this theory, the human internal working model \u0026ndash; cognitive, emotional, behavioral models- directs understanding of people\u0026rsquo;s interaction patterns with each other, called attachment patterns. Thus, in adolescents, attachment patterns help interprete an individual\u0026rsquo;s engagement in the social world [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eAccording to attachment theory, humans build relationships and social interaction; furthermore, this theory is one of the most influential theories in psychology studies [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e, \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. It focuses on the cognitive and emotional aspects of attachment, which refers to human beings\u0026rsquo; innate proclivity to attach emotionally to specific persons [\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e]. Initially, Bowlby looked at the relationship between parent and child; later similar relationship was observed at the organizational level [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e, \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e]. The relationships developed with co-workers, mentors, leaders and the organization helps in creating a social network and sense of belonging. This finding thus suggests that attachment behaviours by individuals and groups towards others can affect outcomes in organisations, materialising in the form of \u0026lsquo;organisation culture\u0026rsquo; [\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e]. To illustrate, studies have shown that the followers\u0026rsquo; attachment to the leader is beneficial since it could lead to more engagement, ethical decision-making, negotiation skills and inventive problem-solving play [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e, \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e]. On the other hand, if attachment requirements are neglected, stress levels will increase, especially burnout reports, and turnover rates will increase [\u003cspan additionalcitationids=\"CR21 CR22 CR23\" citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe attachment theory explains how the emotional reactions and peoples\u0026rsquo; behavior in organizations are related; the secure attachment style is reflected in a person with a positive behavioral pattern towards one\u0026rsquo;s environment. This is shown by the ability to develop adaptive and reciprocal relationships with a broad circle of individuals, alone or with colleagues [\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e]. The foundation of character and strength is self-work that distinguishes the person; a secure person has the attribute that gives him the ability to confidently work well when asked to do so, as well as the ability to build a solid social support system to rely upon in difficult moments [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e]. While insecure attachment patterns may make employees feel fatigued and demoralized, ultimately negatively affecting their job performance [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eUnderstanding attachment theory provides a deeper insight into the complex personal interactions that influence employees' emotions, thoughts, and behaviors, supported by contemporary research in human resource management [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e]. Preliminary evidence indicates that comprehending attachment theory can elucidate variations in workplace behaviors, including the impact of organizational leadership on individual attitudes and behaviors, performance, and organizational outcomes [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e, \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e].\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec4\" class=\"Section2\"\u003e \u003ch2\u003e2.2 Emotional Attachment\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eEmotional attachment is based on the place attachment style approach [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e], which is rooted in the classic attachment theory, which was recently developed for organizational behavior studies [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e, \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e, \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e]. However, emotional and cognitive attachment to the organization is formed by many factors, making the organization extremely important to individuals. This interest stems from the memories individuals associate with those organizations and their significance in the cultural or religion context of individuals, as well as the opportunities they provide for belonging and participation in society [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e]. Furthermore, organizations provide individuals with mental and physical comfort and support them in achieving their personal and professional goals.\u003c/p\u003e \u003cp\u003eEmotional attachment represents the emotional relationship that connects employees to the organizations they work for [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e]. It is a concept that exists not only in personal relationships between individuals but also in the work environment [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. The importance of this attachment has been demonstrated in many recent studies [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e, \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e]. According to previous research, emotional attachment has similar attributes to personal relationships and gives employees the feeling of security and trust, especially when the organization meets their basic needs [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e, \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e]. Furthermore, the degree of the affective commitment of workers to their organizations is a reflection of the degree to which the organization is included in their identity. The employees develop an emotional attachment to the organization when they find it contributing to the accomplishment of their goals and satisfying their needs; it makes employees feel more loyal and a greater sense of belonging to the company. Workers may form emotional attachments to their companies, which influences their satisfaction levels [\u003cspan additionalcitationids=\"CR32\" citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e] and reduce turnover intension [\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e, \u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e]. Similar to personal relationships, emotional attachment between employees and their organizations can be linked to factors such as trust, mutual respect, appreciation, good communication, and providing a healthy and supportive work environment [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e, \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eEmployees\u0026rsquo; Emotional attachment to and belief in the fundamental values of an organization constitute the \"gold standard\" of their organizational commitment [\u003cspan additionalcitationids=\"CR37\" citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e]. According to Rioux and Pignault [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e], attachment to an organization is more comprehensive than affective commitment. This study, therefore, uses an emotional attachment to investigate its crucial role in sustaining performance in SMEs in the context of the Middle East as it represents a high standard of commitment.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec5\" class=\"Section2\"\u003e \u003ch2\u003e2.3 Emotional Attachment and sustaining employees\u0026rsquo; performance\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eUnderstanding how emotional attachment impacts employee performance has deep repercussions for workplaces; hence, an exploration of this relationship is provided here. A person\u0026rsquo;s emotional attachment can significantly affect the way they perform their responsibilities in a professional setting [\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e]. The idea of attachment styles has been one of the most essential psychological theories that suggest that the style of attachment one has, i.e either secure or insecure, impacts on one\u0026rsquo;s performance or productivity in the workplace. This assertion was confirmed by previous studies, such as Yao, \u003cem\u003eet al.\u003c/em\u003e [\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e]. When employees modify their feelings, thinking that it is what the job requires from them, it shows that feeling attached to the organization impacts employees\u0026rsquo; wellbeing and performance in the long run.\u003c/p\u003e \u003cp\u003eAnother study found that employees' attachment to their organization positively affects their sustainable performance [\u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e41\u003c/span\u003e]. Other study found that employees' attachment positively affects their performance [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e], while the absence of employees\u0026rsquo; attachment, belonging, and loyalty can significantly impact their performance, hindering organizations from achieving their objective. Worke places environment increases employees' engagement and motivates them to improve their performance [\u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e42\u003c/span\u003e]. Employees\u0026rsquo; psychological and mental well-being significantly impacts the sustainability of organizational outcomes [\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e]. Other study mentioned that the psychological and emotional attachment of employees significantly influences their dedication, loyalty, sense of belonging, and tendency to achieve organizational goals [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. When organizations provide social support to their employees, it will enhance their emotional attachment, and the consequences affect their performance [\u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e44\u003c/span\u003e]. Alshammari and Ali [\u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e45\u003c/span\u003e] found that workplace dignity increases employee attachment and mediates the effect of inclusive leadership and employee performance. Employees who have a strong psychological and emotional attachment to the organization, develop a strong desire to remain active members and can influence acceptance to achieve organizational goals and enhance performance [\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e]. In similar way, Ha and Lee [\u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e47\u003c/span\u003e] found that organizational justice positively affects employees\u0026rsquo; trust and psychological and emotional attachment, and all have an effect on achieving high sustainable performance. therefore, the present study assumed that:\u003c/p\u003e \u003cp\u003e \u003cem\u003eH1. Emotional attachment positively affects sustainable performance in SMEs.\u003c/em\u003e \u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec6\" class=\"Section2\"\u003e \u003ch2\u003e2.4 Religion work ethics and sustaining employees' performance\u003c/h2\u003e \u003cp\u003e\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eWork ethics are a set of principles and values that individuals possess while performing their job duties, including a commitment to integrity, respect, responsibility, and working diligently and industriously [\u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e48\u003c/span\u003e]. Employees who appreciate ethical behavior and honesty demonstrate a solid commitment to sustaining the organization's values and working hard to achieve its goals. The work ethic derived from religion standards is deeply connected with the moral principles and beliefs present in diverse religion traditions [\u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e49\u003c/span\u003e]; these standards serve as a guiding paradigm for ethical conduct and significantly influences peoples\u0026rsquo; behaviors.\u003c/p\u003e\u003cp\u003eThe role of religion work ethics in shaping the attitude and behaviour of employees toward work, especially toward making sound work-related decisions, has been explored [\u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e50\u003c/span\u003e]; these are essential ethics for building a positive interaction between employees and their work environment; it supports the establishment of a positive organizational work culture [\u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e51\u003c/span\u003e, \u003cspan citationid=\"CR52\" class=\"CitationRef\"\u003e52\u003c/span\u003e]. For example, when employees embrace the values of honesty and ethics in the workplace, they work diligently and devotedly to achieve the organization's goals in an honorable and committed manner. However, employees' beliefs (e.g. toward themselves) positively affect their performance [\u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e53\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eResearch indicates a positive impact of work ethics on employees' job performance. When they have strong work values and ethics, they exert more effort and commitment in performing their tasks, which positively reflects on their job performance and work outcomes [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e, \u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e51\u003c/span\u003e, \u003cspan additionalcitationids=\"CR55 CR56\" citationid=\"CR54\" class=\"CitationRef\"\u003e54\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR57\" class=\"CitationRef\"\u003e57\u003c/span\u003e]. In their study, Qasim, \u003cem\u003eet al.\u003c/em\u003e [\u003cspan citationid=\"CR58\" class=\"CitationRef\"\u003e58\u003c/span\u003e] discovered a substantial correlation between Islamic work ethic and employees\u0026rsquo; task performance. They also identified that the relationship between Islamic work ethic and task performance is mediated by psychological capital. Furthermore, ethical leadership was found to moderate the connection between Islamic work ethic and psychological capital. Furthermore, work ethics contribute to building an atmosphere of cooperation and understanding among employees, as they interact with each other with respect and appreciation, and work as one team towards achieving common organizational goals. Therefore, it can be said that work ethics play a significant role in improving job performance, building a positive and productive work environment, and achieving sustainable success for the organization in the long run. Therefore:\u003c/p\u003e\u003cp\u003e\u003cem\u003eH2. Religion work ethics positively affect sustaining employees' performance\u003c/em\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003e2.5\u003c/b\u003e\u003cb\u003eThe Moderating Effect of Religion Work Ethics in the Relationship between Emotional Attachment and Sustaining Employee Performance\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThe emotional bond between employees and their workplace is established through the religion values that are fundamental to the behavior and values of societies and individuals. This attachment is regarded as a crucial determinant that exerts a substantial impact on both job performance and job satisfaction [\u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e50\u003c/span\u003e]. Employees\u0026rsquo; ethical decision-making and interpersonal relationships at work are greatly affected by religion and its teachings. Employees\u0026rsquo; work values, including charity, altruism, and fairness, promote positive behaviours at work stemming from the \u0026lsquo;organisational citizenship behaviours\u0026rsquo; concept. Consequently, employees form stronger social relationships and are related to one another at a greater emotional depth [\u003cspan citationid=\"CR59\" class=\"CitationRef\"\u003e59\u003c/span\u003e]. Employees\u0026rsquo; communication and interpersonal relationships are positively influenced by the shared religious values, which promote a joint cooperative and participative work atmosphere, and these values can be woven into the corporate identity, thus creating a feeling of psychological ownership and organisational commitment that improves overall job performance over time.\u003c/p\u003e\u003cp\u003eThe behaviour and decision of an individual in the workplace are significantly influenced by the persons religious identity. Studies have shown that the relationship between religious principles, conduct, and mindsets within organizations enhances workers' ability to contribute meaningfully to the professional environment [\u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e60\u003c/span\u003e]. Research has demonstrated that religion work ethics have a significant effect on organizational justice, and psychological ownership, and subsequently improve job performance [\u003cspan citationid=\"CR61\" class=\"CitationRef\"\u003e61\u003c/span\u003e]. Additionally, it has been found that religion work ethics increase the effect of employees' behavior and attitudes on job performance [\u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e55\u003c/span\u003e, \u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e62\u003c/span\u003e]. On the other hand, conflicts arising from differences in religion and professional identities can negatively impact employees' well-being and individual outcomes, creating a risk to their long-term sustainability [\u003cspan citationid=\"CR63\" class=\"CitationRef\"\u003e63\u003c/span\u003e]. previous research in the fields of human resources and organizational studies has not adequately examined the relationship between religion work ethics and emotional attachment in the work environment. This research gap needs to be addressed, as emphasized by H\u0026eacute;liot, Gleibs, Coyle, Rousseau and Rojon [\u003cspan citationid=\"CR63\" class=\"CitationRef\"\u003e63\u003c/span\u003e] and Asutay, Buana and Avdukic [\u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e60\u003c/span\u003e]. It is imperative to conduct additional research in order to comprehend the interaction effect between religion work ethics, emotional attachment in the workplace, and their influence on job performance. Therefore based on the decoction above (see section \u003cspan refid=\"Sec5\" class=\"InternalRef\"\u003e2.3\u003c/span\u003e) which shows the positive effect of emotional attachment on sustaining employees' performance, the positive effect of religion work ethics on sustaining employees' performance (see Section \u003cspan refid=\"Sec6\" class=\"InternalRef\"\u003e2.4\u003c/span\u003e), and the positive effect of religion work ethics on the relationship between employees attachment, attitudes, and behaviour and employees performance (see Section 2.5) which achieve the three conditions [\u003cspan additionalcitationids=\"CR65 CR66 CR67 CR68\" citationid=\"CR64\" class=\"CitationRef\"\u003e64\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR69\" class=\"CitationRef\"\u003e69\u003c/span\u003e] to assume the moderator role (interaction) of religion work ethics and emotional attachment on sustaining performance, Therefore :\u003c/p\u003e\u003cp\u003e\u003cem\u003eH3: Interaction effect between religion work ethics and emotional attachment positively impacts employee sustaining performance.\u003c/em\u003e\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003c/div\u003e"},{"header":"3. Methodology","content":"\u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eThe aim of this study is to examine the relationship between emotional attachment variables and religion work ethics, in addition to their impact on the employees' job performance. A quantitative research methodology was used to achieve this goal, where the mentioned variables were included in the study questionnaires. The validity of the questionnaires used in the study was verified by applying theoretically derived hypotheses, which include the relevant concepts derived from the literature review of the study. After ensuring survey reliability through a pilot study, data was collected via an online survey from a varied sample of SMEs. The collected data by the questionnaires were coded and entered into the SPSS statistical data analysis program for descriptive analysis. Structural equation modeling was used with the AMOS program to analyze the data and draw conclusions about the relationships between the variables.\u003c/p\u003e \u003cp\u003eData was collected from 231 participants working in small and medium-sized companies in the Middle East, specifically in the Kingdom of Bahrain, using a convenient sampling method. The study relied on reliable and validated measures to assess the variables, using the emotional attachment scale which includes 6 items, developed by Bollen and Hoyle [\u003cspan citationid=\"CR70\" class=\"CitationRef\"\u003e70\u003c/span\u003e]. The religions work ethics scale, which includes 7 items, was developed by Ali, Alzoraiki, Al-shaibah and Almaamari [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e] was also used, showing a Cronbach's alpha value of 0.91 for this scale. Additionally, the employee's job performance scale, which includes 6 items adapted from Borman and Motowidlo [\u003cspan citationid=\"CR71\" class=\"CitationRef\"\u003e71\u003c/span\u003e], and Koopmans, \u003cem\u003eet al.\u003c/em\u003e [\u003cspan citationid=\"CR72\" class=\"CitationRef\"\u003e72\u003c/span\u003e]. The scale was on a 5-point Likert scale, and showed a Cronbach's alpha value of 0.94. A total of 396 questionnaires were distributed, 243 were received, and after verification, it was found that 231 valid questionnaires were used in this study.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e"},{"header":"4. Results","content":"\u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003e4.1 Characteristics and Background of the Respondents\u003c/h2\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e comprehensively depicts the demographic characteristics of the respondents examined in this academic investigation. The total respondent pool amounted to 231 individuals. Within this cohort, a significant majority of 186 participants (equivalent to 80.5%) classified themselves as male, while the remaining 45 participants (19.5%) described themselves as female. Concerning age distribution, a small proportion of 10 participants (4.3%) were under the age of 20, while a significant number of 71 participants (30.7%) were between the ages of 31 and 40. Furthermore, 89 participants (38.5%) were in the 41 to 50 age group while 61 participants (26.4%) were more than 50 years old. Regarding years of professional experience, 36 participants (15.6%) reported\u0026thinsp;\u0026lt;\u0026thinsp;10 years of professional experience, while 195 participants (84.4%) had worked for \u0026gt;\u0026thinsp;10 years. Considering educational attainment, 40 participants (17.3%) attained high school education, 51 (22.1%) holds a Diploma, 103 (44.6%) are holding a Bachelor's degree, while 37 (16%) attained postgraduate education (see Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eProfiles of the respondents\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCategory\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eFrequency\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePercentage (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eCumulative (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e186\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e80.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e80.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e45\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e19.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e100.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLess than 20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e4.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e4.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e31\u0026ndash;40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e71\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e30.7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e35.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e41\u0026ndash;50\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e89\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e38.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e73.6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eabove 50\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e61\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e26.4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e100.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eExperience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e\u0026lt;\u0026thinsp;10\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e36\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e15.6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e15.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e\u0026gt;\u0026thinsp;10\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e195\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e84.4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e100.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eEducation\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eHigh school\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e17.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e17.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDiploma\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e51\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e22.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e39.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBachelor\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e103\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e44.6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e84.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePostgraduate\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e37\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e16.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e100.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e231\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e100.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e100.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e100.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec10\" class=\"Section2\"\u003e \u003ch2\u003e\u003cem\u003e4\u003c/em\u003e.2 Descriptive analysis, normality, multicollinearity of constructs\u003c/h2\u003e \u003cp\u003eData suitability for confirmatory factor analysis (CFA) is ensured only through normality assessment; in this work, data distribution was evaluated using skewness and kurtosis tests. Traditionally, the values for skewness and kurtosis ought to be zero for normality, however, values within \u0026plusmn;\u0026thinsp;2.58 have been reported as acceptable in recent studies [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e, \u003cspan citationid=\"CR73\" class=\"CitationRef\"\u003e73\u003c/span\u003e]. Positive skewness indicates a right-tailed distribution, while negative kurtosis suggests a flatter distribution. The standard deviation is an essential tool for evaluating the fairness of a data distribution since it provides information on sample collection procedures and mean computation for each variable in the data set. Data analysis in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e2\u003c/span\u003e reveals skewness between 0.106 and 0.560, and kurtosis between \u0026minus;\u0026thinsp;0.587 and \u0026minus;\u0026thinsp;1.147, all values within the acceptable ranges, confirming data normality. Thus, the study data adhered to normality criteria, ensuring the validity of subsequent analyses.\u003c/p\u003e \u003cp\u003eHowever, multicollinearity was assessed using the variance inflation factor (VIF). The standard VIF in this study ranged from 2.22 to 1.57, which did not exceed the threshold of 5 as suggested by Hair, Black, Babin and Anderson [\u003cspan citationid=\"CR73\" class=\"CitationRef\"\u003e73\u003c/span\u003e]. Consequently, in this investigation, multicollinearity does not exist within this dataset.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDescriptive analysis, normality, multicollinearity of constructs\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"8\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eConstructs\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eCode\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eMean\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eSD\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eSkewness\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eKurtosis\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eVIF\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEmotional Attachment\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e231\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eEA\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.901\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.307\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e-0.972\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e2.221\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReligions Work Ethics\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e231\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eRWE\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3.23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.902\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.560\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e-0.587\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e1.572\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSustainable performance\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e231\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eSEP\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3.54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e1.043\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e-0.106\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e-1.147\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eValid N (listwise)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e231\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e*Note: SD: Standard Deviation.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003e4.3 Assessment of the measurement model\u003c/h2\u003e \u003cp\u003eA confirmatory factor analysis (CFA) was used to investigate the latent component structure of emotional attachment (EA), to Religionss work ethics (RWE), and the sustainability of employees\u0026rsquo; performance (SEP). Various goodness-of-fit indices were used to evaluate the model fit of the confirmatory factor analysis (CFA). The adequacy criteria require that chi-square/df which is known as \u003cem\u003eCMINDF\u003c/em\u003e should be higher than \u003cem\u003e3.\u003c/em\u003e The P-value should be less than 0.05, the Root Mean Square Error of Approximation (RMSEA) be below 0.08, and that the comparative fit index CFI and TLI should be above 0.90 [\u003cspan citationid=\"CR73\" class=\"CitationRef\"\u003e73\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe findings of the confirmatory factor analysis (CFA) showed that a model in which indicators were loaded into their respective factors had a strong fit with the data. The chi-square test statistic (χ\u0026sup2;) was 187.767 with 104 degrees of freedom, CMINDF\u0026thinsp;=\u0026thinsp;1.80 which is higher than of 3 as recommended by Hair, Black, Babin and Anderson [\u003cspan citationid=\"CR73\" class=\"CitationRef\"\u003e73\u003c/span\u003e], resulting in a p-value of 0.000. The root mean square error of approximation (RMSEA) was 0.045. The CFI) was 0.928, TLI was 0.922 indicating a satisfied level of fit.\u003c/p\u003e \u003cp\u003eAssessment of the measurement model which revealed satisfactory Cronbach's alpha (α), and Composite Reliability (CR) [\u003cspan citationid=\"CR74\" class=\"CitationRef\"\u003e74\u003c/span\u003e]. Factor loading for all items of the measurement model was between 0.80 and 0.92 for all items of Emotional Attachments, between 0.67 and 0.93 for all items of religions work ethics, and between 0.73 to 0.94 for all items of Sustainable Employees\u0026rsquo; Performance, thus, the evaluation confirmed that all item loadings were over 0.50, indicating appropriate levels [\u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e62\u003c/span\u003e]. The Alpha Cronbach was between 0.91 and 0.93. whereas CR values ranged between 0.92 to 0.94. this indicates strong convergent validity due to Alpha and CR being higher than 0.70 while the values of Average Variance Extraction (AVE) were greater than 0.50, the values were between 0.68 to 0.75 as recommended by [\u003cspan citationid=\"CR73\" class=\"CitationRef\"\u003e73\u003c/span\u003e]. The findings demonstrated high reliability and validity, with all CR value estimates exceeding 0.70 and Cronbach's alphas surpassing 0.7. Reliability and composite reliability are represented in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eReliability, convergent validity\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"6\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eConstructs\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eItems\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eLoading\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eα\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eCR\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAVE\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e\u003cb\u003eEmotional Attachments\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.929\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e\u003cem\u003e0.91\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e\u003cem\u003e0.92\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e\u003cem\u003e0.68\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.909\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.879\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.849\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.929\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.809\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"6\" rowspan=\"7\"\u003e \u003cp\u003e\u003cb\u003eReligions Work Ethics\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRWE1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.829\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\" morerows=\"6\" rowspan=\"7\"\u003e \u003cp\u003e\u003cem\u003e0.92\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\" morerows=\"6\" rowspan=\"7\"\u003e \u003cp\u003e\u003cem\u003e0.93\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"6\" rowspan=\"7\"\u003e \u003cp\u003e\u003cem\u003e0.75\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRWE2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.919\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRWE3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.909\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRWE4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.869\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRWE5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.929\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRWE6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.673\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRWE7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.749\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e\u003cb\u003eSustainable Employees\u0026rsquo; Performance\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSEP1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.939\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e\u003cem\u003e0.93\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e\u003cem\u003e0.94\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e\u003cem\u003e0.74\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSEP2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.849\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSEP3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.729\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSEP4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.829\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSEP5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.739\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSEP6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.869\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eDiscriminant validity was evaluated by using the Fornell and Larcker (1981) approach[\u003cspan citationid=\"CR75\" class=\"CitationRef\"\u003e75\u003c/span\u003e]. confirmed the unique statistical distinction between constructs. Discriminant validity was confirmed, due to the square root of the (AVE) being greater than the correlation value between the two latent constructs [\u003cspan additionalcitationids=\"CR77\" citationid=\"CR76\" class=\"CitationRef\"\u003e76\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR78\" class=\"CitationRef\"\u003e78\u003c/span\u003e]. The conclusion supported by earlier research [\u003cspan citationid=\"CR79\" class=\"CitationRef\"\u003e79\u003c/span\u003e, \u003cspan citationid=\"CR80\" class=\"CitationRef\"\u003e80\u003c/span\u003e]. Hence, all measures met acceptable thresholds, indicating significant reliability and robust internal consistency. The characteristics of the constructs' discriminant validity analysis are represented in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e3\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eResult of FLC for Discriminant Validity\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eRWE\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSEP\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEmotional Attachment (EA)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e0.824\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReligions Work Ethics (RWE)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.662\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e0.866\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSustainable Employees\u0026rsquo; Performance (SEP)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.602\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.610\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e0.860\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003e4.4 Structural model and testing the hypothesis\u003c/h2\u003e \u003cp\u003eThe Structural Equation Modelling of this study investigates the interaction between emotional attachment, religion work ethics, and sustained employee performance. This study investigates the direct effects of emotional attachment on sustainable employees\u0026rsquo; performance, as well as the effect of the Religions- work ethics and sustainable employees\u0026rsquo; performance. Furthermore, this study evaluates the collective (interaction) impact of emotional attachments and religions- work ethics on sustained employee performance. The significance of the moderating effect was determined through the analysis of the two-way interaction as suggested by researchers [\u003cspan additionalcitationids=\"CR82\" citationid=\"CR81\" class=\"CitationRef\"\u003e81\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR83\" class=\"CitationRef\"\u003e83\u003c/span\u003e]. To do so, it utilizes path coefficients derived from Structural Equation Modelling (SEM).\u003c/p\u003e \u003cp\u003eRegarding to the direct impact of emotional attachment on employees' sustained performance, the results suggest that emotional attachment significantly affects employee sustained performance (\u003cem\u003eB\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.373, t\u0026thinsp;=\u0026thinsp;5.720, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Furthermore, the data provides evidence of a statistically significant positive effect of religions-work ethics on employees' sustainable performance (\u003cem\u003eB\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.526*, t\u0026thinsp;=\u0026thinsp;8.370, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05), which provides further support for Hypothesis 2. Moreover, the result revealed that the interaction between emotional attachment and religions-work ethics positively impacts employees' sustained performance (\u003cem\u003eB\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.440, t\u0026thinsp;=\u0026thinsp;6.837, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05), providing further support for Hypothesis 3. The result is shown in Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e4\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDirect and interaction effect between EA, and RWE on SEP\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eH1\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePath\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eBeta\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSD\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eT-Value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eP-Value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eResult\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA \u0026rarr;SEP\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.373\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.065\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e5.720\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eSupported\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eH2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRWE\u0026rarr;SEP\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.526\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.063\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e8.370\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eSupported\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eH3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEA x RWE \u0026rarr; SEP\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.440\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.062\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e6.937\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eSupported\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eThe significance of the moderating effect of religions work ethics which determined through the analysis of the two-way interaction shown in Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e, there's a relationship between emotional attachment, religions work ethics, and sustainable employees' performance. Furthermore, the curve indicating high emotional attachment was steeper compared to the one for low emotional attachment. This strongly suggests that the association between emotional attachment and sustainable employees' performance is more substantial and advantageous when religions work ethics increases rather than decreases, thus confirming hypothesis H3. The examination of this moderating effect came after the investigation of the notable two-way interaction.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"5. Discussion","content":"\u003cp\u003eThe results of this study offer strong evidence to support the hypothesis, which suggested that emotional attachment had a positive effect on sustainable performance in SMEs. proposed that religion work ethics have a positive effect on sustainable performance. Furthermore, it suggested that the combined influence (interaction role) of religion work ethics and emotional attachment had a positive impact on sustainable performance in SMEs. This finding aligns with a substantial body of literature that investigates the complex connection between emotional attachment and employee performance in organizational contexts. The complex relationship between emotional attachment, religion work ethics, and sustainable performance in the workplace has also been emphasized in this study, highlighting the importance of religion work ethics in shaping these relationships.\u003c/p\u003e \u003cp\u003eAttachment theory, from the results\u0026rsquo; perspective, is a core psychology principle which provides that an individual's attachment style has a significant impact on the persons\u0026rsquo; workplace behavior and productivity [\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e]; this is supported as this study empirically validated the positive role of emotional attachment on employees' performance. Pervious studies have emphasized the positive influence of emotional agreement on employees' ability to control their emotions and achieve satisfactory job demands Yao, Gao, Chen and Mu [\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e]. This is also consistent with another study [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e] that highlighted a clear correlation between performance and employees' connection. Collective, these results suggest the negative imoact of a lack of employees\u0026rsquo; attachment on organizational profitability. This study highlighted that the significance of employees' emotional attachment and psychological and mental well-being should be considered since it directly impacts the sustainability of organizational results [\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e, \u003cspan citationid=\"CR84\" class=\"CitationRef\"\u003e84\u003c/span\u003e]. due to employees' psychological and emotional attachment influences their commitment, loyalty, sense of belonging, and motivation to accomplish organizational objectives [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. however, Organizations that provide social support play a crucial role in improving employees' emotional connection, which positively affects their performance [\u003cspan citationid=\"CR85\" class=\"CitationRef\"\u003e85\u003c/span\u003e]. The results of our study support the claim that employees with a strong psychological and emotional connection to the organization are more likely to actively participate and contribute towards achieving the organization's objectives [\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e]. organizational justice promotes employee trust and psychological and emotional attachment, leading to sustained high-performance [\u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e47\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThere are significant positive effects of religion-based work ethics on employees' sustainable performance in small and medium-sized enterprises (SMEs) (hypothesis III). Furthermore, the influence of religious work ethics on the positive sustainable performance of employees is noteworthy; this outcome showcases the importance of religious ethics on people's attitudes and behaviours towards work, resulting in sustainable performance. Employees are more likely to sustain their organisation's performance and work towards the organisation's objectives if they are committed to ethical and honest behaviour.\u003c/p\u003e \u003cp\u003eThe findings of this study suggest the importance of work ethics, and among them, the religion-oriented work ethics, in the attainment of sustainable employees' performance; as a result, there is the possibility of work environment sustainability for SMEs. Hence, the significant role of religionly-based ethical standards on peoples\u0026rsquo; behavior and attitudes towards work has been demonstrated, as it contributes to employees' sustainable performance. Employees who appreciate ethical behavior and honesty demonstrate a solid commitment to sustaining the organization's values and working hard to achieve its goals\u003c/p\u003e \u003cp\u003eThe present finding aligns with several studies and literature reporting the positive impact of work ethics on job performance. Employees dedicate and put in more effort in completing their work tasks, and such actions translate into improved job performance and positive outcomes for the organisation [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e, \u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e51\u003c/span\u003e, \u003cspan additionalcitationids=\"CR55\" citationid=\"CR54\" class=\"CitationRef\"\u003e54\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR56\" class=\"CitationRef\"\u003e56\u003c/span\u003e]. Additionally, work ethics foster collaborative and cooperative working relationships, as employees develop an understanding of each other and work in a complete, coordinated manner to achieve their common organisational objectives [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eFurthermore, the findings provide considerable backing to support the third hypothesis, stating that religious work ethics moderate the relationship between emotional attachment and sustainable employee performance. The findings demonstrated that the interaction of religious work ethics and emotional attachment positively influenced the performance of employees in SMEs, indicating the intricate relationship between religious attachments and job performance in the workplace, as well as the importance of religious work ethics in moderating the relationship of emotional attachment to employees\u0026rsquo; sustainable performance in SMEs. Nonetheless, organisations support common religious beliefs, which nurture a collaborative work atmosphere that enhances constructive employee communication and interaction; this fosters employee engagement and enhances their performance within the organisation over time.\u003c/p\u003e \u003cp\u003ePrevious studies [\u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e50\u003c/span\u003e] have indicated that employees-workplace relationships based on religious principles are of great importance in determining the levels of performance and satisfaction in jobs, and this notion has been corroborated by the present finding. Religious ethics are basic principles that guide human behavioural patterns and their interaction in the work settings; such behavioural patterns are often positive and encompass what is referred to as organisational citizenship behaviour; the development of social ties among employees are often driven by such behaviour [\u003cspan citationid=\"CR59\" class=\"CitationRef\"\u003e59\u003c/span\u003e]. Furthermore, the behavioural patterns, and decision-making of people in their workplace are greatly influenced by religious affiliations, a fact that has been illustrated by the notable relationships that exist among religious values, behaviour, and organisational outcomes [\u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e60\u003c/span\u003e]. Work ethics that stem from religious affiliations have been shown to enhance organisational justice and psychological ownership, which in turn, improve job performance [\u003cspan citationid=\"CR61\" class=\"CitationRef\"\u003e61\u003c/span\u003e]. Also, the work religious ethics have a positive relationship with the behaviour and attitude of the employees, and as such, improves job performance; therefore, religious values are of great importance in shaping organisational outcomes [\u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e55\u003c/span\u003e, \u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e62\u003c/span\u003e].\u003c/p\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003e5.1 Theoretical implications\u003c/h2\u003e \u003cp\u003eThe potential of Attachment Theory in enhancing understanding of the influence of emotional attachment on professional interactions has been highlighted in this work, focusing on its impact on employee performance and organizational outcomes. This work also investigated religious work ethics and the moderating effect of attachment theory on sustainable employee performance in SMEs. This is a significant contribution to literature as this integration offers a more elaborate understading of the reciprocal impact of religious work ethics and emotional attachment on organizational behavior and its sustainability. The study adopted the Attachment Theory in this unique setting to enhances understanding of the complex relationship between individual dynamics and organizational results; hence, this study makes significant scholarly and practical contribution to organizational behavior and human resource management literature [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e].\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003e5.2 Limitations and future research\u003c/h2\u003e \u003cp\u003eSome of the identified limitations of this study are:\u003c/p\u003e \u003cp\u003e \u003cul\u003e \u003cli\u003e \u003cp\u003ePoor generalizability of the results due to the use of convenient and small samples from SMEs which may not be generalized to various manufacturing environments.\u003c/p\u003e \u003c/li\u003e \u003cli\u003e \u003cp\u003eThe adoption of a cross-sectional approach to data collection only offers a momentary perspective without considering the potential long-term effects.\u003c/p\u003e \u003c/li\u003e \u003c/ul\u003e \u003c/p\u003e \u003cp\u003eFuture studies could delve into:\u003c/p\u003e \u003cp\u003e \u003cul\u003e \u003cli\u003e \u003cp\u003eInvestigation of the actual mechanisms through which religious work ethics impact employee performance and behavior.\u003c/p\u003e \u003c/li\u003e \u003cli\u003e \u003cp\u003eAnalysis of the potential factors that may influence the relationship between religion work ethics and sustainable performance in SMEs.\u003c/p\u003e \u003c/li\u003e \u003cli\u003e \u003cp\u003eConducting more research on the efficacy of treatments designed for religious work ethics promotion in various organizational settings; this could provide significant insight for experts aiming to improve employee productivity and organizational longevity.\u003c/p\u003e \u003c/li\u003e \u003c/ul\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAuthors Contributions\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAli Ateeq\u003c/strong\u003e: Writing - original draft, Conceptualization. Data curation, \u003cstrong\u003eHasan Razzaqi\u003c/strong\u003e: Supervision, Writing review and editing, Investigation. \u003cstrong\u003eSiddig Balal Ibrahim\u003c/strong\u003e: \u0026nbsp; Methodology, Validation. Investigation. \u003cstrong\u003eFahad Al Balushi\u003c/strong\u003e: Writing - original draft, Visualization, Resources, Software. \u003cstrong\u003eMohammed Jaboob\u003c/strong\u003e: Conceptualization, Formal analysis, Validation. Data curation, Visualization. \u003cstrong\u003eAbd Al-Aziz Al-refaei\u003c/strong\u003e: Writing review and editing, Data curation, Supervision. Project administration\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics Approval and Consent to Participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe protocol of this study was reviewed and approved by the research ethics committee in Gulf University (Approval references No: GU-PR17CR-FO11). All research activities were carried out in alignment with internationally recognized ethical principles, including the Declaration of Helsinki and the institutional guidelines for research involving human participants. Informed consent was obtained from all participating teachers, and participation was entirely voluntary.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDeclaration of Interests statement\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors confirm that there are no competing interests associated with this publication, and no financial or non-financial interests to disclose.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding Acknowledgment\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors received no financial support or external funding for the conduct of this study or the preparation of this manuscript.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDeclaration of the use of AI\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAI tools were used in a limited manner for minor language editing and proofreading only. The authors are fully responsible for the content of the manuscript.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent to Publish declaration:\u003c/strong\u003e not applicable\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eClinical trial number\u003c/strong\u003e: not applicable\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData Availability\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets generated and analyzed during the current study are available from the corresponding author on reasonable request.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eLi D, Han X. Assessing the influence of goal pursuit and emotional attachment on customer engagement behaviors. J Retailing Consumer Serv. 2021;59:102355.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eMeeprom S, Fakfare P. Unpacking the role of self-congruence, attendee engagement and emotional attachment in cultural events. 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J Adv Res Social Behav Sci. 2019;16:1\u0026ndash;14. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003e10.15722/jds.12.9.201409.101\u003c/span\u003e\u003cspan address=\"10.15722/jds.12.9.201409.101\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"discover-sustainability","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"disu","sideBox":"Learn more about [Discover Sustainability](https://www.springer.com/43621)","snPcode":"","submissionUrl":"","title":"Discover Sustainability","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Discover Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"emotional attachment, religion work ethic, sustainable Employee performance, SMEs","lastPublishedDoi":"10.21203/rs.3.rs-8900805/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8900805/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eThe influence of emotional attachment on sustainable employees' performance in the workplace is a worthy area of study. Emotional attachment can significantly affect how individuals engage in their work roles. Specifically, a lack of attachment has been linked to lower levels or unsustainable job performance. Therefore, based on attachment theory, this study aims to investigate the direct effect of emotional attachment and its interaction with religion work ethics on sustaining employees' performance. Using an online convenience sampling approach to collect the data from 231 employees working in SMEs insight from the context of the Middle East. Using structural equation modeling to analyses. The empirical result confirmed that emotional attachment has a critical impact on sustaining employees\u0026rsquo; performance. Furthermore, religion work ethic positively moderates the link between emotional attachment and sustainable employees\u0026rsquo; performance. Insights were also provided into the dynamic relationship between emotional attachment and religious work ethics to sustain employees' performance, as well as the limitation and direction for future studies.\u003c/p\u003e","manuscriptTitle":"Interactive effects of emotional attachment and religion based work ethic on sustained employee performance in SMEs in the Middle East","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-03-20 13:34:17","doi":"10.21203/rs.3.rs-8900805/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2026-04-24T02:46:12+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2026-04-13T18:18:48+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"326217792620121242776172852266070861548","date":"2026-03-23T06:48:41+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2026-03-20T15:28:12+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"160041887962790066765694041563348427634","date":"2026-03-19T06:49:54+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"339433373744135015935364448935971824579","date":"2026-03-18T02:58:59+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2026-03-18T01:34:25+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2026-03-09T17:06:37+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2026-03-05T05:01:38+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2026-03-04T11:17:48+00:00","index":"","fulltext":""},{"type":"submitted","content":"Discover Sustainability","date":"2026-03-03T16:02:25+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"discover-sustainability","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"disu","sideBox":"Learn more about [Discover Sustainability](https://www.springer.com/43621)","snPcode":"","submissionUrl":"","title":"Discover Sustainability","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Discover Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"93e5b501-2953-4734-a2de-2cf69d71462e","owner":[],"postedDate":"March 20th, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"in-revision","subjectAreas":[],"tags":[],"updatedAt":"2026-04-24T02:58:18+00:00","versionOfRecord":[],"versionCreatedAt":"2026-03-20 13:34:17","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-8900805","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8900805","identity":"rs-8900805","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}