The Relationship of Organizational Trust and Job Satisfaction: An Analysis in the U.S. Federal Work Force

Front Cover
Universal-Publishers, 2007 - Business & Economics - 172 pages
The issues of trust and job satisfaction have taken on a greater strategic importance in organizations since the post-Enron scandal. Without trust or the lack of it among organizational members and between management and employees, organizational communication, knowledge management, organizational performance, and involvement may tend to close down. Trust has been identified as a crucial ingredient for organizational effectiveness. A linkage between trust and job satisfaction in private organizations has been established by researchers; however, in the U.S. federal government, the linkage between organizational trust and job satisfaction has not yet been studied. This study, therefore, explores the relationship between organizational trust and job satisfaction in seven selected small, medium, and large U.S. federal agencies. This study indicated that there are no significant differences between males and females, however, significant differences in attitudes between supervisors and nonsupervisors were found regarding what good communications meant and how they interpret the question, "top management truly listens to employees' concerns." Nonsupervisors tend to disagree more frequently than supervisors. The study also found that there are significant association between gender, age group, job location, position, and occupation and agency. The differences in attitudes between supervisors and nonsupervisors about what would make communications seem good and what would contribute to the belief that top management listens to employees' concerns lead to the conclusion that there is a disconnection among organizational members and among management and employees. This disconnection may lead to mistrust, job dissatisfaction and the difficulty in attracting and retention of human talents.
 

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Contents

INTRODUCTION
1
Background of the Study
3
Statement of the Problem
6
Research Questions
10
Definition of Terms
12
Assumptions
14
Theoretical Framework
15
LITERATURE REVIEW
23
Research Questions
66
Design of the Study
67
Data Collection Strategy
70
Data Analysis
71
Alternate Method of Data Analysis
72
Summary
75
RESEARCH FINDINGS AND ANALYSIS
78
Categorical Analysis
87

Organizational Performance
29
Job Satisfaction
31
Employee Empowerment
37
Dimensions of Organizational Trust
38
Dimensions of Job Satisfaction
40
Low Trust and High Trust Organizations
42
High Performance and Traditional Hierarchical Organizations
43
Empowerment in High Performance Organizations
46
The Leadership Impact
48
Definition of Terms
49
Leadership Theories and Models
50
Leadership Practices and Challenges
55
METHODOLOGY
61
Quantitative Research Method
62
Summary
105
FINDINGS DISCUSSIONS AND RECOMMENDATIONS
108
Findings and Discussions
112
Literature Review Findings and Analysis
114
Discussion
120
Limitations of the Study
124
Implications for Further Research
128
Recommendations
130
Conclusions
135
REFERENCES
139
ORGANIZATIONAL TRUST AND JOB SATISFACTION SURVEY
150
BALANCED SCORE CARD LEADERSHIP FRAMEWORK IN THE WAR ON TALENTS
157
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