In organizational trust can be significantly influenced by changes in working conditions, the increasing need for fairness and integrity in the working place, problematic relations and partnerships, replacement of traditional activities, processes, and control mechanisms, as well as changes in the process of decision making. Consequently, these occurrences call for the need to establish an organizational culture that is not necessarily based on power and control, but rather on trust. Through organizational trust, a strong and transparent communication is established in organizations, reducing work-related process costs, and helping increase overall efficiency (Varol and Tarcan, 2001).HPAE members in the Bayenne Medical Center have experienced several issues concerning their hospital’s bankruptcy and its new owners. For instance, the employment of 35 staff members was terminated, attributing the layoff to their performance; however, the hospital had never been able to support this occurrence through documents or legal claims (HPAE, 2010). Furthermore, although the terminated employees were provided with unemployment benefits, the BMC along with the Department of Labor and Workforce Development forced several of these members, who were to return to their position, to repay the unemployment benefits, thereby withholding such benefits. This example of injustice within the workplace has led hospital staff members to become extremely concerned about its effects on their professional development and the quality of health care that they can provide to patients. Therefore, the current study aims to propose ways with which trust in the organization can be brought back through favorable practices, achieving a sense of unity and balance among all hospital employees.The healthcare industry is a vital sector of any country and it is necessary to identify the factors which influence the relationships across and within hospitals and other healthcare organizations to enhance health system performance.
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