{"id":{"repo_id":"uwtsd","oai_identifier":"oai:repository.uwtsd.ac.uk:2214"},"canonical_url":"https://search.dev.ndltd.org/etd/uwtsd/oai:repository.uwtsd.ac.uk:2214","repository":{"repo_id":"uwtsd","name":"University of Wales Trinity Saint David","base_url":"https://repository.uwtsd.ac.uk/cgi/oai2"},"display":{"title":"The impact of organisational trust on the work-from-home experience and work outcomes: a study of high-tech employees in Hong Kong","abstract":"The Covid-19 pandemic since 2019 has changed Hong Kong’s working culture from office working to work from home (WFH) to reduce cross infections. Since then, WFH has received research interest due to its potential impact on employees' attitudes and organisational performance. The high-tech industry represents a rich source of WFH experience as its employees are used to information communications technology (ICT). The study attempted to examine the impact of organisational trust on the WFH experience of job effectiveness and well-being and the subsequent influence on engagement and satisfaction. An instrument was developed to measure the various constructs coupled with an expert review and pilot test prior to the formal online survey of 900 participants with a valid response rate of 51%. Confirmatory factor analysis and structural equation modelling were used to analyse the constructs' reliability, validity, and causal relationships. The research revealed that organisational trust, comprising supervisor trust and institutional trust, has significant direct and indirect effects on employee engagement, and this indirect effect is via well-being only. Specifically, supervisor trust has a greater influence on well-being, whereas institutional trust has a greater influence on employee engagement. Concurrently, employee engagement directly influences job satisfaction in teleworking as in office working. This study filled a gap in the WFH research of high-tech organisations in Hong Kong. The theoretical contribution associated organisational trust with WFH experiences, engagement, and satisfaction. The study also suggested valid instruments for related investigations in future research.","abstract_html":"The Covid-19 pandemic since 2019 has changed Hong Kong’s working culture from office working to work from home (WFH) to reduce cross infections. Since then, WFH has received research interest due to its potential impact on employees' attitudes and organisational performance. The high-tech industry represents a rich source of WFH experience as its employees are used to information communications technology (ICT). The study attempted to examine the impact of organisational trust on the WFH experience of job effectiveness and well-being and the subsequent influence on engagement and satisfaction. An instrument was developed to measure the various constructs coupled with an expert review and pilot test prior to the formal online survey of 900 participants with a valid response rate of 51%. Confirmatory factor analysis and structural equation modelling were used to analyse the constructs' reliability, validity, and causal relationships. The research revealed that organisational trust, comprising supervisor trust and institutional trust, has significant direct and indirect effects on employee engagement, and this indirect effect is via well-being only. Specifically, supervisor trust has a greater influence on well-being, whereas institutional trust has a greater influence on employee engagement. Concurrently, employee engagement directly influences job satisfaction in teleworking as in office working. This study filled a gap in the WFH research of high-tech organisations in Hong Kong. The theoretical contribution associated organisational trust with WFH experiences, engagement, and satisfaction. The study also suggested valid instruments for related investigations in future research.","abstract_has_math":false,"creators":["Lee, Yin Wah, San"],"institution":"University of Wales Trinity Saint David","degree_name":"dba","degree_level":"doctoral","degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2022,"date_issued":"2022-12","date_published":"2022-12","updated_at":"2026-07-24T05:52:56Z","subjects":["H Gwyddorau Cymdeithasol (Cyffredinol)","HM Cymdeithaseg","HV Patholeg gymdeithasol. Lles cymdeithasol a chyhoeddus","HX Sosialaeth. Comiwnyddiaeth. 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