“…Some evidence exists to suggest that trust in management may be associated with positive organizational outcomes, including satisfaction with participation in decision making (Driscoll, 1978), job satisfaction (Cook and Wall, 1980;Driscoll, 1978;Hollon and Gemmill, 1977;Scott, D., 1980), organizational commitment (Cook and Wall, 1980), receptiveness to organizational change initiatives (Condrey, 1995;Hollman, 1976;Scott, D., 1980) and satisfaction with autonomous work group membership (Ward, 1997). An employee's reaction to breaches of the psychological contract (Robinson, 1996) and their intention voluntarily to leave the organization (Costigan et al, 1998) have also been found to be related to trust in management.…”