| Abstract [eng] |
The relevance of the topic. In recent years, the public sector has witnessed a significant shift in the way work is organised, with the increasing use of teleworking and hybrid working, which is fundamentally changing the relationship between employees and managers and posing new challenges to organisational trust (Eurofound, 2023; Gartner, 2022). The COVID-19 pandemic has accelerated these changes, highlighting the importance of work flexibility, emotional well-being and effective communication (Javadinasr et al., 2022; AIHR, 2024). With the long-standing traditional working model losing its dominance, organisations must find ways to ensure employee engagement and trust, even at a physical distance (Wontorczyk and Rożnowski, 2022; Oben Uru et al., 2022). Various research studies have shown that organisational trust is an essential prerequisite for effective collaboration, employee loyalty and organisational continuity (Dirks & Ferrin, 2002; McCabe and Sambrook, 2014). However, as working conditions change, the mechanisms for building trust are also changing: in the context of hybrid or teleworking, managerial support, transparent communication and social networking become particularly important (Toscano et al., 2024; Dietz & Gillespie, 2011). These developments highlight the topic as relevant not only on a theoretical but also on a practical level, especially in order to strengthen the credibility of public sector institutions and the well-being of employees in the long term. The object of the research – organisational trust in the public sector through different forms of work organisation. The goal of the project – to reveal the expression of organisational trust in the public sector through different forms of work organisation. Tasks of the research: 1. analyse the advantages and disadvantages of different forms of work organisation (hybrid, teleworking and office-based work); 2. describe the forms of organisational trust, highlighting the specificities of the different forms of work organisation, and describe the public sector; 3. develop a methodology for studying the expression of organisational trust in the public sector through different forms of work organisation; 4. to empirically investigate the expression of organisational trust in the public sector through different forms of work organisation and to develop recommendations. Research methods – theoretical analysis of information sources, systematic and comparative analysis of literature. Qualitative research using interview method. The main results of the research – the results of the study confirmed that the expression of organisational trust in the different models of work organisation is broadly consistent with the key components of trust identified in the literature, such as managerial competence, clear and transparent communication, adherence to values, and mutual trust (Dirks & Ferrin, 2002; Mayer et al., 1995). However, empirical evidence has also revealed new dimensions that extend traditional theoretical conceptions. In the context of teleworking, in addition to the importance of formal information dissemination, the significance of personal interpersonal relationships in maintaining trust has become particularly prominent, suggesting that social connectedness is becoming an essential prerequisite for effective organisational interactions in virtual environments. In the hybrid working model, participants in the study rated emotional trust in managers as even more important than professional competence, while also stressing the importance of the reliability of the technological infrastructure, suggesting that the structure of trust in this model is evolving towards a more integrated combination of emotional and technological factors. In the case of traditional work, although the expression of trust was mostly in line with the theoretical assumptions, employees additionally emphasised the importance of the immediate manager's prompt availability as a daily source of trust, which slightly adjusts the emphasis on strategic leadership in the theoretical models In terms of factors undermining trust, the study found that institutional aspects - biased information, uncertain changes and ethical breaches - have a significant impact on trust levels, especially in the context of remote and hybrid working, where feelings of individualisation and isolation are reinforced. The recommendations made by the study participants underline the responsibility of organisations to ensure value consistency, transparent communication, opportunities for meaningful activities and a supportive organisational culture, which confirms the importance of trust as a multi-layered and complex phenomenon in the contemporary context of public sector organisations. |
