Abstract
Organisational trust affects employees’ performance and, as a result, the overall success of the business. Although there is evidence of research in collective bargaining within the South African labour relations context, there is a gap in the existing body of knowledge concerning the effect of organisational trust on collective bargaining. Research evidence indicates that lack of trust caused by conflicting views, interests, and expectations between employers and employees results in the breakdown of collective bargaining and negotiation processes. Hence, this research explored the impact of organisational trust on collective bargaining at a mining company in South Africa.
The present study found that organisational trust is an important tool for effective communication, and it facilitates teamwork among employees and between employees and managers. Collective bargaining is a mechanism that promotes mutual understanding between employer and employee while addressing grievances. The existence of organisational trust is important to organisations’ performance and competitive advantage. Successful collective bargaining outcomes depend on organisational trust.
A qualitative exploratory research design was adopted based on interpretivism research philosophy. Data were collected through semi-structured interviews using open-ended questions. Thematic analysis was used to analyse the data.
The study advances the employee relations and stakeholder theory by understanding how organisational trust affects collective bargaining, specifically at a mining company in South Africa.
Key words: collective bargaining, organisational trust, negotiations, trade union representatives, management.