Date of Award

10-19-2015

Publication Type

Master Thesis

Degree Name

M.A.

Department

Psychology

First Advisor

Chung-Yan, Greg

Keywords

organization-based self-esteem, perceived organizational support, trust, trustworthiness

Rights

info:eu-repo/semantics/openAccess

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Abstract

Although researchers have highlighted the importance of examining trust and its effects from both perspectives of the organizational dyadic relationship (i.e., employee-employer), trust continues to be investigated solely from the employer’s perspective (Dirks & Ferrin, 2001). Drawing upon organizational support theory and social exchange theory (Rhoades & Eisenberger, 2002), a theoretical model was developed, in which perceived support, employee felt trustworthiness, and organization-based self-esteem mediated the effects of job characteristics on organizational commitment and job satisfaction. This model was tested in a cross-sectional study with a diverse sample of employees. Findings suggest that employee felt trustworthiness itself may be managed and enhanced by allowing employees to independently make decisions regarding their work. This study highlights the value of understanding the employee-employer relationship, specifically from the employee perspective. This perspective provides a clearer understanding of how job characteristics and forms of organization-based support can ultimately lead to positive work outcomes.

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