Rolul moderator al încrederii organizaţionale în relaţia stresori-reacţii la stres
DOI:
https://doi.org/10.24837/pru.v8i1.425Keywords:
occupational stress, trust in supervisor, trust in organization, ounterproductive work behaviors, emotionsAbstract
Although the beneficial effect of trust on individual and organizational variables is empirical welldocumented,
the researchers have given less attention to its moderator role in the stressorsreactions
to stress relationship. Thus, the purpose of this study is to examine the moderator role
of trust in supervisor and in organization in the relationship between eight occupational stressors
and stress reactions represented by the employees’ counterproductive work behaviors and
emotions. Data were obtained from 192 employees. The results have shown that trust in
supervisor negatively predicted organizational (ß= -.30, p<.01) and interpersonal
counterproductive work behavior (ß= -.24, p<.05). Trust in organization is a negative predictor of
interpersonal counterproductive behaviors (β= -.44, p<.01) and a positive predictor of employees’
positive emotions (β= .40, p<.01). The two forms of organizational trust did not moderate the
relationship between the occupational stressors and the organizational counterproductive work
behavior (F(16.161)= 1.12, p>.05) and the positive emotions of employees (F(16.161) = 1.19,
p>.05). Trust in supervisor moderates only the relationship between the daily hassles as an
occupational stressors and the counterproductive behavior directed to persons (β= -.36, p<.01)
and trust in organization moderates the relationship between the organizational climate and the
interpersonal counterproductive behavior (β= -.27, p<.01). The results indicate that organizational
trust can have a beneficial role on employees’ work behaviors and emotions, even in conditions
in which they perceive high levels of occupational stress.
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References
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Journal of Applied Psychology, 87, 611-628.
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Direct and indirect effects of third-party
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justice: Some mediator and moderator tests
for autonomy and emotions. Journal of
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Psychological Association.
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differentiation of trust in supervisor and trust
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Psychology Monographs, 126, 2, 241-260.
Tschannen-Moran, M., & Hox, W. K. (2000). A
multidisciplinary analysis of nature,
meaning, and measurement of trust. Review
of Educational Research, 70, 547-593.
Tucker, J. S., Sinclair, R. R., Mohr, C. D., Adler, A.
B., Thomas, J. L. & Salvi, A. D. (2008). A
temporal investigation of the direct,
interactive, and reverse relations between
demand and control and affective strain.
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Villanueva, D. & Djurkovic, N. (2009). Occupational
stress and intention to leave among
employees in small and medium
entreprises. International Journal of Stress
Management, 16, 2, 124-137.
Webb, E. J. (2004). Trust and crisis. În Kramer, R.
M. & Tyler, T. R. (Eds.), Trust in
organizations. Frontiers of theory and
research. London: Sage Publications.
Wallace, J. C., Edwards, B. D., Arnold, T., Frazier,
M. L. & Finch, D. M. (2009). Work stressors,
role-based performance, and the
moderating influence of organizational
support. Journal of Applied Psychology, 94,
1, 254-262.
responses to organizational stress:
Moderating effects of job characteristics.
Personnel Psychology, 31, 561-579.
Aiken, L. S. & West, S. G. (1991). Multiple
Regression: Testing and interpreting
interactions. Newbury Park, CA: Sage.
Bamber, M. R. (2006). CBT for occupational stress
in health professionals. Introducing a
schemata-focusing approach. New York:
Routledge, Taylor & Francis Group.
Bechtoldt, M. N., Welk, C., Hartig, J. & Zapft, D.
(2007). Main and moderating effects of selfcontrol,
organizational justice, and
emotional labour on counterproductive
behavior at work. European Journal of Work
and Organizational Psychology, 16, 4, 479-
500.
Day, L. A., & Jreige, S. (2002). Examining Type A
behaviour pattern to explain the relationship
between job stressors and psychosocial
outcomes. Journal of Occupational Health
Psychology, 7, 109-120.
Dewe, P., & Kompier, M. (2010). Well being and
work: Future challenge. In Cooper, C., Field,
J., Goswami, U., Jenkins, R. & Sahakian, B.
J. (Eds.), Mental capital and well-being (pp.
601-640). Iowa: Willey-Blackwell.
Dirks, K. T. & Ferrin, D. L. (2001). The role of trust
in organizational settings. Organization
Science, 12, 4, 450-467.
Dirks, K. T., & Ferrin, D. L. (2002). Trust in
leadership: Meta-analytic findings and
implications for research and practice.
Journal of Applied Psychology, 87, 611-628.
Ferrin, D. L., Dirks, K. T., & Shah, P. P. (2006).
Direct and indirect effects of third-party
Studii şi Cercetări
49
relationships on interpersonal trust. Journal
of Applied Psychology, 91, 4, 870-883.
Fox, S. & Spector, P. E. (1999). A model of work
frustration-aggression. Journal of
Organizational Behavior, 20, 915-931.
Fox, S., Spector, P. E., & Miles, D. (2001).
Counterproductive work behavior (CWB) in
response to job stressors and organizational
justice: Some mediator and moderator tests
for autonomy and emotions. Journal of
Vocational Behavior, 59, 291-309.
Harvey, S. Kelloway, E. K., & Duncan-Leiper, L.
(2003). Trust in management as a buffer of
the relationships between overload and
strain. Journal of Occupational Health
Psychology, 8, 306-315.
Jain, & Sinha, (2005). General health in
organizations: Relative relevance of
emotional intelligence, trust, and
organizational support. International Journal
of Stress Management, 12, 3, 257-273.
Lau, D. C. & Liden, R. C. (2008). Antecedents of
coworker trust: Leaders’ blessings. Journal
of Applied Psychology, 93, 5, 1130-1138.
Lehman-Willenbrock, N. & Kauffeld, S. (2010).
Development and construct validation of the
German Workplace Trust Survey (G-WTS).
European Journal of Psychological
Assessment, 26, 1, 3-10.
Lazarus, R. S. (1991). Psychological stress in the
workplace. Journal of Social Behavior and
Personality, 6, 1–13.
Lazarus, R. S. (1993). From psychological stress to
the emotions: A history of changing
outlooks. Annual Review of Psychology 44:
1–21.
Mayer, R. C., Davis, J. H., & Schoorman, F. D.
(1995). An integrative model of
organizational trust. Academic Management
Review, 20, 709 - 734.
Murphy, L. R. (2010). Current sources of workplace
stress and well-being. In Cooper, C., Field,
J., Goswami, U., Jenkins, R. & Sahakian, B.
J. (Eds.), Mental capital and well-being (pp.
641-648). Iowa: Willey-Blackwell.
O’Driscoll, M. P. & Beehr, T. A. (2000). Moderating
effects of perceived control and need for
clarity on the relationship between role
stressors and employee affective reactions.
The Journal of Social Psychology, 140, 2,
151-159.
Otto, & Schimdt, S. (2007). Dealing with stress in
the workplace. Compensatory Effects of
belief in a just world. European
Psychologist, 12, 4, 272-282.
Salamon, S. D., & Robinson, S. L. (2008). Trust that
binds: The impact of collective felt trust on
organizational performance. Journal of
Applied Psychology, 93, 3, 593-601.
Schoorman, F. D., Mayer, R. C., & Davis, J. H.
(2007). An integrative model of
organizational trust: Past, present, and
future. Academy of Management Review,
32, 2, 344-354.
Sonnentag, S. & Frese, M. (2003). Stress in
organizations. In W.C. Borman, D.R. Ilgen &
I.B. Weiner (Eds.), Handbook of psychology:
Vol. 12 (pp. 453-491). Hoboken, NJ: Wiley
Science.
Spector, P. E., & Fox, S. (2002). An emotioncentered
model of voluntary work behavior:
Some parallels between counterproductive
work behavior (CWB) and organizational
citizenship behavior (OCB). Human
Resource Management Review, 12, 269 -
292.
Spector, P. E., & Fox, S. (2005). The stressoremotion
model of counterproductive work
behavior. In Fox, S. & Spector, P. E.,
Counterproductive work behavior:
Investigations of actors and targets (pp.
151-174). Washington, DC, US: American
Psychological Association.
Tan, H. H., & Tan, C. S. F. (2000). Toward the
differentiation of trust in supervisor and trust
in organization. Genetic, Social, and general
Psychology Monographs, 126, 2, 241-260.
Tschannen-Moran, M., & Hox, W. K. (2000). A
multidisciplinary analysis of nature,
meaning, and measurement of trust. Review
of Educational Research, 70, 547-593.
Tucker, J. S., Sinclair, R. R., Mohr, C. D., Adler, A.
B., Thomas, J. L. & Salvi, A. D. (2008). A
temporal investigation of the direct,
interactive, and reverse relations between
demand and control and affective strain.
Work & Stress, 22, 2, 81-95.
Villanueva, D. & Djurkovic, N. (2009). Occupational
stress and intention to leave among
employees in small and medium
entreprises. International Journal of Stress
Management, 16, 2, 124-137.
Webb, E. J. (2004). Trust and crisis. În Kramer, R.
M. & Tyler, T. R. (Eds.), Trust in
organizations. Frontiers of theory and
research. London: Sage Publications.
Wallace, J. C., Edwards, B. D., Arnold, T., Frazier,
M. L. & Finch, D. M. (2009). Work stressors,
role-based performance, and the
moderating influence of organizational
support. Journal of Applied Psychology, 94,
1, 254-262.
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Published
2020-01-26
How to Cite
Pitariu, H. D., & Rus, C. L. (2020). Rolul moderator al încrederii organizaţionale în relaţia stresori-reacţii la stres. Psihologia Resurselor Umane, 8(1), 39–49. https://doi.org/10.24837/pru.v8i1.425
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