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The effect of HRM practices on impersonal organizational trust

Author

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  • Mika Vanhala
  • Riikka Ahteela

Abstract

Purpose - Organizations face an increasing need to foster trust. However, there are fewer opportunities for developing interpersonal trust and an evident need to establish complementary forms. The purpose of this paper is to examine the effects of various human resource management (HRM) practices on the impersonal dimensions of organizational trust. Design/methodology/approach - The hypotheses are tested on a sample of 715 respondents from large corporations in the ICT and forest industries in Finland. Structural equation modelling was used. Findings - Employee trust in the whole organization is connected to perceptions of the fairness and functioning of HRM practices. Such practices can therefore be used in order to build the impersonal dimension of organizational trust. Research limitations/implications - Future studies should also include interpersonal dimensions of organizational trust. Another limitation is that datasets from different industries were merged: future studies should analyze data from the ICT and forest industries separately. Practical implications - HRM practices are used in all organizations, and could offer a practical solution to the problem of building and retaining trust without developing a special system or specific methods. Originality/value - This study contributes to the growing body of literature on the role of trust in the context of organizational relationships. To the best of the researchers' knowledge this is the first study focusing on the impersonal element of organizational trust and its relationship with HRM practices.

Suggested Citation

  • Mika Vanhala & Riikka Ahteela, 2011. "The effect of HRM practices on impersonal organizational trust," Management Research Review, Emerald Group Publishing Limited, vol. 34(8), pages 869-888, July.
    • Handle: RePEc:eme:mrrpps:v:34:y:2011:i:8:p:869-888
    DOI: 10.1108/01409171111152493
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    Citations

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    Cited by:

    1. Kożuch Barbara & Sienkiewicz-Małyjurek Katarzyna & Luty Lidia, 2015. "Rational and Relational Bases of Public Managers’ New Profiles in the Context of Trust Research," Journal of Intercultural Management, Sciendo, vol. 7(2), pages 31-47, June.
    2. Joan Sorribes & Dolors Celma & Esther Martínez‐Garcia, 2021. "Sustainable human resources management in crisis contexts: Interaction of socially responsible labour practices for the wellbeing of employees," Corporate Social Responsibility and Environmental Management, John Wiley & Sons, vol. 28(2), pages 936-952, March.
    3. Jentjens, Sabine & Cherbib, Jihène, 2023. "Trust me if you can – Do trust propensities in granting working-from-home arrangements change during times of exogenous shocks?," Journal of Business Research, Elsevier, vol. 161(C).
    4. Matevž Rašković & Maja Makovec Brenčič & Barbara Moerec, 2011. "Trust and management-to-employee communication in Slovenian companies: Some evidence from the current economic crisis," Tržište/Market, Faculty of Economics and Business, University of Zagreb, vol. 23(2), pages 165-187.
    5. Lewicka Dagmara & Pec Monika, 2018. "The Impact of Human Resources Management on Job Involvement. The Mediating Role of Vertical Trust," Folia Oeconomica Stetinensia, Sciendo, vol. 18(2), pages 34-45, December.
    6. Akram Ali Jouda & Ungku Norulkamar Ungku Ahmad & Khalid Abed Dahleez, 2016. "The Impact of Human Resource Management Practices on Employees Performance: The Case of Islamic University of Gaza in Palestine," International Review of Management and Marketing, Econjournals, vol. 6(4), pages 1080-1088.
    7. Akram Ali Jouda & Ungku Norulkamar Ungku Ahmad & Khalid Abed Dahleez, 2016. "The Impact of Human Resource Management Practices on Employees Performance: The Case of Islamic University of Gaza in Palestine," International Review of Management and Marketing, Econjournals, vol. 6(4), pages 1080-1088.
    8. Fiona Edgar, 2022. "Emotions and Environments: Schadenfreude at Work," Humanistic Management Journal, Springer, vol. 7(1), pages 95-116, April.
    9. Juil Lee & Sangsoon Kim & Jiman Lee & Sungok Moon, 2019. "Enhancing Employee Creativity for A Sustainable Competitive Advantage through Perceived Human Resource Management Practices and Trust in Management," Sustainability, MDPI, vol. 11(8), pages 1-16, April.
    10. Heidi Olander & Pia Hurmelinna-Laukkanen, 2015. "Proactive Hrm For Reducing Knowledge Risks — Evaluating Commitment And Trustworthiness," International Journal of Innovation Management (ijim), World Scientific Publishing Co. Pte. Ltd., vol. 19(06), pages 1-20, December.

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