Scholars in various disciplines have considered the causes, nature, and effects of trust. Prior approaches to studying trust are considered, including characteristics of the trustor, the trustee, and the role of risk. A definition of trust and a model of its antecedents and outcomes are presented, which integrate research from multiple disciplines and differentiate trust from similar constructs. Several research propositions based on the model are presented.

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An Integrative Model Of Organizational Trust

Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to commitment based on the costs that employees associate with leaving the organization. Finally, the normative component refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discussed.

The measurement and antecedents of affective, continuance and normative commitment to the organization

A three-component conceptualization of organizational commitment

This study addressed the nature and functioning of relationships of interpersonal trust among managers and professionals in organizations, the factors influencing trust's development, and the implications of trust for behavior and performance Theoretical foundations were drawn from the sociological literature on trust and the social-psychological literature on trust in close relationships An initial test of the proposed theoretical framework was conducted in a field setting with 194 managers and professionals

https://www.jstor.org/stable/pdfplus/256727.pdf

Affect- and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations

Deux etudes mettent a l'epreuve plusieurs hypotheses concernant la coherence des croyances des employes dans l'implication de l'organisation a son egard et le role d'un tel soutien organisationnel ainsi que de l'ideologie d'echange sur l'absenteisme

Perceived organizational support.

Within research on the quality of working life the variables of trust, organizational commitment and the fulfilment of personal needs play an important part. Yet relevant measures with adequate psychometric support are ditTicult to locate, especially ones applicable to blue-collar British working populations. The present paper introduces new measures of these variables, each of which has a number of subscales. Internal homogeneity, reliability and factor analytic data are described which show the scales to be psychometrically adequate and stable. To support the future use of the measures for diagnostic and evaluative purposes, normative data are also provided. The three scales reported in this paper add to the work previously reported in Warr et al. (1979), where it was argued that there exists a need to develop robust, short and generally applicable instruments relevant to multivariate research into the quality of working life. To that end the paper presented psychometric data in support of seven new measures covering work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, self-rated anxiety, job satisfaction and life satisfaction. The latter two measures included a number of subscales. The present paper extends this work by introducing three additional instruments, each with subscales, together with details of their psychometric properties and standardization data. These measures are, (a) interpersonal trusi al work, (b) organizational commilment, and (c) personal need non-futfthnent. All the scales have been developed primarily for use with UK blue-collar employees, and for that reason have been kept fairly brief, with the content of items easily understood.

New work attitude measures of trust, organizational commitment and personal need non‐fulfilment

Two studies of male manual workers are described, in which eight scales relevant to the quality of working life are introduced and assessed. The scales build upon previous work, but are designed to remedy certain conceptual and operational deficiencies. They cover work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self-rated anxiety. In addition, components of job satisfaction and life satisfaction, derived through cluster analyses, are also identified. The scales are shown to have good internal reliability and to be factorially separate. Comprehensive psychometric data are provided as a base-line for future applications.

Scales for the measurement of some work attitudes and aspects of psychological well‐being

The Experience of Work: A Compendium and Review of 249 Measurements and Their Use

This paper examines job longevity and growth need strength as moderators of the job complexity-job satisfaction relationship. Data from two studies of blue-collar employees (n = 390 and n = 406) were examined using moderated regression analysis and subgroup correlation analytic techniques. The findings show, contrary to previously reported results, that job longevity is not a significant moderator of the job complexity-job satisfaction relationship. Similarly, the direct moderator effect of growth need strength did not replicate across studies. A consistent finding was obtained, however, suggesting that growth need strength moderates the job complexity-job satisfaction relationship only for employees with short job tenure. It is concluded that specifying the conditions within which moderators are important, rather than expecting consistent individual differences across all circumstances, may yet have important implications for both organizational theory and practice.

Job Longevity and Growth Need Strength as Joint Moderators of the Task Design-Job Satisfaction Relationship

The complexes [Rh2(C5Me5)2(OH)3]+(1), [M2(C5Me5)2Cl4], M = Rh or Ir, [Ru2(p-cymene)2Cl4], and [Ru2(C6Me6)2(OH)3]+ all catalyse the disproportionation of acetaldehyde to acetic acid and ethanol in water in the absence of base, and other aldehydes react similarly; rhodium hydride complexes can be isolated from the reactions involving (1).

John Cook

Papers

New work attitude measures of trust, organizational commitment and personal need non‐fulfilment

Scales for the measurement of some work attitudes and aspects of psychological well‐being

The Experience of Work: A Compendium and Review of 249 Measurements and Their Use

Job Longevity and Growth Need Strength as Joint Moderators of the Task Design-Job Satisfaction Relationship

Homogeneously catalysed disproportionation of acetaldehyde into ethanol and acetic acid