THE MODERATING ROLE OF TRUST IN THE RELATIONSHIP BETWEEN JOB INSECURITY AND EMPLOYEE ACCEPTANCE OF INNOVATIVE HR PRACTICES

In the contemporary business environment characterised by changes and uncertainties organisations are pursuing integrating strategies of innovative HR practices for enhanced competitiveness. Nevertheless, such measures increase employees’ perceived job insecurity and their acceptance of such changes is low. The moderating effect of trust on the relationship between job insecurity and employee acceptance of innovative HR practices will be examined in this research. It claims, through theoretical analysis and empirical evidence, that trust plays a role of psychological resource by mediating the effects of job insecurity on employees’ optimism of the organization’s motives. The results highlight the significance of ensure effective communication, supervisory support, and models of establishing and maintaining trust in the issue of managing dynamics of workplace innovation. The information outlined above forms the basis of recommendations for organizations seeking to implement change within human resource while ensuring that workforce remains stable and committed.