COVID - 19 Readiness Organizational Trust Scale

It was aimed to develop a scale to evaluate how trust-distrust is structured in the context at the macro level;the state, lower organizations, employees and organization managers, decisions and measures regarding the epidemic and also communication between the employees and the organization and the changes brought about the way of doing business after being declared the outbreak in Turkey COVID-19. For this purpose, online interviews conducted with the help of open-ended questions. The obtained data transformed into measurable scale items and applied to 150 participants (Male: 78, Female: 72;Age: 22-67, Average: 38.3, SS: 12.43) together with the Socio- Demographic Information Form, General Job Satisfaction, and Turnover Intention scales. The findings obtained revealed that the scale has a three-factor structure: 'Trust in Manager', 'Trust in Organization' and 'Trust in Employee'. The results of the correlation analysis performed within the scope of the criterion validity showed that all the sub-dimensions of the scale are associated with General Job Satisfaction and the Turnover Intention. The analyzes carried out to test the discrimination validity showed that there is a significant differences in terms of Trust in Organization and Trust in Employees in groups where the perception of work-related health hazard is less dangerous and very dangerous. As a result, the findings obtained in this study show that the COVID-19 Readiness Organizational Trust Scale is a valid and reliable scale whose psychometric properties have been empirically tested in the Turkish sample. (PsycInfo Database Record (c) 2023 APA, all rights reserved) (Turkish) Bu calismada, Turkiye'de COVID-19 salgini ilan edildikten sonra;makro duzeyde devletin, daha asagida orgutlerin, calisanlarin ve orgut yoneticilerinin, salginla ilgili olarak aldigi kararlar, tedbirler, calisanlarin kendi aralarinda ve orgutle kurdugu iletisim, is yapma tarzi ile ilgili getirilen yenilikler baglaminda calisan ve orgut arasinda kurulan guven-guvensizligin nasil yapilandigini degerlendirmeye yonelik bir olcek gelistirmek amaclanmistir. Bu amaca yonelik olarak hazirlanan acik uclu sorular yardimiyla cevrimici gorusmeler gerceklestirilmistir. Elde edilen nitel veri olcumlenebilir olcek maddelerine donusturulmus ve Sosyo-demografik Bilgi Formu, Genel Is Memnuniyeti, Isten Ayrilma Niyeti olcekleriyle birlikte farkli sektorlerde calisan 150 katilimciya (Erkek: 78, Kadin: 72;Yas: 22 - 67, Ort:38.3, SS:12.43) uygulanmistir. Elde edilen bulgular olcegin 'Yoneticiye Guven', 'Kuruma Guven' ve 'Calisana Guven' olmak uzere uc faktorlu bir yapi gosterdigini ortaya koymustur. Kriter gecerliligi kapsaminda gerceklestirilen korelasyon analizi sonuclari olcege ait tum alt boyutlarin Genel Is Memnuniyeti ve Isten Ayrilma Niyeti ile iliskilendigini gostermektedir. Ayirt etme gecerliligini test etmek amaciyla gerceklestirilen analizler isin saglik acisindan tehlike algisinin az tehlikeli ve cok tehlikeli oldugu gruplarda Orgute Guven ve Calisana Guven boyutlarinda anlamli farklilik oldugunu gostermistir. Sonuc olarak, bu calismada elde edilen bulgular COVID - 19 Hazirliligi Orgutsel Guven Olcegi'nin Turk ornekleminde psikometrik ozellikleri gorgul olarak test edilmis gecerli ve guvenilir bir olcek oldugunu gostermektedir. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

How does organizational culture affect employees' mental health during COVID-19? The mediating role of transparent communication.

BACKGROUND: Over the years, the workplace landscape has significantly evolved, demanding an optimal psychological approach to establish an environment that values individual work and health. A firm's culture inspires it to adopt business practices that enable its employees to live healthier lives. OBJECTIVE: The study aims to measure the mediating relationship of transparent communication between organizational culture and mental health in the Pakistani healthcare industry. The study also explores the relationship between organizational culture and mental health. METHODS: The study collected primary data via purposive sampling from the healthcare employees of Pakistan between March and May 2022. The study's sample size consists of 509 respondents from the healthcare industry sector, and the research used Smart PLS software to measure the relationship through bootstrapping and algorithms. RESULTS: Organizational culture has a positive effect on the employee's mental health. The study has found significant positive mediation of transparent communication and moderation of organizational trust between organizational culture and mental health. CONCLUSION: The COVID-19 pandemic has deteriorated workers' mental health, causing considerable changes in the healthcare sector. Positive mental health at work is a critical factor that improves the working environment. As such, this study highlights the importance of mental health in the workplace setting. It extends the literature in the context of the healthcare industry, thus supporting employees' well-being. The findings suggest a significant relationship between an organization's culture and mental health. This study suggests the theoretical and practical implications for policymakers' and researchers' perspectives concerning employees and organization culture.

Effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants during the COVID-19 pandemic

PurposeThis research adopts the conservation of resources (COR) theory to examine the effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants in Thailand during the COVID-19 pandemic.Design/methodology/approachOnline survey data were collected from 234 flight attendants who work for five low-cost airlines based in Thailand. The data were analyzed by using partial least squares structural equation modeling (PLS-SEM).FindingsThe results show that trust in an organization and trait mindfulness are negatively associated with the perceived stress of flight attendants. Their associations are also partially mediated by optimism. Moreover, the moderating effect analysis reveals that trait mindfulness intensifies the positive association between trust in organizations and optimism.Originality/valueThe evidence from this research broadens COR theory by showing that different aspects of resources can be combined to strengthen the ability of individuals to gain more resources to lessen stress.

The Effect of Organizational Trust on Turnover Intention of Rural Kindergarten Teachers: The Mediating Role of Teaching Efficacy and Job Satisfaction.

Recent studies have focused on turnover among rural kindergarten teachers. However, none of these studies have shown a clear connection between turnover intention and organizational trust, although there are studies in other areas showing that organizational trust can affect turnover intention. Drawing on a sample of 330 kindergarten teachers in rural areas, this study explores the mechanism of influence between organizational trust and turnover intention with teaching efficacy and job satisfaction as mediators. We found that organizational trust negatively impacted teachers' turnover intention, and this relationship was mediated by a significant chain mediating effect of teaching efficacy and job satisfaction. The findings enrich knowledge about turnover among rural kindergarten teachers and inspire us to create a more supportive organizational environment against the backdrop of the COVID-19 pandemic to improve job satisfaction and alleviate turnover among rural kindergarten teachers.

Effect between Trust in Communication Technology and Interorganizational Trust in BIM-Enabled Projects

Building information modeling (BIM) and its associated digital tools have been widely adopted in designing, constructing, and operating infrastructures, particularly during the COVID-19 pandemic. However, the influence of these communication technologies on the interorganizational trust among project team members is unclear. In this study, BIM and its communication tools were conceptualized based on the perception of trust in communication technology, to examine their influence on interorganizational trust. The effect of trust in communication technology on interorganizational trust was investigated through the mediation of obligatory cooperation and voluntary cooperation. In addition, partial least squares structural equation modeling was used to explore and predict the causal relationships of the model. The results show that trust in communication technology has no direct effect on interorganizational trust, but it positively affects the relationships via the mediation of obligatory cooperation. In comparison, trust in communication technology significantly impacts voluntary cooperation, which does not considerably influence interorganizational trust. Lastly, the findings of this study contribute new knowledge to trust theories for construction teams that use communication technologies to collaborate in BIM-enabled projects, and provide an explanation for the development of trust by communication technologies through improvement of the interorganizational trust in BIM-enabled projects. © 2022 American Society of Civil Engineers.

What Influences Miners' Safety Risk Perception?

The risks faced by the mining industry have always been prominent for every walk of life in China. As the direct cause of accidents, individual unsafe behaviors are closely related to their risk perception. So, it is important to explore the factors affecting miners' risk perception and analyze the influencing mechanisms between these factors and risk perception. The questionnaire survey method was used to collect the data of risk perception from nearly 400 respondents working in metal mines in China. Exploratory factor analysis and confirmatory factor analysis were used to analyze and process collected data. The impact of four factors affecting miners' risk perception was verified, namely: organizational safety atmosphere, organizational trust, knowledge level, and risk communication. Then, regression analysis, Pearson correlation analysis, and structural equation model analysis were used to examine the effect of the four influencing factors on miners' risk perception. The four influencing factors all have a positive impact on miners' risk perception; knowledge level has the largest explained variation of miners' risk perception, followed by risk communication. Organizational trust and organizational safety atmosphere have an indirect and positive impact on miners' risk perception intermediated by knowledge level and risk communication. The results offer four important aspects of mine safety management to help miners establish quick and accurate risk perception, thereby reducing unsafe behaviors and avoiding accidents.

Service Innovation, Inter-organizational Trust, and Performance in Hospital Platforms: Social Network and Agency Perspectives.

Service industries contribute significantly to the economic, social, and even life aspect of the world. However, service innovation has been rarely discussed in healthcare context, especially in the digital healthcare context Service innovation needs to be organized in the premise of mutual trust to be efficient, thereby improving service performance. The trust and efficiency here demands a good online platform service to both virtualize the interaction processes and maintain trust and agency. This research uses social network theory and agency theory to emphasize the importance of trust in cooperation in hospitals, and the relationship between organizational trust and organizational performance. Furthermore, we analyzed the role of agents in enhancing the relationship between service innovation and trust. Based on the analyses, five propositions and future research directions are proposed.

Effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants during the COVID-19 pandemic

Purpose: This research adopts the conservation of resources (COR) theory to examine the effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants in Thailand during the COVID-19 pandemic. Design/methodology/approach: Online survey data were collected from 234 flight attendants who work for five low-cost airlines based in Thailand. The data were analyzed by using partial least squares structural equation modeling (PLS-SEM). Findings: The results show that trust in an organization and trait mindfulness are negatively associated with the perceived stress of flight attendants. Their associations are also partially mediated by optimism. Moreover, the moderating effect analysis reveals that trait mindfulness intensifies the positive association between trust in organizations and optimism. Originality/value: The evidence from this research broadens COR theory by showing that different aspects of resources can be combined to strengthen the ability of individuals to gain more resources to lessen stress. © 2022, Emerald Publishing Limited.

Realization of a Sustainable High-Performance Organization through Procedural Justice: The Dual Mediating Role of Organizational Trust and Organizational Commitment

To achieve sustainable growth and ensure competitive advantage in response to rapidly changing industries, companies have recently focused on creating new values based on innovative organizational composition and various personnel management systems. Social exchange theory suggests that stronger social exchange relationships increase trust between people and their level of commitment. From this perspective, organizational justice has its own significance. This study empirically analyzed the dual mediation effect of organizational trust (OT) and organizational commitment (OC) to examine an influential relationship between procedural justice (PJ) and work engagement in an organization. The following analytic results were obtained. First, PJ had positive effects on OT, OC, and work engagement. Second, OT had significantly positive effects on OC, whereas it did not have significant effects on work engagement. Third, OC had significantly positive effects on work engagement. Fourth, OC had significant mediation effects with regard to the influence of PJ on work engagement. In addition, organization trust and OC had significant dual mediation effects. The results verified the importance of PJ in an organization. Furthermore, these results provided theoretical and practical implications that PJ can increase OT, OC, and ultimately organizational performance.

On being warm and friendly: The effect of socially responsible human resource management on employee fears of the threats of COVID-19

Purpose: This paper aims to investigate the influence of socially- responsible human resource management (SRHRM) on employee fears of external threats during the COVID-19 outbreak, based on social support and event system theories. COVID-19 caused sharp profit declines and bankruptcies of hotels, restaurants and travel agencies. In addition, employees faced threats to their health and job security. How to overcome employee anxieties and fears about the negative impacts of this crisis and promote psychological recovery is worthy of attention from researchers and practitioners. This research investigated the impacts of SRHRM on employee fears through organizational trust, with the COVID-19 pandemic playing a moderating role between SRHRM and employee fears. Design/methodology/approach: The hypotheses were tested through multiple linear regression analysis based on a survey of 408 employees in hospitality and tourism firms in China. Qualitative data were also gathered through interviews with selected managers. Findings: The results showed that SRHRM had a negative influence on employee fears of external threats by enhancing trust in their organizations. In addition, the strength of the COVID-19 pandemic positively moderated the effect of SRHRM on employee fears. When the pandemic strength was more robust, the negative effects of SRHRM on employee fears were more significant. Research limitations/implications: This research illustrated the contribution of SRHRM in overcoming employee fears of external threats in the context of COVID-19. It shed light on the organizational contribution of SRHRM to hospitality and tourism employee psychological recovery during the crisis. Originality/value: This research explored strategic HRM by examining the effects of SRHRM on employee fears in the midst of a severe crisis, specifically COVID-19. The moderation effect of event strength and mediation effect of organizational trust were tested. It is of great value for hospitality and tourism firms to foster employee psychological recovery during a crisis such as COVID-19. (PsycInfo Database Record (c) 2021 APA, all rights reserved)

Impact of team knowledge management, problem solving competence, interpersonal conflicts, organizational trust on project performance, a mediating role of psychological capital.

There has been substantial research on megaprojects in project management literature. However, there is dearth of studies empirically investigating performance of new launched megaproject of Thailand that named as "Phuket sandbox". The core purpose of this project is to normalize covid-19 situation and resuming tourism in Thailand. Therefore, the evaluation of project performance is essential to achieve the targeted goal for success. The purpose of this study is to investigate the factors that affect project performance (Phuket sandbox) in Thailand. This study used quantitative approach based on structured questionnaire and the data was collected from Phuket, Thailand. The survey conducted from team members which are tourism stake holders' team, immigration team and public service teams including hospitals and hotels who were supposed for the management of Phuket tourism sandbox operations. The study got 222 valid responses only as the members were so busy and partial lockdowns in Thailand hindered the data collection process. The proposed hypothetical model tested by partial least square structural equation modelling. The results of the study found mix findings. The independent variables are team knowledge management, interpersonal conflict, organizational trust, and as significant and dependent variable as project performance through the mediation of psychological capital. The all relationships found to be significant except problem solving competence which have insignificant relationship with project performance as well as problem solving competence and organizational trust have insignificant relation with psychological capital.

Organizational trust in times of COVID-19: Hospitality employees' affective responses to managers' communication.

During a crisis, such as the COVID-19 pandemic, what managers communicate to their employees can greatly impact important organizational attitudes, such as organizational trust. There is, however, very little research focusing on the mechanisms explaining how managers' messages during a crisis can influence employees' organizational trust. To address this gap, the current study examined the role that emotions play in developing organizational trust using a 2 (following CDC norms vs. ignoring CDC norms) by 2 (employee focus vs. bottom-line focus) between-subjects factorial experiment, with COVID-19 as the context. The results showed that a manager's communication that followed the CDC social norms made employees feel grateful, whereas communication that ignored CDC social norms enhanced fear and anger toward the organization. The feelings of gratefulness and fear influenced organizational trust. These results provide important theoretical and practical implications for understanding organizational trust during a crisis.