Table 1
Description and analyses made on the study samples.
| SAMPLE A | SAMPLE B | |||
|---|---|---|---|---|
| Participants | Managers | Employees | ||
| N | 240 | 1871 | ||
| Analysis | Descriptive statistics, correlations, factor analysis | Descriptive statistics, correlations, Multilevel CFA | ||
| SAMPLE A1 | SAMPLE A2 | |||
| N | 119 | 121 | 1571 | 1586 |
| Analysis | EFA | CFA | MCFA | Correlations |
Table 2
Factor loadings from CFA and MCFA.
| MANAGERS (SAMPLE A2) FACTOR LOADINGS WITHIN | EMPLOYEES (SAMPLE B) FACTOR LOADINGS WITHIN | EMPLOYEES (SAMPLE B) FACTOR LOADINGS BETWEEN | EMPLOYEES (SAMPLE B) ICC(1) | |||||
|---|---|---|---|---|---|---|---|---|
| F1 | F2 | F1 | F2 | F1 | F2 | |||
| Organizational Trust | ||||||||
| 1 | I have confidence in the top management and in their way of leading the organization. | .96 | .91 | .99 | .22 | |||
| 2 | I trust that the top management provides correct and honest information about conditions that affect the work being done. | .91 | .93 | .99 | .20 | |||
| 3 | I trust that the administrative staff (HR, finance, etc.) has sufficient knowledge about the operations at our workplace. | .48 | .51 | .86 | .13 | |||
| 4 | I trust that the political leadership is sufficiently familiar with the operations at my workplace. | .45 | .62 | .91 | .13 | |||
| 5 | The top management trusts that we know how to do our jobs and that we do our best for the organization. | .78 | .72 | .95 | .15 | |||
| Supervisory trust | ||||||||
| 6 | I have confidence in my immediate manager and in their way of leading the work. | .93 | .89 | .99 | .26 | |||
| 7 | I can discuss difficulties and problems with my immediate manager without the risk of having this being used against me. | .86 | .83 | .96 | .18 | |||
| 8 | If I have problems at work that I or my work group cannot solve, I trust that the immediate manager can help take care of the situation. | .83 | .89 | .99 | .23 | |||
Table 3
Correlations between trust factors and theoretically related variables in the employee sample. Within level correlations below diagonal. Between level correlations above diagonal.
| 1 | 2 | 3 | 4 | 5 | 6 | 7 | |
|---|---|---|---|---|---|---|---|
| 1. Organizational trust | 1 | .493 | .669 | –.665 | .400 | .773 | .630 |
| 2. Supervisory trust | .467 | 1 | .771 | –.798 | .611 | .749 | .617 |
| 3. Distributive justice | .359 | .480 | 1 | –.886 | .597 | .762 | .546 |
| 4. Turnover intention | –.360 | –.478 | –.362 | 1 | –.668 | –.835 | –.686 |
| 5. Work engagement | .326 | .309 | .292 | –.412 | 1 | .658 | .517 |
| 6. Pleased with work outcome | .362 | .376 | .346 | –.461 | .427 | 1 | .917 |
| 7. Users’ needs met | .226 | .212 | .195 | –.250 | .295 | .464 | 1 |
[i] Note: Covariates were grand mean centered, Nwithin = 1586, Nbetween = 171. With sample size as presented in the note, all correlations are significant at p < 0.01.