Influence of Trust and Participation in Decision Making on Employee Attitudes in Indian Public Sector Undertakings

Abstract

Trust is an important component that needs to be present among individuals. Survey data from 712 managerial employees from public sector undertakings were used to examine the effects of trust and participation in decision making on attitudinal outcomes. Results indicate that trust is significantly related to job satisfaction, group commitment, and affective commitment. Participation in decision making is a predictor of job satisfaction and affective commitment, but it did not predict group commitment. Job satisfaction significantly influences group commitment and affective commitment. Group commitment predicts affective commitment and acts as a mediator between job satisfaction and affective commitment. These findings suggest that managers need to facilitate trust and active participation among employees by taking their opinions on different work aspects. Organizations that allow employees' participation in decision making and are perceived as trustworthy have employees who exhibit more attachment and identification with their organization.

The Impact of Participative Decision-Making on Organizational Commitment: A Study among Employees of Mobile Telecom Companies in Yemen

“…The results of the current study are consistent with the findings of Kumar and Saha (2017), in which participation in decision-making is a determinant of job satisfaction and affective commitment. While the greater the flexibility provided to employees to have a say in organizational decisions, the greater the affective commitment they demonstrate.…”

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Implementation of Selected Assumptions of Participatory Management in Creating Safety and Security Promotion in the Polish School

“…Students participate in the implementation of safety and security promotion to a limited extent. As it is emphasized by the researchers, less involvement (Rasmussen, 2006;Kumar, 2017) and the absence of coresponsibility (van Mierlo, 2005) translates into the effectiveness of actions (Hargreaves, 1991;Likert, 1967za Shagholi, 2011 and motivation (Saha, S., 2015; Kumar, 2017). The low level of participation can also be demonstrated by the differences between teachers and students in assessing the effectiveness of preventive actions.…”

“…The importance of participation in the research in the 80's and 90's of the 20 th century was dedicated to occupational health and safety management (Clarke, 1982;Glendon, 1982;Rest, 1996). As studies show, participation while making decisions makes it possible to achieve greater satisfaction from the work (van Mierlo, 2005; Kim, 2002), satisfaction and well-being (Rasmussen, 2006;van Mierlo, 2005;Nielsen, 2012;Parnell, 2003;Kim, 2002), involvement (Rasmussen, 2006;Kumar, 2017), co-responsibility and mutual support while performing the tasks (van Mierlo, 2005), greater efficiency (Hargreaves, 1991;Likert, 1967in: Shagholi, 2011, the sense of belonging to the organization and motivation to achieve better results (Kumar, 2017). Employees who do not participate in decision-making processes may not have the feeling of sharing responsibility or get fully involved in implementing them (Nielsen, 2012).…”