Empowerment and Organizational Trust: It’s Impact on Job Satisfaction and Turnover Intention

The research attempts to explore the essential part of the organization, which involves the workforce and the systems that an institution have substantially contributed on the over-all ambiance created by the University. The study sought to: (1) analyze the relationship of empowerment and organizational trust; (2) examine the impact of empowerment on employee’s satisfaction and turnover intention; (3) examine the impact of organizational trust on employee’s satisfaction and turn over intention; and (4) analyze the relationship of employee’s satisfaction and turnover intention. Results show that there is a moderate positive relationship between empowerment and organizational trust and high positive significant relationship between empowerment and employee satisfaction. Moreover, integrity, commitment, and dependability have a very strong positive significant effect on employee satisfaction, while service support has substantial positive relationship on employee satisfaction. However, there is a weak relationship between integrity and turnover intention with commitment and a weak relationship between dependability and turnover intention. Similar result is observed with service support and turnover intention. Lastly, there is also a weak negative relationship between turnover intention and employee satisfaction. Overall, it can be surmised that as the level of empowerment increases, the level of organizational trust also increases. Likewise, when the level of organizational trust increases, the level of employee satisfaction also increases. Hence; when there is a well establish service support in an organization, employees tend to show dependability that lessen their desire to leave the organization.

 

Keywords - employee empowerment, organizational trust, employee satisfaction, turnover intention