Organizational Trust Research Articles

Cultivating Employees’ Organizational Trust through Human Resources Management Practices: The Role of Internal Communication and Employee Engagement in Jordanian Construction Sector

Cultivating Employees’ Organizational Trust through Human Resources Management Practices: The Role of Internal Communication and Employee Engagement in Jordanian Construction Sector

The effect of disaggregated financial statements on potential nonprofit donors

PurposeThis study examines the effect that aggregated versus disaggregated financial statements has on a potential donor’s decision to donate to both large and small nonprofit organizations.Design/methodology/approachThis study utilizes 147 participants in a 2 × 2 design in which participants are placed in the role of potential donors.FindingsResults indicate that disaggregated financial statements increase the likelihood of donors donating. Findings suggest that trust serves as a mediating effect, as disaggregated information leads to increased organizational trust, which subsequently leads to an increased likelihood of donating.Research limitations/implicationsProviding participants with a fictitious scenario may not reflect true donor behavior. Participants also have no personal risk in deciding to donate because they are not actually making a financial donation.Practical implicationsOur results provide insight into the decision process of donors as this study suggests that disaggregated information leads to higher donations. As disaggregated information leads to higher trust, organizations are incentivized to provide disaggregated information because it increases the appearance of trustworthiness.Social implicationsFundraising campaigns can benefit from our findings. Nonprofit organizations should evaluate the impact on trust when considering best practices related to disaggregated information.Originality/valueThere is currently a trust crisis in America’s nonprofits, and this study aims to understand how the level of aggregation of financial statement information can increase trust and subsequent donor giving.

Disparities in Cervical Cancer Knowledge and Trust in Information Sources Among Diverse American Women.

Cervical cancer rates have declined due to prevention and screening, but disparities remain. This study examines how trust and preference in information sources affect knowledge and behaviors, alongside demographic differences to identify health disparities. This study used Health Information National Trends Survey data and employed weighted chi-square tests and multivariate logistic regression to analyze associations between knowledge, behaviors, and demographic differences. The results revealed significant disparities in HPV awareness, with lower awareness among Black (OR, 0.521), Hispanic (OR, 0.398), and Asian (OR, 0.138) women compared to Whites. Age and education also played roles, as older and less-educated women were less informed. Trust in doctors was crucial; women with low trust in doctors (aOR, 0.499; 95% CI, 0.252-0.989) had lower odds of having heard of HPV. Preference for written materials as a primary information source (aOR, 0.312; 95% CI, 0.122-0.793) also correlated with lower HPV awareness compared to preferring information from doctors. Furthermore, women with low trust in charity organizations (aOR, 0.647; 95% CI, 0.461-0.909) were less likely to believe HPV causes cervical cancer, while those who preferred the internet as an information source (aOR, 1.544; 95% CI, 1.026-2.324) had higher odds of having heard of HPV compared to those preferring doctors. Minority populations, older women, and those with lower education levels had significantly lower HPV knowledge. These findings highlight the need for tailored communication, community outreach, policy initiatives, culturally sensitive approaches, digital health interventions, and strategies promoting patient-provider trust to address these disparities.

Ethical climate and turnover intention among nurses: A scoping review.

Nursing shortages and turnover pose significant challenges for health organizations worldwide, driven by various organizational and individual factors. Ethical climate has emerged as a critical aspect influencing nurses' well-being and retention within healthcare settings, reflecting organizational practices with moral implications. Understanding the relationship between ethical climate and turnover intention among nurses is paramount for practitioners, managers, and policymakers. This review aimed to examine evidence and synthesize findings from prior studies on the association between ethical climate and turnover intention among nurses and identify key variables influencing its dynamics. A scoping review methodology was employed, encompassing studies retrieved up to February 2024 from major scientific databases, including PUBMED/MEDLINE, WEB OF SCIENCE, SCOPUS, and SCIENCE DIRECT. This study was conducted following ethical considerations and sound scientific guidelines. Sixteen articles meeting the inclusion criteria were identified. Overall, a significant association between ethical climate and turnover intention was observed, with theoretical underpinnings demonstrated. Key variables frequently linked to both ethical climate and turnover intention included organizational commitment, job satisfaction, and moral distress, while organizational commitment, organizational cynicism, and organizational trust emerged as mediators. Despite demonstrating a clear association, results underscore the necessity for replication studies, qualitative and longitudinal approaches, and standardized measurement. Enhancing the ethical climate through regular assessments, education, and interprofessional collaboration can improve retention. Future research should focus on theory building, ethical management and leadership, associated factors analysis, and intervention studies to develop comprehensive models and effective strategies for improving the ethical climate and reducing nurse turnover.

Corporate Social Responsibility Programs and Employee Retention: The Mediating Effects of Employee Trust in Organization

ABSTRACTThis study aims to examine the impact of corporate social responsibility initiatives on employee retention rates in private hospitals in Jordan. Additionally, this study investigates the mediator function of employee trust in private hospitals regarding the relationship between CSR initiatives and employee retention. A stratified sample of 363 personnel from private hospitals in northern Jordan is used, representing four distinct groups: physicians, nurses, technicians, and administrators. The data analysis uses the structural equation modeling (SEM) technique. The results indicate that corporate social responsibility (CSR) measures and trust in private hospitals in Jordan benefit employee retention. Furthermore, the level of trust in hospitals plays a crucial role in mediating the connection between corporate social responsibility (CSR) initiatives and the ability to retain employees. These findings hold promise for the healthcare sector in Jordan, offering potential solutions to the pressing issue of employee retention and the potential to improve patient care quality significantly.

Trust in Philanthropy: An Examination of Multidisciplinary Factors

This article explores and consolidates the factors that influence the donor’s trust from cross-disciplinary literature, and we put factors from these different fields to the test in one topic: the donor’s trust in the fundraiser organisation. Grounded on the literature, we can say that there are nine themes of constructs that influence trust. This research utilised a quantitative survey approach and PLS-SEM as an analysis platform to analyse the data collected. We have discovered that our respondents who represent donors strongly agree that their trust is heavily influenced by perceived security, rule of law, organisational personnel personality, communication effectiveness, reputation, perceived integrity, and perceived competence. Cross-disciplinary studies are profoundly helpful towards deeper knowledge and enhance the learning experience and enable the transfer of ideas across many areas of study easier. The findings should contribute to the theoretical knowledge specifically on trust antecedent in the philanthropy setting and other disciplines. The findings presented in this paper may also be useful as input for fundraisers to build and strengthen the level of their donor’s trust. This article explores and consolidates all factors that influence donor trust, which has been published in the literature and presents the results from the cross-examination of these factors.

Quantitative study on the impact of perceived corporate social responsibility on employee performance at plant protection companies in the Mekong Delta, Vietnam

This article presents the results of a formal quantitative survey (Main Study or Official Survey) on the impact of Corporate Social Responsibility Awareness on Employee Performance at plant protection products manufacturing enterprises in the Mekong Delta, Vietnam. The objective is to examine the impact of Perceived Corporate Social Responsibility (PCSR) on employee performance (EP), with the mediating role of organizational trust (OT) and the moderating role of organizational reputation (OR). The Main Study with 385 samples, used SPSS and AMOS to test Cronbach's Alpha, EFA, CFA and SEM models. The results of the impact coefficients showed that PCSR positively affects EWR with OT as the mediator, and OR as the moderator of this relationship. The coefficients obtained prove that the research hypothesis is appropriate. The research results also provide useful information for managers to better understand the impact of PCSR on employee performance, thereby making appropriate strategic adjustments to business goals. Due to the limited space and sample size, this is a limitation of the study.

Knowledge sharing among academics in higher education: integrating positive and negative facets of organizational climate

PurposeKnowledge sharing is pivotal for the professional development among academics in higher education. However, little research has focused on understanding both the positive and negative facets of organizational climate in relation to knowledge sharing among academics. Based on the theory of planned behavior, this study aims to examine the impact of four facets of organizational climate, i.e. affiliation, trust, competition and individualism, on academics’ subjective norms and intentions regarding knowledge sharing.Design/methodology/approachSurvey data were collected from 532 university faculty staff in China and analyzed using partial least squares structural equation modeling.FindingsResults indicated that affiliation and trust had positive effects on subjective norms regarding knowledge sharing, whereas competition and individualism had negative effects on subjective norms. Furthermore, subjective norms were found to significantly enhance academics’ intentions to share knowledge.Practical implicationsPractical implications are provided on how to cultivate a supportive organizational climate to foster knowledge sharing among faculty staff for enhanced professional capital and competitiveness.Originality/valueThe study contributes to the literature by integrating both the positive and negative facets of organizational climate and highlighting the hindering effects of competition and individualism on knowledge sharing, which have not been fully investigated in the existing literature.

“Wenn es nur einmal so ganz stille wäre...”

This article is a revised version of the inaugural lecture delivered on 5 October2023, on the occasion of the author's appointment as Professor of History of Religions at Lund University. It opens by depicting fundamental changes in the study of the history of religions in the twentieth century, followed by biographical notes, including her research on lay Buddhism in urban Taiwan, the emphasis on sensual dimensions of religious practice and the aesthetics of religion, and international academic networking in the analysis of practices of prognostication between Asia and Europe. Three areas are outlined that are central to the author's current research. It is pointed out that a focus on religion in contemporary society certainly includes a healthy awareness of current developments in the politics of religion, particularly in East Asia. In addition, the article addresses two fields of research that the author is currently engaged in: (1) The emergence of "Life Education" as a school subject in Greater China and the pedagogical shift that goes along with it. Particularly in Taiwan, this new subject is tailored to create a space for juveniles to develop self-reflection and life orientation in a success-oriented society while a new trust in religious organizations leads to the organizations' active engagement in these developments. The author is especially interested in how the transforming relationship between religion and public education gains special relevance in a comparative perspective between Asia and Europe. (2) Religious change in East Asia is evident in Buddhist ritual practices that are impacted by a consumer society that moulds emotionally profound experiences into marketable and distinct units that Eva Illouz has termed "emodities". Religious practices are subject to change in our contemporary world as they are reshaped by a growing global digitalized consumer culture. Tracing these changes leads to a deeper understanding of the underlying forces that distinctly reshape contemporary religious life.

Challenges for Formal Organizations Engaging Volunteers During Regular and Crisis Times According to Polish and Italian Volunteer Coordinators

AbstractThe recent crises in Europe impacted the volunteering patterns within formal organizations that provide support in regular and crisis times. In our paper, we investigated how volunteer coordinators from formal entities (public/governmental and non-governmental) perceive (1) the patterns of volunteering engagement (long-term versus episodic) in regular and crisis times, (2) the processes of retaining volunteers during crises; (3) the trust of the community toward various types of organizations during social crises; (4) the role of informal support groups in relation to the tasks of their organization. Between June and October 2023, we performed an online-based study (total N = 55)—in Poland (N = 28) and Italy (N = 27). The survey had multiple-choice and open-ended questions, and the results were analyzed qualitatively using the thematic analysis framework. The findings indicated that volunteer coordinators reckon that long-term and episodic volunteers play crucial and complementary roles in helping organizations achieve their objectives. This implies that organizations should recognize the value of both types of volunteers and consider them essential resources for pursuing organizational goals. The results also suggest that the volunteer retention strategies are worth outlining or revisiting within organizations, and attention should be paid to psychological support. According to coordinators, trust in non-governmental organizations is perceived as crucial in the beneficiaries' decisions about where to seek help. Collaboration with informal groups is advised, given that the goals can be achieved together, mutually using the resources provided by both types of helping entities.

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.

The Role of Organizational Trust in Shaping Commitment and Reducing Turnover Intention in Aviation

In the contemporary business landscape, advancements in artificial intelligence and robotics are rapidly transforming industries, including air transportation. Although the demand for human resources may diminish with technological progress, the necessity for skilled personnel remains critical. The air transportation sector, in particular, relies heavily on qualified professionals, whose contribution to sustainable business practices is substantial. However, despite their importance, these trained professionals may occasionally exhibit a turnover intention their positions. Such turnover in an industry where technology plays a pivotal role represents a significant loss for organizations. Mitigating turnover intentions may depend on the application of effective organizational behavior models, one of which is fostering an environment of trust within the organization. Increased trust in the organization can enhance employees’ commitment and job satisfaction, thereby reducing their turnover intention. The primary aim of this study is to identify the factors influencing turnover intention, with a specific focus on whether organizational trust affects this intention. Furthermore, the study seeks to determine whether organizational commitment mediates the relationship between organizational trust and turnover intention. To explore these dynamics, a survey was conducted with 404 ground and flight personnel employed in both public and private aviation sectors in Türkiye. The research findings show that trust has important implications in an organizational setting. As a result of the analysis conducted within the scope of the research, it was determined that organizational trust has no effect on turnover intention. The reason for the different result from the literature may be the sensitivity of the aviation industry and the high staff turnover rate. Due to these characteristics of the sector, employees of the aviation industry may show turnover intention even if they trust their organizations.

Comparison of Objectivity, Transparency, Contextualization, and Trust Between Fact-Checking Sites and News Organizations

ABSTRACT This study compares U.S. adults’ perception about the performance of news organizations and independent fact-checking sites. Drawing upon a survey of 1580 respondents, this study finds that rating of the objectivity and trust in news organizations is somewhat higher than that of fact-checking sites. Fact-checking sites, however, are perceived to give more contextual information about current topics than news organizations. In terms of transparency, no significant difference is found. The analysis also finds that the positive perceptions about objectivity, transparency, contextualization, and trust significantly predict fact-checking site use. The results suggest that audiences perceive fact-checking sites to play a journalistic role to some extent, which may blur the boundary of journalism.

Risks of Institutionalization of the Central Asia-China Format for Solidarity and Political Trust in the Shanghai Cooperation Organization

The article considers the risks of institutionalizing the format of the Central Asia-China dialogue («C+C5») for solidarity and mutual political trust within the Shanghai Cooperation Organization (SCO). According to the documents, institutionalization is aimed at transforming the «C+C5» format into a full-fledged international intergovernmental organization with functions that duplicate the existing ones within the SCO. In the current official documents, Russia declares the importance of SCO development and assigns it a special role in the implementation of the «Turn to the East» Policy, the development of the «Greater Eurasian Partnership », and the deployment of the project of «the North-South International Transport Corridor». In this regard, further institutionalization of the «C+C5» format may create restrictions for the realization of these Russian plans and even for the protection of interests in the Central Asian region (CAR). This circumstance, coupled with the active attempts of the West and the United States to force a number of CAR countries to refuse Russia’s assistance in circumventing the sanctions regime is unlikely to be understood in Moscow. This means that it is necessary to think about the ways to overcome the likely limitations by deepening the dialogue with China on the issues of further development of the SCO and increasing its effectiveness. The plans to institutionalize the «C+C5» format may also cause increased opposition from other major global «players» such as the United States, India, the EU and Japan, which have been actively involved in Central Asian Affairs in recent years, developing formats for dialogue between «1 + C5» (CAR countries).

Complexities and Possibilities of Strengthening the Social Inclusion of Military Women in the Netherlands Armed Forces: Findings From an Action Research Project

The social inclusion of military women is negatively affected by dominant masculine norms. Often, military organizations try to promote inclusion through top-down policies. However, little is known about solutions military personnel themselves propose, and what is needed to implement those. Drawing on an action research project in the Netherlands Armed Forces, we identify four systemic collaborative requirements to implement initiatives aimed at improving inclusion: (a) awareness and recognition of women’s (negative) experiences, (b) a safe environment for dialogue and joint ownership, (c) organizational trust, support and mandate, and (d) the implementation of interventions in the organizational structure. We discuss two paradoxes we identified (a) addressing inclusion in unsafe workplaces requires safety and (b) creating awareness about women’s social inclusion without putting women in the spotlight. Our results show that a dialogic and collaborative approach is promising, especially to address the complexities that arise when trying to strengthen inclusion.

Impact Of Corporate Social Responsibility Awareness, The Intermediate Role of Organizational Trust on Employee Work Performance: A Study at Pesticide Production Enterprises in The Mekong Delta

This article is completed from research at enterprises operating in the field of plant protection products in the Mekong Delta - Vietnam, the purpose of the research is to examine the impact of corporate social responsibility awareness (PCSR) on employee performance (EWR), perceived task orientation (IRTP), organizational citizenship behavior at the individual level (OCB-I) and the organizational level (OCB-O), through the mediating role of organizational trust (OT), the moderating role of organizational reputation (OR). Through pilot testing of 100 samples and official quantitative survey of 385 samples to test Cronbach's Alpha coefficients, EFA, CFA and SEM structural model using SPSS, AMOS Version 4.2. The results show that: PCSR has a positive impact on EWR with OT as the intermediary. There is a moderating effect of OR on the relationship between PCSR and OT. The obtained coefficient values answered the hypotheses H1; H2a; H2b; H2c; H3; H4; H5; H6 respectively 0.687; 0.374; 0.606; 0.602; 0.229; 0.153; 0.159; 0.185. The results of the research model help business managers have more insight into the impact of corporate social responsibility awareness with the mediating role of organizational trust on employee work performance. Thereby, helping business leaders make appropriate adjustments to meet the desired goals of the business. The research is still limited in space and sample size.

Membangun Kepercayaan Masyarakat Strategi Komunikasi Organisasi BAZNAS Sumatera Utara dalam Penghimpunan Zakat

The organizational communication strategy used by BAZNAS North Sumatra to strengthen public trust and increase participation in zakat collection. Public trust is considered a key factor in encouraging participation in zakat payments through these official institutions. The research method used is a qualitative approach with case studies, involving in-depth interviews, observation and document analysis. The research results show that BAZNAS North Sumatra implements various communication strategies, such as media campaigns, outreach, report transparency, service improvement, as well as involvement and partnerships with the community. This strategy plays a role in increasing credibility, organizational trust and public trust in BAZNAS North Sumatra. Organizational communication activities, including internal, external communications, public relations management, and crisis communications, also play an important role in strengthening public trust. In addition, effective marketing communications, such as advertising, sales promotions, public relations, and direct marketing, also have a positive impact on increasing public trust and participation in zakat collection. The increase in public trust built through a comprehensive communication strategy has had an impact on increasing the number of muzaki who entrust their zakat to BAZNAS North Sumatra in recent years.

AI and Trust in Organizations

As the use of artificial intelligence (AI) expands in both society and organizations, building and maintaining trust in AI systems is becoming increasingly important. While AI promises benefits like improved efficiency and data-driven decision making, concerns are growing around a lack of transparency, accountability, fairness and control over how data is collected and used. This erosion of trust poses a threat to the widespread adoption of AI. However, the article argues that organizations have an opportunity to proactively build trust through transparent, accountable and fair development and application of AI. Drawing from research findings, it outlines strategies for providing transparency into AI systems and decision making, ensuring accountability in development and deployment, and engaging stakeholders. If implemented, these practices can help alleviate fears, demonstrate a commitment to responsible and ethical use of AI, and gain greater public acceptance and adoption of the technology's potential benefits.

Comprehensive Analysis Of Background Screening Impact On Employee Experience And Organizational Outcomes

This comprehensive study examines the multifaceted impact of background checks on employee experience and organizational outcomes, with a particular focus on the implementation of a nationwide, standardized employment screening system. The research is guided by six interconnected themes: trust, transparency, fairness, diversity and inclusion, engagement, and retention. In the contemporary business landscape, background checks have transcended their traditional role as a mere formality, evolving into critical assets for enhancing employee satisfaction, organizational trust, and retention rates. This review synthesizes a wide array of studies to analyze the complex interplay between background screening practices and employer-employee relationships. It establishes robust evidence for how fair, transparent, and reasonable background checks can significantly enhance organizational commitment and employee loyalty. The results underscore the critical importance of awareness and transparency in the background check process, highlighting how these factors foster trust and perceptions of fairness, ultimately leading to positive employee attitudes and improved organizational outcomes. The study also delves into the potential adverse effects of excessive or biased background checks on workforce diversity, with a particular emphasis on historically marginalized groups and individuals with criminal records. It proposes that employers who embrace equality in the workplace and ensure that their background check processes are free from unlawful discrimination can cultivate and maintain a diverse, inclusive, and highperforming workforce. The implications for practice and research are far-reaching. To optimize employee experience and key outcomes such as organizational commitment, job satisfaction, and reduced turnover intention, employers must prioritize fairness, transparency, and inclusiveness in their background check processes. The study identifies critical areas for further research, including sector-specific effects of background screening practices and the impact of emerging technologies and data privacy concerns on background check processes. By reconceptualizing background checks as a strategic tool for building trust and enhancing employee commitment, rather than a mere compliance exercise, organizations can achieve superior outcomes across multiple dimensions of performance. This research provides a comprehensive framework for understanding and implementing effective background screening practices that balance organizational risk management with positive employee experiences.

Performance management, metric quality, and trust: Survey evidence from healthcare organizations

We examine the impact of performance management (PM) and metric quality on trust and performance in healthcare organizations. Prior research found that PM can elicit feelings of distrust, as healthcare professionals can perceive control as curbing their autonomy. We examine whether the quality of metrics (i.e., their accuracy, sensitivity, and verifiability) can help PM to enhance interpersonal trust in healthcare settings. We mobilize self-determination theory (SDT) and argue that PM using high-quality metrics can address managers' needs for competence and autonomy, which in turn can impact interpersonal trust and unit performance. Using survey data from 152 middle managers in healthcare settings, we find that metric quality moderates the relationship between PM and interpersonal trust, which is subsequently positively linked with unit performance. Also, we find that action control and cultural control are positively associated with interpersonal trust. We complement literature on the control-trust nexus by highlighting the importance of metric quality, and by showing which forms of control can be instrumental in creating a high-trust work environment.