The Mediating Role of Trust in Management on Job Satisfaction and Organizational Commitment

PurposeThe paper aims to empirically testing the mediating effect of trust in management in the relationship between organizational justice and personal outcomes. The main purpose of this study is to understand mediating role of trust in the management on organizational justice and its impact on job satisfaction and organizational commitment. ApproachThe study is based on the effect of organizational justice, trust in management, job satisfaction and organizational commitment among nursing staff working at different hospitals at Kathmandu Valley. This study incorporates design and distribution of questionnaire to 160 nurses belonging to different hospitals working on different scale of pay level. FindingsOrganizational justice alone does not significantly increase job satisfaction as well as commitment in the organization. Trust in management mediates the relationship organizational justice and personal outcome. Organizational justice positively affect personal outcome when mediated by high trust in management. Practical implicationThis paper is useful to academicians and organizations to understand the impact of trust in management on the work performance. This study provides practical implications towards nurses and management of hospitals. Management requires change in behavior to develop trusting environment in workplace. KeywordsOrganizational Justice, Trust in management, Nurses, Organizational Commitment, Job Satisfaction Introduction Nursing is generally perceived as a stressful career choice. However, this is attractive career among teenagers. This is the reflection of the development in the health care system and nursing profession. It is both physically and psychologically challenging as it is directly associated with the wellbeing of patient. Small carelessness may result severe condition of patient. The cost of commitment in this job is very high while compared to other profession. Thus, management must pay attention to create environment of justice, trust and equity in organizational behavior. The widespread nursing shortage and nurses’ high turnover has become global issue (Kingma, 2001). The nursing workforce in Nepal also faces the same trend due to the challenges in retaining of them. Retention of nurse is persistent problem associated with job satisfaction Silver Jubilee Issue PRAVAHA, Volume 25 Issue 1 ISSN 2350-854X Silver Jubilee Issue 2019 ~ 44 ~ and commitment. There is urgent need for rigorous research regarding trust, equity, job satisfaction and commitment to ensure right nurse employment strategies in Nepal. Statement of Problem Numerous research studies have been conducted to determine the antecedents of trust focusing on personal factors (Mayer et al., 1995; McAllister, 1995). Ability, benevolence, and integrity of trustee have been identified as representative indicators of personal level antecedents of trust (Dietz & Hartog, 2006; Mayer et al., 1995). OJ is relatively more impactful among white-collar employees (Herr, Bosch, et al., 2014; Herr et al., in press), which has been attributed to their specific relationship with their employer, involving obligations and expectations beyond the formal contract, implying high levels of commitment and trust (Herr, Bosch, et al., 2014). This study investigated the antecedents and consequences of trust in top management. Subsequent relationships between organizational justice and trust in management and organizational commitment were also of concern to this research because relatively little research has been conducted on that area despite its significance. On the basis of above discussion, there is guiding research questions for this purpose; Is trust in top management a mediator between organizational justice, job satisfaction and organizational commitment? Conceptual Framework and Research Hypothesis Based on the research question, following conceptual framework and hypothesis have been developed. The overall study of this research paper can be described in the conceptual framework in this way; Independent Variable Mediating Variable Dependent Variable Org. Commitment Job Satisfaction Trust in Management Organizational Justice Figure1: Distributive Justice Mediates the Relationship between Organizational Justice and Personal Outcomes H1: Trust in Management mediates the effect of Organizational Justice on Job Satisfaction. H2: Trust in Management mediates the effect of Organizational Justice on Organizational Commitment. Literature Review The nursing service paradigm shifts from vocational services (services based on skills only) toward professional services (services with mastering the science and technology and nursing specialties). This has created hospital work more dynamics, and leading individual work to teamwork. This condition is promoting a high collectivism value or togetherness and making people more concern to group interest rather than individual interest. The concept of organizational justice has been driven from different angles by different researchers. Common understanding of organizational justice is overall perceptions of fairness in all organizational processes and practices and they influence the behavior and work outcomes. Social exchange theory based on justice states that individuals expect that they will get the business exchange and fair remuneration from organization (Tyler, 1994). Judgment relating to result allocation referred to distributive justice (Greenberg, 1990). The second issue is the assessment of organizational justice which is concerned with process elements, and known as procedural justice. Procedural justice refers to the process in which decision is taken (Konovsky, 2000). Furthermore, the third issue is the assessment of justice toward the interpersonal relationships referred as interactional justice where the study goes beyond decision outcomes and formal decision making procedures. It is all about how the people react to their perceptions