Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Organizational trust is vital to the psychological health of employees and is related to a myriad of benefits (job satisfaction, work engagement; Chughtai, Byrne, & Flood, 2015; Shockley-Zalabak, Ellis, & Winograd, 2000). Unfortunately, many employees do not trust their employers, which implies that the organizations for which those employees work may be missing out on the positive effects associated with trust (American Psychological Association, 2018). Organizational change can exacerbate feelings of distrust (Morgan & Zeffane, 2003). Due to the COVID-19 pandemic, organizations across the world are now having their employees work from home and are instituting new safety precautions, examples of major organizational changes. Many employees may not be happy with the way their employers have responded to the pandemic, and organizational trust may have been affected by the massive changes that the pandemic has created. The aim of the current study is to determine if organizational trust has been affected as a result of the pandemic, as well as what specific actions taken by organizations caused trust levels to change. Data will be collected via an online survey taken by employees from a variety of organizations. The survey will measure trust, changes in the use of psychologically healthy workplace practices during the pandemic, and employee demographics. The results of this project will add to the growing knowledge on how COVID-19 has affected society and will also help us gain a better understanding about how organizational trust can be changed—not only in times of distress, but other times of major organizational change.
Date
October 2020
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by-nc-nd/4.0/
Included in
The Effects of COVID-19 on Organizational Trust
Organizational trust is vital to the psychological health of employees and is related to a myriad of benefits (job satisfaction, work engagement; Chughtai, Byrne, & Flood, 2015; Shockley-Zalabak, Ellis, & Winograd, 2000). Unfortunately, many employees do not trust their employers, which implies that the organizations for which those employees work may be missing out on the positive effects associated with trust (American Psychological Association, 2018). Organizational change can exacerbate feelings of distrust (Morgan & Zeffane, 2003). Due to the COVID-19 pandemic, organizations across the world are now having their employees work from home and are instituting new safety precautions, examples of major organizational changes. Many employees may not be happy with the way their employers have responded to the pandemic, and organizational trust may have been affected by the massive changes that the pandemic has created. The aim of the current study is to determine if organizational trust has been affected as a result of the pandemic, as well as what specific actions taken by organizations caused trust levels to change. Data will be collected via an online survey taken by employees from a variety of organizations. The survey will measure trust, changes in the use of psychologically healthy workplace practices during the pandemic, and employee demographics. The results of this project will add to the growing knowledge on how COVID-19 has affected society and will also help us gain a better understanding about how organizational trust can be changed—not only in times of distress, but other times of major organizational change.
Department
University of Tennessee at Chattanooga. Dept. of Psychology