Trust in the organization as a mediator in the relationship of good organizational context with employee well-being
Trust in the organization as a mediator in the relationship of good organizational context with employee well-being
StatusVoR
Alternative title
Authors
Czerw, Agnieszka
Grabowski, Damian
Chudzicka-Czupała, Agata
Stąpor, Katarzyna
Monograph
Monograph (alternative title)
Date
2025
Publisher
Journal title
International Journal of Occupational Medicine and Environmental Health
Issue
4
Volume
38
Pages
Pages
335-351
ISSN
1232-1087
ISSN of series
Access date
2025-09-04
Abstract PL
Abstract EN
Objectives: This study examined whether trust in supervisor, co-workers, and the organization mediates the relationship between organizational context and employee well-being. The research aimed to identify which components of trust have the strongest mediating effect, which organizational context elements are most strongly related to trust, and which dimensions of well-being are best explained by this model.
Material and Methods: The study involved 1113 employees from various Polish organizations, averaging 45 years of age, with 41% having higher education. Participants completed questionnaires measuring areas of worklife, authentic leadership, trust propensity, trust in supervisors, trust in co-workers, trust in organization, workplace well-being, job satisfaction, and work stress. Structural equation modeling was used to analyze relationships between 3 latent variables: well-functioning organization (WFO), full trust in the organization (FTO), and well-being in the workplace (WB).
Results: The best-fitting model showed that full trust in the organization completely mediates the relationship between a WFO and WB. The WFO explained 90% of the variance in FTO. The WFO most strongly explained trust in the organization as a whole (81%) and trust in supervisors (68%), with weaker explanation of trust in coworkers (37%). The FTO explained 87% of the variance in WB, which in turn was strongly associated with job satisfaction (70% of variance) and negatively with work stress (34% of variance).
Conclusions: A well-functioning organization characterized by value congruence, fair rewards, recognition, authentic leadership, and supportive peer groups strongly influences full organizational trust, which in turn enhances well-being and job satisfaction while reducing work stress. Trust serves as a complete mediator between organizational context and employee well-being, with trust in the organization and in supervisors playing particularly important roles in this relationship.
Abstract other
Keywords PL
Keywords EN
stress at work
authentic leadership
well-being in the workplace
trust in organization
areas of worklife
propensity to trust
authentic leadership
well-being in the workplace
trust in organization
areas of worklife
propensity to trust
Keywords other
Sustainable Development Goals
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Trust in the organization, conditions and consequences
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