RECRUITMENT LYING AND TRUST IN AN ORGANIZATION.

Purpose: The presented article raises the importance of recruitment lie for the functioning of the organization as a whole. According to the author, the presented issue should fill the theoretical gap that has arisen as a result of the interest of theoreticians and practitioners of organizational life in the concept of trust management. Design/methodology/approach: The article will present interdisciplinary perspectives on the study of lying and its rationalizations from the worker's point of view. The author conducted a secondary analysis of the quantitative and qualitative research found. Findings: The author's thesis is that the recruitment lie is the result of the progressive phenomenon of relativism, anomie and the process of changing the meaning of culturally defined concepts. Research limitations/implications: The cited research requires a broader empirical context and consideration of cultural changes occurring in the organization's environment. Practical implications: The so-called social trust capital is of vital importance. It is an element of the organization's environment. Therefore, organizational procedures alone cannot generate the right level of trust in an organization. Social implications: According to the author, in Polish conditions, the importance of the concept of trust management is overestimated while the recruitment lie is an effect of the progressive phenomenon of relativization of phenomena - including social norms, which corresponds to the phenomenon of chaos of the axionormative order. The connotation of concepts related to the concept of truth is also changing. Originality/value: The article challenges the concept of trust management by pointing out its epistemological limitations in management science. It emphasizes the importance of the social context of organizational functioning. [ABSTRACT FROM AUTHOR]