ANTECEDENTS OF WELL-BEING AT WORK: TRUST AND PEOPLE MANAGEMENT POLICIES

OLIVEIRA, ÁUREA F.; GOMIDE JÚNIOR, SINÉSIO; POLI, BÂNIA V. S.

doi:10.1590/1678-6971/eRAMD200105

ÁUREA F. OLIVEIRA Correspondence concerning this article should be addressed to Áurea F. Oliveira, Avenida Pará, 1720, Bloco 2C, Umuarama, Uberlândia, Minas Gerais, Brazil, CEP 38405-240. E-mail: aurea.oliveira@ufu.br

Universidade Federal de Uberlândia (UFU), Uberlândia, MG, Brazil.

Áurea F. Oliveira, Ph.D. by the Institute of Psychology, Brasília University (UnB); Sinésio Gomide Júnior, Ph.D. by the Institute of Psychology, Brasília University (UnB); Bânia V. S. Poli, master by the Institute of Psychology, Federal University of Uberlândia (UFU). Áurea F. Oliveira is now associate professor at the Institute of Psychology of Federal University of Uberlândia (UFU); Sinésio Gomide Júnior is now professor at the Institute of Psychology of Federal University of Uberlândia (UFU); Bânia V. S. Poli is now professor at the Business Department of School of Administration, Marketing and Communication (Esamc).

https://orcid.org/0000-0001-5404-0540

SINÉSIO GOMIDE JÚNIOR

Universidade Federal de Uberlândia (UFU), Uberlândia, MG, Brazil.

Áurea F. Oliveira, Ph.D. by the Institute of Psychology, Brasília University (UnB); Sinésio Gomide Júnior, Ph.D. by the Institute of Psychology, Brasília University (UnB); Bânia V. S. Poli, master by the Institute of Psychology, Federal University of Uberlândia (UFU). Áurea F. Oliveira is now associate professor at the Institute of Psychology of Federal University of Uberlândia (UFU); Sinésio Gomide Júnior is now professor at the Institute of Psychology of Federal University of Uberlândia (UFU); Bânia V. S. Poli is now professor at the Business Department of School of Administration, Marketing and Communication (Esamc).

https://orcid.org/0000-0003-0944-4380

BÂNIA V. S. POLI

Escola Superior de Administração, Marketing e Comunicação (Esamc), Uberlândia, MG, Brazil.

Áurea F. Oliveira, Ph.D. by the Institute of Psychology, Brasília University (UnB); Sinésio Gomide Júnior, Ph.D. by the Institute of Psychology, Brasília University (UnB); Bânia V. S. Poli, master by the Institute of Psychology, Federal University of Uberlândia (UFU). Áurea F. Oliveira is now associate professor at the Institute of Psychology of Federal University of Uberlândia (UFU); Sinésio Gomide Júnior is now professor at the Institute of Psychology of Federal University of Uberlândia (UFU); Bânia V. S. Poli is now professor at the Business Department of School of Administration, Marketing and Communication (Esamc).

https://orcid.org/0000-0003-4364-5194

Correspondence concerning this article should be addressed to Áurea F. Oliveira, Avenida Pará, 1720, Bloco 2C, Umuarama, Uberlândia, Minas Gerais, Brazil, CEP 38405-240. E-mail: aurea.oliveira@ufu.br

Áurea F. Oliveira, Ph.D. by the Institute of Psychology, Brasília University (UnB); Sinésio Gomide Júnior, Ph.D. by the Institute of Psychology, Brasília University (UnB); Bânia V. S. Poli, master by the Institute of Psychology, Federal University of Uberlândia (UFU).

Áurea F. Oliveira is now associate professor at the Institute of Psychology of Federal University of Uberlândia (UFU); Sinésio Gomide Júnior is now professor at the Institute of Psychology of Federal University of Uberlândia (UFU); Bânia V. S. Poli is now professor at the Business Department of School of Administration, Marketing and Communication (Esamc).

Author	Definition
Rotter (1971)Rotter, J. B. (1971). Generalized expectancies for interpersonal trust. American Psychologist, 26(5), 443-452. doi:10.1037/h0031464 https://doi.org/10.1037/h0031464...	Trust is a generalized expectation on the part of any individual or group as to the verbal or written word or promise of another individual or group.
Sabel (1993)Sabel, C. F. (1993). Studied trust: Building new forms of cooperation in a volatile economy. Human Relations, 46(9) 1133-1170. doi:10.1177/001872679304600907 https://doi.org/10.1177/0018726793046009...	Mutual trust that no party to a relationship will exploit the vulnerability of another party.
Mayer, Davis, and Schoorman (1995)Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709-734. doi:10.2307/258792 https://doi.org/10.2307/258792...	Trust is one party's willingness to be vulnerable to the actions of the other party due to the expectation that the other will carry out an action of particular importance to the "trusting party," regardless of the other's capacity to monitor or control.
Hosmer (1995)Hosmer, L. T. (1995). Trust: The connecting link between organizational theory and philosophical ethics. Academy of Management Review, 20(2), 379-403. doi:10.2307/258851 https://doi.org/10.2307/258851...	Trust is a person, group or company's expectation of ethically justifiable behaviors by another person, group or company in a joint endeavor or economic exchange.
Bhattacherjee (2002)Bhattacherjee, A. (2002). Individual trust in online firms: Scale development and initial test. Journal of Management Systems, 19(1), 211-241.	Trust is the expectation of positive or non-negative results that one can receive based on the expected action of another party in an interaction characterized by uncertainty; that is, trust is related to good results.
Rousseau, Sitkin, Burt, and Camerer (1998)Rousseau, D., Sitkin, S., Burt, R., & Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of Management Review, 23(3), 393-404. doi:10.5465/AMR.1998.926617 https://doi.org/10.5465/AMR.1998.926617...	A psychological state that involves the intention to accept vulnerability basing oneself on positive expectations as to the intentions or behavior of others.

Instrument	Factor	No. of items	Cronbach's Alpha
Scale of Perception of Human Resource Management Policies (Demo et al., 2011Demo, G., Nunes, I., Ferreira, L. A., Melo, B. B., & Oliveira, K. R. (2011, outubro). Escala de Percepção de Políticas de Gestão de Pessoas (EPPGP): Validação fatorial exploratória. Anais do Encontro Nacional de Engenharia de Produção, Belo Horizonte, MG, Brasil, 31.)	Recruitment and selection	6	0.87
	Involvement	12	0.91
	Working conditions	6	0.76
	Evaluation of performance and skills	5	0.90
	Compensation and rewards	5	0.84
	Training, development, and education	5	0.90
Organizational Trust Inventory (Ianaguivara, 2011Ianaguivara, C. M. G. A. (2011). Confiança do empregado na organização: Construção e validação de instrumento de medida (Dissertação de mestrado, Universidade Federal de Uberlândia, Uberlândia, MG, Brasil).)	Ethical components	23	0.96
	Organizational competence	14	0.90
	Opportunism	5	0.81
Scale of Well-Being at Work (Paschoal & Tamayo, 2008Paschoal, T., & Tamayo, A. (2008). Construção e validação da escala de bem-estar no trabalho. Avaliação Psicológica, 7(1), 11-22. doi:10.1590/S1415-65552012000200006 https://doi.org/10.1590/S1415-6555201200... )	Positive affect	9	0.94
	Negative affect	12	0.92
	Achievement	9	0.90

Goodness-of-fit Index	Value obtained	Reference value
Chi-squared	194.57^ p < 0.01	The lower, the better p > 0.05
GFI	0.858 ^* * p < 0.05;	[0.8; 0.9] tolerable limit
CFI	0.888^* * p < 0.05;	< 0.8 - poor fit
RMSEA	0.118^* * p < 0.05;	> 0.10 - unacceptable fit
SRMR	0.081^* * p < 0.05;

[1] Correspondence concerning this article should be addressed to Áurea F. Oliveira, Avenida Pará, 1720, Bloco 2C, Umuarama, Uberlândia, Minas Gerais, Brazil, CEP 38405-240. E-mail: aurea.oliveira@ufu.br

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ANTECEDENTS OF WELL-BEING AT WORK: TRUST AND PEOPLE MANAGEMENT POLICIES

ABSTRACT

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