| Abstract [eng] |
73 pages, 19 charts, 2 picture, 100 references Trust in organizations is considered one of the most important factors in creating the conditions for positive human resource management practices. Due to the changing forms of work organization, the complex global situation caused by the pandemic, it is no longer easy for organizations to develop interpersonal trust. For these reasons, it is important to pay attention to the development of another type of trust. The aim of the master's thesis is to reveal and evaluate the links between employee empowerment and organizational identification by mediating them through impersonal organizational trust and by moderating the relationship between empowerment and identification by perceived external prestige. The analysis, comparison and generalization method of the scientific literature on the chosen topic used in the work. The analytical quantitative research method chosen for the empirical research is a structured survey. Statistical analysis of the survey data used to systematize the data obtained during the structured survey, to check their reliability, to analyze the influence of the demographic characteristics of the respondents on the analyzed factors, and to analyze the interrelationships and impact of the factors. The work consists of three chapters with subsections: the first chapter reveals the scientific literature on the topic, the second part is devoted to the methodology of empirical research, the empirical research results reveal statistical insights into the analysis of research data. The results of the empirical study revealed the mediating effect of impersonal organizational trust on the relationships of structural and psychological empowerment of employees to organizational identification. The strongest mediating effect of impersonal organizational trust was between general structural empowerment, its support factor, and organizational identification. The strongest overall effect found between the support factor of psychological empowerment and impersonal organizational trust. The factor of trust competence affects organizational identification, but the indirect effect through mediator is stronger than the direct one. The direct effect of support and resource factors on organizational identification under the influence of the mediator becomes statistically insignificant, so a full mediation effect found between these factors. The research data also reveals moderated mediation - perceived external prestige moderates the mediating effect of impersonal organizational trust on the psychological empowerment and its factors: meaning, decision-making, and trust competence in relation to organizational identification. The higher employees value an organization’s external prestige, the weaker will be the effect of psychological empowerment on organizational identification, while impersonal organizational trust is mediating the relationship. Analysis reveal that perceived organizational prestige does not moderate the relationship between structural empowerment, its factors: opportunities, support, information, resources, and organizational identification while mediated by impersonal organizational trust. There are no restrictions on the publication of research results. |
