It is recognized that trust in organizations operates on multiple levels, but at present there is no clear consensus on the concept of trust within the organization. One can have trust in particular people (i.e. interpersonal trust) or in organized systems (i.e. impersonal trust). Mika Vanhala´s dissertation focuses on the impersonal trust.
Until recently organizational trust has been treated mainly as an interpersonal phenomenon. However, the interpersonal approach is limited, says Vanhala. Scholars studying organizational trust have thus far focused only on specific dimensions of impersonal trust, and none have taken a comprehensive approach.
The first objective in Vanhala´s study was to develop a construct and a scale encompassing the impersonal element of organizational trust. The second objective was to examine the effects of various HRM (human resources management) practices on the impersonal dimensions of organizational trust.
Previous studies on the HRM-performance link refer to trust, and Vanhala´s work contributes to the literature in considering trust an impersonal issue in the relationship between HRM, trust, and performance. The third objective was thus to clarify the role of impersonal trust in the relationship between HRM and performance.
The study makes two major contributions to the research on trust. Firstly, it offers a framework describing the construct of impersonal trust, which to date has not been clearly articulated in the research on organizational trust. Secondly, a comprehensive, psychometrically sound, operationally valid scale for measuring impersonal trust was developed.
In addition, the study makes an empirical contribution to the research on strategic HRM. First, it shows that HRM practices affect impersonal trust and the contribution is to consider the HRM-trust link in terms of impersonal organizational trust. It is shown that each of the six HRM practices in focus is connected to impersonal trust.
The results of the study also show the path by which HRM contributes to performance through the mediator of impersonal trust. It is shown that the effect on performance of HRM designed specifically to enhance employees’ impersonal trust in the organization is positive.
Mika Vanhala, Master of Science in Econ. & Bus. Adm., will defend his doctoral dissertation at the Lappeenranta University of Technology on October 24 at 2 p.m., room 1382. His dissertation is titled Impersonal trust within the organization: what, how, and why? Professor Deanne Den Hartog, Amsterdam Business School, University of Amsterdam, The Netherlands will act as opponent. Professor Kirsimarja Blomqvist of Lappeenranta University of Technology will act as custodian.
Details of the doctoral candidate:
Name: Mika Vanhala
Date and place of birth: 25.4.1973, Kotka
Home municipality: Lappeenranta
Education: Master of Science in Econ. & Bus. Adm. Lappeenranta University of Technology, School of Business 2007
Employment: junior researcher Lappeenranta University of technology, School of Business 2009-, researcher LUT Technology and business Research Center (TBRC), 2007-2009, research assistant TBRC 2006-2007.
contacts:
mika.vanhala (at) lut.fi, 040 704 2522