Di Stefano Giovanni, Venza Gaetano, Cascio Gandolfa, Gaudiino Maria
Dipartimento di Scienze Psicologiche, Pedagogiche e della Formazione, Università di Palermo.
Med Lav. 2018 Dec 20;109(6):459-470. doi: 10.23749/mdl.v110i6.7389.
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: In available scientific literature, the impact of organizational trust and perceived organizational support on employees’ well-being has mainly been investigated without focusing on the different targets they can refer to.
: The aim of the study is to test the direct role of these variables as precursors of well-being, job satisfaction and turnover intentions, by distinguishing two different levels in trust and support: the first one stemming from the employees’ own team (in which employees have direct and daily interpersonal relationships, and within which they build their work experience), the second stemming from the organization itself.
: In this study, a survey was administered to more than 1,000 employees of a Sicilian hospital. The relationships between the variables were studied through the use of hierarchical regression analysis.
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: Distinguishing between team and organizational levels of trust and support allows to better understand the relationship between trust and support and well-being and organizational outcomes such as job satisfaction and turnover intentions. Practical implications, as well as future research, should therefore refer to the different levels of such predictors.
在现有的科学文献中，组织信任和感知到的组织支持对员工幸福感的影响主要是在未关注其可涉及的不同目标的情况下进行研究的。
本研究的目的是通过区分信任和支持的两个不同层面来检验这些变量作为幸福感、工作满意度和离职意图前因的直接作用：第一个层面源于员工自己的团队（员工在其中有直接的日常人际关系，并在其中积累工作经验），第二个层面源于组织本身。
在本研究中，对一家西西里岛医院的1000多名员工进行了一项调查。通过使用分层回归分析研究变量之间的关系。
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区分团队层面和组织层面的信任与支持有助于更好地理解信任与支持以及幸福感和诸如工作满意度与离职意图等组织成果之间的关系。因此，实际应用以及未来的研究应参考此类预测因素的不同层面。
