Relatia dintre ncrederea n management i atitudinile fat de schimbare n contextul unei achizitii internationale

The research literature suggests that organizational change can have both: positive and negative consequences on the members of an organization, but the first to be experienced are always the negative ones. As a result, reactions like resistance to change, negative attitudes towards organizational change and turnover are frequently noted in the change literature. The study at hand examines the employees’ reactions in the context of the acquisition of a company by a foreign investor, considering the role of trust in management. Additionaly, we intend to analize the predictive power of each of the three attributes of trustworthiness (ability, benevolence and integrity, according to Mayer et al., 1995) for the attitudes regarding the organization’s acquisition and the turnover intention. The results suggest a direct effect of trust in management on attitudes and turnover intention. When the three trustworthiness attributes were simultaneously introduced in a regression analysis, the results proved that ability and integrity were significant predictors of change attitudes, while benevolence showed no predictive power. As it regards the turnover intention, only management’s perceived integrity was supported as a significant predictor.