The perception of the leader as an attachment figure: can it mediate the relationship between work engagement and general/citizenship performance?

Table 3 Confirmatory factor analyses

Model	Χ²	df	p	RMSEA	SRMR	CFI	TLI
Seven-factor model (UWES, LSPS1, LSPS2, GP, COB1, COB2, COB3)	1370.486	506	< .001	.060	.047	.903	.892
The best six-factor model (COB1 + COB3, UWES, LSPS1, LSPS2, GP, COB2)	1481.269	512	< .001	.063	.049	.891	.880
The best five-factor model (COB1 + COB3 + COB2, UWES, LSPS1, LSPS2, GP)	1705.253	517	< .001	.069	.056	.866	.855
The best four-factor model (COB1 + COB3 + COB2, UWES, LSPS1 + LSPS2, GP)	1928.409	521	< .001	.075	.060	.841	.829
The best three-factor model (COB1 + COB3 + COB2 + GP, UWES, LSPS1 + LSPS2)	2315.195	524	< .001	.085	.068	.798	.784
The best two-factor model (COB1 + COB3 + COB2 + GP + UWES, LSPS1 + LSPS2)	2925.243	526	< .001	.098	.081	.730	.712
Single-factor model (COB1 + COB3 + COB2 + GP + UWES + LSPS1 + LSPS2)	4303.905	527	< .001	.122	.113	.575	.547

UWES work engagement, LSPS1 secure figure, LSPS2 separation distress, GP general work performance, COB1 organizational allegiance/loyalty, COB2 interpersonal citizenship performance, COB3 organizational compliance

ISSN: 2050-7283