By trusting management, does that make “better” employees?
Abstract
The aim of this research report is to find the relationship between ‘trust in management’ and three variables, ‘intrinsic motivation’, ‘organizational citizenship behavior’ and ‘intent to leave’, as well as to find any impact of cash bonuses on these variables.
Students each had to carry our five surveys. The surveys are filled with questions that can measure the various variables mentioned above. There are 1549 surveys altogether and the participants had to work at least 25 hours, not be a manager and worked in the private industry.
It is found that there is association between ‘trust in management’ and the three variables. It is also found that cash bonuses do not necessarily affect employees and the three variables.
The results show that the more employees trust their management, the more likely they will perform the three variables discussed. It also shows that employees will not perform the three variables better even if they received a cash bonus.
Each student was required to conduct five surveys. The participants had to answer thirty-five questions in total. These questions had been chosen so that the answers are able to provide an indication of the three variables discussed. Question one in the survey ‘I work at my current job because I think that my job is interesting’ is an example of the variable ‘intent to leave’. Question two ‘If I had my way, I wouldn’t let my manager have any influence over issues that are important to me’ is an example of the variable ‘trust in management’. Question three in the survey ‘I help others who have heavy workloads’ is an example of the variable ‘organisational ...