Rachid Zeffane

Employee involvement, organizational change and trust in management

Trust is an important concept in social science research as a key factor in organizational success and human resource practice. Few models of organizational change encompass the role of trust in the process of change. Further, little empirical research has focused on the potential effects of change strategies on employee trust in management. To address this gap, this paper explores the effect that different types of change strategies may have on employee trust in management. More specifically, it examines the effect of several types of major organizational change – technological, structural and work role – and types of employee involvement. Using data from the most recent Australian Workplace Industrial Relations Survey, covering over 2,000 workplaces and over 19,000 employees, statistical analysis reveals significant negative effects of change on trust. However, the effects vary by type of change and employee involvement. Structural reorganization is particularly corrosive of trust in management. However, given the imperative of change for organizational success, the key question for management is: how can change be managed to minimize its corrosive effects? The analysis also indicates a central role for senior management in the process of change in Australian workplaces. In particular, the results for human resource management suggest an important role for direct consultation between employees and higher management (i.e. above the workplace level) in major change processes.

Trust and HRM in the new millennium

This paper introduces the topic of trust in the workplace. The rationale for the growth of interest in trust is explored, as are the implications for HRM policy makers and researchers. Here, we also outline the main thrust of the eight papers incorporated in this special edition. First, we explore the topic of HRM and trust, before moving to issues relating to trust and workplace change. Next we discuss team dynamics, manager–employee relationships and trust and, finally, the characteristics associated with trust and situational, dispositional and affectual factors.

Exploring the differential impact of job satisfaction on employee attendance and conduct

Purpose – The purpose of this paper is to explore the impact of job satisfaction on employee attendance and conduct.Design/methodology/approach – The approach was to use data from a study on job satisfaction and performance conducted in a utility company operating in the United Arab Emirates. Job satisfaction was measured using the 20‐item MSQ (Minnesota Satisfaction Questionnaire) short form. Performance measures were based on the utility company employee performance rating system.Findings – Preliminary analysis of the data revealed significant differences on aspects of job satisfaction and performance between the two gender groups (i.e. males vs females). In general, female respondents were less satisfied with various aspects of their jobs and the job context than their male counterparts. Similarly, they tended to be less performing than their male counterparts on a number of job performance criteria. This pattern is indicative of an underlying linkage between satisfaction and performance, particularly ...

Cooperation and stress

Purpose – The purpose of the case study was to examine the varying impact of job‐level and organization‐level characteristics on team‐level cooperation and feelings of stress. In attempting to highlight the relevance of sub‐cultures, it compares these relationships across two departments in an Information and Communication Technology (ICT) company operating in Australia.Design/methodology/approach – Uses survey data from a medium size company in the ICT industry operating in Australia. There were 397 respondents to the survey.Findings – Statistical analyses show that job satisfaction and positive communication with managers are strong predictors of feelings of stress and perceived cooperation. Further scrutiny of the data at sub‐unit levels, clearly suggests that the cultural variant is a strong mediator of these relationships.Originality/value – Adds to the evidence that the social and organizational aspects of the workplace are potential explanatory variables in finding lasting cures for workplace stress.

Does collectivism necessarily negate the spirit of entrepreneurship

Purpose – The purpose of this paper is to explore the relationships between individualism/collectivism (as personal traits) and individuals’ potential to become an entrepreneur. Design/methodology/approach – The study draws on a sample of 503 students enrolled in business courses at a university in the United Arab Emirates (UAE). It focusses on the concept of Entrepreneurial Potential (EP) as a measure of “desirability and inclination” to start a business. The paper tests the hypothesis that the concepts of individualism and collectivism are not necessarily polar ends of the same continuum and examine their impacts on EP, controlling for age and gender as main demographic characteristics. Four main hypotheses are explored. Findings – Statistical analysis confirms the two main hypotheses. They reveal that: first, concomitant with the dominant collectivist values at national level, potential future entrepreneurs evolving in the Middle East/Gulf region endorse personal traits of a predominantly collectivist ...

Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates

Purpose The purpose of this paper is to examine and compare the differential impacts of job satisfaction (JS), trust (T), and perceived organizational performance (POP) on turnover intention (TI) in public and private sector organizations. Design/methodology/approach Draws on a sample of 311 employees from the service sector (129 public and 182 private) in the United Arab Emirates’ (UAE). The main concepts utilized in the study are borrowed from previous research and further tested for validity and reliability. Four main hypotheses are explored. Findings In support of previous research, statistical analysis (t-test) revealed that public sector employees tend to be more satisfied, more trusting, and have less intention to leave their organization. Regression analysis revealed that public sector employees’ TI are most significantly affected by their perceptions of the performance of their organization, with JS, work experience (WE) and education (Ed) also having significant effects. In contrast, private sector employees’ TI was most significantly affected by JS and feelings of trust (T). Research limitations/implications Although very useful, the present study is limited in scope and therefore suffers from some limitations. The sample only includes employees from UAE organizations operating in education, some government institutions and the financial sector. Future research might consider including employees the health sector and other public organizations such as the immigration/police departments which play important strategic roles in the UAE economy. Also, future research might consider extending the scope of the study to include institutions in similar neighboring countries in the region, such as Qatar and Kuwait. Practical implications The findings of this study points to the relative importance of trust, JS and perceived organizational performance in affecting TI in public and private sectors. These can be considered as indicators to assist managers in these sectors to better manage/minimize TIs. In particular, the findings indicate that managers in general (and UAE public sector managers in particular) need to monitor and better manage not only their employees’ JS but also perceptions of the overall performance of the organization. Originality/value While research on the influence of JS on TI in both of these sectors has been abundant over the years, studies examining the impact of trust and perceptions of organizational performance remain few and are largely lacking. Also, studies on turnover in the UAE (and particularly those comparing public and private sectors) remain largely lacking. This study and its findings fill this gap and provide some insights on the differential impact of trust, JS and perceived organizational performance on employee TIs in public-private sectors, particularly in the UAE context.

Trust, personality, risk taking and entrepreneurship

Purpose – The purpose of this paper is to examine the impact of trust, personality and risk taking on entrepreneurial intentions (EIs). In this perspective, it explores gender differences among nascent and actual entrepreneurs in the context of the United Arab Emirates (UAE). Design/methodology/approach – Survey data were collected from two sets of populations: 370 students attending business courses in a university in the UAE (as proxies to nascent entrepreneurs) and 324 small business owners/operators (as proxies to actual entrepreneurs). The scales used in the study were borrowed from previous research and were also empirically confirmed through reliability tests. Findings – In support of previous research, analyses of variance confirmed the hypotheses that females are less inclined to become entrepreneurs and are less likely to take risk. Females were also found to be less trusting than males. Regression analysis revealed that, the intention to engage in entrepreneurship is most significantly affected...

Individualism in organisations

A shift from collectivism to individualism in managing employees is identified in employment studies. Developments in Australia have reflected this change, accompanied by claimed organisation benefits. This paper examines an empirical data set to examine such claims on key dimensions in the employment relation. The analysis points to few differences in views between employees working under individual contracts and those not. Moreover the factors generating concern over individual and firm performance among employees differed little between the two groups. Traditional work factors underpinned attitudes for both. The differences that emerge from organisation size, union membership and gender appear to be inconsistent with the claims of individualism. The data point to the importance of general employee concerns – job satisfaction and perceived management style – in generating employee commitment and loyalty. The findings have implications for the nature of employee relations and management, which are discussed in light of their theoretical and practical ramifications.

Gender, trust and risk-taking: a literature review and proposed research model

Purpose - – This paper aims to review and discuss recent literature on gender, trust, risk-taking and entrepreneurship. On this basis, a hypothetical model as a basis for theoretical and hypothetical development in future research is proposed. Design/methodology/approach - – This paper presents a review of the literature on gender, trust, risk-taking and entrepreneurship. A hypothetical model that can form the basis of future research in the field of entrepreneurship is developed. Findings - – In recent years, the issue of gender and its effect on entrepreneurship has been the subject of much debate and controversies. While some studies have shown that gender differences tend to affect intentions to become an entrepreneur, other studies deny any significant differences in this regard. Among these, a significant number of studies reveal that women are less likely to engage in entrepreneurial activities than their male counterparts. One of the major reasons provided for these gender disparities is the tendency of women to be less predisposed to taking risk than their male counterparts. This may in itself be the resultant of gender differences in their predisposition to trust. Research limitations/implications - – The arguments and proposed model are in need of empirical testing and verifications. Future research may consider and test the validity of the model. Use of structural equation modeling in this regard may prove beneficial. Practical implications - – The proposed model may also be considered by governments and stakeholders vested with tasks of promoting the participation of females in entrepreneurial activities in various contexts. This would entail that the factors of risk-taking/aversion and propensity to trust be considered and alleviated. Originality/value - – In examining the underlying reasons for gender differences in entrepreneurial activities, the research to date has not incorporated the interplay of risk propensity and the propensity to trust. The proposed model incorporates these to help unravel the “enigma” of gender differences in entrepreneurship.

Do age, work experience and gender affect individuals’ propensity to trust others? An exploratory study in the United Arab Emirates

Purpose The purpose of this paper is to examine the impact of age, work experience and gender on individuals’ propensity (inclination or readiness) to trust others. Design/methodology/approach The authors gathered literature arguments and developed a basic theoretical model explored through an empirical study. The study uses a sample of 324 retail business owners/operators in the United Arab Emirates. The authors developed and tested three main hypotheses. Findings Age has a significant positive impact on the propensity to trust. Work experience has a similar effect, but to a lesser degree. Females are generally less predisposed to trust. However, the impact of age on trust was significant for both males and females. Research limitations/implications This study focuses on a small sample of individuals in a single country. A larger multi-context study would be beneficial in verifying the above findings. Also, the concept of trust used in this study is general and focuses mainly on general likelihood/aspirations to trust others. Future research could examine the relationship of age to different aspects of trust and in different circumstances. Practical implications The findings of this study have several practical benefits. They draw the attention of human resource management practitioners and policy makers to the importance of age, work experience and gender in shaping trust relationships in both societal and business contexts. Originality/value The impact of age (and aging) work and society in general is a growing concern. Despite the number of studies examining trust and the process of trust formation, the relationships between age, gender and trust have been largely overlooked in previous research. This study attempts to address this gap and provides useful evidence likely to inspire further/future research on this issue.