Employee engagement, fairness and trust: An empirical assessment

Summary

The research paper "Employee engagement, fairness and trust: An empirical assessment" by Abbas and Wu (2018) delves into the complex interplay between organizational fairness, employee trust, and employee engagement. The core argument posits a direct positive relationship between fairness and employee engagement, further moderated by the presence of trust. This study is grounded in Uncertainty Management Theory (UMT), which suggests that individuals utilize fairness judgments as a coping mechanism to navigate and alleviate anxiety stemming from uncertain situations. When employees perceive fair treatment, it provides a sense of security and predictability, which is particularly vital during times of organizational change, job insecurity, or political power struggles. While the specific methodology of the study, such as sample size, data collection instruments, and analytical techniques, are not explicitly detailed in the provided search snippets, the paper is categorized as an "empirical assessment" and examines moderating relationships, implying a quantitative research design. The investigation specifically targets service enterprises, suggesting a focus on understanding these dynamics within customer-facing organizational contexts. The primary finding indicates that trust serves as a significant intermediary variable, moderating the relationship between employer fairness and employee engagement. This means that for fairness to most effectively translate into higher engagement, a foundation of trust must be present within the employer-employee relationship. Conversely, a lack of fairness can lead to disengagement across cognitive, emotional, and behavioral dimensions, and can also erode trust and team cohesion, especially in critical or evaluative scenarios. The implications of this study are substantial for organizational management and human resource practices. By underscoring the role of fairness and trust, the research provides a framework for cultivating an engaged workforce. Organizations, particularly in uncertain environments, should prioritize transparent and equitable decision-making processes and ensure respectful interpersonal treatment. Management quality that offers predictable expectations and fairness can reduce ambiguity, thereby strengthening trust and supporting engagement. By fostering a culture of fairness and building trust, organizations can mitigate employee anxiety related to uncertainty, enhance employee commitment, and encourage positive attitudes and behaviors, ultimately contributing to better organizational outcomes.