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The present study examined the possibility of Belief in a Just World (BJW) acting as a personal resource for police officers, simultaneously protecting their well-being through voice behaviour, vertical trust, and work-family conflict. The sample comprised 573 police officers who voluntarily consented to answer an anonymous online survey. Self-reported measures of personal BJW, voice behaviour, vertical trust, work-family conflict, and well-being were collected. The results of a parallel multiple mediator model (controlling for quantitative demands) showed that all three mediators were significant. Therefore, we found support for BJW acting as a personal resource by simultaneously protecting police officers' well-being through boosting both voice behaviour and vertical trust, and reducing work-family conflict. Work-family conflict was found to have the largest effect size in the mediation mechanism between BJW and police officers' well-being. The implications of these results for future research and intervention in police organisations are discussed. [ABSTRACT FROM AUTHOR]

Purpose: Trust is an important factor in supporting the management of employee teams. It plays a special role in developing interpersonal relations, leadership, and goal setting. The most important person who stimulates trust is the leader, who takes steps to build organizational trust. The aim of the paper was to identify the role of leadership in stimulating trust between managers and subordinates as an important factor in business development. The following research questions were addressed to achieve this aim: What relationships exist between vertical trust and intra-organizational processes in companies? To what extent do leadership attributes affect building vertical trust? To what extent do leadership attributes related to building trust influence enterprise growth? Design/methodology/approach: The research used a one-time survey method with the unweighted sample design, using mixed techniques: CATI telephone interviewing and CAWI web interviewing. The survey operator was a database of the 500 largest companies in Poland (according to the ranking of the Rzeczpospolita website). Based on the random sampling method, a research sample of 179 companies was collected. Findings: The study showed the impact of leadership attributes, i.e. attitudes of acceptance of others and open-mindedness, honesty and adherence to the rules, consistency in making decisions, compassion and empathy, on the process of building employees' trust in managers. Significant relationships between vertical trust and intra-organizational processes have also been identified. The results of the study confirmed the impact of vertical trust on both intraorganizational processes and the development of enterprises. Research limitations: Due to their quantitative nature (survey research), the study results lead to limited conclusions. Practical implications: The results provide insights into the use of leadership attributes in building organizational trust, which can support a trust-based organizational culture in modern companies. Social implications: The research results presented in this paper point to the important role of the manager in stimulating organizational trust in large companies. Originality/value: In a cognitive sense, the results contribute to understanding the role of leadership in building vertical trust and its impact on intra-organizational processes. [ABSTRACT FROM AUTHOR]

Introduction Organizational learning is defined as the perceptual structure of the social environment, physical environment, and social relationships of the people involved. Organizational learning is a continuous social activity between individuals in work environments that is different from the individual cognitive process (Hariharan & Vivekanand, 2018). In the future, organizations will succeed in discovering how to leverage the commitment and learning capacity of individuals at all levels of the organization. Therefore, learning has a special role in today's organizations and is a reflection of high intelligence and profitability resulting from opportunities and commitment to continuous improvement in the organization (Senge, 1990). On the other hand, trust in organizations creates a participatory atmosphere in organizations and increases trust, cooperation, and organizational cooperation. Additionally, organizational trust is an important and effective factor in leadership effectiveness, employee satisfaction, organizational performance, and commitment. Organizational trust is divided into two parts: interpersonal trust (interpersonal trust) and non-individual trust (institutional trust). Individual trust is based on interactions and is created through special communications and is divided into two types of lateral trust (trust between employees) and vertical trust (trust between employees and managers) (Fazel et al., 2011). Organizational trust is defined as the positive expectations of individuals about the competence, reliability, and well-being of members of the organization as well as the fundamental organizational trust within the organization (Ellonen et al., 2008). Organizational inertia, inflexibility, or stickiness is a topic that has long been the focus of researchers in the field of management sciences. Organizational inertia indicates the weakness of robust and reproducible structures that ensure the reliability and accountability of organizations. Therefore, the process of organizational adaptation to the environment requires that organizations overcome the organizational inertial forces that exist in an organization (Mikalef et al., 2018). Organizational inertia affects the ability of the organization to be creative and innovative in learning and solving problems. In the state of organizational inertia, organizations are in a state of stagnation in the face of environmental changes and use their past methods and techniques in the face of new issues and problems. It is obvious that to solve new problems, creativity and innovation are necessary, while organizational inertia is a strong barrier to creative methods (Sepahvand et al., 2017). Insufficient attention to the phenomenon of organizational inertia has many negative effects such as ignoring valuable information, incorrect management of organizational knowledge, attention and emphasis on current strategies of the organization and not paying attention to environmental changes over time and feeling the need for change (Ebrahimi, 2015). Material & Methods The statistical population of the study consisted of managers, deputies, and experts active in the General Department of Natural Resources and Watershed Management of Isfahan Province, which was about 300 individuals. The sampling method in this study was stratified random sampling proportional to the volume. Morgan table was used to determine the sample size. The sampling accuracy was assumed to be equal to 5% and the sample size was 169 people. Data were collected using a questionnaire including 21 organizational trust questions based on Guyer and Demirdag’s questionnaire (2014), 17 organizational learning questions based on Neif’s questionnaire (2001) and 9 organizational inertia questions based on Hong et al. (2012) questionnaire. Also, a 5-point Likert scale was used to answer the questionnaire questions. In this research, content validity and construct validity methods have been used to determine to what extent the questionnaire has correctly measured the variables of the research subject. The content validity of the questionnaire was confirmed by five professors of the Department of Management, University of Isfahan, Iran. Confirmatory factor analysis was used to evaluate the construct validity. The reliability of the questionnaire was obtained using Cronbach's alpha method. Cronbach's alpha for organizational learning was 0.816, for organizational trust was 0.858, and for organizational inertia was 0.835. In this research, SPSS 24 and Amos24 software have been used for statistical analysis of data. Discussion & Results & Conclusions In organizations, organizational trust between employees and managers has decreased, which is due to the complexity of organizations and changes in customer needs. Therefore, one of the concerns of organizations, especially large organizations, is to create organizational trust between employees and managers. For employees to learn new trends, they need to create the right space organization. An environment in which people can trust each other in the organization and have effective relationships in the organization. The results showed that organizational trust has a positive and significant effect on organizational learning and the extent of this effect is higher than average. High organizational trust partially compensates for the weakness in other resources necessary to improve productivity and affects the internal and external relations of the organization by creating internal and external effects (Zahed Babalan & Karimianpour, 2015). Organizational inertia cannot mediate between the effect of organizational trust and organizational learning. Lateral trust has no effect on organizational learning and also vertical trust and institutional trust have a positive and significant effect on organizational learning and this effect is more than average. Trust between employees and groups of an organization is an important variable in maintaining the long-term stability of the organization and the health of its members (Hassanzadeh et al., 2014). Lack of trust in the CEO makes employees spend a lot of time and energy thinking about their future in the company, the possibility of being fired, or the future of the company. Conversely, trust in senior management allows employees to focus on what needs to be done (Mayer & Gavin, 2015). Institutional trust prevents opportunistic behavior and promotes participation (Hassanzadeh et al., 2014).

To tackle the undeclared economy, an emergent literature has called for the dominant "rational economic actor" approach, which increases the sanctions and risk of detection, to be replaced and/or complemented by a "social actor" approach that fosters citizens' commitment to compliance. Reporting two waves of the Eurobarometer survey conducted in 2007 and 2013 across Europe, fixed-effects logistic regression analysis reveals that although both approaches reduce participation in undeclared work, the strength of the impact of deterrents on the likelihood of participation in undeclared work has weakened between 2007 and 2013, but has strengthened for vertical and horizontal trust. The paper concludes by discussing the policy implications of these findings. [ABSTRACT FROM AUTHOR]

The purpose of the study was to identify the relationship between Human Resources Management system (HRM system), vertical trust, and job involvement. This type of involvement in work is considered very important for an organisation because it affects the added value generated employees. It is also associated with the well-being felt by individuals and testifies to the satisfaction of their psychological needs. The study was conducted on a group of 227 employees of large and medium-size entities. The application of the Structural Equation Modelling (SEM) made it possible to confirm the relationship between the HRM system and job involvement with the mediating role of vertical trust in the examined relationship. In order to verify to what extent the job involvement variation can be explained by the HRM system, a multi-dimensional linear regression analysis was applied.

The concept of trust within organizations, or intraorganizational trust, has been considered as a potential mechanism to increase performance and as such has attracted growing interest in the organizational literature. However, despite the increasing number of studies examining the relationship between intraorganizational trust and performance, this apparently positive link has not been consistently confirmed by empirical research, and a deeper understanding is called for. Moreover, the literature on the trust–performance link is highly fragmented and dispersed. This study carries out a systematic review of the evidence, focusing on the vertical dimension of intraorganizational trust and performance relationship in an attempt to provide an integrative picture of the existing literature and to propose new research avenues on the topic. Specifically, this systematic review delves deeper into the antecedents, mediating effects, and moderators of vertical intraorganizational trust and performance, providing a more comprehensive framework for these relationships. [ABSTRACT FROM AUTHOR]

In this paper, the relationship between organizational trust and job satisfaction. The populations of the study are employees of public organization in Tehran and the sample consists of 218 employees of the organization. To study Organizational trust the model Ellonen, Bloom West and Pamalaynn has been used and to study job satisfaction has been used the model Smith, Kendall and Hulin, and his colleagues. For test the hypothesis, has been used Spearman correlation test and Friedman Test rankings. Also for analysis of data has been used software’s SPSS. The spearman correlation test results revealed a significant Positive relationship between organizational trust and job satisfaction. Also survey results showed a significant positive relationship between all dimensions of organizational trust (Lateral trust, Vertical trust, Institutional trust) and job satisfaction. In addition the results show that all dimensions of organizational trust have a positive relationship with all aspects of job satisfaction.

Although the effects of job characteristics on employee motivation and commitment are broadly researched, questions remain to the extent that job characteristics influence perceived specific attitudes and behaviours of employees. It is particularly interesting to what extent the process is reinforced by supervisors, namely through their support perceived by employees and vertical trust. Survey data were collected from 550 front-line employees across a variety of industries in Poland. A structural equation modelling analysis was performed to delineate the relationship between job characteristic and employee loyalty with the mediating influence of perceived supervisory support and the trust between the supervisor and employee, which is labelled as vertical trust. We confirmed that employees who have a strong job-role fit with the characteristics of their job will have a higher level of employee loyalty than those employees who lack a strong job-role fit. Furthermore, this relationship is enhanced by the perceived supervisory support and vertical trust. Few studies have been devoted so far to the relationship between job characteristic and loyalty, and even less have been conducted in Central and Eastern European countries. The findings of our study offer new perspectives to examine loyalty dimension. We propose to distinguish a construct labelled employee loyalty which is oriented on both the organization and co-workers and as such it may be treated as a supplementary construct to OCBs' organizational loyalty. Our study is one of a few that investigates the mediating role of vertical trust and perceived supervisor support in the relationships between job characteristics and loyalty. In the literature, the need to explore the mediating mechanisms between the effects of job characteristics on employee behaviors have been repeatedly stressed. [ABSTRACT FROM AUTHOR]

Background. Adolescents’ self-rated health is related to a number of sociodemographic and socio-economic factors, health-related behaviors, and their social environment. The impact of the latter is still not well explored. An adolescent’s social environment is represented by the social capital, i.e. social resources that they can access. The relationships between various contexts of social capital (family, neighborhood, peers, and school) and self-rated health among adolescents are still unclear. Objective. This study aims to examine the relationships between various social capital contexts and self-rated health in Lithuanian adolescents. Methods. The current cross-sectional study includes a nationally representative sample of 1863 adolescents (51.4% were girls) aged 14–18 years. The indicators of self-rated health as well as indicators of social capital in family, neighborhood, and school contexts were assessed. The results of the relationships between self-rated health and contexts of social capital were calculated controlling for the following covariates: physical activity, psychological distress, gender, body mass index, and family socioeconomic status. Results. Results indicate that there are significant relationships between good self-rated health and a higher level of family support, neighborhood trust, and vertical school trust. In the final logistic regression model, while controlling for all covariates, a higher level of family support and neighborhood trust remain significant predictors of good self-rated health. Conclusions. Family support and neighborhood trust are important correlates of self-rated health in adolescents.

In this paper, has been studied relationship between organizational trust and job satisfaction. The populations of the study are employees of public organization in Tehran and a sample consists of 218 employees of the organization. To study Organizational trust has been used the model Ellonen, Bloom West and Pamalaynn, and to study job satisfaction has been used the model Smith, Kendall and Hulin, and his colleagues. For test the hypothesis, has been used Spearman correlation test and Friedman Test rankings. Also for analysis of data has been used of software’s SPSS. The spearman correlation test results revealed a significant Positive relationship between organizational trust and job satisfaction. Also survey results showed a significant positive relationship between all dimensions of organizational trust (Lateral trust, Vertical trust, Institutional trust) and job satisfaction. In addition the results show that all dimensions organizational trust and have a positive relationship with all aspects of job satisfaction.

The aim of the article is to examine intra-organizational trust as a factor impacting satisfaction with doctoral studies. The study on intra-organizational trust is related to three types of trust: vertical trust, horizontal trust and institutional trust. In turn, perceived satisfaction is linked to knowledge and competences gained at a university (academic satisfaction) and studying atmosphere (satisfaction with atmosphere). Furthermore, the following research questions were addressed in this paper: (1) Does personal experience from the past, current personal experience and the impact of surroundings aff ect particular types of trust? (2) Do particular types of trust and support provided by a university infl uence the willingness to take a risk? Therefore, in the underlying research the following factors that may be related to trust have been studied: university's support, willingness to take a risk, personal experience from the past, impact of surroundings. The sample consisted of 41 PhD students (26 women and 16 men). The Jagiellonian University has been represented by 11 doctorate student, where as AGH University of Science and Technology surveyed 30 PhD students. The results of the study allow to answer the research question by pointing out to particular types of intra-organizational trust at a university as factors that aff ect PhD students' satisfaction with doctoral studies. Study presents a positive correlation between intra-organizational trust and satisfaction at a university. Moreover, the impact of institutional trust on academic satisfaction and the infl uence of trust in lecturer and the impact of horizontal trust on satisfaction from atmosphere has been prove. [ABSTRACT FROM AUTHOR]

Companies striving for a competitive edge need to have insight into factors that best promote innovativeness. Our quantitative study explored the relationship between sub- dimensions of interpersonal trust and innovativeness on both lateral and vertical organisational levels. The convenience sampling technique (N=95) focused on the members of the maintenance and production teams of a division within a large petrochemical company. Data were gathered through previously validated, structured questionnaires. Research on the specific combination of sub-dimensions and organisational levels has, to the best of our knowledge, neither been linked within the same study, nor within a South African context, before. Results revealed practically significant positive correlations between several sub- dimensions of trust and innovativeness that can assist management in developing more focused strategies to develop a competitive edge. Keywords: Interpersonal trust, vertical trust, lateral trust, cognitive-based trust, affective-based trust, organisational innovativeness Disciplines: Organisational behaviour, Innovative studies, Business studies

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Trust is a complex and multidimensional phenomenon. Organizational trust is an important part of professional relationships between co-workers, between managers and employees, or between employees and managers. Trust can be either interpersonal or institutional in nature. To measure, understand, and explain trust in an organizational context, it is important to identify different dimensions of trust (competence, benevolence, and integrity), different types of trust (horizontal trust between co-workers, vertical trust between managers and employees, and vertical trust between employees and managers), and the roles that different dimensions of trust have in different types of trust. The aim of this paper is to determine the roles that the different dimensions of trust have in each of the different types of trust at Gaia, a Polish lingerie company. Study results show competence is the least important dimension of trust in all of the different types of trust at Gaia, the Polish lingerie company. Integrity is the most important dimension of trust in relationships between co-workers. Benevolence is the most important dimension of trust in relationships between employees and managers. [ABSTRACT FROM AUTHOR]

The article presents a study which determines the level of employees' trust on employer as an organization, supervisors, and coworkers. Survey data was collected from 241 employees Malopolski and Podlaski voivodeships in Poland in order to identify the influence of trust on business innovativeness. Results show that the respondents trust their companies the most and their leaders the least. The study also suggests that innovations are influenced primarily by trust in supervisors.

Objectives: To investigate the associations between vertical (institutional) political trust in the Riksdag and daily smoking and smoking cessation. Study design: Cross-sectional study. Methods: In total, 27,757 individuals aged 18-80 years answered a postal questionnaire, which represents 59% of the random sample. A logistic regression model was used to investigate the associations between political trust in the Riksdag and daily smoking and smoking cessation. A multivariate analysis was performed to investigate the importance of possible confounders on the differences in daily smoking and smoking cessation according to political trust. Results: In total, 14.9% of the men and 18.1% of the women were daily smokers. Middle-aged respondents were significantly more likely to be daily smokers than the young. The proportion of ever smokers who had quit smoking increased with age. Respondents with low generalized trust in other people [odds ratio (OR) 1.6, 95% confidence interval (Cl) 1.5-1.8 among men; OR 1.7, 95g CI 1.5-1.8 among women] and high political trust/no political trust at all (OR 1.6, 95% Cl 1.4-1.8 among men; OR 1.8, 95g Cl 1.6-2.0 among women) had significantly higher ORs of daily smoking. Men and women with not particularly high political trust/no political trust at all and no opinion of the Riksdag had significantly lower ORs of smoking cessation than people with very high/high political trust. These associations remained significant after multiple adjustments. Conclusions: The results suggest that political trust is independently associated with both daily smoking and smoking cessation. [ABSTRACT FROM AUTHOR]

Significant steps have occurred under Australia''s ‘regional delivery model’ towards devolving responsibilities for natural resource management (NRM) to community-based regional bodies, particularly in respect of motivating farmers to adopt priority conservation practices. Challenges remain in effectively engaging the large populations covered by these bodies, especially with these bodies expected to assume responsibilities that risk them becoming perceived as extensions of government and favoring particular stakeholders. In this article, I examine whether polycentric systems of collaborative community-based governance can help address these challenges. The examination involves double-censored regression analyses of data from postal surveys of farmers in three regions. The findings suggest that community-based approaches are capable under the regional delivery model of motivating greater voluntary cooperation from farmers than otherwise possible. They highlight the importance of farmers coming to adopt reciprocity strategies in their key institutional relationships under this model. It seems subregional bodies have an advantage over regional bodies in motivating such behavior from farmers because the former are better positioned to engage them sufficiently to turn around norms of free-riding or opposition entrenched by earlier paternalistic approaches to agri-environmental conservation. This indicates the value of a polycentric approach to community-based NRM wherein responsibilities are devolved to the lowest possible governance level consistent with the principle of subsidiarity. The economic dividend from increased voluntary adoption of conservation practices under this approach arises from the reduced transaction, political and other opportunity costs of achieving the same result entirely through coercion or financial inducements. [Copyright &y& Elsevier]

Abstract: Trust is analyzed as a concept with two components, trustfulness and trustworthiness. This approach combines the attitude of one actor with the characteristics of another actor. Many analyses stress the importance of being trustful. In the idealistic tradition, faith and social education nurturing positive expectations are the keys to trust and cooperation. However, the present analysis finds trustworthiness to be the crucial factor. Overoptimistic or deceitful promises will fool and disappoint the trustful actor, making him distrustful, while experience of trustworthy partners will enhance further cooperation. Hence, the degree of trustworthiness is the central factor for whether trust increases or decreases. [Copyright &y& Elsevier]

Objectives: The associations between vertical (institutional) trust in the healthcare system and the mass media (newspapers and television), and daily smoking and smoking cessation were investigated. Methods: The 2004 public-health survey in Scania is a cross-sectional study. A total of 27,757 persons aged 18-80 years answered a postal questionnaire, which represents 59% of the random sample. A logistic regression model was used to investigate the associations between institutional trust in the healthcare system and the mass media, and daily smoking and smoking cessation. A multivariate analysis was performed to investigate the importance of possible confounders (age, country of origin, education, economic stress, generalized trust in other people) on the differences in daily smoking and smoking cessation according to trust in the healthcare system and the mass media. Results: 14.9% of the men and 18.1% of the women were daily smokers. Middle-aged respondents were daily smokers to a significantly higher extent than the young. Respondents with low trust in the healthcare system had significantly higher odds ratios of daily smoking, 1.88 (95% CI 1.38-2.57) among men and 2.05 (95% CI 1.51-2.78) among women, while respondents with low trust in the mass media had no significant odds ratios of daily smoking, 1.01 (0.67-1.52) among men and 1.55 (0.97-2.47) among women, after multiple adjustments. Conclusions: Institutional (vertical) trust in the healthcare system but not the mass media was significantly associated with lower odds of daily smoking and higher odds of having quit smoking if ever smoker. The healthcare system seems to be a potent arena for tobacco prevention. [ABSTRACT FROM AUTHOR]

This study examined the predictive ability of emotional intelligence (El), trust, and organizational support in general health. The sample consisted of 250 middle-level executives from 2-wheeler manufacturing organizations. Results suggest that the dimension of El termed positive attitude about life predicted both factors of general health positively: (a) sense of accomplish- ment and contribution and (b) botheration-free existence. Organizational support predicted sense of accomplishment and contribution, whereas verti- cal trust predicted botheration-free existence, accompanied by the assertive- ness and positive self-concept dimension of El. The implications of the results are discussed in terms of promoting the general health of employees through training on El skills and through the creation of an atmosphere of trust and recognition within the organization. [ABSTRACT FROM AUTHOR]

Although major advances have been made in relation to explaining the supply side of the informal economy, this is not the case for the demand-side of the informal economy. This study analyses for the first time the purchasers of undeclared goods and services in the healthcare sector. To evaluate the purchase of undeclared healthcare goods and services, logistic regression analysis and robustness tests are used on 3048 interviews in Cyprus, Greece, Italy and Malta. The finding is that an important share of the purchasers make this type of purchase unknowingly. However, no difference in terms of socio-economics characteristics of those who knowingly and those who unknowingly made purchases of undeclared healthcare goods and services was identified. Meanwhile a significant influence of trust (in government and in other citizens) has been identified in relation to those who made these purchases knowingly. As such, policy measures aimed at decreasing unknowing purchases and at nurturing trust are discussed in the concluding section.

This study tests organizational trust as the psychosocial mechanism that explains how healthy organizational practices and team resources predict multilevel performance in organizations and teams, respectively. In our methodology, we collect data in a sample of 890 employees from 177 teams and their immediate supervisors from 31 Spanish companies. Our results from the multilevel analysis show two independent processes predicting organizational performance (return on assets, ROA) and performance ratings by immediate supervisors, operating at the organizational and team levels, respectively. We have found evidence for a theoretical and functional quasi-isomorphism. First, based on social exchange theory, we found evidence for our prediction that when organizations implement healthy practices and teams provide resources, employees trust their top managers (vertical trust) and coworkers (horizontal trust) and try to reciprocate these benefits by improving their performance. Second, (relationships among) constructs are similar at different levels of analysis, which may inform HRM officers and managers about which type of practices and resources can help to enhance trust and improve performance in organizations. The present study contributes to the scarce research on the role of trust at collective (i.e., organizational and team) levels as a psychological mechanism that explains how organizational practices and team resources are linked to organizational performance.

Background. Adolescents' self-rated health is related to a number of sociodemographic and socio-economic factors, health-related behaviors, and their social environment. The impact of the latter is still not well explored. An adolescent's social environment is represented by the social capital, i.e. social resources that they can access. The relationships between various contexts of social capital (family, neighborhood, peers, and school) and self-rated health among adolescents are still unclear. Objective. This study aims to examine the relationships between various social capital contexts and self-rated health in Lithuanian adolescents. Methods. The current cross-sectional study includes a nationally representative sample of 1863 adolescents (51.4% were girls) aged 14-18 years. The indicators of self-rated health as well as indicators of social capital in family, neighborhood, and school contexts were assessed. The results of the relationships between self-rated health and contexts of social capital were calculated controlling for the following covariates: physical activity, psychological distress, gender, body mass index, and family socioeconomic status. Results. Results indicate that there are significant relationships between good self-rated health and a higher level of family support, neighborhood trust, and vertical school trust. In the final logistic regression model, while controlling for all covariates, a higher level of family support and neighborhood trust remain significant predictors of good self-rated health. Conclusions. Family support and neighborhood trust are important correlates of self-rated health in adolescents. [ABSTRACT FROM AUTHOR]