Level Of Organizational Trust Research Articles

The Mediating Role of Psychological Security and Life Satisfaction in the Effect of Organizational Support on Organizational Trust: A Study on Healthcare Workers

Purpose: This research is aimed to identify the mediating role of psychological safety and life satisfaction in the effect of organizational support on organizational trust from the healthcare workers' perspective. Methodology: Cross-sectional design was preferred in line with the purpose of the study. This cross-sectional study was carried out on all healthcare professionals of a private healthcare organization which operates as a branch of a chain hospital group in Ankara. A total of 450 people expressed their willingness to participate in the questionnaire. However, 53 people could not finish the survey due to overcrowding. Thus, the final sample comprised of 397 people. Data were collected by face-to-face survey method. Path analysis, one of the structural equation modeling (SEM) methods, was used in the analysis of the data set. Findings: This research finds that organizational support directly and indirectly affects organizational trust in a significant way and that organizational trust will rise as organizational support grows. When the mediating variables of psychological safety and life satisfaction are entered into the model together, the effect of organizational support on organizational trust is not significant. Thus, psychological safety and life satisfaction are full mediating variables. These results indicate that as the level of organizational support increases, the level of organizational trust can be indirectly increased through the mediation of psychological safety and life satisfaction. Originality: These findings suggest that organizational support directly and indirectly significantly impacts organizational trust and that psychological safety and life satisfaction mediate the association between organizational support and organizational trust.

Assessment Norms Development of the Subjective Work Environment Battery “B-SWE” for Chilean Organizations

The objective of this research was to generate evaluation norms for the scores of the Subjective Work Environment Battery "B-SWE" from a base of 1,413 valid response protocols of workers belonging to 11 complex organizations in the central-south region of Chile. The B-SWE seeks to identify and analyze the subjective factors of work climate, understood as the result of the interrelation of the dimensions of organizational climate and culture, professional burnout, psychosomatic symptomatology, and coping strategies in specific socio-occupational contexts, which reflect the human dimension of the productive processes of an organization. Scales were obtained according to administrative dependency (public or private) and gender. The B-SWE comprises 136 Likert-type items with a five-option scaling, presenting adequate evidence of internal structure in the Chilean context. The results showed the existence of "differentiating dimensions" according to gender and dependency of the organizations, from which centile norms are constructed for the raw scores of the 15 dimensions of the B-SWE. Once the norms were obtained, differentiated and specific interpretations were presented for each dimension. In conclusion, the workers in public organizations showed higher levels of Organizational Trust, Job Satisfaction, Reflective Action, and Personal Fulfillment. In contrast, female workers presented higher levels of Affective Seeking, Spiritual Support, and Psychosomatic Symptoms and lower levels of Affective Hardening.

Risk Perception and Fatigue in Port Workers: A Pilot Study.

The aims of this study were to assess fatigue in port workers; analyze the association between fatigue and levels of trust in organizations, as well as the association between authorities and risk perception; and examine the official documents governing the studied port, along with the current health and communication status of the port workers. This was a descriptive and cross-sectional pilot study, which presented quantitative and qualitative data, and it was carried out among port workers in the city of Pelotas, Rio Grande do Sul, Brazil. Thirty-nine port workers responded to quantitative questionnaires, which collected their socio-demographic data, as well as a risk perception questionnaire, the Chalder Fatigue Scale, and the Checklist of Individual Strength. Five documents from the port regiment were studied and qualitatively analyzed. The health communications consisted of presenting infographics with research data and providing information for reducing fatigue. Fifteen workers (38.5%) were considered fatigued. There was a reduction in fatigue associated with trust in the unions and the labor management body, and there was an agreement that the precarious environment was completely unacceptable. The qualitative data in the documents indicated that it was possible to identify the infrastructure of the port environment, the legislation, the strategies to be adopted in cases of natural disasters, emergency plans, plans for the protection and promotion of workers' health, individual and collective protection plans, the division of the sectors and those responsible for them, and documents detailing the hierarchy within the ports. The qualitative analysis culminated in graphic representations (infographics) created to communicate the research results to port workers, specifically in relation to fatigue, and we presented the ways to prevent fatigue at work. Discussion/Limitations: Studying the risk perceptions and fatigue levels of port workers through research with the active participation of these workers presented their lived experiences, which promoted discussion and perhaps more effective proposals to change their work conditions.

Trust in the Leader and Trust in the Organization in Healthcare: A Concept Analysis Based on a Systematic Review

Orientation. Trust is the central part of leadership and organizational culture and can often go unnoticed until it decreases. There is a lack of a comprehensive concept analysis of trust in the healthcare setting. Research Purpose. The research aim was to gather, assess, and synthesize previous empirical evidence from the field of healthcare about the concepts of trust in the leader and trust in the organization. Motivation for the Study. To create a comprehensive and generic concept analysis of trust in the leader and organization for the healthcare sector based on recent empirical studies. Research Design and Method. A concept analysis, which followed the method presented by Walker and Avant, was conducted as a systematic review that adhered to the PRISMA guidelines. A total of eight databases were searched for relevant literature and 42 articles were included. Main Findings. The definitions of trust in the leader and the organization were based on emotion and cognition. Trust in the leader emerged as a core feature of collaborative leader-employee relationships, whereas trust in the organization was a key construct of organizational functioning. Trust in the leader and the organization contributed to commitment, increased work production, enhanced collaboration, and improved workplace well-being. Defense mechanisms were identified as a new contrary concept, while justice was found to be a related concept. Contribution. Both trust in the leader and trust in the organization positively impact an organization, nurse leaders, and employees. Deeper knowledge of trust and its attributes will be critical to the operationalization and estimation of levels of trust in healthcare organizations. Managerial Implications. Trust in the leader and the organization can significantly influence the attractiveness of an organization, retention of personnel, productivity, and work-related well-being. Thus, this aspect should be measured and developed systematically while acknowledging the antecedents of trust building.

Organizational Trust Level in Hospitals Through Nurses' Evaluation

Organizational Trust Level in Hospitals Through Nurses' Evaluation

SPOR EĞİTİMİ VEREN KURUMLARDAKİ AKADEMİSYENLERİN ÖRGÜTSEL SOSYAL SERMAYE, ÖRGÜTSEL ÖZDEŞLEŞME VE ÖRGÜTSEL GÜVEN DÜZEYLERİ ARASINDAKİ İLİŞKİ

This study was conducted to reveal whether there is a relationship between the organizational social capital and organizational identification perceptions of academics in institutions providing sports education and their levels of organizational trust. In the analysis of the data,in order to reveal the relationship between the organizational social capital, organizational identification and organizational trust levels of academicians, the Pearson Moments Product Correlation Coefficient (r) technique was used. As a result of the research, it was found that the highest perceptions of the academicians in institutions providing sports education about social capital are bridging social capital, the lowest organizational social capital is followed by unifying social capital and linking social capital dimensions; In general, it was judged that academicians' perceptions of bridging, unifying and bonding social capital regarding their institutions are at a "moderate" level, that is, they are not satisfied with their communication in these dimensions of organizational social capital (linking, linking, bridging). It was determined that the highest perceptions of the academicians in sports education institutions regarding organizational identification are in the emotional organizational identification dimension, followed by the cognitive organizational identification dimension, in general, the emotional identification of the academicians about their institutions is high, and their cognitive identification is at the "medium" level. It has been determined that the highest perceptions of the academicians in institutions providing sports education about organizational trust are trust in the manager, followed by the trust in the organization dimension, and the dimensions of trust in the administrator and trust in the organization, in general, are at the "medium" level. It has been determined that there are medium and high-level positive relationships between the dimensions of the academicians in institutions providing sports education, organizational social capital, organizational identification and organizational trust in general.

Investigation of the relationship between nurses' perception of toxic leadership and their organizational trust levels and turnover intentions.

This study aimed to investigate the relationship between nurses' perception of toxic leadership and their organizational trust levels and turnover intentions. This cross-sectional study was conducted using an online survey of 168 nurses working in public and university hospitals. Data were collected between April and November 2022 with the Toxic Leadership Scale, Organizational Trust Scale and Turnover Intention Scale. Descriptive statistics, correlations, and regression analyses were used to analyse these data. It was determined that almost half of the nurses (46.4%) were exposed to negative behaviours from their managers within the last year. Nurses' perception of toxic leadership, organizational trust level and turnover intention were moderate. It was found that nurses' perceptions of toxic leadership had a negative effect on organizational trust level (R2 = .691; β = -0.832; p < .05) and a positive significant effect on turnover intention (R2 = .267; β = 0.521; p < .05). This study revealed that toxic leadership behaviours in health organizations should be struggled with to increase nurses' organizational trust and reduce their turnover. In this context, an organizational culture in which toxic behaviours are not tolerated should be established in health organizations. What problem did the study address? In the literature, mostly positive leadership behaviours of nurse managers are emphasized and little is known about their negative behaviours such as toxic leadership. What were the main findings? It was determined that nurses who perceived more toxic behaviour from their managers had less trust in their organizations and higher turnover intention. On whom will the research have an impact? To provide a positive working environment and reduce turnover, it is necessary to create an organizational culture in which the toxic behaviours of nurse managers are not tolerated. No patient or public contribution.

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.

Exploration of Organizational Trust Posed by the Heads in Teachers at College Level

The purpose of the study is to explore teachers’ organizational trust at college level. The study is descriptive in nature and survey method was used. The teachers of Govt. degree colleges from province Punjab are the target population of the study while the teachers working in degree colleges in three divisions are the accessible population. Multistage sampling technique was used to select the sample for this study. At first stage three divisions were selected while at the second stage, sample of 50% of the total 352 colleges from accessible population i.e., 176 colleges were taken from the given divisions. The next stage, 5 teachers from 176 colleges were selected for data collection. A questionnaire on five points Likert scale was developed to measure organizational trust level of the teachers that they perceive to have from the principals in three areas i.e., their competence, credibility, and sharing information. The descriptive statistics were used for the analysis of collected data. On the basis of findings, it was concluded that majority of overall college teachers perceived to have had moderate organizational trust from their institutions heads and there was no significant difference in the overall trust level as well as different factors (competence and to share information) among male and female teachers. On the basis of conclusions, it was recommended that Principals have low level of trust in teachers’ competence and credibility, may arrange professional trainings and mutual discussion and reflections between teaching staff for enhancing mutual trust.

Ontarians' Perceptions of Public Health Communications and Misinformation During the COVID-19 Pandemic: Survey Study.

Clear, accurate, and transparent risk communication is critical to providing policy makers and the public with directions to effectively implement public health strategies during a health emergency. We aimed to explore the public's preferred sources of obtaining COVID-19 information, perceptions on the prevalence and drivers of misinformation during the pandemic, and suggestions to optimize health communications during future public health emergencies. We administered a web-based survey that included Likert scale, multiple choice and open-ended response questions to residents of Ontario, Canada. We aimed to recruit a sample that reflected population diversity with respect to age and gender. Data were collected between June 10, 2020, and December 31, 2020, and were analyzed using descriptive statistics; open-ended data were analyzed using content analysis. Subgroup analyses to explore perceptions by age and gender were conducted using ordinal regression. A total of 1823 individuals participated in the survey (n=990, 54% women; n=703, 39% men; n=982, 54% aged 18-40 years; n=518, 28% aged 41-60 years; and n=215, 12% aged ≥61 years). Participants most commonly obtained COVID-19 information from local television news (n=1118, 61%) followed by social media (n=938, 51%), national or international television news (n=888, 49%), and friends and family (n=835, 46%). Approximately 55% (n=1010) of the participants believed they had encountered COVID-19-related misinformation; 70% (n=1284) of the participants reported high levels of trust in health authority websites and health care providers; 66% (n=1211) reported high levels of trust in health ministers or public health organizations. Sources perceived to be less trustworthy included friends and family, talk radio, social media, as well as blogs and opinion websites. Men were more likely to report encountering misinformation and to trust friends or family (odds ratio [OR] 1.49, 95% CI 1.24-1.79) and blogs or opinion websites (OR 1.24, 95% CI 1.03-1.50), compared to women. Compared to those aged 18-40 years, participants aged ≥41years were more likely to trust all assessed information sources, with the exception of web-based media sources, and less likely to report encountering misinformation. Of those surveyed, 58% (n=1053) had challenges identifying or appraising COVID-19 information. Over half of our participants perceived that they had encountered COVID-19 misinformation, and 58% had challenges identifying or appraising COVID-19 information. Gender and age differences in perceptions of misinformation and trust in information sources were observed. Future research to confirm the validity of these perceptions and to explore information-seeking patterns by population subgroups may provide useful insights on how to optimize health communication during public health emergencies.

ORGANIZATIONAL TRUST, TEACHERS' SELF-EFFICACY AND SCHOOL CULTURE: A STRUCTURAL EQUATION MODEL ON PROFESSIONAL LEARNING COMMUNITIES AMONG PUBLIC ELEMENTARY SCHOOLS IN REGION XI

This research journey attempted to investigate the impact of organizational trust, teachers’ self-efficacy, and school culture on professional learning communities in public elementary schools using Structural Equation Modeling (SEM) to 400 elementary school teachers in Davao Region, Philippines. Findings revealed very high levels of Organizational Trust, Teacher Self-Efficacy, School Culture, and Professional Learning Communities. There were significant correlations between Organizational Trust, Teacher Self-Efficacy, School Culture, and Professional Learning Organization. Further, results showed that the best fit model was model 3 showing the direct causal relationships of Organizational Trust, Teacher Self-efficacy, and School Culture on Professional Learning Communities. Furthermore, structure modifications revealed that Professional Learning Communities were defined by their retained indicators, namely: Collective Learning and Application, and Supportive Conditions – Relationships. On the other hand, Organizational Trust was described by its domains: Affect-Based Trust, and Cognition-Based Trust while Teacher Self-Efficacy was determined by its retained indicators, namely: Classroom Management and Student Engagement. Finally, School Culture was measured by its domains: Affiliative Collegiality and Professional Collaboration. The findings of the study could be a significant baseline for faculty development programs of educational institutions.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0008/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Trusted Sources of Information and COVID-19 Vaccine Uptake in a Sample of Latinx Sexual and Gender Minorities in South Florida.

To examine factors associated with COVID-19 vaccine uptake in a sample of Latino/a/x sexual and/or gender minority (SGM) individuals in South Florida. Data were collected via an online survey from March 2021 to August 2022, as part of the Community Engagement Alliance Against COVID-19 Disparities. A multivariate regression analysis was fit using completion of a COVID-19 vaccine regimen as the outcome. Key covariates included trusted sources of information (eg, doctor, media), COVID-19-related challenges (eg, accessing medication, transportation), and dominant wave of SARS-CoV-2 at the time of data collection. Miami-Dade and Broward counties, Florida. White Latino/a/x, bachelor's educated respondents, and those with high levels of trust in community organizations had significantly greater odds of vaccination. Community organizations may be key to improving vaccine uptake among marginalized Latino/a/x SGM for COVID-19 and other emerging communicable diseases, such as meningitis and Mpox (monkeypox). The results of this study suggest that tailored public health messaging and additional funding for vaccine distribution are needed to better equip community organizations with the resources they need to serve this population.

Relationship Between School Principals' Narcissistic Leadership Behaviors and Teachers' Organizational Trust and Organizational Cynicism Levels (A Path Analysis Study)

As leaders of educational organizations, school principals can change teachers' perceptions of school positively or negatively with leadership styles they have. The purpose of this study is to determine in what direction and level the narcissistic leadership behaviors of school principals is related with teachers' organizational trust and cynicism levels according to teachers' perceptions. 397 teachers working in primary, secondary and high schools in Siirt/Turkey during the 2019-2020 academic year completed self-report surveys. Teachers' perceived organizational cynicism and perceived organizational trust were shown to have a negative and moderate relationship. This indicates that the increase in organizational cynicism ultimately decreases organizational trust. Also, 37% of the total variance in the organizational cynicism variable is explained by the behaviours of narcissistic leader. Furthermore, 52% of the total variance of organizational trust variable is explained on the basis of narcissistic leadership behaviors and a direct effect of organizational cynicism latent variable, as well as an indirect effect of narcissistic leadership behaviors through the organizational cynicism variable. As a result, the narcissistic leadership behaviors of school principals can damage organizational trust and increase organizational cynicism.

The Relationship Between Members’ Participation and Organizational Trust in Cooperative Firms: A Case of Dairy Cooperatives in Izmir Province/Turkey

Relationship between cooperative-member is very important for cooperatives to continue their activities successfully and effectively. Effective management of cooperative depends on participation of members in the process of cooperative management. The desire to participate in the management varies according to person to person. The main purpose of this study is to determine members’ organizational trust level and examine the willingness to participate of members' into the decision making process according to organizational trust level. Interviews were conducted with142 members in Izmir. Organizational Trust Inventory (OTI) was used. Factor analysis and cluster analysis were used to divide into groups to members’ organizational trust level. It has been determined that the members in the “non-trusting” group are more willing to participate in the management. Age, education and organizational trust, etc. have affected a willingness to participate in cooperative management. Professional management is necessary in order to raise economic and social profit of members. Cooperative leaders should not ignore the opinions of its members and they should also maintain good contact with members.

EXAMINATION OF TEACHERS' ORGANIZATIONAL TRUST LEVELS ACCORDING TO VARIOUS VARIABLES

Trust is the most basic need after nutrition in human life. The most basic need in business life, which is a part of human life, is trust. Employees should feel safe in their work life. Teachers who develop a sense of confidence can raise successful students. For this reason, it is important to determine teachers' organizational trust perceptions. In this study, first of all, teachers' organizational trust levels were examined. Then, the differentiation of teachers' organizational trust levels according to gender, graduation status, seniority and school-level variables was examined. The research was designed in the scanning model. The “Organizational Trust Scale” developed by Yılmaz (2006) was used to determine teachers' perceptions of organizational trust. The data were analyzed with descriptive analysis, t_test and ANOVA analysis. According to the findings, teachers trust their schools at a high level. Accordingly, teachers' gender, educational status and seniority do not affect their organizational trust perceptions. The school-level variable affects teachers' perceptions of organizational trust. This result shows that teachers working in primary schools have higher organizational trust perceptions. As a result, policies should be developed to improve the organizational trust perceptions of teachers working in secondary and high schools.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0098/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

القيادة الأخلاقيّة لدى القيادات الأكاديمية وعلاقتها بالثّقة التنظيميّة

The study aimed at identifying the extent to which academic leaders practice ethical leadership from the point of view of faculty members. The study used the descriptive survey method, and the questionnaire as a tool for data collection because it is suitable to the objectives of the study, its methodology, and its society. To answer its questions, the researcher limited the study sample to a simple random sample consisting of (280) participants, with a response rate of 32.4%. The study reached a number of results, the most important of which are: 1. The study sample’s agreement came to a (medium) degree on the academic leaders practice of ethical leadership with regard to the dimension of ethical personal behaviors. 2. The study sample’s agreement came to a (high) degree on the level to which academic leaders practice ethical leadership with regard to the dimension of ethical administrative behaviors. 3. The study sample’s agreement came to a (high) degree on the level to which academic leaders practice ethical leadership with regard to the dimension of human relations behaviors. 4. The study sample’s agreement came to a (high) degree on the level of organizational trust of ethical leadership. 5. There are no differences in the attitudes of the study sample members regarding the dimensions of ethical leadership (ethical personal behaviors, ethical administrative behaviors, the degree to which academic leaders practice ethical leadership) according to the degree variable, and there are differences in the study sample members attitudes about the same dimensions, but according to the variable number of years of service. 6. There are differences in the attitudes of the study sample members about (the level of organizational trust in ethical leadership) according to the educational degree variable, as well as the number of years of service variable.

BBB survey shows increasing public trust for most types of nonprofits

The latest research from the Better Business Bureau's Give.org unit finds that the public's level of trust in nonprofit organizations has gone up nearly across the board, with increases in the portion of survey respondents that “highly trust” charities in 12 out of 13 categories. The exception was environmental organizations, which dropped moderately (0.4%) and had the least portion of respondents (16.0%) expressing high trust, according to the BBB's Give.org Donor Trust Report 2022: Five‐Year Review of Trust and Giving Attitudes.

Exploring Journalists’ Organizational Working Perceptions in the Ethiopian Local Media: A Focus on Amhara Media Corporation

ABSTRACTThis study is aimed at analyzing journalists’ organizational working perceptions in the Ethiopian local media. The study covered six branches of Amhara Media Corporation (AMC). It applied explanatory sequential mixed research in the course of a survey, in-depth interview, document analysis and observation instruments. To gauge the levels of organizational trust (OT), organizational commitment (OC), job satisfaction (JS), social exchange (SE) and economic exchange (EE), a questionnaire survey was distributed to 220 randomly chosen respondents. Besides, in-depth interviews were conducted with eight purposefully selected media practitioners. The study’s theoretical framework integrates the organizational theories of OT, OC, JS, SE and EE with the hierarchy of influences model. The findings revealed the levels of journalists’ OT, OC and SE were moderate and their levels of JS and EE were high and low, respectively. Except for the working stream, journalists’ OT level is unaffected by demographic and biographic variables. This study concludes journalists perceive AMC’s organizational working atmosphere as partially positive, but the professional practice of journalism faced significant challenges and influences from the ownership it bases and establishes. The media managers are intentionally and directly assigned in AMC to maintain the political hegemony and status quo of the ruling party.

Examination of the Relationship Between School Principals' Ethical Leadership Behaviors and Teachers' Organizational Trust Levels

In this study, the relationship between school principals’ ethical leadership behaviors and teachers’ organizational trust levels were examined. Sample of the study, which was designed in the correlational survey model, consists of 397 teachers working in two districts of Istanbul. Ethical Leadership Scale and Organizational Trust Scale were used throughout the study. Data obtained during the study were analyzed by arithmetic average, standard deviation, correlation analysis and regression analysis. According to the findings, teachers’ organizational trust, and their perceptions regarding ethical leadership behaviors of school principals were found to be at a high level. As a result of the correlation analysis, it was found that there was a moderately positive and statistically significant relationship between ethical leadership and organizational trust. On the other hand, it was determined that ethical leadership significantly predicted teachers’ organizational trust. The findings obtained were discussed in the light of the related literature and suggestions were presented.

The impact of organizational justice and trust on knowledge sharing behaviour

The spread of knowledge sharing provides advantages to organizations in developing new solutions to problems along with a broader informational infrastructure. For this reason, it is important to know the factors affecting the knowledge sharing behaviour of individuals. The study examined the impact of employees’ perceptions of organizational justice and trust on knowledge sharing behaviour. The theories of organizational justice, organizational trust and knowledge sharing behavior constitute the methodological framework of the research. Within the scope of the study, data were collected from 421 participants (68 managers and 353 employees) working in public and private sectors in Bartin province (Turkey), using survey method. Within the scope of the study, organizational justice is divided into four sub-dimensions (procedural, distributive, interpersonal, and informational), and the construct of trust includes two sub-dimensions – trust in the manager and in the organization as a whole. As a result of the study, while no significant relationship was found between procedural justice, distributive justice and knowledge sharing, it was found between interpersonal justice, informational justice and knowledge sharing. In addition, a positive and significant relationship was found between trust in the manager, trust in the organization and knowledge sharing behaviour. According to the findings, it is seen that organizational trust has an important role in the exhibition of knowledge sharing behaviour; as the level of trust in organizations increases, knowledge sharing behaviour is positively affected. At the same time, informational and interpersonal justice dimensions affect knowledge sharing behaviour more than distributive and procedural justice. It is emerging that organizations should give more importance to justice’s informational and interpersonal dimensions.