Trust, HRM, and the Employment Relationship

Graham Dietz, Akinwunmi Martins and Rosalind Searle

Chapter 9 in The Future of Employment Relations, 2011, pp 141-162 from Palgrave Macmillan

Abstract: Abstract Trust has long been considered a crucial determinant of people’s experiences of work and the employment relationship (see, for example, Fox, 1974). Yet a commonplace argument holds that the increasing demands placed upon contemporary organizations (globalized market competition, de-regulation, and re-regulation), as well as trends in workforce composition (greater education levels, greater cultural diversity) and in the management of work (transactional contractual arrangements, increasing workloads and job-creep, information technologies), have heightened interest in trust among HR professionals (Hope-Hailey, Farndale, & Truss, 2005; Searle & Skinner, 2011; Sparrow & Marchington, 1998).

Keywords: Human Resource Management; Senior Management; Psychological Contract; Employment Relationship; Employee Voice (search for similar items in EconPapers)
Date: 2011
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Persistent link: https://EconPapers.repec.org/RePEc:pal:palchp:978-0-230-34942-1_9

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DOI: 10.1057/9780230349421_9

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