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dc.contributor.authorGuinot, Jacob
dc.contributor.authorChiva, Ricardo
dc.contributor.authorRoca-Puig, Vicente
dc.date.accessioned2015-06-23T17:32:54Z
dc.date.available2015-06-23T17:32:54Z
dc.date.issued2014
dc.identifier.citationJacob Guinot Ricardo Chiva Vicente Roca-Puig , (2014),"Interpersonal trust, stress and satisfaction at work: an empirical study", Personnel Review, Vol. 43 Iss 1 pp. 96 - 115ca_CA
dc.identifier.issn0048-3486
dc.identifier.urihttp://hdl.handle.net/10234/125024
dc.description.abstractPurpose – Due to the divergent conclusions about the effects of interpersonal trust on job satisfaction, the study aims to look more deeply into this relationship by introducing job stress as a mediator variable. Design/methodology/approach – The paper uses structural equation modeling to analyze the opinions of 6,407 Spanish employees, taken from the 2008 Quality of Working Life Survey carried out by the Spanish Ministry of Labor and Immigration. Findings – The findings show that interpersonal trust has a positive effect on job satisfaction, and that job stress partially mediates this relationship. Furthermore, interpersonal trust is negatively related to job stress, which in turn is negatively related to job satisfaction. Research limitations/implications – Despite the pertinence and size of the database used in the study, it is very heterogeneous. Future research might delimit the database by organization size or sector. Qualitative studies may also improve our understanding of the relationships studied and enable other concepts to be included. Practical implications – Cultivating a climate of trust may provide organizations with a strategy to improve levels of mental well-being and satisfaction among their employees. Originality/value – This research explains why interpersonal trust has a positive effect on job satisfaction. The paper’s conceptualization of trust implies risk assumption and low risk perception; low perception of risk is presumed to reduce job stress, and in turn, increase job satisfaction. The paper also puts forward reasons for why “excessive” interpersonal trust has been related to negative effects on job satisfaction. “Excessive” trust might infer high risk perception, which might increase job stress, and in turn decrease job satisfaction.ca_CA
dc.format.extent41 p.ca_CA
dc.format.mimetypeapplication/pdfca_CA
dc.language.isoengca_CA
dc.publisherEmerald Group Publishing Limitedca_CA
dc.relation.isPartOfPersonnel Review, 2014, Vol. 43 Iss 1ca_CA
dc.rights© Emerald Group Publishing Limitedca_CA
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/*
dc.subjectJob satisfactionca_CA
dc.subjectQuantitativeca_CA
dc.subjectInterpersonal trustca_CA
dc.subjectJob stressca_CA
dc.titleInterpersonal trust, stress and satisfaction at work: an empirical studyca_CA
dc.typeinfo:eu-repo/semantics/articleca_CA
dc.identifier.doihttp://dx.doi.org/10.1108/PR-02-2012-0043
dc.rights.accessRightsinfo:eu-repo/semantics/openAccessca_CA
dc.relation.publisherVersionhttp://www.emeraldinsight.com/doi/pdfplus/10.1108/PR-02-2012-0043ca_CA


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