Organizational Trust Research Articles

The role of trust in occupational safety: research results

This article presents the concept and results of a study on the effects of organizational trust on the safety level in an enterprise. The research results presented provide valid and reliable statistical evidence that employees’ trust in management is an important factor that significantly affects safety in a company. In particular, the research findings prove that employees’ trust in management affects safety outcomes indirectly (full mediation), due to the improvement in their engagement in safety citizenship behaviour (SCB); but also that better engagement in SCB should directly or indirectly contribute to the reduction of accident event occurrence through improvement in employees’ health and safety (H&S) regulation compliance (partial mediation). Moreover, the research findings prove that improvement in perceived management commitment in H&S will additionally strengthen positive relationships between trust in management and SCB engagement (interaction effect).

Role of Human Resource Governance in strengthen Organizational Trust An Analytical Study of the Opinion of a sample of the faculty members in Salahaddin University of Erbil- Iraq

The research aimed at analyzing the relationship and impact of human resources governance in enhancing organizational trust, which raised several questions about the nature of the correlation, impact and contrast between the independent variable (human resource governance) and the dependent variable (organizational trust). The main and sub-variables were described, as well as to analyze the relationships and influence between the variables. The research represented the faculties of Salah al-Din University, Erbil, and they numbered (13). As for the individual respondents, they numbered (338) members of the teaching staff of the faculties of the study sample. The hypotheses were tested through a set of statistical analyzes and tests by the computer program (SPSS V.22). The study reached a set of main conclusions, including the results of the correlation analysis revealing the existence of positive, high-level moral relationships between human resources governance and organizational trust at the macro and micro levels. The study proposed a set of proposals, the most important of which are: the necessity of encouraging the university to apply laws to all faculty members transparently.

Fostering Employee Support for Corporate Social Advocacy (CSA) Through Dialogic Internal Communication and Transformational Leadership

ABSTRACT This study advocates an integrative, inside-out approach to Corporate Social Advocacy (CSA), emphasizing the development of robust internal support among employees. It identifies dialogic internal communication (focusing on mutuality and openness) and transformational leadership as key factors, examining their effects on enhancing employees’ advocacy intentions, supportive communication intentions toward the company (positive megaphoning), and trust. These factors were hypothesized to influence employee-related outcomes both directly and indirectly through employee-organization identification. A nationwide online survey with full-time employees was conducted. The findings indicate that dialogic internal communication strengthens employees’ organizational identification, advocacy intentions, positive megaphoning, and trust in the organization. Additionally, transformational leadership positively impacts organizational identification, positive megaphoning, and trust. A significant mediating role of enhanced employee-organization identification was observed. Dialogic communication demonstrated a more substantial impact than transformational leadership in fostering positive employee outcomes. Theoretical and practical implications were discussed.

#BeSeen: understanding young people’s views of the motivation and impacts of sharing self-harm imagery online and use of their social media data for research—a UK participatory arts-led qualitative study

ObjectivesThis study explored the views of young people from diverse backgrounds, with or without a history of self-harm, on the motivation and impacts of sharing self-harm imagery online and the...

The Influence of Job Satisfaction, Organizational Trust, and Effective Leadership on Organizational Citizenship Behavior among PT Ardita Dwi Mitra Employees in DKI Jakarta

This research is intended to identify the effect of Job Satisfaction, Organizational Trust and Effective Leadership on Organizational Citizenship Behavior at PT Ardita Dwi Mitra. This research is a descriptive quantitative research through the distribution of questionnaires in the form of google form. The method implemented is hypothesis testing. Hypothesis testing utilises simple regression analysis with SPSS 27.0 software. The data collected in this research are employees of PT Ardita Dwi Mitra. Data samples were collected from 100 employee participants of PT Ardita Dwi Mitra. The independent variables of this research include Job Satisfaction, Organizational Trust and Effective Leadership. The dependent variable is Organizational Citizenship Behaviour. The analysis identified a positive effect of Job Satisfaction on Organizational Citizenship Behavior, a positive effect of Organizational Trust on Organizational Citizenship Behavior, and a positive effect of Effective Leadership on Organizational Citizenship Behavior. The results of this research are expected to provide input for leaders to pay attention to Job Satisfaction, Organizational Trust and Effective Leadership which can increase Organizational Citizenship Behaviour.

Organizational trust as a success factor

Organizational trust as a success factor

THE MODERATING ROLE OF INTERNAL MARKETING ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL TRUST AND JOB ENGAGEMENT: EVIDENCE FROM HOTELS AND TRAVEL AGENCIES

Employees play a crucial role in service firms, significantly influencing performance and value creation. Success in this regard depends on the efficient management of human resources as internal consumers. Therefore, this study examines the influence of organizational trust (OT) on job engagement (JE) and explores the moderating role of internal marketing (IM) on the relationship between organizational trust and job engagement. The study model was formulated and tested using data from 448 full-time employees in five-star hotels and category-A travel agencies in Egypt, specifically, in the Greater Cairo area. Findings revealed that OT positively impacts JE. IM positively impacts OT and JE. In addition, IM has a positive moderating impact on the relationship between OT and JE.

The mediating role of career satisfaction in the relationships between relationship quality, innovative work behavior and organizational trust

The mediating role of career satisfaction in the relationships between relationship quality, innovative work behavior and organizational trust

Communication climate and organisational trust to readiness for change in higher education

Communication climate and organisational trust to readiness for change in higher education

Mediation role of work engagement in the effect of healthcare professionals’ perception of organizational trust and organizational support on perception of organizational cynicism

The aim of this study is to investigate the mediating role of work engagement in the effect of healthcare workers’ perceptions of organizational trust and organizational support on organizational cynicism. A total of 306 healthcare workers participated in the research. Data was collected using scales for organizational trust, organizational support, organizational cynicism, and work engagement. Confirmatory factor analysis was conducted to validate the structure of the scales. The study employed PATH analysis to determine the mediating role of work engagement. The data were analyzed using SPSS and AMOS software. The findings established a negative relationship between perceptions of organizational trust and organizational support with organizational cynicism, which is partially mediated by the level of work engagement. Additionally, the study identified a negative relationship between the level of work engagement and organizational cynicism. Conversely, the study concluded that perceptions of organizational trust and support have a positive impact on work engagement levels. This research makes a significant contribution to understanding the effects of healthcare workers’ perceptions of organizational trust and support on organizational cynicism and work engagement. Furthermore, these results could provide a valuable foundation for developing effective strategies in the management and practice of health organizations.

Mapping organizational justice in tourism, hospitality, and events literature: An in-depth scoping review

In the tourism, hospitality, and events industry, organizational justice plays a crucial role in shaping key job outcomes such as organizational commitment, trust, job performance, innovation, and organizational citizenship behaviors. This exhaustive scoping review not only clarifies existing knowledge but also identifies gaps and outlines future research directions, providing a comprehensive roadmap for advancing organizational justice research and practice within these sectors. The results of this review highlight the significance of procedural and distributive justice dimensions, advocate for the integration of diverse leadership styles, stress the importance of empirical exploration, promote cross-cultural research, and endorse the use of qualitative methodologies. By delving into nuanced variables, this review enhances our understanding of the implications and applications of organizational justice in the tourism, hospitality, and events industries.

Trust in Transit: External Migration Control and Migrants’ Perceptions of Humanitarian Borderwork in the Sahel

The Sahel region has become a focal point for externalisation policies seeking to prevent the onward travel of migrants bound for North Africa and Europe. In this context, humanitarian actors are increasingly called upon to implement migration control policies or to address migrants’ vulnerabilities during journeys characterised by ‘extended temporariness’. This paper builds upon the concepts of the humanitarian border and institutional trust to develop a typology of organisations and to explore how migrants in transit perceive these forms of humanitarian borderwork. By employing the concept of trust as an analytical prism to examine social navigation, risk-assessments and the felt externalisation of migration control, we argue that transit migrants’ mistrust in humanitarian organisations is a ripple effect of the externalisation process. This leads to cumulative ripples, such as protection gaps for individuals travelling from West to North Africa. The article compares two key locations for West African transit migration in Niger and Mali, exhibiting similar characteristics but differing in the extent and visibility of external migration-related programming. Through qualitative content analysis of interviews conducted with 90 transit migrants between 2020 and 2021, we identify the perceived involvement of organisations in migration control and the phase in the migration trajectory as key factors influencing (mis)trust in organisations. We further trace the effects of (mis)trust on migrant strategies, including exit, risk-acceptance, and self-protection. The results highlight the far-reaching impacts of different externalisation environments on migrant safety and strategies, as well as on the ability of humanitarian organisations to provide protection in vulnerable migration situations.

The mediation effect of trust and justice on the relationship between servant leadership and employee job satisfaction: an empirical findings from private universities in Kuwait

PurposeHigher education institutions now place a greater emphasis on servant leadership, organizational trust, and justice. This study evaluates the function of organizational and leader trust and justice in mediating the relationship between employee job satisfaction and servant leadership in Kuwait's private universities.Design/methodology/approachEmployees from two private higher education sectors in Kuwait provided 205 valid responses to the study's closed-ended survey, which was given to 240 workers. The job satisfaction and servant leadership, leader's trust and justice and servant leadership, leader's trust and justice and job satisfaction, and the mediating effect of trust and justice on the relationship between servant leadership and job satisfaction among employees in Kuwait's private universities—all four variables—were examined using the simple random procedure method. Partial least squares structural equation modeling was used for data analysis.FindingsThe findings provide evidence supporting the positive effects of servant leadership on employee job satisfaction. Moreover, it provided evidence supporting the positive relationship between servant leadership and organizational trust and justice. The findings also showed a positive correlation between organizational trust and justice and job satisfaction among staff members working in Kuwait's private higher education sector. Additionally, the results provided a partial mediation effect of organizational trust and justice on the relationship between servant leadership and employee job satisfaction.Originality/valueEmployee job satisfaction, performance, engagement, and outcomes within Kuwait's private higher education sector are significantly improved by the adoption of a servant leadership style, together with organizational and leader’s trust and justice. The findings demonstrate the significance of the servant leadership style in this industry's leadership habits for raising worker job satisfaction.

Sex and COVID-19 vaccination uptake and intention in the Democratic Republic of Congo, Nigeria, Senegal, and Uganda

The introduction of vaccines marked a game changer in the fight against COVID-19. In sub-Saharan Africa, studies have documented the intention to vaccinate and the uptake of COVID-19 vaccines. However, little is documented about how sex differences could have impacted COVID-19 vaccination. We conducted a multi-country cross-sectional study to assess the sex differences in COVID-19 vaccine uptake and intention to vaccinate in the Democratic Republic of Congo (DRC), Nigeria, Senegal, and Uganda. This study involved analysis of data from mobile surveys conducted between March and June 2022 among nationally constituted samples of adults in each country. Bivariate and multivariable logistic regression models were run. The self-reported uptake of COVID-19 vaccines was not significantly different between males and females (p = 0.47), while the intention to vaccinate was significantly higher among males (p = 0.008). Among males, obtaining COVID-19 information from health workers, testing for COVID-19, and having high trust in the Ministry of Health were associated with higher vaccination uptake. Among females, having high trust in the government was associated with higher vaccination uptake. For intention to vaccinate, males who resided in semi-urban areas and females who resided in rural areas had significantly higher vaccination intention compared to their counterparts in urban areas. Other factors positively associated with vaccination intention among males were trust in the World Health Organization and perceived truthfulness of institutions, while males from households with a higher socio-economic index and those who had declined a vaccine before had a lower vaccine intention. Overall, the factors differentiating vaccine uptake and intention to vaccinate among males and females were mostly related to trust in government institutions, perceived truthfulness of institutions, and respondent's residence. These factors are key in guiding the tailoring of interventions to increase COVID-19 vaccine uptake in sub-Saharan Africa and similar contexts.

Study on the Impact of Social Capital of Tax Organizations on Organizational Performance and its Moderating Effect of Organizational Trust

Study on the Impact of Social Capital of Tax Organizations on Organizational Performance and its Moderating Effect of Organizational Trust

Organisational trust, commitment and turnover intention in employees of domestic and foreign banks in Ghana

Organisational trust, commitment and turnover intention in employees of domestic and foreign banks in Ghana

How Organizational Trust and Commitment Impact Performance

How Organizational Trust and Commitment Impact Performance

Investigating the Dynamics of Organizational Commitment and Trust Among Public Employees in a Philippine Local Government Unit (LGU)

This descriptive-correlational study explored the interplay between organizational commitment and trust among public employees within a Local Government Unit (LGU) in Surigao City, Philippines. Data from 72 employees across four departments were analyzed using Spearman's rank correlations to examine associations between trust-building factors (HR practices, performance evaluations, delegation) and commitment levels. Additionally, Kruskal-Wallis H-tests and Mann-Whitney U-tests were employed to investigate potential demographic influences (age, sex, educational attainment) on both commitment and trust perceptions. While public employees exhibited moderate levels of organizational commitment, trust in HR policies, performance evaluations, and delegation practices remained high. Interestingly, trust in managers' follow-through and decision-making involvement displayed a potential U-shaped relationship with age. Educational attainment also emerged as a significant factor influencing trust perceptions across various organizational aspects. These findings suggest that fostering trust through transparent leadership, fair practices, and employee empowerment can be a valuable strategy for LGUs to cultivate a more committed workforce. Furthermore, the study highlights the potential need for tailored approaches to building trust based on employee demographic characteristics.

The Impacts of Organizational Changes on Negative Emotion Resulting on Employee Trust in the Insurance Office of PT. Asuransi Sinar Mas Indonesia

Recently, the insurance industry has been dealing with industrial revolution 4.0, which is a major change in the technology sector that causes many changes in other sectors. The industrial revolution 4.0 begins with the utilization of moveable and controllable machines in the production process. It starts from using simple robots to sophisticated computers. The potential impact of Industry 4.0 is the emergence of employee resistance to change in the organization. This research aims to reveal, analyze, and discuss the role of organizational changes in predicting negative emotions and impacts on trust in organization. The sample used in this research was 207 participants, who were employees at the insurance office of PT Asuransi Sinar Mas Indonesia. Then, the sampling technique used saturated sampling and a questionnaire as a data collection tool. Structural Equation Modeling (SEM) analysis was used as a data analysis technique using the SMART PLS 3 application. The results of this research indicate that organizational change caused significant negative emotions among employees. Eventually, employees became antitrust in organization. The limitation of this research was that it only involved employees of the PT Asuransi Sinar Mas insurance office in all regions of Indonesia, so the generalization of the results of the research could not be conducted.

The Clan Effect: Exploring the Nexus Between Organizational Culture, Trust, and Audit Economics

The Clan Effect: Exploring the Nexus Between Organizational Culture, Trust, and Audit Economics