In The Workplace, Public Square Can Generate Trust.

When people have high trust in the organization, their input will also be high unless they experience unfair outcomes and believe that the decision-making process is unfair.

What does this mean? When people trust their work organization, they will have a high level of input.

This is not surprising.

It is very important for organizations to maintain their sense of fairness so that they can make the best efforts.

But interestingly, they are right to find evidence to prove their trust.

Therefore, if they feel fair results or fair process, they believe that their trust is guaranteed and will maintain a high level of input.

Once they get a lot of evidence that their trust is wrong, they will reduce their input in work.

Result

What is emphasized is the fairness shown by what has happened.

For example, a fair salary increase must be the rate of increase in salary, which is consistent with the evaluation of this person, and people who get similar evaluations get a similar raise.

Obviously, it would be better if the result was not just and more favorable.

Procedural fairness refers to the fairness of making decisions.

If

The decision is made at will, which is not like a fair system.

However, if there is an objective and reasonable procedure, they will think that the procedure is fair, even if they do not get the raise they think they deserve.

These two kinds of fairness may affect people's sense of work.

To explore this possibility, a study was conducted to analyze samples of employees from a British airline company.

The participants in the study worked for 4 years on average.

Participants were asked to answer the following questions: how much trust they had in their foreman; whether they believed that the results they had experienced (such as wages and working hours, etc.) were fair; and whether the procedures used for decision-making were fair.

Finally, they were asked about their involvement in the organization.

Obviously, people's belief in trust and fairness has great influence on how people interpret what is happening in the work.

A lot of evidence is needed to change people's concept of work.

Another evidence consistent with this view is the result.

The strongest people are those who do not work long hours in their company, and the performance decreases with the increase in working hours.

That is to say, people's trust in organizations at the very beginning can be influenced by the results and procedural justice.

However, after a period of time, this trust in the organization (high or low) will not change much because of new information.

In the end, this is also a good example of stereotype effect.

People's faith in organizational integrity affects their interpretation of the evidence obtained.

Therefore, it is very important for the members of the organization to work hard so as to get people's trust as soon as possible.

In this way, their employees may neglect some slight violation of fairness.