Abstract
This study investigates the effects of trust in the organization on the relationship between human resource management practices and employee well-being.Method:An anonymous survey of 638 employees in Lithuania was conducted. The research was designed based on a 6-dimensional scale of perceived human resources management policies and practices, a 3-dimensional questionnaire of employee well-being, and a 2-dimensional questionnaire of trust in the organization. Questionnaire items were measured on a 5-point Likert scale. Survey data were analyzed using descriptive statistics, correlations, multivariate linear regressions and mediation analysis. Findings: Specific relationships were found between various HRM practices with employee well-being in having a full effect or in having a partial effect. This empirical study showed that select HRM practices positively influence employee well-being through the mediating effect of trust in the organization.Managerial implications:Based on the results of the survey, employee well-being at work in Lithuania can best be improved by the strengthening of trust in the organization through following these HRM practices: “recruitment and selection” (RS), “involvement” (I), “work conditions” (WC) and “competence-based performance appraisal” (CBPA).
Highlights
Special attention has been paid to various topics of human resource management (HRM) in the scientific literature for over twenty years
The results showed that HRM practices: “recruitment and selection” (RS)”, “I”, “TD&E”, “work conditions” (WC)”, “competence-based performance appraisal” (CBPA)”, “compensation and rewards” (CR)”, employee well-being (EWB), and trust in the organization had medium or weakly positive, and statistically significant correlations with each other
After carrying out a review of current scientific literature, no research was found that the effect of trust in the organization would have a negative effect on the relation between the HRM practices and EWB
Summary
Special attention has been paid to various topics of human resource management (HRM) in the scientific literature for over twenty years. The preservation of employees in the organization by ensuring their well-being should be one of the primary goals of the organization [2]. The employee well-being (EWB) has been found to relate positively to various individual and organizational outcomes [3,4,5]. The importance of trust is accentuated in scientific literature, and employee trust is related positively with HRM practices and with EWB [6,7,8,9]. Most research assesses interpersonal trust without assessing the influence of impersonal trust.
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