Trust and mistrust in organizations: An exploration using an organizational justice framework

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To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement (2019, result): “…behaviors, such as trust in management (Aryee et al., 2002; Cohen-Charash & Spector, 2001; DeConinck, 2010; Lewicki, Wiethoff, & Tomlinson, 2005; Saunders & Thornhill, 2004), work satisfaction (McCain, Tsai, & Bellino, 2010), organizational commitment (Suliman & Kathairi, 2013), control…”
Trust in the employer: the role of high-involvement work practices and procedural justice in European organizations (2011, background): “Although all of these types of justice have been related to trust, very few studies have examined directly the effect of these different types of justice on trust in the employer (see, however, Saunders and Thornhill 2004 ).”
Trust and distrust: Polar opposites, or independent but co-existing? (2014, methodology): “In particular, they have been used to provide a clear context within which to study trust (Sørensen et al., 2011), but less frequently for trust and distrust (see Saunders and Thornhill, 2004).”