Organizational trust and employee work outcomes: A moderated mediation model

Abstract

This study examines the effect of organizational trust on the employee work outcomes of affective commitment and service-oriented organizational citizenship behavior (OCB) along with the mediation effect of attitudinal pride and the moderation effect of social approval. Data were collected from 70 companies in Taiwan, comprising 680 individuals involving multi-phases of data collection. Overall, organizational trust was shown to affect organizational attitudinal pride and employee work outcomes. The results further indicate that organizational attitudinal pride mediates both the relationship between organizational trust and affective commitment and service-oriented OCB. In addition, social approval was supported to moderate the relationship between organizational trust and affective commitment as well as the indirect relationship. This study addresses the gap which adds to our understanding of how social influence from outside of an organization also impacts social approval, which can affect employee attitude toward the employer and subsequent work outcomes.