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Journal articles on the topic 'Organizational Trust'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Ahmadian, Sahar, Saeed Astrabeh, and Mohsen Ejrami. "ORGANIZATIONAL SILENCE, ORGANIZATIONAL TRUST, AND ORGANIZATIONAL COMMITMENT." JOURNAL OF HUMANITIES SOCIAL SCIENCES AND BUSINESS (JHSSB) 3, no. 1 (2023): 112–24. http://dx.doi.org/10.55047/jhssb.v3i1.817.

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Organizational silence limits the effectiveness of organizational decisions and change processes. This is a problem that is currently plaguing organizations, and it causes most organizations to suffer from very little employee comments and opinions that can reduce the effect of organizational trust on organizational commitment. Therefore, the present research investigates the mediating role of organizational silence and its dimensions including; Deviant silence, Disengaged silence, Diffident silence, Defensive silence, Relational silence, and Ineffectual silence in the effect of organizational

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2

Singh, Upasana, and Kailash B. L. Srivastava. "Organizational Trust and Organizational Citizenship Behaviour." Global Business Review 17, no. 3 (2016): 594–609. http://dx.doi.org/10.1177/0972150916630804.

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3

Boakye, Afia Nyarko, Prince Addai, Theresa Obuobiisa-Darko, and Isaac Okyere. "Resilience and Organizational Citizenship Behavior (OCB)." SEISENSE Business Review 2, no. 1 (2022): 28–42. http://dx.doi.org/10.33215/sbr.v2i1.765.

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Research shows that resilience exerts a significant impact on organizational citizenship behavior. This linkage may be partly due to prevailing organizational circumstances. This study assessed the moderating effect of leadership and interpersonal trusts in the correlation between resilience and organizational citizenship behavior (OCB). Responses were obtained from 236 healthcare employees in Ghana's public and private hospitals. This study used regression to analyze the predictions. Findings of the study indicated that resilience, interpersonal (employee), and leadership trust positively and

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Nurhayati, Nurhayati, Dewie Tri Wijayati Wardoyo, and Jun Surjanti. "THE EFFECT OF LEADERSHIP COMMUNICATION AND EMPLOYEE WELL-BEING WITH EMPLOYEE TRUST AS A MEDIATOR ON SUPPORT OF ORGANIZATIONAL CHANGE." MARGINAL JOURNAL OF MANAGEMENT ACCOUNTING GENERAL FINANCE AND INTERNATIONAL ECONOMIC ISSUES 3, no. 4 (2024): 1069–81. https://doi.org/10.55047/marginal.v3i4.1434.

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The research goal is to investigate how leadership communication, employee well-being, and employee trust impact the support for organizational change. This quantitative study involved 112 participants and looked at how variables such as leadership communication, employee well-being, employee trust, and organizational change support are connected. Data was gathered through a questionnaire using a Likert scale from 1 to 5, representing degrees of disagreement or agreement. The collected data was then analyzed using the SMART_PLS software. There is a supposed influence between leadership communi

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Marwa, Khouya, and Benabdelhadi Abdelhay. "A holistic overview on the antecedents of organizational trust : Aggregated theoretical framework." International Journal of Accounting, Finance, Auditing, Management and Economics 2, no. 6-1 (2021): 518–30. https://doi.org/10.5281/zenodo.5736469.

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The recent interest of management researchers in the issue of organizational trust is mainly based on its indispensable role in efficient and effective management focused on human capital. Organizational trust is thus a phenomenon of uncertainty minimization, and the embodiment of a work climate that is worthy of the name.  While organizational trust is understood as central to any exchange relationship, it has not been studied in a pre-birth approach to understand how it occurs in an organizational context. This paper aims to clarify the concept of organizational trust through different

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Rusu, Raluca, and Alexandru Baboş. "Organizational Trust Between Institutional and Interpersonal Trust." Scientific Bulletin 20, no. 2 (2015): 55–60. http://dx.doi.org/10.1515/bsaft-2015-0009.

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AbstractThis paper presents organizational trust as antecedent for organizational effectiveness. The main discussed problem, after trust perspectives interpretation presentation (rational and identification), is linked to the way in which trust can be built in organizations by managers, starting from managing the interpersonal trust.

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Jiang, Zhou. ""Cultural Values, Organizational Trust, and Organizational Commitment"." Academy of Management Proceedings 2015, no. 1 (2015): 16089. http://dx.doi.org/10.5465/ambpp.2015.16089abstract.

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Farahbod, Farzin, Mohammad Reza Azadehdel, and Mohadeseh Nezhadi Jirdehi. "Organizational Justice , Employees Trust and Organizational Support." Kuwait Chapter of Arabian Journal of Business and Management Review 3, no. 2 (2013): 74–85. http://dx.doi.org/10.12816/0017457.

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9

Rusu, Raluca. "Organizational Trust and Leadership." International conference KNOWLEDGE-BASED ORGANIZATION 27, no. 2 (2021): 193–97. http://dx.doi.org/10.2478/kbo-2021-0072.

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Abstract In this paper we analyzed organizational trust on an intentionality sample of military personnel, starting from one of the most used theoretical and empirical models in the literature, namely the scale of Mayer and Davis (1999), built on three dimensions: competence, benevolence and integrity of the leader. The analysis shows that the confidence in the leader in the military organization is high on all three dimensions.

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Alamsyah, M. Galang Nur, Muhamad Azis Firdaus, and Rachmatullaily Tinakartika Rinda. "PENGARUH ORGANIZATIONAL TRUST DAN ORGANIZATIONAL COMMITMENT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Manager : Jurnal Ilmu manajemen 3, no. 3 (2020): 413. http://dx.doi.org/10.32832/manager.v3i3.3906.

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Tujuan penelitian ini untuk mengetahui Pengaruh Organizational Trust dan Organizational Commitment Terhadap Organizational Citizenship Behavior Karyawan BPJS Ketenagakerjaan Kota Bogor. Peneliti memperoleh data dengan penyebaran kuesioner. Jumlah sampel yang diambil 48 karyawan. Metode data yang digunakan yaitu validitas, reabilitas, deskriptif, inferentif, regresi ganda, korelasi, koefisien determinasi, uji t, uji f, dengan menggunakan aplikasi komputer. Diketahui R=0.708 terletak pada interval (0.60-0.799) hal ini menunjukan bahwa hubungan antara variabel Organizational Trust (X1) Organizati

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Handayani, Ririn, Indah Pratiwi Nurendari, and Adolf Bastian. "Moderasi Organizational Embeddedness Pada Pengaruh Organizational Trust Terhadap Workplace Deviance." Jurnal Ekonomika Dan Bisnis (JEBS) 4, no. 4 (2024): 515–19. http://dx.doi.org/10.47233/jebs.v4i4.1880.

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This study aims to analyze and prove the effect of organizational trust on workplace deviance and prove the role of organizational embeddedness in moderating the effect of organizational trust on workplace deviance. This research uses Path Analysis. Organizational Trust has a significant negative effect on Workplace Deviance. In this context, the higher the level of Organizational Trust felt by employees, the lower the level of deviant behavior in the workplace. Although Organizational Trust has a significant effect on Workplace Deviance, the results of hypothesis testing show that Organizatio

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Wahda, Mursalim, Fauziah, and Asty. "Extra-role behavior improvement model: Organizational learning culture, organizational trust, and organizational justice approach." International Journal of Engineering Business Management 12 (January 1, 2020): 184797902096377. http://dx.doi.org/10.1177/1847979020963774.

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One form of employee integrity can be seen from his desire to perform extra-role behavior. The purpose of this study is to analyze the influence of Organizational Trust to Organizational Learning Culture directly or indirectly through Organizational Justice, the influence of Organizational Trust and Organizational Justice to Extra-Role Behavior directly or indirectly through Organizational Learning Culture, and the influence of Organizational Learning Culture on Extra-Role Behavior for employees of government hospitals in Makassar. This research was conducted at 7 Government Hospitals in Makas

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Keskinkılıç Kara, Sultan Bilge, Demet Zafer Güneş, and Nazlı Nazar Aydoğan. "Perceived organizational support and organizational trust in primary schools." International Journal of Human Sciences 12, no. 2 (2015): 385. http://dx.doi.org/10.14687/v12i2.3326.

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<p>The purpose of the present study is to determine the relationship between organizational support and organizational trust of teachers. Organizational support is recognizing the contribution of employees, appreciating and paying attention to them in the organizations. Organizational trust refers to an organizational climate that the employees behave each other in an honest, realistic, helpful and coherent way. The study sample involves 470 primary school teachers working in Tuzla during 2013-2014 educational year. In the present study, the data was collected through the perceived organ

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Lee, Kukhyung, and Jaechun Park. "The Effect of Corporate Talent Preference Policy on Job Satisfaction: Mediation Effect of Organizational Trust and Moderating Effect of Official Training." Korean Career, Entrepreneurship & Business Association 7, no. 5 (2023): 199–210. http://dx.doi.org/10.48206/kceba.2023.7.5.199.

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This study verified the effect of corporate talent preferential policies on the job satisfaction of members and the mediating effect of organizational trust in the relationship between the two variables. In addition, the moderating effect of official education and training was identified in the relationship between organizational trust and job satisfaction. The results of the study of 8,506 workers in the manufacturing, financial, and non-financial industries of panel data of human resource companies by the Korea Vocational Competency Development Institute are as follows. First, the company's

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Yoon, Yeosan, and Jaekon Lee. "The Effect of Organizational Fairness on Organizational Trust and Organizational Effectiveness : Focused on the Intermediation Effect of Organizational Trust." Journal of Tourism Management Research 24, no. 7 (2020): 245–66. http://dx.doi.org/10.18604/tmro.2020.24.7.12.

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Yoon, Yeosan, and Jaekon Lee. "The Effect of Organizational Fairness on Organizational Trust and Organizational Effectiveness : Focused on the Intermediation Effect of Organizational Trust." Journal of Tourism Management Research 24, no. 7 (2020): 245–66. http://dx.doi.org/10.18604/tmro.2020.24.7.12.

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Mohammed Hameed Nayyef. "The Role of Resonant Leadership in Enhancing Organizational Brilliance Through Organizational Trust (An Exploratory Study at Tikrit University)." Journal of Information Systems Engineering and Management 10, no. 7s (2025): 372–81. https://doi.org/10.52783/jisem.v10i7s.870.

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The research focuses on "Resonant Leadership and Its Impact on Organizational Brilliance Through Organizational Trust" at Tikrit University in Iraq. The study aims to understand and analyze the influence of resonant leadership styles in enhancing institutional performance, emphasising the role of organizational trust as an intermediary element contributing to this brilliance. The thesis highlights the importance of resonant leadership as a modern framework that enables leaders to foster innovation and institutional cohesion, thereby improving the organization's overall performance. The study a

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18

Hong, Liang, Siti Rohaida Mohamad Zainal, and Zhang Miaoling. "Perceived Organizational Support, Job Insecurity, Organizational Trust toward Organizational Citizenship Behaviour in manufacturing industries of Malaysia." GATR Journal of Management and Marketing Review 8, no. 1 (2023): 01–08. http://dx.doi.org/10.35609/jmmr.2023.8.1(1).

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Objective - The COVID-19 epidemic has significantly impacted organisational citizenship behaviour (OCB) among Malaysian industrial employees. This study investigates the influence of perceived organisational support (POS) on OCB using job insecurity and organisational trust as mediators. Methodology/Technique - Adopt the cross-sectional design with the aid of a questionnaire to collect data from 189 selected employees of manufacturing industries in Malaysia. The PLS-SEM technique is used in this study to test the proposed hypotheses. Findings – The results show that POS directly impacts OCB, a

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19

Paliszkiewicz, Joanna, Alex Koohang, Jerzy Gołuchowski, and Jeretta Horn Nord. "Management trust, organizational trust, and organizational performance: advancing and measuring a theoretical model." Management and Production Engineering Review 5, no. 1 (2014): 32–41. http://dx.doi.org/10.2478/mper-2014-0005.

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Abstract The purpose of this study was to propose a theoretical model and empirically measure whether trust impacts organizational performance. This study focused on three constructs: management trust (MT); organizational trust (OT); and organizational performance (OP). Specifically, the results of this study determined whether management trust (MT) significantly and positively contributes to organizational trust (OT) and whether organizational trust (OT) significantly and positively contributes to organizational performance (OP). Based on the findings, recommendations were made for building a

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20

WayanEka, Kurniawan, NyomanNugrahaArdana Putra I, and Tatminingsih Sri. "The Effect of Servant Leadership, Organizational Trust, Leader Trust on Organizational Commitment of Member BASARNAS in Nusa Tenggara Barat Province." International Journal of Business Management and Technology 4, no. 4 (2023): 155–61. https://doi.org/10.5281/zenodo.7664626.

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This study aims to examine the effect of servant leadership on organizational commitment through leader trust and organizational trust as mediators. The research was conducted at the Nusa Tenggara Barat BASARNAS office. The research method used a survey with a questionnaire instrument. The sampling technique used purposive sampling with a sample size of 108 people. Data analysis and testing were carried out using structural equation modeling with AMOS software. The results of this study indicate that servant leadership has a significant effect on leader trust and organizational trust, leader t

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Ghanem Atalla, Amal Diab, and Nevine Hassan Abdelaal. "Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective." Journal of Nursing Education and Practice 9, no. 11 (2019): 10. http://dx.doi.org/10.5430/jnep.v9n11p10.

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Background and objective: Individuals, who work in an organization where there is a high level of trust, perceive themselves as an important and valued part of this organization. With more enthusiasm, they come to work and are happier with their jobs. Thus, staff nurses’ organizational trust, which forms the basis of intra-organizational relationships, can affect their performance and help them to demonstrate organizational citizenship behaviors. The aim of this study was to assess organizational trust and organizational citizenship behaviors from staff nurses’ perspective. Also, to investigat

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Fariba, Karimi, Sayed Mostafa, and Banitaba Jashveqani. "Investigating the Relationship between Perceived Organizational Support and Organizational Trust." Czech-polish historical and pedagogical journal 11, no. 2 (2019): 171–81. http://dx.doi.org/10.5817/cphpj-2019-029.

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The present research aims to determine relationship between perceived organizational support and organizational trust. It was a descriptive correlation study. The statistical population of the research included all female teachers of high schools of district 4 of Isfahan City. Organizational support questionnaire developed by Eisenberger et al. (1986) and Sashkin's organizational trust questionnaire (1988) were instruments used in this research. 1986questionnaire. For organizational trust questionnaire, alpha was equal to 0.90 and for perceived organizational support, it was equal to 0.83. The

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EGRIBOYUN, Dursun. "The relation between organizational trust, organizational support and organizational commitment." African Journal of Business Management 9, no. 4 (2015): 134–56. http://dx.doi.org/10.5897/ajbm2014.7623.

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Csilla Ilona Mizser. "Effective Communication in the Organization – Effects of Cognitive-Based and Emotional Trust." Journal of Information Systems Engineering and Management 10, no. 52s (2025): 77–82. https://doi.org/10.52783/jisem.v10i52s.10669.

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Introduction: When do people in an organization experience that organizational communication is effective? The effectiveness of organizational communication is in the common interest of both the participants in the organization and external partners. Effective organizational communication accompanies everyday “peaceful” organizational operations as an optimal expectation, but it is also of outstanding importance in conflict situations. This study aims to present the relationship between the components of trust and the possible consequences of the meeting of conflict management methods. Method:

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Atmaja, Dodi Ria, and Lidya Marika. "The Influence of Procedural Justice on Work Engagement And Turnover Intention." Majalah Ilmiah Bijak 21, no. 1 (2024): 125–44. http://dx.doi.org/10.31334/bijak.v21i1.3679.

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To attain long-term growth and maintain a competitive edge in light of swift technological and environmental transformations, the organization is presently concentrating on generating novel values through the implementation of diverse personnel management systems and an innovative organizational structure. The principal objective of this research is to ascertain whether organizational commitment has a substantial influence on the operation of a company's system and to investigate the consequences of interrelationships among pre-existing variables. Purposive sampling is a non-probability sampli

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Liu, Xiao-Ping, and Zhong-Ming Wang. "Perceived Risk and Organizational Commitment: The Moderating Role of Organizational Trust." Social Behavior and Personality: an international journal 41, no. 2 (2013): 229–40. http://dx.doi.org/10.2224/sbp.2013.41.2.229.

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Perceived risk in employment and organizational trust were integrated into the development of organizational commitment, based on key factors in the social exchange process. The results show that perceived risk in employment correlated negatively with organizational trust and organizational commitment, and that organizational trust correlated positively with organizational commitment. Moreover, organizational trust acted as a partial mediator between perceived risk in employment and organizational commitment.

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Sun, Peng, Kai Aun Law, and Amiya Bhaumik. "Identifying the Trust Relationship between Employers and Employees: In the Context of Chinese Organizations." International Journal of Control and Automation 12, no. 5 (2019): 51–62. https://doi.org/10.5281/zenodo.7428447.

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Confronting with changeable and volatile business environment, organization entails a rapid growth of the trust relation. In the research of intra-organizational trust, it has become an increasingly remarkable trend to focus on the development of active trust, which marks an effective strategy to strengthen the awareness of trust. In this connection, organization and individual should make its ambition to establish and develop trust instead of recognizing trust process as a passive development as a accumulative result of passing time. This paper, from the dual perspectives of individual behavi

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Edwards, Martin R., and Riccardo Peccei. "Perceived Organizational Support, Organizational Identification, and Employee Outcomes." Journal of Personnel Psychology 9, no. 1 (2010): 17–26. http://dx.doi.org/10.1027/1866-5888/a000007.

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This study involves a multifoci analysis of antecedents and outcomes of organizational identification (OID), within a dual-organizational identity context. We investigate links between perceived organizational support (POS), OID, organizational involvement, and turnover intention with 736 employees from a UK National Health Service (NHS) Trust. Using Structural Equation Models (SEM), we analyzed models using the Trust and the NHS as organizational foci. With both Trust and NHS foci, POS had a positive effect on identification which, in turn, predicted both outcomes. Organizational support show

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Bidarian, Shabnam, and Parivash Jafari. "The Relationship Between Organizational Justice and Organizational Trust." Procedia - Social and Behavioral Sciences 47 (2012): 1622–26. http://dx.doi.org/10.1016/j.sbspro.2012.06.873.

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Vanhala, Mika, Pia Heilmann, and Hanna Salminen. "Organizational Trust Dimensions as Antecedents of Organizational Commitment." Knowledge and Process Management 23, no. 1 (2016): 46–61. http://dx.doi.org/10.1002/kpm.1497.

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Hashemiamin, Arezoosadat, Gholamreza Malekzadeh, Yaghoob Maharati, and Mohammad Mehraeen. "Systematic Review of Organizational Trust Models." International Journal of Innovation Management and Organizational Behavior 3, no. 4 (2023): 98–108. http://dx.doi.org/10.61838/kman.ijimob.3.4.12.

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Objective: Organizational trust is a multi-level concept and represents organizational members' assessment of organized or predictable systems regarding their competency in fulfilling their objectives and responsibilities and adhering to accepted ethical principles in dealings with stakeholders. Researchers believe that contemporary organizations are largely unable to sustain themselves without organizational trust. Consequently, the existence of a comprehensive organizational trust model that examines most components related to organizational trust is essential for organizations; through whic

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Phelps, Lonnie D., and Debbie D. DuFrene. "Improving Organizational Communication through Trust." Journal of Technical Writing and Communication 19, no. 3 (1989): 267–76. http://dx.doi.org/10.2190/ta62-kcqe-j3pw-8btp.

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Successful communication between persons within an organization is based on a foundation of mutual trust. Trust is explored through psychological/sociological avenues and finally through its implications for organizations. An atmosphere of trust can eliminate or minimize commonly prevailing communication barriers. Such barriers are classified as context-related (related to the communication environment or setting) and content-related (related to the message itself or the participants). Trust is a critical factor in overcoming communication barriers of both types. Organizational trust can be de

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Akkaya, Bulent. "Linking Organizational Commitment and Organizational Trust in Health Care Organizations." Organizacija 53, no. 4 (2020): 306–18. http://dx.doi.org/10.2478/orga-2020-0020.

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AbstractBackground and purpose: Health care organizations should apply new methods to motivate their employees be more effective and successful. This can be achieved by commitment to the organization and trusting their managers. Therefore, health care organizations must take care of the commitment and trust aspects in order to have a full knowledge of employees and to increase organizational performance and effectiveness. The present study aims to link sub-dimensions of organizational trust and sub-dimensions of organizational commitment of administrative personnel of health care organizations

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Patras, Yuyun Elizabeth, and Rais Hidayat. "Upaya Meningkatkan Kepercayaan Pada Organisasi Melalui Perbaikan Perilaku Pemimpin dan Keadilan Organisasi." Jurnal Dinamika Manajemen Pendidikan 2, no. 2 (2019): 165. http://dx.doi.org/10.26740/jdmp.v2n2.p165-174.

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Organizational trust is essential so that members of the organization can continue to contribute to the progress of the organization. The purpose of this research is to find out how far the variables of leadership behavior and organizational justice on improving organizational trust. The research method used is associative quantitative causal method, and the testing hypothesis research using path analysis technique. The population in this study is 707 permanent lecturers who have the National Lecturer Number (NIDN). The sample is 130 respondents. The instrument test was conducted to 30 respond

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Lewicka, Dagmara, Paulina Karp-Zawlik, and Monika Pec. "Organizational trust and normative commitment." Annales Universitatis Mariae Curie-Skłodowska, sectio H, Oeconomia 51, no. 3 (2017): 71. http://dx.doi.org/10.17951/h.2017.51.3.71.

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de Jong, Bart A., Nicole Gillespie, and Sim B. Sitkin. "Then & Now: Organizational Trust." Academy of Management Proceedings 2016, no. 1 (2016): 10677. http://dx.doi.org/10.5465/ambpp.2016.10677symposium.

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Roh, Joon-Ik, and Mi-Ok Lee. "How Grit Affect Organizational Trust." Ordo Economics Journal 24, no. 2 (2021): 23–41. http://dx.doi.org/10.20436/oej.24.2.023.

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Newell, Susan, and Jacky Swan. "Trust and inter-organizational networking." Human Relations 53, no. 10 (2000): 1287–328. http://dx.doi.org/10.1177/a014106.

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Inter-organizational and multi-functional networking are increasingly portrayed as new and potentially more effective forms of organization, especially where innovation is important. This is as true for academic work undertaken within universities as it is for business organizations; multi-disciplinary and inter-institutional collaboration being specified as highly desirable by the major research funding bodies. Integrating mechanisms are essential if such networks are to be effective in co-ordinating the work of a diverse range of partners. Importantly, they are required for the development o

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Luo, Jar-Der, and Meng-Yu Cheng. "GuanxiCircles’ Effect on Organizational Trust." American Behavioral Scientist 59, no. 8 (2015): 1024–37. http://dx.doi.org/10.1177/0002764215580612.

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Droege, Scott B., Jonathan R. Anderson, and Matthew Bowler. "Trust and organizational information flow." J. of Business and Management 9, no. 1 (2003): 45–59. http://dx.doi.org/10.1504/jbm.2003.141100.

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CURRALL, STEVEN C., and MARC J. EPSTEIN. "The Fragility of Organizational Trust:." Organizational Dynamics 32, no. 2 (2003): 193–206. http://dx.doi.org/10.1016/s0090-2616(03)00018-4.

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42

Cosner, Shelby. "Building Organizational Capacity Through Trust." Educational Administration Quarterly 45, no. 2 (2009): 248–91. http://dx.doi.org/10.1177/0013161x08330502.

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Rudzewicz, Adam. "Measuring the inter-organizational trust." Studia i Prace WNEiZ 48 (2017): 293–305. http://dx.doi.org/10.18276/sip.2017.48/2-25.

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Fang, Eric (Er), Robert W. Palmatier, Lisa K. Scheer, and Ning Li. "Trust at Different Organizational Levels." Journal of Marketing 72, no. 2 (2008): 80–98. http://dx.doi.org/10.1509/jmkg.72.2.80.

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Trivedi, Hemant C., Rajnikant Patel, and Sunita Guru. "Managerial Trust and Organizational Behavior." Management and Labour Studies 35, no. 2 (2010): 149–67. http://dx.doi.org/10.1177/0258042x1003500202.

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46

Vidotto, Giulio, Marco Vicentini, Piergiorgio Argentero, and Philip Bromiley. "Assessment of Organizational Trust: Italian Adaptation and Factorial Validity of the Organizational Trust Inventory." Social Indicators Research 88, no. 3 (2007): 563–75. http://dx.doi.org/10.1007/s11205-007-9219-y.

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47

Tlaiss, Hayfaa A., and Abdallah M. Elamin. "Exploring organizational trust and organizational justice among junior and middle managers in Saudi Arabia." Journal of Management Development 34, no. 9 (2015): 1042–60. http://dx.doi.org/10.1108/jmd-10-2014-0129.

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Purpose – Few studies consider the relationship between organizational justice (OJ) and trust in Non-western contexts. In an attempt to address this gap, the purpose of this paper is to explore the relationship between organizational trust (OT) and OJ in Saudi Arabia. First, the authors examine two foci of trust and explore whether trust in an immediate supervisor/manager is correlated with trust in an organization. Second, the authors test the relationship three widely used constructs of OJ and two aspects of OT. Third, the authors examine the mediating role played by trust in immediate super

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Özdemir, Gökhan, and Ozan Büyükyılmaz. "Organizational Trust and Its Impact on Employees’ Voluntary Contributions: A Study on Organizational Citizenship Behavior." Journal of Economy Business and Management 9, no. 1 (2025): 86–130. https://doi.org/10.7596/jebm.1714289.

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In modern work life, employees’ voluntary contributions are critical for organizational effectiveness and sustainable success. This study examines the impact of organizational trust (trust in the organization, managers, and coworkers) on organizational citizenship behavior within the context of the Turkish public sector, specifically among the administrative staff of Karabük University. Data were collected through face-to-face surveys from 234 administrative staff at Karabük University. Organizational trust was measured in three dimensions (trust in the organization, trust in managers, and tru

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Zainal, Haznil. "THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE PT TELKOM RIAU DARATAN (Survey of PT Telkom Riau Mainland offices)." Jurnal Apresiasi Ekonomi 7, no. 1 (2019): 79–89. http://dx.doi.org/10.31846/jae.v7i1.198.

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The importance of organizational behavior (OCB) to achieve organizational effectiveness has long been recognized by practice managers. Some recent research in this area highlights the importance of OCB for almost all organizational forms and notes that OCB can improve organizational effectiveness in many ways. Over the past decade, organizational justice and trust in organizations have been the concern of scientists and practitioners of organizational studies, particularly with regard to their impact on organizational effectiveness and employees' desire to cooperate and be productive in the or

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Ng, Thomas W. H. "The incremental validity of organizational commitment, organizational trust, and organizational identification." Journal of Vocational Behavior 88 (June 2015): 154–63. http://dx.doi.org/10.1016/j.jvb.2015.03.003.

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