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<strong>Orientation:</strong> In the current economic climate and the resulting fast-changing global business and political environment, trust among different role players in organisations has become critical for survival.<p><strong>Research purpose:</strong> The objective of this study was to explore the impact of different variables such as demographics on trust relationships in South African organisations.</p><p><strong>Motivation for the study:</strong> Anecdotal evidence and preliminary data collected for a national trust indicator seemed to suggest a shift in trust levels in organisations.</p><p><strong>Research design:</strong> A trust questionnaire was administered to a convenience sample of 307 respondents in all economic sectors. Parametric and nonparametric analyses were used to determine significant differences among economic sectors, job levels and sample periods.</p><p><strong>Main findings:</strong> No significant differences were found for job levels or the different sample periods. However, significant differences were found for the economic sectors and, specifically, between government participants and other sectors for the dimensions of change, team management, organisational trust, information sharing and credibility.</p><p><strong>Practical implications:</strong> In times of change, leadership in organisations need to be aware of the impact on trust levels. It is therefore important that leaders in government focus more on trust-enhancing behaviours needed to repair mistrust in organisations.</p><p><strong>Contribution:</strong> Although the effect of time on trust levels is inconclusive, the clearly differing levels of trust in various economic sectors point to the importance of appropriate and fitting approaches to building trust and not a &lsquo;one-size-fits-all&rsquo; attitude.</p> <strong>How to cite this article:</strong> Von der Ohe, H., &amp; Martins, N. (2010). Exploring trust relationships during times of change.<em> SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 8</em>(1), Art. #256, 9 pages. DOI: 10.4102/sajhrm.v8i1.25

The aim of this study was to validate a questionnaire that can be used to determine how employees select the best company to work for. The second focus was to determine the role of trust in a relationship where employers must attract, motivate and retain employees. The confirmatory factor analysis resulted in 10 dimensions that supported most of the theoretically constructed dimensions. A second-order factor analysis was done and it became clear that there are two second-order factors underlying factor 1, namely leadership and trust. A strong correlation was found between trust and the dimensions of job satisfaction, relationships and leadership. <b>Opsomming</b> Die doel van die studie was om ‘n vraelys te valideer wat gebruik kon word om te bepaal hoe werknemers die beste organisasie om voor te werk kies. Die tweede fokus was om die rol van vertroue te bepaal in ‘n vertrouensverhouding waar werkgewers werknemers moet lok, motiveer en behou. ‘n Bevestigende faktorontleding het tien faktore tot gevolg gehad wat die meeste van die teoreties opgestelde dimensies ondersteun. ‘n Tweede-orde-faktorontleding van faktor een het aangetoon dat die faktor uit twee tweede-orde-faktore, leierskap en vertroue bestaan. ‘n Sterk korrelasie het voorgekom tussen vertroue en die dimensies van postevredenheid, verhoudinge en leierskap

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