Organizational Trust Research Articles

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

Understanding the impact of artificial intelligence on the justice of charitable giving: The moderating role of trust and regulatory orientation

AbstractThe issue of distributive justice in charitable donations has become increasingly prominent. It not only weakens people's confidence in philanthropy but also their enthusiasm for participation. With the widespread use of artificial intelligence technology in donations, a key question arises: Can artificial intelligence inspire people to be more willing to donate by improving their perception of justice in donation distribution? This question is vital for charities but has yet to be answered. To address this gap, this research conducted five comprehensive studies to investigate the impact of AI decision‐makers on consumers' willingness to donate. The findings of Studies 1 and 2 consistently revealed that consumers perceive higher distributive justice in AI decision‐makers compared with humans, motivating increased participation in charitable donations. Study 3 examined two different experimental scenarios and found that this effect only occurs among consumers with lower trust in nonprofit organizations. Study 4 further explored the effect that is only present among prevention‐oriented consumers. These findings reveal how perceptions of distributive justice toward AI decision‐makers can facilitate public charitable giving and highlight the significance of this effect across different groups of consumers, providing invaluable insights for charitable organizations. This research not only fills the theoretical gap in the philanthropic field about the impact of artificial intelligence decision‐makers on donation distribution justice but also provides charitable organizations with artificial intelligence‐based donation promotion strategies.

Servant leadership’s impact on trust, commitment, and performance in higher education

<span lang="EN-US">This research examined the relationship between servant leadership (SL), organizational trust (OT), organizational commitment (OC), and task performance (TP). It employed a quantitative research design with partial least squares-structural equation modeling (PLS-SEM) and bootstrap estimation. Data were collected through a survey of 111 lecturers from 12 universities in Eastern Indonesia. It found that SL does not affect TP and OC. Meanwhile, OT affects OC but not TP. Further, OC does not affect TP. Therefore, OT does not affect TP through OC. Likewise, SL does not affect TP through OC. It practically implies that universities should be concerned the selection and placement of professional leaders. Successful professional leaders support and enhance the OC and TP of lecturers with SL. This study enriches leadership literature empirically examining SL, TP, OT, and OC in religious higher education. Besides, it provides evidence that SL in tertiary institutions does not exhibit a positive impact on lecturer performance. Institutional limitations lead to difficult situations and allow lecturers to accept reality. Furthermore, it uncovers challenges and demands the need for in-depth investigation of SL studies, which are paradoxical and contradictory to the previous SL theories and findings.</span>

Organizational culture at Slovak universities: a mediation analysis of the associated factors

The purpose of the paper is to examine the interrelationship between the leadership style of direct superiors and organizational culture and to find out whether this connection is mediated by organizational trust in the environment of Slovak universities. The tool for data collection was a questionnaire survey among heads of departments from selected public universities in Slovakia. The research model was tested using the PLS-SEM method. The hypothesis about the mediating role of organizational trust in the relationship between the superior’s leadership style and organizational culture was confirmed. The total effect in the studied model was much higher than the direct effect, which points to the importance of organizational trust in the context of building a healthy organizational culture. The implications of the research are aimed at the practice of university management.

Determinants of Blockchain Technology Adoption in Agricultural Supply Chain

Blockchain technology adoption in agriculture can bring a win-win situation for all stakeholders in supply chain, which aids in the security of transactions and information in both forward and backward linkages in agricultural supply chain. Furthermore, blockchain platform benefits producers by enhancing their reputation, increasing their competitiveness and reducing fraud by eliminating undesirable practices in the supply chain. This research paper aims to analyze the determinants of blockchain technology adoption in agricultural supply chain. Grey relational analysis is employed to identify the determinant factors of blockchain technology adoption in the supply chain. The factors for blockchain technology adoption in supply chain are identified based on the literature review collected and focus group discussion with experts. Experts are insisted to rate the factors based on the five point likert scale. The findings revealed that data transparency, traceability, interoperability, data immutability and high value pricing, product type, organization trust, and government support can influence the blockchain adoption in supply chain. The findings conclude that priorities must be given to those influential factors which will help the organizational stakeholders in formulating suitable strategy for effectively implementing blockchain technology in the agricultural supply chain.. KEYWORDS :Blockchain technology, Adoption, Factors, Agricultural supply chain, Grey relational analysis.

Relationship between Organizational Trust and Job Involvement among Staff Nurses

Relationship between Organizational Trust and Job Involvement among Staff Nurses

The Influence of Procedural Justice, Organizational Trust, and Organizational Commitment on Work Engagement

This study aims to analyze the influence of five variables, namely procedural justice, organizational trust, organizational commitment, in assessing job crafting's impact on strengthening or weakening the relationship between procedural justice and work engagement. The research is analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) with 200 respondents from Civil Servants in the Indonesian National Police (Polri). The results show that procedural justice has a positive effect on organizational trust, organizational commitment, and work engagement. Organizational commitment positively influences work engagement, and job crafting moderates the procedural justice variable's impact on work engagement. Keywords: Procedural Justice, Organizational Trust, Organizational Commitment, Work Engagement and Job Crafting

Relationship Between Organizational Trusts Posed by the Principal and the Teachers’ Professional Commitment in Higher Education Institutions

The present study aims to explore the relationship between organizational trust posed by the principal and the teachers’ professional commitment in higher education institutions in the province of Punjab. The given phenomenon is related to the teachers’ professional commitment, as when the college teachers enjoy the trust of their institutional principals, their professional commitment towards their job is increased. The study follows the positivistic paradigm and quantitative approach through survey method and correlational design. The two variables of the study are organizational trust and professional commitment. The population of the study consists of public-sector college teachers from the province of Punjab, Pakistan. Through a multistage sampling technique, data were collected from 803 public college teachers. The data was collected through two self-developed questionnaires. Descriptive and inferential statistical analysis were applied to answer the study's research questions. The descriptive results reflect that the occurrence of trust in teachers by the principals hardly reaches a moderate level, while the commitment to teaching and teamwork is at a low level. At the same time, the correlation between overall trust and commitment to teaching, teamwork and students’ welfare is significantly positive but moderate. Conclusively, the given levels of trust and particularly of commitment are critically below expectations, while the strength of correlation between the variables is also not very promising. Such results demand immediate initiatives to address the poor professional commitment and enhance the perception of trust among college teachers for the resurgence of the instructional system.

Political responsiveness and centralized religious leaders: lessons from the Catholic Church

AbstractAre centralized leaders of religious organizations responsive to their followers' political preferences over time even when formal accountability mechanisms, such as elections, are weak or absent? I argue that such leaders have incentives to be responsive because they rely on dedicated members for legitimacy and support. I test this theory by examining the Catholic Church and its centralized leader, the Pope. First, I analyze over 10,000 papal statements to confirm that the papacy is responsive to Catholics' overall political concerns. Second, I conduct survey experiments in Brazil and Mexico to investigate how Catholics react to responsiveness. Catholics increase their organizational trust and participation when they receive papal messages that reflect their concerns, conditional on their existing commitment to the Church and their agreement with the Church on political issues. The evidence suggests that in centralized religious organizations, the leader reaffirms members' political interests because followers support religious organizations that are politically responsive.

Servant leadership, affective conflict, and organizational trust: A Walk‐In‐The‐Woods perspective

Servant leadership, affective conflict, and organizational trust: A <scp>Walk‐In‐The‐Woods</scp> perspective

Organizational trust and work attitudes among Chinese prison officers

Organizational trust is an important workplace factor for organizations and their employees. There are different types of organizational trust, with coworker, supervisor and management trust being major ones. Yet, limited research has examined how organizational trust is associated with the work attitudes of correctional officers, such as job involvement, job satisfaction and organizational commitment. The current study explored how coworker, supervisor and management trust were related to the job involvement, job satisfaction and affective organizational commitment of Chinese correctional officers at two prisons in southeast China. Management trust had significant positive associations with involvement, satisfaction and commitment. The current results indicate the need to enhance management trust among the studied Chinese correctional officers to raise the three work attitudes.

The Level of Organizational Confidence among Faculty Members in the Jordanian Universities from their Point of View

The study aimed to identify the level of organizational Confidence among faculty members in Jordanian universities from their point of view, in addition to knowing the effect of the variables (gender, university, academic rank) on the estimates of the study sample for that level. The analytical descriptive approach was used, as the study sample consisted of (520) faculty members, who were chosen in a stratified random way from the study population of (2580) faculty members, and the questionnaire was used as a tool to collect the necessary data to achieve the objectives of the study. The results of the study showed that the estimates of the members of the study sample for the level of organizational confidence among faculty members were large, and that there were no statistically significant differences in the estimates of the study sample of the level of organizational confidence among faculty members attribute to the study variables. The study recommended many recommendations, including: continuing the interest of universities in the faculty member as he is the one who directs the university process, influences the souls of students, works to graduate generations qualified to work in the local community, and enhances the value of organizational trust in universities as it is an important element in achieving their goals, in addition to Study the possible mistakes made by universities in dealing with faculty members, and that this dealing must be based on justice and equality among all without discrimination.

The Effect of Brand Heritage on Intention to Donate in Non-Profit Organizations: An Evaluation within the Context of Temporal Focus and Brand Trust

ABSTRACT This study investigates intention to donate to nonprofit organizations with the perspective of brand heritage, brand trust, and the temporal focus of donors. The study is conducted on the long-established Turkish nonprofit organization Kızılay. Data is gathered via an online survey (n = 473) with judgmental sampling. The findings indicate that the brand heritage of a nonprofit organization affects brand trust and intention to donate. Likewise, trust in a nonprofit organization positively influences donation intention. Brand trust partially mediates the relationship between brand heritage and intention to donate. While individuals’ temporal focuses on the past and future moderate the relationship between brand heritage and brand trust, as expected, the present focus does not. The findings are expected to contribute to the branding processes and donation encouraging activities of nonprofit organizations.

Organizational learning from failures: double moderating impact of organizational trust and owner-manager interest in human resource development

ABSTRACT This study examines how organisational learning processes, such as learning stocks, learning flows, and external learning affect Korean small- and medium-sized enterprises’ (SMEs) perceived recovery and organisational performance through learning from failure. The double moderated mediation impact of organisational trust and owner-managers’ interest in human resource development (HRD) in these relationships has been tested. About 400 SMEs were selected and a self-reported online survey was administered. Among them, 296 SMEs were analysed based on their experience in employee development. All three organisational learning activities have an impact on perceived failure recovery and organisational performance through learning from failure. Additionally, organisational trust and owner-managers’ interest in HRD moderates the relationship between organisational learning activities. However, owner-managers’ interest in HRD has a negative moderating effect, indicating that power-political relationships impede learning from failure. Using the method of self-reporting to identify the role of organisational learning from failure, this study addresses the lack of empirical research with an integrated approach on this topic. The findings have several academic and practical implications. Owner-managers must engage in various developmental activities to build trust among members and should create space and time where employees feel free to share ideas and reflect on their opinions.

The Relationship of Trust, Knowledge Transfer and the Person-Job and Person-Organization Fit as Moderating Effects

Introduction/Main Objectives: The study aims to assess the relationship between trust and knowledge transfer with PJ-fit and PO-fit as moderating variables. Background Problems: There are two divergent perspectives on knowledge transfer, and trust has been posited as a potential unifying factor that could mitigate these differences. Trust, in many studies, has been regarded as a crucial factor for knowledge transfer, although there is a blurred understanding between trust and distrust. PJ-fit and PO-fit are moderating variables in the relationship between trust and knowledge transfer. Novelty: Most PJ-fit and PO-fit studies discuss trust and knowledge transfer. This makes the constructs of PJ-fit and PO-fit, as the moderating variables between trust and knowledge transfer, a novelty in this research. Research Methods: This survey analyzed the employees in companies’ information and technology divisions and collected data from 271 participants. The data was analyzed with PLS-SEM 3.29. Finding/Results: The result revealed that trust significantly impacts knowledge transfer, with the relationship being strengthened by PJ-fit. Conclusion: The optimal fit of knowledge, skills, and abilities is essential in promoting the relationship between trust and knowledge transfer in organizations that require employees who are oriented toward high-tech abilities. Therefore, recruitment based on PJ-fit may be more suitable when looking for an employee with a strong emphasis on expertise.

Unlocking technology acceptance among South African employees: A psychological perspective

Orientation: The study delves into technological acceptance within South African organisations, identifying psychological factors influencing employees’ willingness to adopt technology. Barriers to technology adoption are explored, emphasising the universal relevance of identified psychological constructs.Research purpose: To understand the psychological barriers influencing successful technological adoption in South African organisations.Motivations for the study: High failure rates in tech-implementation projects are linked to employee resistance, revealing a crucial gap in understanding psychological dynamics. Recognising human factors as pivotal to technological success, there is a need to transcend technical aspects, exploring individual experiences during organisational transitions.Research approach/design and method: Using a qualitative approach with non-random snowball sampling, 17 South African employees were interviewed in a semi-structured manner. Thematic analysis revealed specific categories of psychological barriers.Main findings: Identified barriers proved to be the antithesis of positive psychological constructs, including lack of psychological safety, lack of organisational trust, lack of psychological availability, negative emotions, low self-efficacy and low frustration tolerance. The presence of these barriers, hindering participants’ willingness to adopt new technologies.Practical/managerial implications: Organisations are advised to prioritise fostering a culture of psychological safety and trust, transparent communication and positive emotional experiences during technology adoption at the individual level. Training programmes enhancing self-efficacy and promoting mindfulness practices can mitigate barriers.Contribution/value-add: This research stresses the significance of the role of psychological factors in inhibiting an employee’s technological acceptance, providing practical guidance for industrial psychologists, HR professionals and change managers. The need to consider individual experiences during technological transitions, has universal implications across diverse workplaces.

Trustworthiness of Policymakers, Technology Developers, and Media Organizations Involved in Introducing AI for Autonomous Vehicles: A Public Perspective

Qualities of organizations constitute dimensions of trustworthiness. Guided by the integrative model of organizational trust, we developed dimensions of trustworthiness of policymakers, technology developers, and media organizations that are involved in introducing artificial intelligence for autonomous vehicles. We collected data through six focus group discussions with the public in Singapore. In addition to the core dimensions of trustworthiness, the public would consider acclaim, collaboration, public communication, and affiliation. Further, we identified all the dimensions of trustworthiness as either ability-, recognition-, relation-, or principle-based. These findings carry important implications for the development of the model and stakeholders’ communication about science and technology.

Wellbeing, support and intention to leave: a survey of nurses, midwives and healthcare support workers in Wales

Background/Aims Low morale and burnout is a widely acknowledged problem among healthcare professionals, with implications for staffing levels and quality of care. This study aimed to provide insight into the wellbeing of nurses, midwives and healthcare support workers, and propose strategies to support a resilient workforce and organisational development. Methods An online survey was conducted with 462 nursing and midwifery staff at one NHS health board in Wales. Validated scales were used to measure key indicators, such as workload, bullying and burnout. Descriptive analysis was undertaken of the quantitative data and content analysis of the qualitative data. Results The survey found high levels of work intensification and burnout, with considerable proportions of respondents reporting intentions to leave their job and profession. Low levels of organisational support and trust in senior management were reported, which qualitative analysis indicated was contributing to intention to leave. Conclusions Healthcare leaders need to place more importance on the wellbeing of staff and consider the impact of workplace climate. An inclusive, localised approach to challenges in the working climate is recommended to effectively promote a resilient and sustainable workforce.