4th International Seminar of Positive Occupational Health Psychology
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Hedy Acosta

ORGANZATIONAL TRUST: THE KEY FACTOR BETWEEN HEALTHY ORGANIZATIONAL PRACTICES AND WORK ENGAGEMENT?

Hedy Acosta
Departamento de Psicología Evolutiva, Educativa, Social y Me

Isabel M. Martínez
Departamento de Psicología Evolutiva, Educativa, Social y Metodología/ Universitat Jaume I

Marisa Salanova
Departamento de Psicología Evolutiva, Educativa, Social y Metodología/Universitat Jaume I

     Full text: Not available
     Last modified: May 12, 2010

Abstract
Nowadays, globalization of markets, demands from the environment and the economic crisis are key factors in the companies’ management. To obtain the best performance in these companies, is necessary a number of healthy organizational strategies and good levels of work engagement in the workplace. Based on the Healthy and Resilient Organization (HERO) Model (Salanova, 2008), this research tests what is the role of organizational trust in this model. Specifically we expect that organizational trust will play a mediating role among healthy organizational practices and work engagement. The study sample comprised 218 employees (95% male) from one private Spanish enterprises of small and medium-sized (SMEs). The HERO questionnaire, developed and validated by the WoNT research team of the Jaume I University, was used (Salanova, Llorens, Cifre, & Martínez, in press). The variables measured were: eight more important healthy organizational strategies (i.e., work-family conciliation, mobbing prevention, skills development, career development, psychosocial health, equity, communication and social responsibility), organizational trust (i.e., vertical trust and horizontal trust), and work engagement (i.e., vigor, dedication, and absorption). All the alpha values met the criterion of .70 for internal consistencies (Nunnally & Bersntein, 1994).
Structural Equation Modeling provided total evidence for the hypothesis: healthy organizational strategies, organizational trust and work engagement were positively and significantly related (p <.001). Although the results showed that the fully mediated model fits to the data as the partial mediation model [Delta 2(1) = 2.343, n.s.], according to the Sobel test (MacKinnon, Lockwood, Hoffman, West, & Sheets, 2002) the fully mediated model is the best model [Sobel z­value =5.425, p<.001]. Specifically, organizational trust fully mediates the positive relationship between healthy organizational strategies implemented by the organization and work engagement. Theoretical and practical implications as well limitations of the study are discussed.
Keywords: organizational trust, healthy organizational strategies and work engagement.

CORRESPONDING AUTHOR: Hedy Acosta Antognoni, Department of Social Psychology, Universitat Jaume I, Av. Sos Baynat, s/n. 12071. Castellón (Spain).
Tel. +34 964 729555. Fax +34 964 729262. E-mail: hacosta@guest.uji.es.

References
MacKinnon, D. P., Lockwood, C. M., Hoffman, J. M., West, S. G., y Sheets, V. (2002). A comparison of methods to test the significance of the mediated effect. Psychological Methods, 7, 83-104.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory (3rd ed.). New Yotk: McGraw-Hill.
Salanova, M. (2008). Organizaciones saludables y desarrollo de recursos humanos. Estudios Financieros. 303, 179-214.
Salanova, M., Llorens, S., Cifre, E., & Martínez, I.M. (in press). Development and validation of a Healthy and Resilient Organization (HERO) model.

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