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Organizational Trust: How to include the division of labour?
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational and Public Health Sciences. University of Gävle, Centre for Musculoskeletal Research. Mittuniversitetet.
2015 (English)In: Economic and Industrial Democracy, ISSN 0143-831X, E-ISSN 1461-7099Article in journal (Refereed) Epub ahead of print
Abstract [en]

The aim of this article is to study the relevance of the division of labour to the formation of organizational trust. Trust is defined as a phenomenon related to the resources available to a person in a given social position, a social position which in turn is related to the division of labour. It is argued that work externalization constitutes a division of labour, and that differing access to resources for internal and external workers explains variations in trust. The theoretical propositions are tested in a quantitative analysis of 711 external workers and internal employees in a Swedish organization. The results lend partial support to the theory. External employees are found to be less likely have strong trust in their co-workers. The relationship is mediated by perceptions of shared norms in the organization.

Place, publisher, year, edition, pages
2015.
Keyword [en]
division of labour, management, organizational trust, temporary agency work
National Category
Sociology (excluding Social Work, Social Psychology and Social Anthropology)
Identifiers
URN: urn:nbn:se:hig:diva-20942DOI: 10.1177/0143831X15611965OAI: oai:DiVA.org:hig-20942DiVA: diva2:889998
Available from: 2015-12-29 Created: 2015-12-29 Last updated: 2016-08-11Bibliographically approved

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Svensson, Sven
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Department of Occupational and Public Health SciencesCentre for Musculoskeletal Research
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Economic and Industrial Democracy
Sociology (excluding Social Work, Social Psychology and Social Anthropology)

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ReferencesLink to record
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