Micron trust is like strawberry pie
Purpose – The paper aims to investigate the relationship between employees’ trust toward a company and their commitment to it. It questions if certain levels of trust presented in each department at Micron Technology, Italy, are interrelated with the levels of commitment. Design/methodology/approach – It reveals that a survey at Micron Technology Italy was conducted. Of the 1,580 employees who received the questionnaire, 892 responses were collected, resulting in a 56.46 per cent response rate. Findings – It shows that for departments where trust values are below 6.8, the commitment level follows the trust value: there is a positive relation between these two factors. However, departments where employee trust reaches values higher than 6.8 are not reciprocated by a proportional commitment level that tends to reach a’satisfaction point’. Practical implications – Advances the view that, since commitment does not seem to continuously increase, after a certain point, it is not cost-effective for a company to ...
Does internal communication to generate trust always increase commitment?: A study at Micron Technology
Purpose – The aim of this paper is to investigate the relationship between employee trust towards the company and their commitment to it. For this reason, this study questioned if certain levels of trust presented in each department at Micron Technology Italy were interrelated with the levels of commitment. Design/methodology/approach – A survey at Micron Technology Italy was conducted. Of the 1,580 employees who received the questionnaire, 892 responses were collected, resulting in a 56.46 per cent response rate. Findings – The research findings show that for departments where trust values are below 6.8, the commitment level follows the trust value: there is a positive relation between these two factors. However, departments where employee trust reaches values higher than 6.8 are not reciprocated by a proportional commitment level that tends to reach a “satisfaction point”. Research limitations/implications – The results are only partially coherent with previous studies. Further research is needed to det...
Do “high commitment” human resource practices affect employee commitment?
Relying on a cross-level paradigm and on social exchange theory (i.e., perceived organizational support) I explore the relationships among human resource practices, trust-in-management, and organizational commitment. Individual-level analyses from a sample of 1689 employees from 180 credit unions indicate that trust-in-management partially mediates the relationship between perceived organizational support and organizational commitment. Cross-level analyses using hierarchical linear modeling indicate that human resource practices affect the relationship between perceived organizational support and organizational commitment or trust-in-management.