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Introduction
When employees believe in and trust their management it motivates and encourages employees' participation in decision making which improves employees' efforts, benefits their job satisfaction and commitment to work. All of these factors, in turn, contribute to a trustworthy manager-employee relationship. While the literature supports this premise, there is little empirical evidence that patterns of causal inference in the relationship are clearly understood. This three part case focused on studying the relations between employee trust in management in a Quebec manufacturing company and their job satisfaction, intention to quit, level of employee participation in decision making and their commitment. The article found that "employee trust in management is an important determinant of their willingness to participate in decision making. Insufficient employee participation in decision making in turn leads to low level of employee job satisfaction and employee commitment." Lack of employee commitment and engagement affects the employee's intention to quit. Part two of this article series analyzed and discussed the findings of the research. Part three of this series will give a summary, key recommendations and alternatives for the solution.
Discussion summary
The issues of the SV Systems International (SVSI) were low employee commitment, low employee engagement and turnover. Top management believed that these problems are caused by a low level of employee job satisfaction and tried to correct it by inviting employees into the process of decision making. However, their efforts were not successful. Overall, it can be confirmed that there is one major issue affecting the plant. Our research revealed a strong link between level of employees' trust in management and the number of other variables that were investigated and analyzed statistically. In particular, we found that level of employees' trust in management has a strong correlation with employee willingness to participate in decision making. We also found that willingness to PDM is highly correlated with employee job satisfaction. Refer to the Appendix for a summary of all data collected that was analyzed in Part Two of this article. According to our statistical analysis, employee job satisfaction is closely connected to employee commitment, and this variable has very significant inverse (negative) correlation with employee intention to quit. Figure 1 [Figure omitted. See Article Image.] provides visualization of our findings.
This figure also...