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Relationships among trust, organizat...

Alliant International University, San Diego.

Relationships among trust, organizational commitment, perceived organizational support, and turnover intentions.

紀錄類型:	書目-電子資源 : 單行本
正題名/作者:	Relationships among trust, organizational commitment, perceived organizational support, and turnover intentions./
作者:	Canipe, Jennifer Simone.
面頁冊數:	154 p.
附註:	Source: Dissertation Abstracts International, Volume: 67-04, Section: B, page: 2265.
Contained By:	Dissertation Abstracts International67-04B.
標題:	Business Administration, Management. -
電子資源:	Download PDF (下載PDF全文)
ISBN:	9780542619359

Relationships among trust, organizational commitment, perceived organizational support, and turnover intentions.
Canipe, Jennifer Simone.

Relationships among trust, organizational commitment, perceived organizational support, and turnover intentions. - 154 p.

Source: Dissertation Abstracts International, Volume: 67-04, Section: B, page: 2265.

Thesis (Ph.D.)--Alliant International University, San Diego, 2006.

A disconnect in trust in the workplace research has lead to a multitude of conceptualizations of what trust means lending to the problem of a vast array of organizational outcomes (Shaw, 1997; Tan & Tan, 2000; Taylor, 1989). That is, most research exploring trust may conceptualize trust as interpersonal trust, cognitive-based trust, affect-based trust, normative trust, or dispositional trust (Cook & Wall, 1980; Ferres & Travaglione, 2003; Gilbert & Tang 1998; McAllistar, 1995; Tan & Tan, 2000). The purpose of the current research was to understand the larger picture of what trust means in a work environment, while placing more attention on the actual trust relationships in the workplace and their relationships to valuable organizational factors, specifically examining a largely ignored relationship between coworkers. Three distinct relationships, trust in co-workers, trust in supervisors, and trust in organizations were hypothesized to have significant relationships with organizational commitment, perceived organizational support (POS), and turnover intentions. Using a questionnaire inclusive of the Workplace Trust Survey (WTS), Organizational Commitment Scale (OCS), Survey of Perceived Organizational Support (SPOS), Turnover Intention Scale, and a variety of biodemographical questions, data were collected from a sample of 319 participants in diverse industries, falling under numerous job types within private, public, non-profit, and military organizations to test nine hypotheses that anticipated significant relationships among all the study's variables. Results supported the hypotheses revealing significant positive relationships between the antecedents: Trust in co-workers, trust in supervisor, and trust in organization, and the outcomes: Organizational commitment and POS. Results also supported the hypotheses of significant negative relationships between these same antecedents and turnover intentions. Implications and recommendations for future research are discussed.

ISBN: 9780542619359Subjects--Topical Terms:

1000005542
Business Administration, Management.

Relationships among trust, organizational commitment, perceived organizational support, and turnover intentions.
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520 $a A disconnect in trust in the workplace research has lead to a multitude of conceptualizations of what trust means lending to the problem of a vast array of organizational outcomes (Shaw, 1997; Tan & Tan, 2000; Taylor, 1989). That is, most research exploring trust may conceptualize trust as interpersonal trust, cognitive-based trust, affect-based trust, normative trust, or dispositional trust (Cook & Wall, 1980; Ferres & Travaglione, 2003; Gilbert & Tang 1998; McAllistar, 1995; Tan & Tan, 2000). The purpose of the current research was to understand the larger picture of what trust means in a work environment, while placing more attention on the actual trust relationships in the workplace and their relationships to valuable organizational factors, specifically examining a largely ignored relationship between coworkers. Three distinct relationships, trust in co-workers, trust in supervisors, and trust in organizations were hypothesized to have significant relationships with organizational commitment, perceived organizational support (POS), and turnover intentions. Using a questionnaire inclusive of the Workplace Trust Survey (WTS), Organizational Commitment Scale (OCS), Survey of Perceived Organizational Support (SPOS), Turnover Intention Scale, and a variety of biodemographical questions, data were collected from a sample of 319 participants in diverse industries, falling under numerous job types within private, public, non-profit, and military organizations to test nine hypotheses that anticipated significant relationships among all the study's variables. Results supported the hypotheses revealing significant positive relationships between the antecedents: Trust in co-workers, trust in supervisor, and trust in organization, and the outcomes: Organizational commitment and POS. Results also supported the hypotheses of significant negative relationships between these same antecedents and turnover intentions. Implications and recommendations for future research are discussed.
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