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Employees' Perceptions of Trust, Fai...

Komodromos, Marcos.

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Employees' Perceptions of Trust, Fairness, and Management of Change Using an Organizational Justice Framework.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Employees' Perceptions of Trust, Fairness, and Management of Change Using an Organizational Justice Framework./
Author:	Komodromos, Marcos.
Description:	251 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-02(E), Section: A.
Contained By:	Dissertation Abstracts International75-02A(E).
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3575235
ISBN:	9781303529030

Employees' Perceptions of Trust, Fairness, and Management of Change Using an Organizational Justice Framework.
Komodromos, Marcos.

Employees' Perceptions of Trust, Fairness, and Management of Change Using an Organizational Justice Framework. - 251 p.

Source: Dissertation Abstracts International, Volume: 75-02(E), Section: A.

Thesis (D.B.A.)--Northcentral University, 2013.

Organizational leaders often struggle to establish and sustain a trusting culture in times of constant changes in the corporate fabric and unethical behavior by corporate leadership. Organizational justice theory provides a means to explain and better understand employees' perceptions of trust, fairness, and the management of change during strategic change. Qualitative studies have yet to be conducted on how an organizational justice framework would address the need of organizational justice for novel, conceptually derived accounts of non-managerial employee perspectives on organizational justice during organizational change. The purpose of this qualitative study is to examine how an organizational justice framework can be used to explore employees' perceptions of trust, fairness, and the management of change during a period of strategic change in a privately-owned media organization based in Cyprus. A multiple-case study research design was used for this exploratory research and data were collected through multiple sources, including in-depth individual interviews, and subject matter expert (SME) review and reflection of the data collected. Purposive sampling was used to select eight participants. The researcher conducted eight in-depth, face-to-face interviews with employees from a media organization in Cyprus. Data collection also included maintenance of field notes, and expert examination of and reflections on the subject matter and data. Additionally, cross-case synthesis was used for data analysis, wherein each participant was treated as a separate case to strengthen the robustness of the results. Research findings indicated employees who experience trust and positive feelings regarding their treatment within the organization are willing to become involved in the change process and adopt positive working relationships with their colleagues and line managers. Practical applications indicate this study is important for organizational management because it stands to gain knowledge and understand how employees' perceptions of distrust and unfairness can lead to resistance and negative behaviors toward organizations and management during strategic change. Future research may include analysis of how employee engagement, trust, and fairness are linked in other organizational contexts undergoing strategic change using an organizational justice framework. Maintaining standards of academic integrity and ethical considerations was deemed crucial to the successful completion of this research study.

ISBN: 9781303529030Subjects--Topical Terms:

626628
Business Administration, Management.

Employees' Perceptions of Trust, Fairness, and Management of Change Using an Organizational Justice Framework.
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100 1 $a Komodromos, Marcos. $3 2103699
245 1 0 $a Employees' Perceptions of Trust, Fairness, and Management of Change Using an Organizational Justice Framework.
300 $a 251 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-02(E), Section: A.
500 $a Adviser: Daphne Halkias.
502 $a Thesis (D.B.A.)--Northcentral University, 2013.
520 $a Organizational leaders often struggle to establish and sustain a trusting culture in times of constant changes in the corporate fabric and unethical behavior by corporate leadership. Organizational justice theory provides a means to explain and better understand employees' perceptions of trust, fairness, and the management of change during strategic change. Qualitative studies have yet to be conducted on how an organizational justice framework would address the need of organizational justice for novel, conceptually derived accounts of non-managerial employee perspectives on organizational justice during organizational change. The purpose of this qualitative study is to examine how an organizational justice framework can be used to explore employees' perceptions of trust, fairness, and the management of change during a period of strategic change in a privately-owned media organization based in Cyprus. A multiple-case study research design was used for this exploratory research and data were collected through multiple sources, including in-depth individual interviews, and subject matter expert (SME) review and reflection of the data collected. Purposive sampling was used to select eight participants. The researcher conducted eight in-depth, face-to-face interviews with employees from a media organization in Cyprus. Data collection also included maintenance of field notes, and expert examination of and reflections on the subject matter and data. Additionally, cross-case synthesis was used for data analysis, wherein each participant was treated as a separate case to strengthen the robustness of the results. Research findings indicated employees who experience trust and positive feelings regarding their treatment within the organization are willing to become involved in the change process and adopt positive working relationships with their colleagues and line managers. Practical applications indicate this study is important for organizational management because it stands to gain knowledge and understand how employees' perceptions of distrust and unfairness can lead to resistance and negative behaviors toward organizations and management during strategic change. Future research may include analysis of how employee engagement, trust, and fairness are linked in other organizational contexts undergoing strategic change using an organizational justice framework. Maintaining standards of academic integrity and ethical considerations was deemed crucial to the successful completion of this research study.
590 $a School code: 1443.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
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773 0 $t Dissertation Abstracts International $g 75-02A(E).
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791 $a D.B.A.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3575235