Employee Trust Research Articles

Formal versus informal supervisor socio‐emotional support behaviours and employee trust: The role of cultural power distance

AbstractThis research investigates how formal versus informal supervisor support behaviours shape employees' affect‐ and cognition‐based trust across cultures of varying power distance. Using data from in‐depth interviews, Study 1 found that trust‐enhancing supervisor behaviours were more formal, status conscious and imposing in India (a high power distance culture) than in the Netherlands (a low power distance culture); unlike in India, supervisors acted more like friends or equals with their subordinates in the Netherlands. Using vignettes, Study 2 found that, compared to informal support behaviours, formal support behaviours increased both affect‐ and cognition‐based trust among Indian participants, but among US participants, formal support behaviours only increased cognition‐based trust. Study 3 conceptually replicated those findings by manipulating power distance in an organization. Together, the findings from these three studies suggest that supervisors' formal socio‐emotional support behaviours are particularly effective in increasing affect‐based trust in societal and organizational cultures that are high power distance.

The role of ethical leadership to employees work engagement: a social learning theory perspective

PurposeThis study examines the role of ethical leadership in building employee trust, knowledge sharing (KS), job satisfaction and then influencing employee engagement in the workplace.Design/methodology/approachThe sample included 610 employees of Indonesia Islamic Bank, obtained through an online survey. Structural equation modelling was used to test the research hypotheses.FindingsEthical leadership actively contributes to the growth of employee trust, exchange knowledge frequent and job satisfaction and then become key points to enhance employees’ engagement.Research limitations/implicationsFuture research is required to validate across regions and organisations to in light of the findings of the topic study.Practical implicationsOrganisational leaders and employees obtain a better understanding of ethics and organisation management field, hence employees and leaders must encourage ethical values as code of conduct in the workplace.Originality/valueThis study demonstrated the extent of the Khan concept for a combination of employee engagement, ethical leadership and KS. It also incorporates employee job satisfaction and the organisational engagement among employees.Peer reviewThe peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-03-2023-0218

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.

Greenwashing in Corporate Social Responsibility: A Dual-Faceted Analysis of Its Impact on Employee Trust and Identification

Corporate social responsibility (CSR) has emerged as a pivotal area of focus, with an increasing number of companies prioritizing its integration into their operational strategies. Nonetheless, because of the dual factors of corporate legitimacy and the pressure exerted by stakeholders, some companies use their CSR disclosures to screen positive impressions and good images, known as greenwashing. Existing literature delves deeply into the consequences of greenwashing from both consumers’ and companies’ perspectives; however, the consequences on employees remain largely unexplored. Another consideration is that greenwashing in CSR research has almost exclusively relied on a catchall CSR construct despite CSR being manifested in philanthropic CSR, business-process CSR, social alliance CSR, and value-chain CSR facets. Therefore, the purpose of this study is to explore the consequences of greenwashing in CSR on employees and to examine whether and how greenwashing across various CSR facets results in different employee responses. Partial least squares structural equation modeling (PLS-SEM) was used to analyze the structural relationships posited in our conceptual framework. By analyzing 304 employees whose companies had experience implementing CSR in China, this study found that greenwashing in primary-stakeholder-oriented CSR was negatively related to trust, and greenwashing in secondary-stakeholder-oriented CSR had a negative and significant impact on employee–company identification. Interestingly, each type of CSR greenwashing had no bearing on the other’s trust and identification. Furthermore, greenwashing in both CSR types indirectly decreases employee loyalty through the respective mediators of trust and identification. Theoretical and managerial implications are provided.

HOW TO MEASURE, ANALYZE, AND IMPROVE DIVERSITY, EQUITY, AND INCLUSION

AbstractThe author, an entrepreneur, innovator, and DEI expert who is the co‐founder, chairman, and CEO of BCT Partners, presents solid research and statistics to back up the importance of DEI/Diversity, Equity, and Inclusion within organizations. He also notes the current challenges (including political and legislative) aimed at DEI initiatives, and to related areas such as book banning in libraries and “anti‐wokeness.” His research is highly data‐driven. He writes: “Data‐Driven DEI™ is geared toward everyday people first and foremost and not just DEI champions and leaders. Why? Because organizations do not change. People change.” He outlines a number of points within the business case for DEI, which in his words are Winning the competition for talent, strengthening customer orientation, increasing employee trust, retention, engagement, satisfaction, and performance, Improving decision making and fostering innovation, and enhancing the organization's image to employees and consumers. The personal case for DEI covers, in his words, enhancing personal growth, expanding diversity of thought, improving health and wellness, and enriching learning and performance at school and work, mitigating biases and negative stereotypes, enlarging networks of relationships, expanding civic engagement and positive outcomes for others, and receiving more positive evaluations, earlier promotions, and higher compensation.

Unveiling the Influence of Empowerment Leadership on Employee Loyalty: the Mediating Role of Employee Trust and Job Satisfaction

This study examines the influence of empowerment leadership on employee loyalty under the mediating roles of employee trust and job satisfaction among medical staff at the private healthcare system. The investigation was conducted by surveying 374 doctors, nurses, and other medical staffs within 19 cities/provinces in the south of Vietnam. The SmartPLS software was used to conduct the partial least squared structural equation modeling (PLS-SEM) technique. The findings from the PLS-SEM analysis reveal that empowerment leadership has a direct positive influence on the employee loyalty to the organization of medical staff as well as a positive impact on intermediate variables such as employee trust and employee job satisfaction. On the other hand, the intermediate variables employee trust and employee job satisfaction also have a positive impact on the employee loyalty toward the organization. This research not only contributes to the existing body of knowledge by evaluating the relationship between employee trust, empowerment leadership, job satisfaction, and employee loyalty but also offers valuable recommendations for the management board of private healthcare organizations in southern Vietnam.

Team formation as a component formation of a successful corporate environment

The article aims to substantiate the advantages of team building development in the modern corporate environment. An analysis of the history of the origin and rooting of the philosophy of team building in personnel management was carried out with the selection of chronological stages of the development of processes and their content. The study formulated the advantages of team building for the enterprise, which can be attributed to improved communication and cooperation between employees, which leads to increased productivity and creativity; improving problem-solving skills, which allows one to see a problem from different angles and develop creative solutions; involvement and motivation of employees, provides a stable and positive morale necessary for business, which increases labor productivity; greater satisfaction and loyalty of employees, gives them a sense of stability, satisfaction, which leads to increased productivity; reducing stress and conflicts in teams, creating an environment where everyone feels valued and respected; improving teamwork, which is the key to successful work on productivity. An analysis of research in Great Britain statistically proves the influence of factors such as satisfaction with the company's culture, work-related stress, and involvement in processes for the enterprise's profitability. The article suggests methods of improving management effectiveness that can help employees work better together, regardless of the size of the company: creating the foundations for clear communication and employee trust; reducing barriers to healthy collaboration, such as corporate bureaucracy; a precise formulation of duties; increased autonomy for more experienced workers; allocation of time and resources for creative projects. Based on the study, a general conclusion was made regarding the significant role of team building in maintaining a thriving corporate environment as a guarantee for the company's acquisition of competitive advantages. Keywords: team building, team, corporate environment.

A Study on Factors Affecting Intentions to Purchase Life Insurance through Bancassurance Channel in Vietnam

The article aims to assess the factors affecting the intention to purchase life insurance through Bancassurance channel of individual customers in Vietnam. Research data was collected from 605 individual customers using Bancassurance services at commercial banks in Vietnam today. The study has proposed 3 main factors affecting the intention to purchase life insurance through Bancassurance, including: (i) Perception of behavior control, (ii) Subjective norms, (iii) Trust in bank employees. The results of this research are the basis to propose a number of solutions for managers in the field of banking and insurance cooperation to effectively use the Bancassurance distribution channel.

ANXIETY, STRESS AT WORK, AND EMPLOYEE TRUST: A STUDY WITH BRAZILIAN CIVIL SERVANTS

Objective: This study aimed to analyze the degree of anxiety, stress at work, and employee trust, as well as whether anxiety is a moderator in the relationship between stress at work and employee trust dimensions in Brazilian civil servants during the COVID-19 pandemic. Methodology: A quantitative study was conducted between July and August 2021, in which answers were obtained from 375 Brazilian civil servants. The results were analyzed using descriptive statistics techniques and partial least squares structural equation modeling to verify the relationships between the constructs. Results: Our findings revealed direct relationships between the constructs of stress and anxiety, direct relationships between anxiety and trust, and indirect relationships between stress and trust. Implications: This study presents managerial and theoretical contributions by bringing relevant reflections on the mental health of Brazilian civil servants during the COVID-19 pandemic.

Impact of Transparent Communication in HR Governance: Fostering Employee Trust and Engagement

This comprehensive study investigates the dynamic landscape of Human Resources (HR) governance in modern organizations, particularly in the context of diverse industries in Pakistan. Executives specializing in internal communications and HR were interviewed to glean insights into the evolving role of HR and its intersection with effective internal communication strategies. The research employed a qualitative approach, conducting in-depth interviews either face-to-face or via telephone, recording and transcribing the conversations. The participating executives, selected through a snowball technique, provided diverse perspectives from financial services, utilities, retailing, and more. The study employed cluster analysis to code interview data, identify key themes, and visualize patterns using a mindmap. The findings illuminate the heightened significance of employee engagement, the strategic management of organizational reputation, trust-building through dialogue, ownership of communication channels, and the enduring value of face-to-face communication in shaping contemporary HR practices. While the study acknowledges its limitations in sample size, it lays the groundwork for future research directions and contributes valuable insights to the evolving landscape of HR governance in the Pakistani organizational context.

Innovation capacity and social capital as mediators of relationships in integrated quality management with sustainable performance of village-owned enterprises in Klaten district, Central Java, Indonesia

The objective of this study is to research sustainability performance in village-owned enterprises as village-based economic driving institutions through integrated quality management with innovation capabilities and social capital in a single model known as Resource-Based View (RBV) development. Directors of the 354 Village-Owned Enterprises in Klaten Regency made up the study's participants. This study used a purposive sampling technique with a total sample of 190 BUMDes. The analysis tool used is Structural Equation Modeling (SEM). The results of the study show that integrated quality management affects sustainable performance. The influence of integrated quality management on sustainable performance is mediated by innovation capabilities and social capital. The outcome of the study is that BUMDes' performance will be sustainable if they have specific resources and capabilities implemented in integrated quality management based on the idea of human resource development such as being actively involved in BUMDes management operations and participating in the empowerment of BUMDes. It is essential for the government of Klaten Regency, Central Java Province to develop leadership management by providing directors leadership training so that they can adapt and be responsive to change and foster a sense of trust in the social environment such as trust in employees, the government and fellow citizens. In addition, the BUMDes director can promote regeneration by encouraging individuals to try new ideas without fear of failure.

Investigating multidimensional organisational trust through breach

ABSTRACT Objective The literature shows employee trust in leaders supports organisational performance, despite much still being unknown about the employee-leader trust relationship. This study aimed to explore employee trust in leaders through trust breaches to broaden knowledge about the multidimensional nature of the trust construct and provide organisations with a focus on how to improve employee trust in leaders. Method Trust breaches were explored using hypothetical vignettes. Participants received one scenario with a combination of a relationship treatment and behavioural treatment. There were three relationship treatments: no relationship, new relationship, and established relationship between employee and leader. There were also eight unique behavioural treatments of trust breach between employee and leader in the workplace (for example, betraying agreements). Results Using one-way and two-way analysis of variance, findings showed that only those allocated to the established relationship group were likely to trust the hypothetical leader in the future. While all behavioural breaches negatively influenced future trust, the behaviours of leader lying to, betraying confidentiality of, and publicly belittling the employee were significantly less likely to engender future employee trust. Conclusion This study offers a novel perspective to exploring employee-leader multidimensional organisational trust by investigating trust breaches according to type of relationship and behavioural breach type. This study showed behavioural breaches negatively influence perceptions of future employee trust in leaders. It also reaffirms that established relationships are most likely to be resilient to trust breaches over nominal or absent relationships between employees and their leader.

When relational transparency backfires: examining the various impacts of authentic leadership on employee trust during the COVID-19 pandemic

PurposeThis study examines how the different attributes of authentic leadership influence trust and employee organization fit and how such influences differ by gender and the level of positions during the COVID-19 pandemic.Design/methodology/approachThe study employed a survey to examine US employees' perceptions toward different attributes of authentic leadership during the COVID-19 pandemic.FindingsThe study showed that self-awareness, balanced processing and internalized moral perspective positively relate to trust in the employer, mediated through employee–organization fit. However, relational transparency has a backfiring effect, negatively related to trust through the mediation of employee–organization fit. Additionally, this study highlights the differences in gender and level of positions in reactions to authentic leadership.Originality/valueThis study contributes to the understanding of internal public relations in a turbulent crisis time by proposing a mediated model that explains the effects of authentic leadership on employees' trust through their fit with the organization. Additionally, it identified that gender and position level are important factors moderating such effects.

Analisis Tingkat Penjualan Tiket.Com Online Dalam Meningkatkan Profitabilitas Perusahaan Pt Satu Kosong Tujuh

The main problem in this research is analysis of the level of online Tiket.com Sales in Increasing the Profitability of the Company PT. Satu Blank Seven This study aims to explain the Level of Sales of Tiket.com Online in Increasing the Profitability of the Company PT. Satu Blank Seven in increasing customer satisfaction at PT. Satu Kosong Tujuh Tangerang. The research method that the author uses is a non-statistical quantitative type. With the approach method or data collection technique that the authors use is through observation, interviews, and documentation. Data processing is done by means of data reduction, data presentation and drawing conclusions, then described and described. The results of this study address the Analysis of Online Tiket.com Sales Levels in Increasing Company Profitability PT. Satu Kosong Tujuh is able to inspire and influence employees, with this leadership style making employees trust, loyal and respect for their leaders, and motivated more than expected. And the Tiket.com Sales Level applied by the leadership of PT. Satu Kosong Tujuh, namely placing humans as the main and most important factor in the organization.

Trust in management and state government mitigate the relationships between individual- and state-level stressors and well-being during COVID-19

PurposeThis study aims to examine the role of trust in management and state government in mitigating the relationships between individual- and state-level stressors and well-being during the COVID-19 pandemic.Design/methodology/approachData were collected from a US sample still working during the first wave of infections (N = 437) and was supplemented with objective state-level data. Data were analyzed using hierarchical regression modeling with the PROC MIXED procedure with SAS software to incorporate both individual- and state-level variables.FindingsResults indicated that individual-level stressors (work and family role overload) were positively associated with stress; however, the relationship between family role overload and stress was mitigated among those with high trust in state government. Results indicated that state-level stressors (infection rates and population density) were not associated with stress; however, the relationship between state population density and stress was positive among those with low trust in management and negative among those with high trust in management.Practical implicationsThis study highlights the need for organization and government leaders to build trust before and during crisis situations, as well as engage in a collaborative approach to managing stressors in crisis situations.Originality/valueThis study highlights the importance of expanding the focus of employee trust across organizational boundaries for understanding employee well-being during a crisis situation. This study also demonstrates the cross-over effects of trust, such that organization leaders can protect workers from community stressors, while government leaders can protect workers from family stressors.

ORGANIZATIONAL SILENCE, ORGANIZATIONAL TRUST, AND ORGANIZATIONAL COMMITMENT

Organizational silence limits the effectiveness of organizational decisions and change processes. This is a problem that is currently plaguing organizations, and it causes most organizations to suffer from very little employee comments and opinions that can reduce the effect of organizational trust on organizational commitment. Therefore, the present research investigates the mediating role of organizational silence and its dimensions including; Deviant silence, Disengaged silence, Diffident silence, Defensive silence, Relational silence, and Ineffectual silence in the effect of organizational trust on organizational commitment. The method of collecting information was a standard questionnaire. The statistical population of the research includes 75 experts of Automotive Company in Iran. The questionnaire was distributed among 75 people and finally 70 questionnaires were returned healthy and analyzable. For the statistical analysis in the inferential statistics section of the research, all the analyses were done using the structural equation technique and the partial least squares method with the help of SMART PLS software. The results of data processing showed that relational silence, diffident silence, and deviant silence play a mediating role in the effect of organizational trust on organizational commitment. Other research results did not confirm the mediating role of defensive silence, ineffectual silence, and disengaged silence in the effect of organizational trust on organizational commitment. The results of the research can be used for automotive company's managers to identify the types of silences that exist in the organization and increase the organizational trust and commitment of company employees

Shortcomings of Current Performance Measurement and Management Systems: A Literature Review

The performance measurement system as a tool for knowledge sharing and continuous improvement plays a key role in the knowledge management development. Previous research indicates that performance measurement and management systems are not always successfully implemented to improve decision-making or knowledge management. Many failures relate to the behavioural aspects of performance management, but a systematic review of this topic is lacking. Therefore, the main aim of the paper is to explore the shortcomings of current performance measurement and management systems. The study conducted a systematic review of the literature of peer-reviewed articles over the past 20 years. The main shortcomings are analysed within the individual categories of technical and social control, especially in terms of design, implementation, and behavioural aspects. The findings revealed that the most common causes of shortcomings of measurement and management performance systems include technical problems, insufficient or late knowledge sharing, or the inability to effectively implement the entire system. An ineffective performance measurement and management system encourages bad decisions and wastes resources by misallocating them. Subsequently, this results in dysfunctional employee behaviour and deterioration in overall performance, which often even increases fear, reduces employee trust, and engagement. Based on the synthesis of the results, the paper suggests how to prevent the identified shortcomings to cause a rapid change in the behaviour of employees. From a theoretical contribution point of view, the research provides a comprehensive and clear view of the currently available theory of performance measurement and management systems. In terms of managerial implications, point out the shortcomings of current performance measurement and management systems and outline how to overcome them.

Motivating Employees through Job Design and Compensation: An Observation

This study aims to examine the relationship and impact of job design and compensation on employee motivation. It is based on primary data obtained by distributing questionnaires to 15 Nepalese business organizations. The results show that job design has a significant positive relationship with employee motivation. In the same way, the results demonstrate that compensation has a significant positive relationship with employee motivation. In fact, employees who think their jobs are well-designed are highly motivated at work. Moreover, employees are highly motivated at work when they perceive a fair and efficient compensation system. Therefore, to enhance employee motivation, organizations must redesign job policies and foster employee trust. They also need to develop trusting compensation and incentive systems for their employees to increase employee motivation.

Artificial Intelligence and Pay Information Disclosure: Changing How Pay is Communicated

Pay information disclosure (PID), or communicating pay information between and among actors, affects employees, organizations, and societies. Disruptions resulting from artificial intelligence (AI) will also change how pay is communicated. Based on AI, AI and human resources (HR), and PID, as well as anecdotal data involving organizations that are integrating AI in their pay practices, we introduce areas of AI relevant to PID and describe opportunities and challenges. HR should play a critical role in developing employee trust in AI systems by protecting employee privacy, training AI on high-quality data, and ensuring AI algorithms are ethical. AI can transform PID by supporting advanced pay methodologies, reducing barriers to sharing information, and educating employees. However, research needs to be conducted on all of these areas and practitioners should strive to keep an open, but cautious mind about both the benefits and challenges of integrating AI into HR practices.

Perceptions of Corporate Social Responsibility in a Post-Disaster Context: The Impact of CSR on Employee Trust and Identification

Corporate social responsibility (CSR) has become increasingly recognized for being a source of positive organizational outcomes. More specifically, CSR has been positively associated with employees experiencing higher levels of organizational trust and organizational identification. The purpose of this study was to examine the relationship among these variables in a post-disaster context – the aftermath of Hurricane Ida. In such conditions, employers’ CSR actions may be particularly salient to employees’ perceptions of and attitudes toward their organization. Based on a set of quantitative and qualitative survey data in a sample of South Louisiana employees, our study finds evidence that organizations’ CSR actions directed toward employees may be a stronger influence on employee trust and identification than actions taken to help the community. Implications for theory and practice and directions for future research are discussed.