Is benevolence the pinnacle of an employment relations trust hierarchy?

Background: Employment relations trust (ERT) is related to compliance, fairness, good faith and benevolence in such relations. Benevolence is not a legal obligation in employment relations and will typically be displayed voluntarily. Gaps in the literature suggested a need for a valid and reliable t...

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Autor principal:	Lukas I. Ehlers
Formato:	article
Lenguaje:	EN
Publicado:	AOSIS 2021
Materias:	employment relations trust development hierarchy fairness good faith benevolence Personnel management. Employment management HF5549-5549.5
Acceso en línea:	https://doaj.org/article/35c3bd2f0caf4c9bb87bee286047cc03
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spelling	oai:doaj.org-article:35c3bd2f0caf4c9bb87bee286047cc032021-11-24T07:47:34ZIs benevolence the pinnacle of an employment relations trust hierarchy?1683-75842071-078X10.4102/sajhrm.v19i0.1655https://doaj.org/article/35c3bd2f0caf4c9bb87bee286047cc032021-10-01T00:00:00Zhttps://sajhrm.co.za/index.php/sajhrm/article/view/1655https://doaj.org/toc/1683-7584https://doaj.org/toc/2071-078XBackground: Employment relations trust (ERT) is related to compliance, fairness, good faith and benevolence in such relations. Benevolence is not a legal obligation in employment relations and will typically be displayed voluntarily. Gaps in the literature suggested a need for a valid and reliable theory of employment relations benevolence and its relationship with trust in such relations. Aim: This study was undertaken to investigate the relationship between benevolence and the development of trust in employment relations. Setting: The study was undertaken in the Gauteng province of the Republic of South Africa. Methods: An exploratory quantitative research method was implemented to test two hypotheses emanating from a literature review. A questionnaire survey facilitated the collection of data from 83 purposefully sampled voluntary respondents, who were ordinary employees, managers and academics. Statistical analysis was done to test the validity of two hypotheses. Results: Employment relations trust can be expected to develop through four distinct, overlapping and relatively predictable sequential stages, namely compliance, fairness, good faith and benevolence. Benevolence can be assumed to be the last stage in this development process. Conclusion: Benevolence can be regarded as the erratic pinnacle of a four levelled theoretical hierarchy of ERT. Benevolence can occur before, during or after displays of compliance, fairness or good faith in employment relations. Contribution: This theory of ERT provides valid and reliable foundations for dealing with and researching a variety of aspects related to benevolence and trust in employment relations.Lukas I. EhlersAOSISarticleemploymentrelationstrustdevelopmenthierarchyfairnessgood faithbenevolencePersonnel management. Employment managementHF5549-5549.5ENSouth African Journal of Human Resource Management, Vol 19, Iss 0, Pp e1-e10 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	employment relations trust development hierarchy fairness good faith benevolence Personnel management. Employment management HF5549-5549.5
spellingShingle	employment relations trust development hierarchy fairness good faith benevolence Personnel management. Employment management HF5549-5549.5 Lukas I. Ehlers Is benevolence the pinnacle of an employment relations trust hierarchy?
description	Background: Employment relations trust (ERT) is related to compliance, fairness, good faith and benevolence in such relations. Benevolence is not a legal obligation in employment relations and will typically be displayed voluntarily. Gaps in the literature suggested a need for a valid and reliable theory of employment relations benevolence and its relationship with trust in such relations. Aim: This study was undertaken to investigate the relationship between benevolence and the development of trust in employment relations. Setting: The study was undertaken in the Gauteng province of the Republic of South Africa. Methods: An exploratory quantitative research method was implemented to test two hypotheses emanating from a literature review. A questionnaire survey facilitated the collection of data from 83 purposefully sampled voluntary respondents, who were ordinary employees, managers and academics. Statistical analysis was done to test the validity of two hypotheses. Results: Employment relations trust can be expected to develop through four distinct, overlapping and relatively predictable sequential stages, namely compliance, fairness, good faith and benevolence. Benevolence can be assumed to be the last stage in this development process. Conclusion: Benevolence can be regarded as the erratic pinnacle of a four levelled theoretical hierarchy of ERT. Benevolence can occur before, during or after displays of compliance, fairness or good faith in employment relations. Contribution: This theory of ERT provides valid and reliable foundations for dealing with and researching a variety of aspects related to benevolence and trust in employment relations.
format	article
author	Lukas I. Ehlers
author_facet	Lukas I. Ehlers
author_sort	Lukas I. Ehlers
title	Is benevolence the pinnacle of an employment relations trust hierarchy?
title_short	Is benevolence the pinnacle of an employment relations trust hierarchy?
title_full	Is benevolence the pinnacle of an employment relations trust hierarchy?
title_fullStr	Is benevolence the pinnacle of an employment relations trust hierarchy?
title_full_unstemmed	Is benevolence the pinnacle of an employment relations trust hierarchy?
title_sort	is benevolence the pinnacle of an employment relations trust hierarchy?
publisher	AOSIS
publishDate	2021
url	https://doaj.org/article/35c3bd2f0caf4c9bb87bee286047cc03
work_keys_str_mv	AT lukasiehlers isbenevolencethepinnacleofanemploymentrelationstrusthierarchy
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Is benevolence the pinnacle of an employment relations trust hierarchy?

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