Dimensions Of Organizational Trust Research Articles

Perception of CSR Activities, Organizational Trust, and Employee Outcome: Evidence from Iraq Telecom Market in Post-Pandemic COVID-19

Purpose: This study investigates the intermediary role of organizational trust in the relationship between corporate social responsibility (CSR) and employee outcomes. Theoretical framework: Building on Carroll’s pyramid adapted to the unique context of Iraq, the study explores the dimensions of organizational trust, CSR initiatives, and tangible employee outcomes. Design/Methodology/Approach: Employing a quantitative approach, the research was conducted within four telecommunications firms in Iraq, involving 359 employees with at least one year of work experience. Data collection spanned from September 2021 to October 2022, achieving a commendable 97.55% response rate. Structural equation modeling, utilizing the partial least squares (PLS) method and a bootstrapping technique involving 5,000 resamples, assessed the statistical significance of hypotheses. Findings: The study reveals a subtle yet noteworthy positive influence of CSR on employee loyalty, job satisfaction, and turnover intention. Importantly, organizational trust emerges as a robust mediator, influencing employee outcomes positively. Research, Practical & Social implications: This research suggests extending the conceptual framework to diverse industry sectors and geographical settings. Additionally, the inclusion of alternative mediators, such as perceived organizational justice, warrants exploration in future studies. Originality/Value: In contrast to studies using Western-centric metrics for CSR, this research adopts an alternative conceptual framework tailored to the unique context of Iraq, contributing to a deeper understanding of the interplay between organizational trust, CSR initiatives, and employee outcomes.

Relations Between Dimensions of Organizational Trust and Activities Strengthening the Value of Enterprises

Theoretical background: Contemporary enterprises functioning in conditions of international competition search for factors that help the growth of their value on the market. One of these may become trust as it is based on shaping the skills of interpersonal cooperation within employee groups and organizations with the aim of the realization of common interests. Purpose of the article: The aim of this paper is the identification of relations between organizational trust and activities that have an impact on the growth of value of enterprises on the market. Research methods: In our research, a singular survey method on an unweighted sample was applied with the aid of the following mixed techniques: CATI phone survey and CAWI Internet survey. The sampling frame was a database of 500 of the largest companies in Poland (according to the ranking of the portal of Rzeczpospolita newspaper). On the basis of the method of random selection, a research sample which consisted of 179 enterprises was built. Main findings: As a result of the research conducted, the factors of the growth in value of enterprises on the market were identified. The impact of the attributes of organizational trust on the growth of the value of the analysed enterprises was indicated, in which incidentally the most significant impact occurred in the case of trust between employees, while subsequently trust towards the organization and trust towards the department heads. The attributes of organizational trust significantly influence the enhancement of the resources of an enterprise, while also the implementation of new technologies, the emergence of new investments and the increased client portfolio. However, no significant impact was indicated in terms of the growth of R&D activities, nor an increase in the level of competitiveness of enterprises on the local market, nor an increased intensification of activities on the market. The research findings provide knowledge on the subject of the use of the attributes of organizational trust in terms of creating value on the market, which may help an organizational culture based on trust in enterprises.

Organisational Trust and Tacit Knowledge Transfer

This research has investigated the effect of the dimensions of organisational trust (OT) on the tacit knowledge transfer (TKT) by the willingness to share (W2S) and the willingness to use (W2U) the tacit knowledge (TK) of public library employees. In terms of nature, the present study is an applied research that, using a descriptive-correlation method. The study sample includes 140 employees of public libraries in Chaharmahal Bakhtiari province, the OT questionnaire Nguyen (2005) and the tacit knowledge sharing (KS) questionnaire Saparito(2000) were used. As well as descriptive statistics, the Kolmogorov-Smirnov test, Pearson correlation coefficient, and regression test were used to analyse the data. There is a positive and significant relationship between calculus-based trust(CBT) and employees’ willingness to TKT. There is a positive and significant relationship between knowledge-based trust (KBT) and employees’ W2S and apply TKT. There is a positive and significant correlation between identity-based trust (IBT) and employees’ W2S and apply TK. The relationship between IBT and the desire to KS is stronger than the relationship between CBT and KBT. Therefore, IBT has a stronger effect than KBT and CBT on the tendency to KS. Employees in the IBT stage are more inclined to share and use TK than employees in the CBT and KBT stage. The TKT is an interactive process formed by the trust between the parties. The results of the current study show that OT has a positive and significant effect on the TKT of public library staff.

Okul Yönetimindeki Kayırmacılığın Örgütsel Güven ve Örgütsel Bağlılık ile Olan İlişkisinin Öğretmen Algılarına Göre İncelenmesi

Bu araştırma, öğretmenlerin algılarına göre okul yönetimindeki kayırmacılığın örgütsel güven ve örgütsel bağlılık ile olan ilişkisini belirlemek amacıyla yapılmıştır. İlişkisel tarama modeli kullanılarak yürütülen araştırmanın evrenini, 2016–2017 eğitim öğretim yılında Sinop ili Merkez ilçesinde bulunan resmi ilkokul, ortaokul ve liselerde çalışan öğretmenler oluşturmaktadır. Araştırmanın örneklemini Sinop ili Merkez ilçesinde bulunan resmi ilkokul, ortaokul ve liselerde çalışan ve tabakalı örnekleme yöntemi ile belirlenen 500 öğretmen oluşturmaktadır. Araştırmada “Okul Yönetiminde Kayırmacılık Ölçeği”, “Örgütsel Güven Ölçeği” ve “Örgütsel Bağlılık Ölçeği” veri toplama aracı olarak kullanılmıştır. Araştırmada elde edilen sonuçlar şöyledir: Öğretmenlerin okul yönetimindeki kayırmacılığa ilişkin genel algılarının “çok nadir” düzeyinde olduğu görülmüştür. Öğretmenler okul yönetimindeki kayırmacılığı en çok “planlama” alt boyutunda, sonra “koordinasyon” alt boyutunda, daha sonra “örgütleme” alt boyutunda, son olarak da “değerlendirme” alt boyutunda algılamışlardır. Öğretmenlerin algılarına göre öğretmenlerin örgütsel güvenleri “bazen” düzeyindedir. Örgütsel güvenin alt boyutları incelendiğinde, öğretmenler “meslektaşlara güven” ve “yöneticiye güven” alt boyutlarında “çoğunlukla” düzeyinde örgütsel güven duyarken, “paydaşlara güven” alt boyutunda ortalama düzeyde güven duymaktadırlar. Öğretmenlerin “orta düzeyde” örgütsel bağlılığa sahip oldukları görülmüştür. Öğretmenler en çok “uyum” boyutunda, sonra “içselleştirme” boyutunda, daha sonra da “özdeşleşme” boyutunda okullarına örgütsel bağlılık göstermektedirler. Öğretmenlerin kayırmacılık algıları ile örgütsel bağlılık ve örgütsel güven düzeyleri arasında negatif yönde orta düzeyde anlamlı bir ilişki bulunmuştur. Öğretmenlerin okul yönetimindeki kayırmacılık algıları arttıkça, buna bağlı olarak örgütsel bağlılık ve örgütsel güven düzeylerinin düşmekte olduğu araştırmada elde edilen başka bir sonuçtur. Ayrıca, araştırmada öğretmenlerin okul yönetimindeki kayırmacılık algılarının, öğretmenlerin örgütsel bağlılığının ve örgütsel güveninin anlamlı bir yordayıcısı olduğu belirlenmiştir.

Do the effects of organizational trust on correctional staff job attitudes vary by culture: A preliminary test with Nigerian prison staff

The current study explored the effects of coworker, supervisor, and management trust on the job involvement, job satisfaction, and organizational commitment of Nigerian prison staff working in a prison in southeast Nigeria. In multivariate regression, only management trust was a significant positive predictor of job involvement. Supervisor and management trust, but not coworker trust, had significant positive associations with organizational commitment. All three dimensions of organizational trust had significant positive relationships with job satisfaction. These results suggest that both supervisory and management trust are important to correctional officers in Nigeria, which are similar to empirical research studies in the United States. The effects of trust may be universal among correctional staff across different cultures.

Organisational trust and performance in different contexts

The aim of this study is to shed lights on the impacts of various dimensions of organisational trust on organisational performance in a specific context, comparing the information and communication technologies (ICT) and forest industries with different kinds of employees (i.e., white‐collar vs. blue‐collar employees). Specifically, we move beyond most prior studies on organisational trust and simultaneously study trust equilibrium pattern of the relationship between interpersonal and impersonal with organisational performance. Our quantitative empirical analysis is based on a two‐survey data including respondents within large corporations in ICT (304 respondents) and forest industries (411) in Finland. For the analyses we utilise PLS for structural equation modelling (SEM). The results show the connection of interpersonal trust and impersonal trust to the performance. The results emphasised the role of competence‐related dimensions in performance. In addition, we observed some industry‐specific peculiarities regarding the effect of both interpersonal and impersonal trust.

Organizational Trust Perception and Innovative Behaviours of Teachers

<p style="text-align: justify;">In this research, it has been aimed to determine the relationship between teachers’ perception of organizational trust and innovative behaviours. The relational survey model was used in this study. The universe of the research has been constituted teachers in Şırnak province. The sample of the study has been formed of 151 teachers working in 35 schools, which were detachedly determined from the study universe. The data of the research have been gathered by “Individual Knowledge Form”, “Organizational Trust Scale” and “Innovative Behaviour Scale”. Descriptive analyses, correlation, reliability analysis and regression analyses have been performed to the data by the help of SPSS programme. Results of the regression analyses showed that participant teachers’ perception of organizational trust significantly predicts their innovative behaviour. While trust in administrator and trust in shareholders dimensions of organizational trust predict innovative behaviour of teachers, on the other hand, trust in colleagues dimension doesn’t predict teachers’ innovative behaviours significantly. For school administrators who would like to encourage teachers to exhibit innovative behaviours, it would be beneficial to keep the perception of organizational trust at school at high levels</p>

Örgütsel Adalet ve Örgütsel Güvenin İşe Adanmışlık Üzerindeki Etkilerinin Belirlenmesi: Alanya Belediyesi Çalışanları Üzerine Bir Araştırma (Determining the Effects of Organizational Justice and Organizational Trust on Job Engagement: A Study on Alanya Municipality Employees)

Purpose – The main aim of this study is to determine the effects of organizational justice and organizational trust on job engagement. Design/methodology/approach – In the study, the Organizational Justice Scale developed by Niehoff ve Moorman (1993) was used for determining the perception of organizational justice, the Organizational Trust Scale developed by Adams (2004) was used for determining the perception of organizational trust and Job Engagement Scale developed by Schaufeli et al. (2006) was used for determining the perception of job engagement. Reliability, validity, and confirmatory factor analyzes were performed on the data obtained in the study, and the hypotheses were tested with path analysis. Findings – According to the results of the research, it has been observed that interaction justice has a positive effect on the dimensions of trust in the manager, trust in colleagues, and trust in the organization. While procedural fairness has a positive effect on the dimensions of trust in the organization and the manager, it has not seen any effect on the dimension of trust in colleagues. In addition to that, it was concluded that two dimensions of organizational trust, namely the trust in the manager and trust in the organization, had a positive effect on employees' job engagement. Discussion – A significant effect of interaction justice has been observed on all dimensions of organizational trust. The clear and explicit expression of wishes and expectations of managers in their communication with their subordinates are important factors in the formation of organizational trust of employees. It is observed that transactional justice affects trust in the organization and the manager, albeit at a low level. Therefore, it can be inferred that the process of making organizational decisions and declaration of the criteria which are used in this decision making process affect the trust of employees in their organizations and managers. Moreover, according to the research results; it can be interpreted that ensuring the trust in the organization and the manager is an important factor in establishing the engagement of the employees to the job.

The Effect of Organizational Trust in Municipalities and Municipal Companies on Organizational Commitment

Organizational trust and commitment are still getting a lot of attention because in order to keep up with the experienced changes and transformations, organizations today have to retain qualified employees to continue their operations effectively. This issue is important for the municipalities and the municipal companies considering that municipal companies own high amount of the municipal budget and numbers of personnel especially in the metropolitan municipalities. Trusting an organization provides positive thoughts, feelings and behaviors for the employees while distrusting creates negative thoughts, feelings and behaviors so that their commitment levels might have been affected badly. For the employees, knowing that they are in an environment of trust with their colleagues, managers and organizations will enable them to internalize the vision, mission, goals and objectives of the organization and increase their commitment to the organization. However, in the opposite case, organizations may be faced with consequences such as leaving the organization and absenteeism that reduce productivity. Organizations that provide organizational trust will not only get the maximum return from the knowledge and skills of their employees, but will also be more advantageous in creating organizational commitment (Demirel, 2008: 180). In this study, firstly, the dimensions of organizational trust, secondly, commitment and then the results of the research were discussed.

ÖRGÜT KÜLTÜRÜNÜN ÖRGÜTSEL GÜVENE ETKİSİ

Bu çalışmanın amacı, örgüt kültürünün örgütsel güveni etkileyip etkilemediğini saptamaktır. Nicel yöntemin benimsendiği araştırma kapsamında, anket yöntemiyle veri toplanmıştır. Çalışmanın evrenini, İzmir’de üniversitede akademisyen olarak çalışan bireyler oluşturmaktadır. Araştırma kapsamında 392 kişi ile anket yapılmıştır. Araştırma sonucunda örgüt kültürü ve örgütsel güven arasında pozitif yönde, zayıf ve anlamlı bir ilişki olduğu tespit edilmiştir. Örgüt kültürünün örgütsel güven üzerinde etkili olduğu saptanmıştır. Bireylerin örgüt içerisinde paylaştığı değerler ve kültür, örgütsel güven boyutları olan yöneticiye güven, çalışma arkadaşlarına güven ve örgüte güven düzeylerini de etkileyebilmektedir. Örgütsel güveni sağlamak isteyen işletmelerin, örgüt kültürlerini bu doğrultuda oluşturmaları gerektiği sonucuna varılmıştır.

Building organizational trust through internal communication

PurposeAlthough multiple research studies disclosed that internal communication is effective in building trust within organizations, the link between employees' satisfaction with internal communication and their trust in their employers has not been explored. The paper explores the interrelationship between eight facets of internal communication satisfaction (ICS) and five dimensions of organizational trust (OT).Design/methodology/approachThe quantitative questionnaire-based field research was conducted on a sample of 289 employees. For the assessment of the ICS, the Internal Communication Satisfaction Scale – UPZIK developed by Tkalac Vercic et al. (2009) was used. OT was assessed using the scale developed by Shockley-Zalabak et al. (2000).FindingsThe research revealed a statistically significant positive relationship between the ICS and OT, both when considering five individual OT dimensions and the overall OT. Moreover, two ICS dimensions – “Satisfaction with communication climate” and “Satisfaction with communication with immediate supervisor” – were found to be the strongest predictors of OT.Originality/valueThe research adds to the discussion of antecedents of trust in organizations by positioning the ICS as a powerful generator of OT.

Investigating the Relationship between Perceived Organizational Support and Organizational Trust

The present research aims to determine relationship between perceived organizational support and organizational trust. It was a descriptive correlation study. The statistical population of the research included all female teachers of high schools of district 4 of Isfahan City. Organizational support questionnaire developed by Eisenberger et al. (1986) and Sashkin's organizational trust questionnaire (1988) were instruments used in this research. 1986questionnaire. For organizational trust questionnaire, alpha was equal to 0.90 and for perceived organizational support, it was equal to 0.83. The results showed that there is a significant relationship between perceived organizational support and organizational trust. Furthermore, the results showed that there are significant relationships between perceived organizational support and 10 dimensions of organizational trust except for manager’s honesty for predicting future results.

درجة مساهمة القيادة الخادمة في تحقيق الثقة التنظيمية لقادة المدارس الثانوية بمحافظتي حوطة بني تميم والحريق من وجهة نظر المعلمين

بحثت هذه الدراسة درجةمساهمة القيادة الخادمة في تحقيق الثقة التنظيمية لقادة المدارس الثانوية بمحافظتي حوطة بني تميم والحريق من وجهة نظر المعلمينمن خلال الأبعاد التالية ( التمکين , الإيثار, التواضع), واستخدم المنهج الوصفي المسحي,وطبق على مجتمع الدراسة والذي غطى (8) مدارس ثانوية وعدد(115) معلما حيث وزع استبيان تناول ثلاثة أبعاد للقيادة الخادمة ( التمکين , الإيثار, التواضع), والتي تم ربطها بأبعاد الثقة التنظيمية ( الثقة بإدارة المنظمة , الثقة بزملاء العمل, الثقة بالمشرفين). - وتوصلت الدراسة إلى النتائج التالية : - جاءت إجابة السؤال الأول حول مساهمة التمکين في تحقيق الثقة التنظيمية لقادة المدارس الثانوية في محافظتي حوطة بني تميم والحريق من وجهة نظر المعلمين بمتوسط (3,75) بانحراف معياري (0,93)، وهذا المتوسط يعني أن درجة توافر جميع عبارات السؤال الأول معا عالية. - جاء ت إجابة السؤال الثاني حول درجة مساهمة الإيثار في تحقيق الثقة التنظيمية لقادة المدارس الثانوية في محافظتي حوطة بني تميم والحريق من وجهة نظر المعلمين بمتوسط (4,04) بانحراف معياري (0,88)، وهذا المتوسط يعني أن درجة توافر جميع عبارات السؤال الثالث معا عالية. -جاءت إجابة السؤال الثالث حول درجة مساهمة التواضع في تحقيق الثقة التنظيمية لقادة المدارس الثانوية بمحافظتي حوطة بني تميم والحريق بمتوسط (4,24) بانحراف معياري (0,78)، وهذا المتوسط يعني أن درجة توافر جميع عبارات السؤال الثالث معا عالية جدا. أبرز توصيات الدراسة : - حث قادة المدارس الثانوية في المملکة العربية السعودية على تبني ممارسات القيادة الخادمة من خلال الإبعاد المذکورة في الدراسة. - عقد دروات تدريبية وورش عمل لتطبيقات القيادة الخادمة لقادة المدراس الثانوية. - إحداث أنظمة للحوافز المالية والمادية والتي تعزز من ممارسات القادة لتطبيقات القيادة الخادمة في المدارس الثانوية. This study examined the contribution of the servant leadership in achieving the organizational trust of the high school leaders in the governorates of Houta Bani Tamim and Al Heraiq from the point of view of the teachers through the following dimensions (empowerment, altruism, humility), and applied the descriptive descriptive method. And a number of (115) teachers distributed a questionnaire dealing with three dimensions of servant leadership (empowerment, altruism, modesty), which were linked to the dimensions of organizational trust (trust in the management of the organization, confidence in work colleagues, confidence in supervisors). The study reached the following results: - The answer to the first question about the contribution of empowerment in achieving the organizational trust of secondary school leaders in the governorates of Houta Bani Tamim and Al Heraiq from the point of view of the teachers averaged (3.75) with a standard deviation (0.93). This means that the degree of availability of all the question terms The first together is high. -The answer to the second question about the degree of the contribution of altruism in achieving the organizational trust of high school leaders in the governorates of Houta Bani Tamim and Al Heraiq from the point of view of the teachers averaged 4,04 by standard deviation (0.88). This means that the degree of availability of all The three question phrases together are high. - The answer to the third question about the degree of contribution of modesty in achieving the organizational trust of secondary school leaders in the governorates of Houta Bani Tamim and Al Heraiq with an average of (4,24) with a standard deviation (0.78). This means that the degree of availability of all three question terms together is very high . The main recommendations of the study are: - Urge high school leaders in Saudi Arabia to adopt the leadership practices of the servants through the exclusion mentioned in the study. - Holding training courses and workshops for leadership applications for secondary school leaders. - Creating financial and material incentive systems that enhance leadership practices for high school leadership applications.

THE EFFECTS OF INTERNAL MARKETING ON ORGANIZATIONAL TRUST: A RESEARCH IN HOTEL INDUSTRY

The aim of this study is to determine how internal marketing would affect trust in the organization and trust in the executive dimensions of organizational trust. The study population consists of employees working in hotels operating in the town of Kuşadası in the province of Aydın, one of the oldest touristic regions of Turkey. For this purpose, a survey application was carried out on 148 employees of 7 hotels in total. The acquired survey data was evaluated via confirmatory factor analyses, reliability analyses, correlation analyses and regression analyses. According to the findings obtained from the research, internal marketing affects trust in the manager and trust in the organization positively. Despite some limitations, the research findings are considered to present some important assistance to the managers, employees and researchers.

HRM bundles and organizational trust

According to the resource‐based view of the firm, a firm can be competitive only if its resources are unique and valuable. Therefore, the good functioning of the internal organization, including good human resource management (HRM) and high levels of trust, is considered to be a strategic issue and a critical source of competitiveness. It is also said that one of the growing challenges for HRM is to build a positive cycle of trust in the organization. This study aims to show the effects of HRM bundles, also known as HRM clusters, on various dimensions of organizational trust (interpersonal and impersonal). Confirmatory factor analysis, cluster analysis, and analysis of variance are used to analyze data from 14 organizational units in the information and communication technology and forest industries in Finland. The major finding is that among all the dimensions of organizational trust, only trust in other employees' competence and benevolence differs among the three HRM clusters.

How employees define organisational trust: analysing employee trust in organisation

PurposeMost business organisations try to create and maintain trustful relationships with their various stakeholders. Among all, sustaining a trustful relationship with employees has been particularly important for organisations. However, due to the multidimensional structure and changing nature of concept across settings, it is difficult to identify what makes an organisation trustworthy for its employees. The purpose of this study is to analyse the concept of organisational trust and identify how employees actually define organisational trust.Design/methodology/approachIn the study, a survey was conducted on a sample of 104 employees who were working in Turkey. Following a qualitative and quantitative approach, the data were analysed to categorise the definitions of respondents according to the theoretical framework.FindingsThe findings of study closely overlap with the relevant literature, but they also extend the scope of definition with including new factors such as reputation management, strategic management or ethics and values. According to results, the perceptions of employees on organisational trust vary depending on their individual and organisational characteristics.Practical implicationsThe study reveals the context depending nature of organisational trust. Developing a wider sense by capturing its full meaning and reflecting the different expectations of employees can increase the trust in organisations.Originality/valueBased on the detailed review of literature, the study identifies the major dimensions of organisational trust and then reveals the similarities and differences with the literature. The study provides a viable perspective on the concept to capture its meaning in different contexts.

Organizational Trust: A Gateway to Psychological Empowerment

<p>This study investigates the relationship between psychological empowerment of employees and organizational trust within Kuwaiti industrial companies. It focuses on two dimensions of organizational trust; namely, trust in supervisors and trust in the organization. A total of 450 questionnaires were submitted to industrial companies in the Subhan Industrial Area, of which350 were completed. The results indicate that a significant positive correlation exists between psychological empowerment of the employees of these companies and organizational trust. The findings indicate that trust in the supervisor and in the organizationexplains21.8% and 13.1%, respectively, of the variation in psychological empowerment. Trust in the supervisor correlates significantly and positively with all dimensions of psychological empowerment whereas trust in the organization correlates significantly and positively with only three dimensions of psychological empowerment; namely, meaning, competence, and self-determination. The study concludes by explaining the limitations involved and suggests future research directions to enhance psychological empowerment and trust in industrial companies in Kuwait.</p>

English

In circumstances governed by consistent change in all aspects of business, trust represents a significant factor in the behavioural patterns of organisations. Of great importance for a successful communication in organisations is understanding the levels of trust among staff, employees and their management, and trust in the organisation itself. Trust is a cohesive and motivating factor in work groups. Also, based on trust are identification and commitment to the organisation, as well as the relationships of employees. In successful organisations special attention is given to the problems of trust and mistrust. This work considers different theoretical concepts of how trust is created and maintained in organisations, different dimensions of organisational trust, as well as the effects of trust in organisational performance.

Organizational Trust Dimensions as Antecedents of Organizational Commitment

This study examines different dimensions of organizational trust as antecedents of employees' organizational commitment. Quantitative survey data from a large forest company (N = 411) and a large ICT company (N = 304) in Finland were collected. A structural equation modeling was used in order to test the hypotheses. The results from both samples demonstrated that impersonal trust dimensions were positively related to organizational commitment. Whereas, interpersonal trust dimensions did not have a significant impact on employees' organizational commitment. Perceived fairness and capability of the organization's policies and practices play an important role in terms of reinforcing employees' organizational commitment. Copyright © 2016 John Wiley & Sons, Ltd.

The effect of HRM practices on impersonal organizational trust

PurposeOrganizations face an increasing need to foster trust. However, there are fewer opportunities for developing interpersonal trust and an evident need to establish complementary forms. The purpose of this paper is to examine the effects of various human resource management (HRM) practices on the impersonal dimensions of organizational trust.Design/methodology/approachThe hypotheses are tested on a sample of 715 respondents from large corporations in the ICT and forest industries in Finland. Structural equation modelling was used.FindingsEmployee trust in the whole organization is connected to perceptions of the fairness and functioning of HRM practices. Such practices can therefore be used in order to build the impersonal dimension of organizational trust.Research limitations/implicationsFuture studies should also include interpersonal dimensions of organizational trust. Another limitation is that datasets from different industries were merged: future studies should analyze data from the ICT and forest industries separately.Practical implicationsHRM practices are used in all organizations, and could offer a practical solution to the problem of building and retaining trust without developing a special system or specific methods.Originality/valueThis study contributes to the growing body of literature on the role of trust in the context of organizational relationships. To the best of the researchers' knowledge this is the first study focusing on the impersonal element of organizational trust and its relationship with HRM practices.