Abstract
The present research aims to investigate the influence of trust on participative performance of employees by considering mediating role of commitment (case study: organization of social security). Statistical population of the research included all employees of social security organizations in Guilan Province in 2012. Cluster random sampling method was used for selecting 301 people out of 599 employees and finally, 300 questionnaires were analyzed. Questionnaire was used for data collection and its Cronbach’s alpha was equal to 0.845. LISREL software was used for data analysis. Results of the hypotheses test showed that personal trust has a positive impact on team trust and increases it. Further, team trust had positive influence on commitment and improves employees’ commitment. However, personal trust did not have any influence on commitment. Personal trust also had positive and direct impact on participation and improves participation in employees’ performance. Results of the fifth and sixth hypotheses of the research showed that different types of commitment and team trust had direct and positive influence on participative performance and improve employees’ participative performance in social security organization in Guilan Province. DOI: 10.5901/mjss.2014.v5n23p2777
Highlights
The life of any system and social institute depends on the presence of strong link among its elements
Results of table 3 show that data support the influence of the independent variable on the dependent variable and the path connecting these two variables is positive and significant ( t = 2.60, β11 = 0.56 ). It can be said with 95% of certainty that team trust has a positive influence on commitment
Third hypothesis: personal trust has a positive influence on participative performance
Summary
The life of any system and social institute depends on the presence of strong link among its elements. This link is affected by level of observation of justice and trust in that system. Organizational commitment refers to a positive attitude which is resulted from employees’ sense of loyaltyto their organizations and is expressed by employees’ participation in organizational decisions, attention to employees and their welfare (Moqimi, 2006, 392). In the present complex and diversified markets, failure to pay attention to performance and participation will eliminate organizations from competition (Branda&Eccles, 2005). Employees’ participative performance is a human asset and investment in improvement of employees’ performance will directly result in high-quality products and services. Contrary to other production factors, performance is characterized by increasing incomes (Charlton & Human, 2010)
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