Trust In Supervisor Research Articles

The Association Between Organizational Justice and Organizational Trust Among Correctional Staff

This study employed organizational justice theory to examine the influence of employee perceptions of distributive, procedural, and interactional justice on whether employees trust their supervisors and management. Analysis of survey results from 322 employees of a state prison located in the Southern United States indicate that procedural and interactional justice—but not distributive justice—predict employee trust in both supervisors and management. These findings present important policy implications that suggest that the employing organization would benefit from having mechanisms in place to ensure that decisions follow consistent rules and strategies. Considering the relevance of employee trust to the organization, transparency in the use of pre-determined standards to allocate resources and rewards fairly needs to become a priority in institutions of corrections.

Pengaruh Performance Orientation, Learning Orientation, dan Trust in Supervisor terhadap Job Performance di Vosco Grup

The café business is currently mushrooming, causing business competition to become increasingly fierce and demanding high employee performance, including the Vosco Group, which is a well-known café group in the city of Malang. The purpose of this research is to determine the influence of Performance Orientation, Learning Orientation, and Trust in Supervisor on employee Job Performance at Vosco Group. Through a study of all 51 Vosco Group employees, quantitative data from the results of distributing questionnaires was analyzed using SEM-PLS. The research results show that the influence of Performance Orientation is the strongest compared to Learning Orientation and Trust in Supervisor. However, the influence of these three factors is equally significant so it cannot be ignored.

외국인 근로자의 조직 신뢰가 근로환경 만족도에 미치는 영향

As of 2022, the number of migrant workers entering the Korea through the Employment Permit System has surpassed 84,000, with the employment permit quota expanding to 110,000 individuals in 2023. These migrant workers mainly find employment in sectors typically shunned by domestic laborers, such as manufacturing, small and medium-sized enterprises, construction, agriculture, and fisheries. The Korean government has been implementing measures to mitigate the labor shortage in these industrial sectors due to a declining birth rate and an aging population, with a concerted effort to normalize the influx of foreign workers through policy support.
 Given that a substantial portion of foreign workers occupies roles in production settings, they often exhibit lower expectations regarding organizational responsibility and job engagement compared to their Korean workers. Language communication barriers and cultural adaptation issues further complicate the establishment of trust relationships in the workplace. Consequently, there exists a compelling need to comprehend the influence of organizational trust, trust in superiors, and job engagement—significant components of strategic human resource management measures—on satisfaction with the working environment, even in workplaces that employ foreign workers. This study seeks to enhance the working conditions and ensure occupational safety and health for foreign workers by examining the mediating role of job engagement and the moderating influence of trust to their supervisors in the relationship between the migrant workers' organizational trust and their satisfaction with the working environment. The main goal of this study is to offer practical insights for business preparations in their workplace.
 This study analyzed responses from 288 migrant workers collected through the 6th Working Environment Survey. Hierarchical regression analysis was used to assess the relationships among organizational trust, trust in supervisors, organizational commitment, and satisfaction with the working environment. The findings revealed that migrant workers' trust in their organization positively influences their overall satisfaction with the working environment. Additionally, organizational trust was found to significantly affect organizational commitment. Organizational commitment partially mediates the relationship between organizational trust and work environment satisfaction, and trust in immediate supervisors strengthens the positive relationship between organizational trust and commitment.
 These findings provide essential insights into the dynamics of organizational trust among migrant workers and its implications for job satisfaction and engagement. This research contributes to the development of practical strategies for employers and managers to enhance organizational trust and commitment among migrant workers. It also highlights the importance of safety behaviors and leadership in workplaces that employ a significant number of migrant workers, emphasizing the need for establishing a safety culture in these settings.

The impact of nepotism on employee organisational attitudes in accommodation enterprises Yunus Topsakal, Abdurrahman Dinç, Ezgi Özcan

This study investigates the impact of nepotism in the hotel industry on affective organisational commitment, identity, cynicism, and trust. These key factors, which are the focus of the study, will be analysed in detail to provide a sector-specific perspective. The research will mainly focus on understanding the sector-specific dynamics of each effect by concentrating on the employees' perceptions of these factors. The results of a survey conducted on 397 employees employed in 5-star hotels in Northern Cyprus found that nepotism exerts an adverse influence on employees' levels of affective organisational commitment, organisational identification, cognitive cynicism, behavioural cynicism, affective cynicism, trust in supervisors, and trust in co-workers. These implications underscore the importance for business managers to address issues related to the perception of nepotism, as doing so can significantly enhance the overall performance of their organisations. This study contributes to the existing literature by filling a knowledge gap and offering valuable insights for academics, researchers, and other stakeholders.

Supply chain job and vocational fit: links to supervisor ability, benevolence and integrity

PurposeSupply chain has long faced a persistent workforce shortage. To help both organizations and the field create environments that are more conducive to employee retention, the authors investigate the outcomes of supply chain employee trust in their supervisor.Design/methodology/approachApplying person-environment fit theory, the authors evaluate the well-established antecedents to trust in supervisor ability, benevolence and integrity (ABI) relative to person-job (P-J) fit and person-vocation (P-V) fit of US supply chain employees.FindingsConfirmatory factor analysis indicates that ABI is best modeled as dimensions of a second-order formative trust construct rather than as its antecedents. However, PLS-SEM provides somewhat unconvincing support for the impacts of ABI-trust. Instead, qualitative comparative analysis (QCA) delineates that all three ABI dimensions are not always needed for P-J and P-V fit in supply chain. Some employees respond to affective-based (i.e. benevolence) trust and others to cognitive-based (i.e. ability and integrity) trust.Practical implicationsThe QCA results offer specific recommendations for supply chain organizations to enhance employee trust in supervisors to succeed in the struggle for labor.Originality/valueThe results counter extant trust theory, encouraging scholars to consider ABI as distinct dimensions of trust. The study also demonstrates the importance of considering QCA in supply chain research to meaningfully expand contributions to theory and practice.

Trust in academics teachers and immediate supervisors according to selected nationalities of the Generation Z

Trust in academics teachers and immediate supervisors according to selected nationalities of the Generation Z

When and how employee boundary spanning behavior influences supervisor support: The roles of supervisor trust and upward advice seeking

When and how employee boundary spanning behavior influences supervisor support: The roles of supervisor trust and upward advice seeking

A study on the effect of psychological empowerment and trust in supervisors on police officers’ job satisfaction : focusing on the mediating effect of job stress and moderating effect of generation

A study on the effect of psychological empowerment and trust in supervisors on police officers’ job satisfaction : focusing on the mediating effect of job stress and moderating effect of generation

Research on the mechanisms by which employees feel their supervisors trust them has an impact on their career growth

The objective of this study is to examine the subjective perception of employees about the level of trust exhibited by their superiors in relation to opportunities for career progression. To investigate the correlation between employees' impressions of their supervisors' trust and their career progression, a total of 190 out of 200 participants in the survey gave valid and usable replies. The findings of this study indicate the presence of a partial mediator role, which also exhibits a positive moderating influence on the indirect effect. The observed impact of supervisors' trust on employees' career advancement has been found to be advantageous. This relationship is somewhat mediated by factors such as job autonomy, self-efficacy, and relationship energy. The moderating variable sense of organizational justice strengthens the relationship between feeling trusted by supervisors and employee career growth and positively regulates their indirect effect through relationship energy. There is no discernible moderating effect of the inconsistent sense of organizational fairness on the mediating variable of job autonomy. The evaluation of each variable in the study involves the appraisal of employee evaluation and the use of cross-sectional data. The sample size of this study is limited to colleges and universities, and the sample size needs to be slightly reduced. Future research will encompass a broader range of organizations. Managers should pay attention to the sustainable use of talents. The lack of trust in subordinates can harm their morale and performance; therefore, it is imperative to establish transparent communication and empowerment to cultivate a sense of trust. This study elucidates how supervisory trust impacts career growth, contributing to the employee career growth theory from the trust perspective. This paper relies on the active motivation model of competence and relationships to analyze the impact of perceived trust from supervisors on employees’ professional advancement.

The impact of transformational leadership on enhancing organizational trust: Moderating role of empowerment

Worker empowerment is one of the main objectives of any organization. The purpose of the current study is to examine the impact of transformational leadership on organizational trust (trust in coworkers, trust in organization management, and trust in supervisors). In addition, it examines whether workers’ empowerment moderates the mentioned impact. An analytical descriptive approach was adopted, and a survey collected relevant data. A stratified random sample included 294 department managers, branch managers, and heads of departments who work in Jordanian telecommunications companies (Zain, Orange, and Umniah). The study employed SPSS and AMOS 21 for data analysis and hypotheses testing. The paper revealed a significant impact of transformational leadership on organizational trust, except for the ideal influence and inspirational motivation dimensions. Furthermore, workers’ empowerment significantly moderates the impact of transformational leadership on organizational trust at Jordan’s telecommunications companies (Zain, Orange, and Umniah). The study recommends improving transformational leadership methods in telecom businesses as one of the most critical administrative leadership techniques. It is vital to ensure the continuation of telecom business leaders in these companies to foster organizational trust between company workers and administrative leaders. Additionally, future studies should find new funding sources, identify practical ways to put strategies into practice for intellectual stimulation and arousal in these companies, and conduct more studies on transformational leadership, organizational trust, and empowerment.

Hotel employees’ intention to stay through psychological contract fulfillment and positive emotions in post-lockdown era

ObjetivoEl estudio tiene como objetivo investigar la intención de los empleados de hotel de permanecer en la industria con el papel mediador del cumplimiento del contrato psicológico y el papel moderador de las emociones positivas y la posición ocupada (empleados de primera línea v/s directivos) en la era post-cierre patronal.MetodologíaEl estudio ha seguido un enfoque cuantitativo con un diseño transversal. Se contactó con 414 encuestados del sector hotelero a través de métodos online y offline. Los datos se analizaron mediante el método de mínimos cuadrados parciales con Smartpls 3.0.ResultadosLos resultados sugieren que el apoyo organizativo percibido y la confianza del supervisor tuvieron un buen impacto en el cumplimiento del contrato psicológico y contribuyeron positivamente a la capacitación psicológica. Además, el empoderamiento psicológico influyó positivamente en el bienestar psicológico y el bienestar psicológico influyó positivamente en la intención de permanecer en la industria hotelera. El cumplimiento del contrato psicológico medió positivamente en la relación entre el apoyo organizativo, la confianza en el supervisor y el empoderamiento psicológico. Las emociones positivas moderaron positivamente la relación entre el cumplimiento del contrato psicológico y la capacitación psicológica. El análisis multigrupo reveló que los directivos y los empleados de primera línea percibían de forma diferente el cumplimiento del contrato psicológico y el bienestar psicológico.OriginalidadEl estudio es uno de los pocos que exploran la intención de permanecer en la industria hotelera integrando la teoría del intercambio social, la teoría del apoyo organizativo y la teoría de ampliar y construir en circunstancias posteriores al cierre.

Elevating academic staff’s learning goal orientation: The role of supervisory trust, workload, and work engagement

Based on the Social Exchange Theory (SET) and the Job-Demands-Resources (JD-R) model, this study examines how supervisory trust and workload influence the work engagement and learning goal orientation (LGO) of academic staff. Survey data collected from 265 full-time academic staff in Malaysian public universities were analysed using structural equation modelling. The results suggest that both supervisory trust and workload have a significant positive influence on the work engagement of academic staff. This, in turn, indirectly enhances their LGO. This study provides empirical evidence that supervisory trust is not the only important predictor of academic staff’s work engagement, as workload also significantly boosts their engagement. Therefore, it is essential to consider these factors when cultivating work engagement and LGO, which are prerequisites for a true learning culture and key to developing a cutting-edge university. Theoretical and practical implications of the findings are also highlighted.

Examining Empowering Leadership's Impact on Trust and Employee Voice Behavior: A PLS SEM Model Analysis

The purpose of the study is to determine the influence of supportive leadership, voice behavior of supervisor on voice behavior of employees on in Pharmaceutical industry of Pakistan. Moreover, second objective of this study is to determine the role of trust in supervisor as a mediator between supportive leadership, voice behavior of supervisor and voice behavior of employee. The data was collected through survey questionnaire by spreading among employees working at pharmaceutical companies in Karachi, Pakistan. Total 180 sample data was analyzed and that delivered statistical results of developed hypotheses by observing previous studies. SPSS and PLS-SEM, statistical technique will use to test the hypotheses. The result found that supportive leadership and perceived voice behavior has positive affect on employee voice behavior. Further, supportive leadership has positive impact on employee voice behavior. In addition, trust in supervision positively mediates the relationship between perceived voice behavior of supervisor, supportive leadership and employee voice behavior.

Human Resource Practices and Employee Retention: The case of Maldives Small and Medium-sized Enterprises (SMEs)

The main objectives of this study are to examine Human Resource (HR) practices (Compensation and rewards, Training and development) and the mediating role (affective-based) of trust in supervisors to retain employees in SMEs in the Maldives using the social exchange theory (SET). A sample of 275 respondents among the employees working in SMEs in the capital city of the Maldives was selected using a simple random sampling method. Data were analysed using SPSS and SmartPLS version 3.7. The findings of this study offer several critical theoretical and practical implications for SME owners and managers interested in enhancing employee retention.

상사의 비인격 감독이 상사신뢰에 미치는 영향

As workplace bullying has emerged as a serious social problem, many researches on the abusive supervision representing workplace bullying have been conducted. The abusive supervision has a significant negative impact on the subordinate's attitude and behavior, especially on the subordinate's trust in the supervisor, which has been confirmed to have a positive effect through many empirical studies. Therefore, it is necessary to properly recognize the impact of abusive supervision that occurs frequently in the organization on supervisor trust, and the need to manage it at the organizational level is increasing. Accordingly, this study focuses on the emotional mechanism of subordinates (the mediating effect of emotional labor strategies divided into deep acting and surface acting), and based on social exchange theory and conservation of resources theory, we clarify the impact of abusive supervision on supervisor trust.
 This study conducted a survey of organizational members working with their supervisors for empirical study, and a total of 317 samples were used for research hypothesis analysis. As a result of structural equation analysis, the abusive supervision did not have a statistically significant effect on supervisor trust, but the negative effect on deep acting and the positive effect on surface acting were confirmed. Deep acting had a positive effect on supervisor trust, and surface acting did not have a significant effect on supervisor trust. As a result of the mediating effect verification, it was found that deep acting mediates the relationship between abusive supervision and supervisor trust.
 Based on the above research results, theoretical and practical implications for the effect of abusive supervision were presented.

Unraveling Abusive Supervision Climate in Aircrew Workplaces: The Roles of Temporary Organizational Features, Trust, and Gender Dynamics.

This study aims to advance the theoretical understanding of the contextual antecedents underlying abusive supervision. It provides a fresh perspective on how subordinates' perceptions of an abusive supervision climate are shaped in temporary work environments. By developing a robust model, this research examines the relationships between temporary organizational characteristics (i.e., temporariness and membership flexibility), trust in ad-hoc supervisors, and perceived abusive supervision climates. We tested the hypothesized model using data from 340 aircrew engaged in temporary and constantly shifting supervisor-subordinate relationships. The results revealed that: (a) temporariness has a direct negative relationship with trust in ad-hoc supervisors, whereas membership flexibility positively affects this trust; (b) the link between temporariness/membership flexibility and a perceived abusive supervision climate is mediated by trust in ad-hoc supervisors. Furthermore, this study highlights gender interactions in a transactional context, indicating that: (c) females perceive a stronger negative association between trust and abusive supervision climates compared to males; and (d) the relationship between temporariness/membership flexibility and trust in ad-hoc supervisors is significant for women and men, respectively. In conclusion, this study underscores the importance of considering the unique organizational characteristics of temporary work settings when examining abusive supervision. It also emphasizes the role of gender in shaping subordinates' perceptions of a workplace victimization climate, particularly in situations where leader-member exchanges are ephemeral and contractual.

Trust in Supervisor and Employee Creativity: The Mediating Role of Information Sharing.

Creativity is modern era productivity. Many efforts have been made to enhance employee creativity. This study adopted the social exchange model of creativity to understand in-depth the integrated effect of affective and cognitive trust in supervisor (ATS/CTS) on employee creativity. We recruited 528 subordinates who completed a three-wave survey at one-month intervals. Multilevel modeling results showed that ATS and CTS were positively related to employee creativity. Moreover, information sharing served as a mediator for the relationship between CTS and employee creativity, but not between ATS and employee creativity. In addition, the mediation effect of information sharing on ATS-employee creativity was significant for employees with high levels of CTS but not for those with low levels of CTS. Our results suggested an integrated effect of ATS and CTS in information sharing and its consequences on employee creativity. We have confirmed and extended the social exchange model by examining the integrated effect of ATS and CTS on employee creativity. CTS seems to be a threshold in the relationship between ATS and employee information sharing. Our findings clarify ways to develop human resource training to promote ATS and CTS to foster employee creativity.

Acceptability of autonomous trains with different grades of automation by potential users: A qualitative approach

While automation in public transport has gained new momentum in recent decades, the Autonomous Train (AT) is still in its infancy. To guide the deployment of the AT, it is necessary to study its acceptability by the public. The aim of this study was to investigate for the first time the factors that influence the acceptability of the AT. This qualitative study comprised interviews divided into 3 parts. The first part was devoted to free evocation of the AT, while the following ones asked participants to express themselves on the definition of the AT without a driver but with on-board staff (GoA3) and then without any staff on board (GoA4). Thirty participants were interviewed. The sample was balanced in age, gender, train usage, and living location. The semi-structured interviews were recorded, transcribed, and analysed according to the method of thematic content analysis. Overall, the results showed a lack of knowledge and an idealized representation of the AT. Participants expressed several concerns inherent in the deployment of ATs. Lastly, the intention to use was more favourable in GoA3 than in GoA4. In fact, the participants expressed rejection of GoA4, due to the absence of on-board staff and lack of trust in remote communication tools and train supervisors. This article is the first to explore the public acceptability of the AT by adopting an interview methodology to avoid priming participants’ responses. It thus adds to the field of research on the acceptability of autonomous vehicles the railway world which previously focused on driverless subway and freight trains only and now opens the idea of AT on a regular train service.

The relationships between leader emotional intelligence, transformational leadership, and transactional leadership and job performance: A mediator model of trust

This study utilized the hierarchical linear model and trust as a mediator; designated leader emotional intelligence as a team-level dimension; and designated transformational leadership, transactional leadership, and trust in supervisor as individual-level dimensions. An analysis was performed to explore the relationships between these individual- and team-level variables and the job performance of real estate brokers, as well as the potential role of trust-oriented leadership as a mediator for the relationships between leader emotional intelligence, transformational leadership, and transactional leadership and individual job performance. The empirical results revealed that leader emotional intelligence, transformational leadership, and transactional leadership had direct, significant, and positive relationships with individual job performance. Furthermore, it was also discovered that, with trust in supervisor serving as a mediator, these three variables also had indirect, significant, and positive relationships with employee job performance.

Testing the job demands – resources model to explain organizational trust among private prison staff

Two major forms of organizational trust are supervisor trust and management trust. Guided by the job demand-resources model, this exploratory study examined how the job demand variables of role conflict, role ambiguity, role overload, and fear of being victimized at work and the job resource variables of instrumental communication, job autonomy, job variety, and quality training were linked to both forms of organizational trust among staff at a private U.S. prison. Results showed that workplace variables predicted both types of trust and were generally stronger predictors than personal attributes. Moreover, resources played a greater role than job demands in shaping both supervisor and management trust. Among the demands, only role conflict was a significant negative predictor of supervisor trust and management trust. Instrumental communication, job autonomy, and job variety were significant positive predictors of supervisor trust. Job autonomy and job variety both had significant positive associations with management trust.