Exploring the Relationships Among Trust, Employee Satisfaction, and Organizational Commitment

By Y. Cho, Han-ho Park. 2011

161 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/077b10efb7989c766f238ad97fd57587dd8e295c

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Management Information Systems

1. Veroniek Collewaert
2. H. Leroy
3. Zhou Jiang

In Organizational Behavior and Human Resource Management

1. M. Davidovitz
2. G. Brooks
3. P. Gollan
4. Philipp Daniel Romeike
5. Veroniek Collewaert
6. T. Simons
7. H. Leroy
8. Zhou Jiang

In Public Administration

1. M. Davidovitz
2. Veroniek Collewaert
3. Zhou Jiang
4. Xiaowen Hu
5. N. Cohen

Citations in the corpus

• How Leader Alignment of Words and Deeds Affects Followers: A Meta-analysis of Behavioral Integrity Research (2015, result): “Further, since trust in leadership has been demonstrated to affect organizational commitment (Tremblay et al. 2010; Cho and Park 2011; Mahajan et al. 2012), we would expect a similar pattern as was demonstrated for trust.”
• An Empirical Study on the Organizational Trust, Employee-Organization Relationship and Innovative Behavior from the Integrated Perspective of Social Exchange and Organizational Sustainability (2018, background): “In an organizational context, trust can be an effective predictor of employees’ positive attitudes and behaviors, such as cooperative behavior [9], organizational citizenship behavior (OCB) [10], organizational commitment [11], and employee loyalty [12].”
• A qualitative meta-analysis of trust in supervisor-subordinate relationships (2015, background): “Empirical studies show that high levels of open communication and a steady information flow are significantly positively related to trust (e.g. Cho and Park, 2011).”
• Playing defence: the impact of trust on the coping mechanisms of street-level bureaucrats (2020, background): “…consequences for feelings and behaviour, such as cooperative behaviour (Dirks and Ferrin 2001), willingness to take risks (Mayer, Davis, and Schoorman 1995), commitment (Albrecht and Travaglione 2003), information sharing (Lewicki, McAllister, and Bies 1998), and satisfaction (Cho and Park 2011).”
• Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in management (2018, background): “Trust in management differs from trust in other parties such as individual supervisors and managers, for it is reflective of organizational rules, procedures, policies, programs, processes, and practices (Cho & Park, 2011).”
• Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia (2017, background): “Past research has reported that trust in supervisor and interactional justice could directly or indirectly (e.g. via trust in organization) affect employees’ AOC (Aryee et al., 2002; Cho & Park, 2011).”