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Clarifying the importance of trust in organizations as a component of effective work relationships
Author(s) -
SousaLima Maria,
Michel John W.,
Caetano António
Publication year - 2013
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.2013.01012.x
Subject(s) - psychology , social psychology , organizational justice , organizational commitment , job satisfaction , element (criminal law) , sample (material) , component (thermodynamics) , social exchange theory , work (physics) , supervisor , distributive justice , procedural justice , economic justice , management , political science , mechanical engineering , perception , chemistry , physics , chromatography , neuroscience , law , economics , thermodynamics , engineering
Organizational trust is an important element of an organization's long‐term success, as it is a central component of effective work relationships. This study examines the extent to which one's trust in the organization mediates the relationship between three drivers of social exchange relationships and three attitudinal outcomes. The results from a sample of 1,300 manufacturing employees revealed that trust in the organization partially mediated the relationship between perceived supervisor support and turnover intentions, affective organizational commitment and job satisfaction, and fully mediated the relationship between distributive justice and information receiving and these outcomes. This paper extends the empirical literature about the antecedents and consequences of trust in organization, giving special attention to the mediating role of trust in organizations.