ABSTRACT
Human resource management (HRM) is one of the most influential areas of an organization’s policy and practice. HRM involves the operationalization of strategic interventions focused on human capital, designed to identify and develop resourceful employees. Trust is a form of psychological attachment to an employing organization and so is central in the gaining of employees’ commitment and co-operation in delivering the organization’s objectives (Ng 2015). It can be a multi-faceted topic, concerning the expectations and vulnerabilities of both employees and employer, with growing interest in the salience of trust within the employment context, and its significance to people’s experiences of work and employment. It is a rich context for study, featuring elements of both the interpersonal and organizational.
