Open AccessINTERPERSONAL TRUST AND EMPLOYEE JOB SATISFACTION OF PRIVATE SECURITY FIRMS IN RIVERS STATE, NIGERIA
Author(s) -
Azubuike OBULOR,
Drusilia ALAGAH
Publication year - 2021
Publication title -
african journal of business and economic development
Language(s) - English
Resource type - Journals
ISSN - 2782-7658
DOI - 10.46654/ajbed.1525
Subject(s) - absenteeism , job satisfaction , job security , business , employee engagement , productivity , public relations , interpersonal communication , turnover , order (exchange) , employee research , employee resource groups , human resources , organisation climate , work (physics) , psychology , social psychology , management , political science , finance , mechanical engineering , engineering , economics , macroeconomics
Building trust among individuals especially employees is key to achieving stated objectives. In this sense, building interpersonal trust among employees could translate into several positives which may include satisfaction on the job. This study seeks to ascertain if employees are satisfied or enjoy their job especially when they interact with themselves based on trust. 126 security personnel from 15 private security firms in Rivers State were administered copies of the questionnaire accordingly. Only about 73% representing 92 copies were retrieved successfully and used. Spearman's Rank Order Correlation Coefficient with the aid of Statistical Package for Social Sciences (SPSS) was used to conduct the analysis. The outcome revealed that enhancing interpersonal trust in terms of vertical trust and horizontal trust is essential in improving the level of satisfaction of employees. It was recommended that; Organizations should develop trust in their employee-employer relationships so as to enhance employee engagement and increase employee retention. Organizations should institutionalize trust in their dealings with employees in order to create a flexible working environment that boosts employee productivity. Organizations should encourage trusting work relationships amongst employees to improve communication and reduce employee absenteeism. Organizations should create a working environment that builds trust amongst employees if they must encourage employee advocacy and lower voluntary turnover. Organizational leadership should create amiable climate that builds team spirit, and contribute positive results towards reducing long-term human resource costs.