Impact of HRM process/practices on organizational trust and organizational justice

Employees’ perceptions of their employer as trustworthy and fair can have a powerful impact on their commitment and performance. It is believed that HRM process/practices can be designed in such a way to increase perceived trust and fairness and thus employee
commitment and performance.

Research for such a project should focus on an investigation of the impact of HRM process/practices on trust and organizational justice, and consequently employee commitment and performance.

Methodology & Methods: Qualitative, Quantitative, Mixed methods, Case studies