‘직무자원’으로서의 신뢰(Trust)의 효과: 사무관리직 노동자들을 대상으로

The employee's trust in the firm and its managers has been studied for many years. The effects of the employee's trust on their job/organization and related attitudes such as organizational commitment, turnover intention, job satisfaction and job burnout, however, have not been surveyed thoroughly. The main purpose of this research is to test these effects with individual data. Also, as argued by the Job Demand- Resource Model(JD-R model), moderating or buffering the role of trust as a kind of job resource is tested in the relationship between the job demands an employee is facing and their job/organization attitudes. The data from 497 employees in Korean manufacturing firms support the effects of trust on job/organization related attitudes as predicted in this paper. The employee's job and organization related attitudes are improved positively when the employee trusts the management. In addition, the trust moderated the negative effect of job demands on the attitudes, as the JD-R model predicted. Specifically, the trust attenuated or buffered the negative effect of job demands on organizational commitment, turnover intention, and the exhaustion dimension of job burnout. The implications based on these findings, including the implementation of high commitment and low-burnout inducing work practices, are discussed.