Social wellbeing profiles: associations with trust in managers and colleagues, job satisfaction, and intention to leave.

Introduction: This study aimed to determine latent social wellbeing profiles and investigate differences between the profiles in terms of trust in managers and colleagues, job satisfaction, intention to leave, and demographic variables (age and service years).

Methods: Permanently employed individuals of a South African utility organization participated in the study ( = 403). The Social Well-being Scale, Workplace Trust Survey, Job Satisfaction Scale, and Turnover Intention Scale were administered.

Authentic leadership and flourishing: Do trust in the organization and organizational support matter during times of uncertainty?

This study investigated the influence of authentic leadership on employee flourishing while considering the potential mediating effect of trust in the organization and organizational support as underlying mechanisms in an uncertain setting. To examine the relationship between authentic leadership and employee flourishing by evaluating the indirect effect of organizational support and trust in the organization as potential mediators. An authentic leadership approach, organizational support, and trust in the organization may influence the flourishing of employees in uncertain times.

Authentic Leadership, Trust (in the Leader), and Flourishing: Does Precariousness Matter?

Orientation: This study employed a second stage moderated mediation analysis to investigate the influence of authentic leadership on employee flourishing via trust in the leader (mediating variable) and job overload (moderating variable).

Research Purpose: To explore the relationship between authentic leadership and flourishing by considering the indirect effect of trust in the leader as potentially moderated by job overload.

Motivation For The Study: An authentic leadership style, trust in the leader, and job overload may impact employee flourishing.

The role of supervisor support and basic psychological needs in predicting work engagement, burnout and turnover intentions in a medical contract research service setting.

Background: The pharmaceutical industry is forced to contain costs by outsourcing drug testing to commercial contract research organizations (CROs). This ensures the performance of clinical trials by experienced employees who must competently and skillfully exercise due care and diligence. Skilled talent for demanding CRO's is scarce, expensive and hard to retain.

Trust Profiles: Associations With Psychological Need Satisfaction, Work Engagement, and Intention to Leave.

The study aimed to identify trust profiles in the work domain and to study how these patterns related to psychological need satisfaction, work engagement, and intentions to leave. A cross-sectional survey with a convenience sample ( = 298) was used. The Behavioral Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale, and the Turnover Intention Scale were administered.

Volitional Trust, Autonomy Satisfaction, and Engagement at Work.

This study tested a structural model that identifies the nature of relationships between trust, autonomy satisfaction, and personal engagement at work. A cross-sectional survey design with a convenience sample ( n = 252) was used. The Behavioral Trust Inventory, Work-Related Basic Need Satisfaction Scale, and Work Engagement Scale were administered.