Résumé
Organizational trust refers to the employees eagerness to perform the orders expected by the management, without the necessity to utilize control or evaluation. Along the same lines, formation of organizational processes based on trust has created an impressive change in the interaction between the employees and managers. It has also raised the employees organizational commitment, occupation satisfaction, and performance improvement. To determine the influence of conflict management and relation openness on the rate of nurses trust in public hospitals in Rasht in 2010. The research was performed using a cross- sectional and descriptive analytic approach. The population for the study included 1100 nurses from the public hospitals in the city of Rasht, of whom 239 were selected as the sample through factor analysis and ANOVA. The instrument for data collection was a questionnaire consisting of 21 questions to measure the three variables of conflict, trust, and relation openness. The questionnaire studied conflict in two directions: types of conflict [task, relation, process] and conflict characteristics [intensity and duration]; then it was authenticated and confirmed after consulting the professors. Next, the reliability and validity of the questionnaire were calculated and determined and finally the research data were collected during May-June 2010. To analyze the collected data, the researchers used SPSS and calculated Pearson and multiple regression correlation coefficients. There was no significant correlation between task conflict and trust [R=0.114]. However, there was a correlation between relation and process conflicts and conflict characteristics [intensity and duration] which were respectively within the following ranges R=0.13 to 0.56, and the statistical significance level for all the variables was set at [P<0.05]. In addition, a multiple regression was applied to determine the influence of moderator variables of relation openness, conflict intensity and duration on the relation between conflict and trust where the delta variations [the presence of difference in the relationship between the variables through existence of the moderator variables] are indicative of such a moderating relationship. Based on the findings, there seems to be a negative significant relationship between process and relation conflicts and trust which indicates that relation openness and duration of conflict have positive influence on the relationship between conflict and trust, but the intensity of conflict causes a reduction in trust through creating a negative influence on the relationship between conflict and trust. Thus, it is recommended that the managers utilize the two strategies of conflict management and creating optimized relations in the workplace to increase the employees trust so that, in the end, they succeed in managing the organization