Dammen, Kelli J.

English

Plan BKeywords: organizational trust, job satisfaction, high performance organization, and traditional organization. Employees in all organizations want to work in an environment of trust and respect where they feel they are making a real contribution to organizational goals and objectives. They want to be able to have the opportunity to show management that they can accomplish a task with the creativity obtained from working in teams. There is a consensus in the literature reviewed that trust and job satisfaction are essential elements to an organizations success. Cook and Wall (1980) conclude that “trust between individuals and groups within organizations is a highly important ingredient in the long-term stability of the organization and the well-being of its members” (39). By examining the relationship between trust in management and employee job satisfaction, corporations will have the knowledge necessary to assess their current culture and, if needed, develop a culture that allows for growth of its employees through high levels of trust. The purpose of this study was to research the possible relationship that exists between the individual’s level of organizational trust and the individual’s job satisfaction. Also examined was the influence the organizational culture (high performance vs. traditional hierarchical organization) had on the individual’s level of trust and job satisfaction. To examine this relationship, three hypotheses were tested using a survey that examined organizational trust and job satisfaction. Organizational trust was measured by four dimensions (openness/honesty, reliability, concern for employees and identification). Four organizations agreed to participate in the study. Each organization was sent 25 surveys to distribute to personnel. Two of the organizations were, by definition, traditional hierarchical organizations and the other two were high performance organizations. Out of the 100 surveys distributed, 84 completed and valid surveys were returned. Therefore, the overall response rate was 84 percent. The findings of this study indicate that a relationship does exist between an individual’s level of organizational trust and his/her overall job satisfaction. The study also indicated that a significant relationship exists between the structures of the organization and overall levels of both trust and job satisfactio

MINDS@UW  (Univ.  of Wisconsin)

Communications seem good within this organization.

do a good job, I receive the recognition for it that I should receive.

How long have you been with your organization? ___ less that 6 months ___ 1-3 years ___ 6+ years ___ 6 months to 1-year ___

I am free to disagree with my immediate supervisor.

I am satisfied with my chances for promotion.

I am satisfied with my job.

I am satisfied with the career opportunities available to me.

I can tell my immediate supervisor when things are going wrong.

I enjoy my coworkers.

I feel a sense of pride in doing my job.

I feel connected to my immediate supervisor.

I feel connected to my organization.

I feel connected to my peers.

I feel I am being paid a fair amount for the work I do.

I feel satisfied with my chances for salary increases.

I have a say in decision that affect my job.

I like doing the things I do at work.

I like the people I work with.

I receive adequate information regarding how I am being evaluated.

I receive adequate information regarding how my jobrelated problems are handled.

I receive adequate information regarding how organizational decisions are made that affect my job.

I receive adequate information regarding how well I am doing in my job.

I receive adequate information regarding the long-term strategies of my organization.

I would recommend this organization as a good place to work.

My efforts to do a good job are seldom blocked by red tape

My immediate supervisor behave in a consistent manner from day to day.

My immediate supervisor follows through with what he/she says.

My immediate supervisor is concerned about my personal well-being.

My immediate supervisor is sincere in his/her efforts to communicate with team members.

My immediate supervisor keeps confidences.

My immediate supervisor keeps his/her commitments to team members.

My immediate supervisor listens to me.

My immediate supervisor speaks positively about subordinates in front of others.

My supervisor is quite competent in doing his/her job.

My values are similar to the values of my immediate supervisor.

My values are similar to the values of my peers.

People get ahead as fast here as they do in other places.

Retaining good employees in tough times. The Health Care Manager,

Road to high-performance workplaces: A guide to better jobs and better business results. Washington DC: U.S. Government Printing Office.

The benefit package we have is equitable.

The benefits we receive are as good as most other organizations offer.

Those who do well on the job stand a fair chance of being promoted.

Top management is concerned about employees’ wellbeing.

Top management is sincere in their efforts to communicate with employees.

Top management keeps their commitments to employees.

Top management listens to employees’ concerns.

What industry do you work in?

What is the size of your organization? ___ Less than 50 employees ___ 151-400 employees __ Over 1000 ___ 51-150 employees ___

The effects of organizational structure on employee trust and job satisfaction

http://www.uwstout.edu/lib/thesis/2001/2001dammenk.pdf

The effects of organizational structure on employee trust and job satisfaction

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MINDS@UW (Univ. of Wisconsin)