Abstract Trust can be seen as important element for the effectiveness of organizational engagement. In particular, in order to be engaged to their work, employees’ trust in their employer organization plays a crucial role. This study adopts Dirks and Ferrin’s somewhat neglected model of trust as a moderator on the link between human resource management (HRM) and performance. Using a Finnish data-set from a forestry company, we find that trust in the employer moderates the relationship between HRM and unit-level performance. In three out of six HRM practices studied (communication, career opportunities, and job design) the moderation effect was as expected: in a climate where the employer is highly trusted, the effect of the HRM practice on performance was enhanced. However, for three practices (learning and development, performance evaluation and rewards, participation) the effect of HRM was contrary to our hypotheses. We consider the implications of these results for both the trust and HRM literatures, and for HR practitioners.

中文翻译：

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雇主的信任如何调节人力资源管理与参与相关绩效之间的关系

摘要信任可以被视为提高组织参与效率的重要因素。为了参与工作，员工对雇主组织的信任尤其重要。这项研究采用了Dirks和Ferrin略微忽略的信任模型作为人力资源管理（HRM）与绩效之间联系的主持人。使用来自林业公司的芬兰数据集，我们发现对雇主的信任会缓和人力资源管理与单位绩效之间的关系。在研究的六种人力资源管理实践中，三分之二（沟通，职业机会和工作设计）的适度效果是预期的：在雇主高度信任的环境中，人力资源管理实践对绩效的影响得到了增强。但是，对于三种做法（学习和发展，绩效评估和奖励，参与）HRM的效果与我们的假设相反。我们考虑这些结果对于信任和HRM文献以及人力资源从业者的影响。