Impact Of Organizational Trust Research Articles

Impact of organizational trust on organizational commitment: the moderating effect of national identity

Impact of organizational trust on organizational commitment: the moderating effect of national identity

Come and Gone! Psychological Resilience and Organizational Resilience in Tourism Industry Post COVID-19 Pandemic: The Role of Life Satisfaction

This research paper delves into the multifaceted relationships between psychological resilience, organizational trust, life satisfaction, and organizational resilience within the context of tourism firms in Egypt. Against the backdrop of the COVID-19 pandemic and its profound effects on the tourism industry, the study aims to unravel the intricate interplay of individual and organizational factors that contribute to the adaptive capacity and well-being of employees. The research employs a quantitative methodology, engaging full-time sales and marketing employees from five-star hotels and class A travel agents (660) as key participants, employing SmartPLS-SEM vs4 to analyze the collected data. Through a nuanced examination of their experiences post-pandemic, the study investigates how psychological resilience, defined as the ability to bounce back from adversity, influences both life satisfaction and organizational resilience. Additionally, the impact of organizational trust, characterized by the confidence and faith employees place in their organization, on life satisfaction and organizational resilience is explored. Preliminary findings suggest a positive association between psychological resilience and both life satisfaction and organizational resilience. Employees exhibiting higher levels of psychological resilience tend to not only experience greater life satisfaction but also contribute significantly to their organization’s resilience. Furthermore, organizational trust emerges as a critical factor, positively influencing life satisfaction and organizational resilience. The study contributes valuable insights to the evolving landscape of tourism management and lays the foundation for future research endeavors in this domain.

The Impact of Organizational Trust, Readiness for Change, and Individual Tenure on Organizational Identification: Empirical Research on School Teachers in Turkey

Organizational identification basically shows individual organization fit. Tenure, organizational trust and readiness for change levels of individuals are among the main factors affecting the relationship between individual and organization harmony. The aim of this research is to determine the effect of tenure, organizational trust, and readiness for change levels of teachers working in primary schools on organizational identification. Hierarchical regression analysis has been applied. Three models and three hypotheses have been developed. The sample area of the study consists of primary school teachers working in Istanbul. The sample area has been determined by simple random method. 473 questionnaires have been collected. According to the analysis findings, all hypotheses have been accepted. In the first model, teachers' tenures have a low-level significant effect on organizational identification. In the second model, teachers' tenures and readiness for changes have a moderately significant effect on organizational identification. In the third model, teachers' tenures, readiness for changes and organizational trust have a highly significant effect on organizational identification. As a result of the research, implications for school administrators and school institutions have been presented.

The mediating role of the locus of control in the impact of organizational trust on organizational cynicism

This study aims to examine the mediating role of the locus of control in the effect of organizational trust on organizational cynicism in school organizations with latent variables, including all personnel who directly impact education and training in schools. In this study, the relational scanning model, which is one of the quantitative research methods, was used to examine the mediating role of locus of control in the effect of organizational trust on organizational cynicism. The research started with a detailed literature review, and the information on the definitions and theories of the concepts of organizational cynicism, organizational trust, and locus of control were achieved; and a research model was created by developing hypotheses in line with this information. The data of the study were obtained from 385 participants who were selected by simple random sampling method among school personnel working in public schools. Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) analyses of the obtained data were performed using SPSS and AMOS statistical package programs. As a result of the analysis, it was determined that there is a negative relationship between organizational trust and organizational cynicism, and locus of control has a mediator role in the relationship between organizational trust and organizational cynicism.

The impact of organizational trust on the performance of police departments

The impact of organizational trust on the performance of police departments

Impact of Organizational Trust on Job Performance : A Study of Land and Survey Department

This study examines the influence of organizational trust on job performance by analyzing perceptions of 100 public employees in the Land and Survey Department. The instrument used to measure organizational trust was adopted from Institute for Public Relations (2003). Job performance was measured using an instrument developed by Borman and Motowidlo (1997). Results of the instrument’s Cronbach Alpha measurement show that the score of reliability is above .90 which indicates an acceptable level. The results indicate that organizational trust is positively correlated with job performance. These results imply that job performance may be dependent on organizational trust in the public sector. This study provides insights on the relationship between organizational trust and job performance in the public sector. The findings of this study may help public sector to enhance its organizational trust and its effect on job performance. Limitations and recommendations are also discussed.

THE EFFECTS OF ORGANIZATIONAL TRUST ON TURNOVER INTENTION

Today where global competition, rapid and continuous change are being experienced, it has become more difficult for enterprises to improve in production and management process, to increase efficiency and quality, to reduce costs, to move fast, to renew technology, to achieve flexible structure and to succeed by achieving superiority in the competition against its like. These efforts which seek to increase operational efficiency are necessary in order to provide competitive advantage today but insufficient. In order to provide and maintain competitive advantage, it is also necessary to make innovation, to make difference, or to use available resources-technology-knowledge in a way that will make a difference and produce new values. It is the human resources that will produce new values, make a difference and implement the strategies for the matter. However, the signs of negativity in human resources, such as high cost of human resources, labour turnover, job dissatisfaction, a decrease in performance-efficiency-quality-motivation, absenteeism are also factors that directly affect the performance of enterprises.Therefore, what enterprises have to use to accomplish their objectives is the human resources that are the source of providing a competitive advantage. In order for the human resources to create value, it is required to determine and prepare the resources in line with the strategies of the enterprise, to focus on the applications, programs, approaches that provide the development, uncovering of its potential, utilization, motivation, resolution of problems, effective use, production of new values, retention, loyalty, satisfaction, and so on.The purpose of the study is to examine the impact of organizational trust on turnover intention. In the study carried out for this purpose, trust scale and turnover intention scale have been used. 228 people working in private sector in Istanbul have participated in the study. According to the findings obtained from the analysis of the data, organizational trust significantly affects turnover intention. In other words, 18% of the change upon the turnover intention can be explained by the organizational trust ( =0.18).

The impact of organizational trust on psychological contract fulfillment in the Private Sector educational Environment in Egypt

The impact of organizational trust on psychological contract fulfillment in the Private Sector educational Environment in Egypt

E-learning technology and higher education: the impact of organizational trust

The aim of this paper is to analyze the impact of trust perceptions on teachers’ intention to continue using e-learning technology in higher education. Drawing on the model of organizational trust and the information systems continuance model, a new research model is developed and tested using data from a university college based on a survey of 401 university teachers. We find that teachers’ perceptions of system-based trust and trust in management exerted strong direct effects on intention to continue using an e-learning system. Additionally, system-based trust affects perceived usefulness, and thus fully mediates the influence of perceived usefulness on teachers’ intentions to use e-learning technology. Our findings clarify the relationship between trust and teachers continued use of e-learning technology and have implications, theoretical as well as practical, for trust-building structures that could improve the implementation of e-learning technologies in higher educational settings.

The role of organizational trust and organizational support on employees' well-being.

«The role of organizational trust and organizational support on employees’ well-being».Background:In available scientific literature, the impact of organizational trust and perceived organizational support on employees’ well-being has mainly been investigated without focusing on the different targets they can refer to.Objectives:The aim of the study is to test the direct role of these variables as precursors of well-being, job satisfaction and turnover intentions, by distinguishing two different levels in trust and support: the first one stemming from the employees’ own team (in which employees have direct and daily interpersonal relationships, and within which they build their work experience), the second stemming from the organization itself.Methods:In this study, a survey was administered to more than 1,000 employees of a Sicilian hospital. The relationships between the variables were studied through the use of hierarchical regression analysis.Results:Trust and perceived support are both significant predictors of mental and physical health (team trust: β=.088; organizational trust: β=.110; team support: β=.245; organizational support: β=.082), job satisfaction (team trust: β=.245; organizational trust: β=.222; team support: β=.209; organizational support: β=.168) and turnover intentions (team trust: β=- .086; organizational trust: β=-.164; team support: β=-.166; organizational support: β=.064). However, the support at the team level is a more important predictor, while trust is a stronger predictor at the organizational level.Conclusions:Distinguishing between team and organizational levels of trust and support allows to better understand the relationship between trust and support and well-being and organizational outcomes such as job satisfaction and turnover intentions. Practical implications, as well as future research, should therefore refer to the different levels of such predictors.

Impact of Organizational Trust on Whistle-Blowing Intentions at Malaysian Enforcement Agency

The current study investigated the relationship between organizational trust and whistle-blowing intentions at Malaysian Enforcement Agency.For further analysis, a sample of 346 employees working at Malaysian Enforcement Agency was selected using proportionate stratified random sampling method. For measurement, this study has adopted by Bews (1999) for organizational trust and adopted by Park (2009) for whistle-blowing intentions. To show the relationship between organizational trust and whistle-blowing intentions, this study using factor analysis and correlation analysis.The data analysis indicated that the organizational trust has positive impact on whistle-blowing intentions.The results also showed that organizational trust has significant and positive impact on the dimension of whistle-blowing intentions (internal whistle-blowing and external whistle-blowing).

Impact of Organization Trust, Organization Justice and Job Satisfaction on Organization Citizenship Behavior: A study in Banking Sector of Pakistan

The study is aimed at exploring the impact of Organizational justice, Organization Trust and Job Satisfaction on Organization Citizenship Behavior. Further, the mediating role of Organizational Commitment between these variables is also explained. A theoretical grounded conceptual model is developed to organize a mechanism through Organizational justice, Organization Trust and Job Satisfaction impact on OCB with the mediation of Organization Commitment. With the help of this model 4 hypotheses were developed. To test the hypothesized relationship multiple statistical analyses were conducted through SPSS. These hypotheses were tested with the help of data collected through survey questionnaires that were filled from 250 employees of Banks operating in Pakistan. Theory, and the data collected from employees verified the proposed hypotheses and suggested that the underlying practices have a significant positive impact on employees’ Organization Citizenship Behavior.

The impact of organizational trust on a firm’s market value. The effects of firm size

The paper investigates the relationship between organizational trust and a firm’s market value through the perspective of company size. The paper addresses the theoretical and empirical gap regarding the effects of organizational trust on a firm’s value by embarking on stewardship and agency theories. This provides a theoretical framework to extend the understanding of an organizational trust’s influence on a firm’s market value based on company size considering the extent to which a firm’s size plays a role in determining the market value effect. Furthermore, the effects of firm size on an organizational trust’s impact on market value were tested empirically through a moderation analysis drawing on a sample of 198 firms listed on the Warsaw Stock Exchange. It has been found that there is no significant association between organizational trust climate and a firm’s market value [...]

Impact of Organizational Trust on Employee Morale

This study attempts to investigate the extent to which the organizational trust of these employees is significantly related to employee morale in comparison between Sri Lanka Telecom and Ceylon Electricity Board in Trincomalee Town and Gravets, Sri Lanka. Findings explore a positive significant relationship between organizational trust and employee morale. Comparatively, correlation coefficient of the relationship is higher for the employees in Sri Lanka Telecom than for the employees in Ceylon Electricity Board. Further, results indicate that all employees in both organizations have high level attributes of organizational trust and employee morale. Comparatively, Sri Lanka Telecom has higher level attribute in organizational trust and Ceylon Electricity Board has higher level attribute in employee morale. Extended analysis confirms that there is a difference between mean values of organizational trust and employee morale in Sri Lanka Telecom and Ceylon Electricity Board in Trincomalee Town and Gravets, Sri Lanka.

The impact of organizational trust on innovativeness at the Tehran oil refinery company

Innovation and innovativeness have become critical issues in sustaining competitive advantage, especially in large and mature organizations. Firms can not survive without being able continuously to renew and innovate. Despite the lack of researches on the role of trust in organizational innovativeness, many studies support the assumption that high levels of trust have a positive effect on the effectiveness and quality of organizational knowledge sharing and innovativeness. Hence, this paper aims to analyze the effects of the dimensions of organizational trust on organizational innovativeness in Tehran Oil Refinery Company (TORC). Quantitative analysis is based on a survey of 15 organizational units and 210 respondents within TORC. Research findings imply that the impersonal form in particular, namely institutional trust, has an important role in determining organizational innovativeness. Key words: Organizational trust, innovativeness, lateral trust, vertical trust, institutional trust.

The Impact of Organizational Trust and Justice on Turnover Intention among Korean Public Servants

The Impact of Organizational Trust and Justice on Turnover Intention among Korean Public Servants

Confiance et performance au travail. L'influence de la confiance sur l'implication et la citoyenneté du salarié

Alors que les DRH essaient de developper par tous les moyens l ’implication de leurs salaries,gage d’une meilleure performance au travail,cette etude se propose d’etudier l’effet de la confiance organisationnelle (distinguant confiance dans les dirigeants et confiance dans le superieur hierarchique)sur l ’implication organisationnelle et la citoyennete organisationnelle. Le modele est valide sur un echantillon de 811 salaries et confirme ainsi que la confiance peut etre un outil de gestion de la performance des salaries, certes contraignant,mais peu couteux financierement.

Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence on Commercial Bank Supervisors

Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence on Commercial Bank Supervisors