Trust as a consequence of perceived commitment: Implications on learning and innovation
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Published
12-03-2013
Joaquín García Cruz
Universidad Pablo de Olavide de Sevilla
Juan Carlos Real Fernández
Universidad Pablo de Olavide de Sevilla
Abstract
In this paper we try to achieve a double objective. On one hand, we try to figure out how employee's affective commitment perceived by the manager influence on her/his level of trust and also on the organizational learning capability (OLC). In addition, we analyze how manager trust influences on OLC. On the other hand, we study how these variables (affective commitment of employees, manager trust and OLC) determine product innovation. Applying structural equation model (Partial Least Squares -PLS-) on a sample of 92 firms we obtain the next results: employee's affective commitment perceived by manager determine her/his level of trust and well we check that affective commitment and trust explain OLC. Finally, we probe that both variables (affective commitment and trust) are related with product innovation through OLC.
How to Cite
García Cruz, J., & Real Fernández, J. C. (2013). Trust as a consequence of perceived commitment: Implications on learning and innovation. Cuadernos De Gestión, 13(1), 95–124. https://doi.org/10.5295/cdg.110282jg
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Keywords
Affective commitment of employees, supervisor trust on employees, organizational learning capability, product innovation, partial least squares (PLS)
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