This research paper sort to measure the effect that employees’ perception of managerial trust would have on their job attitudes. The job attitudes mentioned in this paper are namely: Job involvement, affective organizational commitment, and job satisfaction. Harmony, reliability and concern were used as sub-independent variables. A quantitative design was used in this research. 130 questionnaires were distributed to the different banks and insurances in St. Lucia out of which 110 were returned creating a return rate of 84.62%. 10 questionnaires were incomplete hence a sample of 100 participants was used in this research. The results based on Multiple Regression analysis indicates that perceived managerial trust in subordinates have a significant positive effect on employees’ job involvement, affective organizational commitment, and job satisfaction. One of the surprises found in this study is that reliability as a dimension in managerial trust had no significant relationship with any of the job attitudes even though it is one of the most agreed upon dimensions found in trust measurements. This study has contributed to organizational behavior research since most research has focused on employees trust in their leaders than on managerial trust in their subordinates.

This research paper sort to measure the effect that employees’ perception of managerial trust would have on their job attitudes. The job attitudes mentioned in this paper are namely: Job involvement, affective organizational commitment, and job satisfaction. Harmony, reliability and concern were used as sub-independent variables. A quantitative design was used in this research. 130 questionnaires were distributed to the different banks and insurances in St. Lucia out of which 110 were returned creating a return rate of 84.62%. 10 questionnaires were incomplete hence a sample of 100 participants was used in this research. The results based on Multiple Regression analysis indicates that perceived managerial trust in subordinates have a significant positive effect on employees’ job involvement, affective organizational commitment, and job satisfaction. One of the surprises found in this study is that reliability as a dimension in managerial trust had no significant relationship with any of the job attitudes even though it is one of the most agreed upon dimensions found in trust measurements. This study has contributed to organizational behavior research since most research has focused on employees trust in their leaders than on managerial trust in their subordinates.

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