Impact of Diversity Management on Employees’ Engagement: The Role of Organizational Trust and Job Insecurity

The frequent world changes raised by globalization, new technology development, and the increase in migration movements have generated an immensely diversified workforce. To face these challenges, managers started to seek the best strategies to effectively run this mixed environment and implement the leading diversity management policies for human resource management sustainability, which is also considered as very constructive in boosting employees’ performance, motivation, satisfaction, as well as their work engagement. Consistently, this paper examines the impact of service companies’ diversity management systems on employees’ engagement and the moderating role of organizational trust and job insecurity in that relationship. As we opted for a quantitative study, we managed a survey based on a questionnaire dedicated to 580 employees working in Hungarian companies, specializing in Marketing, Management consulting, IT, and logistics services, to effectively assess the hypothesis concluded from the literature review. With the use of structural equation modeling (SEM) as a data analysis tool, our findings reveal that diversity management has a positive significant effect on Employees’ engagement and that organizational trust and job insecurity truly and significantly mediate that association. Along with social exchange theory, our research contributes to affirming that by implementing proper diversity management practices and by ensuring a trustworthy environment and outstanding work conditions, managers are constructively able to assist their employees, raise their involvement, and minimize the level of job insecurities.

Pengaruh Entepreneurial Leadership dan Budaya Kerja terhadap Employee Engagement Dengan Budaya Kerja dan Organizational Trust sebagai Variabel Mediator Pada Pegawai di Kementerian Agama RI

Penelitian ini bertujuan untuk menguji secara empiris pengaruh entepreneurial leadership terhadap employee engagement dengan budaya kerja sebagai mediator, pengaruh entepreneurial leadership terhadap employee engagement dengan organizational trust sebagai mediator dan pengaruh budaya kerja berpengaruh terhadap employee engagement dengan organizational trust sebagai mediator yang diambil oleh pegawai. Analisis ini menggunakan variabel independen yaitu entepreneurial leadership dan budaya kerja. Variabel dependentnya adalah employee engagement dan variabel moderasi adalah budaya kerja dan organizational trust. Sampel penelitian ini adalah pegawai di kementerian agama RI. Sampel dilakukan dengan metode survei dengan teknik proportional random sampling. Pengumpulan data dilakukan dengan dengan kuesioner disebarkan langsung oleh pegawai sebanyak 325 kuesioner. Metode statistik menggunakan analisis jalur (path analysis), dengan pengujian hipotesis uji statistik t. Hasil penelitian ini menunjukan bahwa entepreneurial leadership dan budaya kerja berpengaruh langsung positif terhadap employee engagement dengan budaya kerja dan organizational trust sebagai mediator.

The Historical Role of Work Social Support, Corporate Social Responsibility (CSR) and Innovation Capabilities

This study aims to observe the impact of work social system (WSS) on innovative capability through knowledge sharing process and corporate social responsibility (CSR) through happiness feeling and job satisfaction. Several models from empirical studies were developed to test the relations such as organizational trust as moderator and happiness, knowledge sharing and job satisfaction as mediators. The data was collected in the form of questionnaires from the bank employees in the southern region of Pakistan. The study finds the results in consistent with the previous studies which show the positive relation between trust, innovation, and the supervisory support. This paper concludes that taking volunteer activities increases job satisfaction, happiness feeling in employees. This study has implications of promoting positive environment and culture by the managers and using organizational trust as a moderator instead of a mediator.

The Historical Role of Work Social Support, Corporate Social Responsibility (CSR) and Innovation Capabilities

This study aims to observe the impact of work social system (WSS) on innovative capability through knowledge sharing process and corporate social responsibility (CSR) through happiness feeling and job satisfaction. Several models from empirical studies were developed to test the relations such as organizational trust as moderator and happiness, knowledge sharing and job satisfaction as mediators. The data was collected in the form of questionnaires from the bank employees in the southern region of Pakistan. The study finds the results in consistent with the previous studies which show the positive relation between trust, innovation, and the supervisory support. This paper concludes that taking volunteer activities increases job satisfaction, happiness feeling in employees. This study has implications of promoting positive environment and culture by the managers and using organizational trust as a moderator instead of a mediator.

Inspiring workplace happiness: religiosity and organizational trust in the academic context

PurposeThis paper focuses on academics in public universities in Egypt. It explores the effect of perceptions of the rector's religiosity and trust on workplace happiness among academics.Design/methodology/approachA total of 600 academics are contacted. After two follow-ups, a total of 540 responses are collected, of which 525 are valid. This study uses SmartPLS 3 to test the hypotheses.FindingsThis paper finds that academics' perceptions of their rector's religiosity have a positive effect on engagement, job satisfaction and affective organizational commitment. Moreover, academics' perceptions of their rector's religiosity positively affect their perceptions of their rector's ability, benevolence and honesty. Furthermore, academics' trust in their rector has a positive effect on their engagement, job satisfaction and affective organizational commitment.Originality/valueThis paper contributes by filling a gap in management and organization literature, in which empirical studies of the relationship between religiosity, organizational trust and workplace happiness are limited or scarce.

Testing the organizational trust contents of coast guard organizations in Taiwan

PurposeThe purpose is to verify the OTC of Taiwan coast guard organizations and to explore whether the views of coast guard personnel on the trust of supervisors, colleagues and subordinates are consistent based on vertical or horizontal relationship in the organization.Design/methodology/approachThis is an empirical study conducted with 412 participants from Taiwan coast guard organizations.FindingsThe main finding of this study was that, in Taiwan coast guard organizations, there are differences in the perceptions of organizational trust contents (OTC) in different measuring subjects that are nonexistent in previous studies on other cultures. In particular, the recognition of organizational trust (OT) in subordinates was higher than that in colleagues, while the recognition of OT in colleagues was higher than that in supervisors. Furthermore, measuring the same object with different dimensions, it was found that the OT of colleagues' honest negotiation was significantly higher than those of “not to take excessive advantage (NTEA)” and “keep commitments.” There was no difference in recognition of the three dimensions for subordinates and supervisors.Originality/valueThe result confirms the structure of the Organizational Trust Inventory model of Taiwan coast guard organizations. In addition, Chinese culture evidently influences the weight on each of the contracting behaviors expected of different referents; particularly, trustworthy subordinates are more expected to exhibit good contracting behaviors than supervisors and coworkers. This study contributes to the understanding of how to foster trust in terms of good contracting behaviors in Taiwan coast guard organizations.