Introduction
Satellite staff, particularly those in remote or isolated work environments, face unique psychological challenges due to separation from family, social isolation, and demanding work conditions. Occupational depression—a work-related mental health condition characterized by chronic fatigue, demotivation, and impaired job performance—has emerged as a critical concern in such settings. This study examines the interplay between psychological and organizational factors, including attachment styles (secure, avoidant, anxious-ambivalent), resilience, and perceived organizational support, in predicting occupational depression among Satellite staff. Additionally, it investigates the mediating role of loneliness in these relationships, a prevalent issue in isolated work environments. Theoretical frameworks such as attachment theory (Bowlby, 1979), resilience theory (Connor & Davidson, 2003), and social exchange theory (Eisenberger et al., 1986) underpin this research. Prior studies suggest that insecure attachment styles (avoidant, anxious-ambivalent) exacerbate depression, while resilience and organizational support act as protective factors. Loneliness, as per the Need to Belong Theory (Baumeister & Leary, 2017), may mediate these relationships by intensifying emotional distress in socially deprived settings.
Method
The research employed a descriptive-correlational design with a sample of 237 male satellite workers from the Persian Gulf Star Oil Company, selected through convenience sampling. Data collection utilized several validated psychological instruments, including Hazan & Shavar's (1987) Attachment Styles Questionnaire, Connor-Davidson Resilience Scale (CD-RISC, 2003), and Eisenberger et al.'s (1986) Perceived Organizational Support (POS) Questionnaire to evaluate workplace support systems. Loneliness was measured using the UCLA Loneliness Scale (Russell et al., 1980), while occupational depression was evaluated through the Bianchi et al.'s (2021) Occupational Depression Inventory (ODI). Statistical analyses included Pearson's correlation to examine relationships between variables and structural equation modeling to test mediation effects, with bootstrapping used to validate indirect pathways. The methodology ensured rigorous examination of both direct and indirect relationships among the study variables.
Results
The analysis revealed several significant direct and indirect relationships among the study variables. In terms of direct effects, avoidant attachment style showed a positive predictive relationship with depression (β = 0.15, p = 0.008), indicating that employees with this attachment pattern were more vulnerable to depressive symptoms. Conversely, secure attachment (β = -0.14, p = 0.021) and perceived organizational support (β = -0.13, p = 0.010) both demonstrated protective effects against depression. Resilience emerged as the strongest negative predictor of depression (β = -0.38, p < 0.001), while loneliness was identified as the most substantial positive predictor (β = 0.37, p < 0.001). The mediation analysis further clarified these relationships, showing that loneliness significantly mediated the effects of avoidant attachment (β = 0.11, p = 0.004), secure attachment (β = -0.16, p = 0.003), and resilience (β = -0.10, p = 0.008) on depression. However, no significant mediation effect was found for organizational support (β = 0.01, p = 0.505). Correlation results supported these findings, with depression showing positive associations with avoidant attachment (r = 0.29) and loneliness (r = 0.53), and negative associations with resilience (r = -0.52) and organizational support (r = -0.18). These results collectively paint a comprehensive picture of how individual psychological factors and workplace support systems interact to influence mental health outcomes in satellite workers.
Discussion
The discussion interprets these findings within existing theoretical frameworks and prior research. The mediating role of loneliness between insecure attachment styles and depression supports attachment theory's emphasis on social connection needs. The strong protective effect of resilience aligns with current understanding of stress-coping mechanisms, while the distinct pathway of organizational support suggests it may function through different psychological processes than personal resilience. These insights have important practical implications for workplace mental health interventions. Organizations might consider implementing resilience training programs, attachment-aware counseling services, and policies that enhance social connectivity for satellite workers. However, the study's limitations, including its male-only sample and reliance on self-report measures, suggest caution in generalizing the results. Future research could benefit from longitudinal designs and more diverse samples to establish causal relationships and broader applicability. The findings ultimately contribute to a more nuanced understanding of mental health in isolated work environments, offering valuable insights for both psychological theory and organizational practice.