Interpersonal trust, stress and satisfaction at work: an empirical study
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INVESTIGACIONMetadatos
Título
Interpersonal trust, stress and satisfaction at work: an empirical studyFecha de publicación
2014Editor
Emerald Group Publishing LimitedISSN
0048-3486Cita bibliográfica
Jacob 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 - 115Tipo de documento
info:eu-repo/semantics/articleVersión de la editorial
http://www.emeraldinsight.com/doi/pdfplus/10.1108/PR-02-2012-0043Palabras clave / Materias
Resumen
Purpose – 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.
... [+]
Purpose – 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. [-]
Publicado en
Personnel Review, 2014, Vol. 43 Iss 1Derechos de acceso
© Emerald Group Publishing Limited
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