Employee Distrust is Pervasive in U.S. Workforce

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TO BUSINESS, HEALTH, AND NATIONAL EDITORS:

Employee Distrust is Pervasive in U.S. Workforce

WASHINGTON, April 23, 2014 /PRNewswire-USNewswire/ -- Despite the

rebound in the U.S. economy and an improving job market, nearly one in

four workers say they don't trust their employer and only about half

believe their employer is open and upfront with them, according to the

American Psychological Association's 2014 Work and Well-Being Survey

released today.

While almost two-thirds (64 percent) of employed adults feel their

organization treats them fairly, one in three reported that their

employer is not always honest and truthful with them. "This lack of

trust should serve as a wake-up call for employers," says David W.

Ballard, PsyD, MBA, head of APA's Center for Organizational

Excellence. "Trust plays an important role in the workplace and

affects employees' well-being and job performance."

"The layoffs, benefit cuts and job insecurity that accompanied the

recession put a strain on the employee-employer relationship and

people aren't quick to forget," added Ballard. Workers reported having

more trust in their company when the organization recognizes employees

for their contributions, provides opportunities for involvement and

communicates effectively.

Although a majority of workers reported being satisfied with their job

overall, less than half said that they are satisfied with the growth

and development opportunities (49 percent) and employee recognition

practices (47 percent) where they work. More than a quarter (27

percent) of U.S. workers said they intend to seek new employment in

the next year.

The gender pay gap may also be at play, with employed women being less

likely than employed men to report that they receive adequate monetary

compensation (42 percent of women vs. 54 percent of men). The survey

was conducted online among 1,562 U.S. workers from January 28 to

February 4, 2014 on behalf of APA by Harris Poll.

The survey also found that workers who feel valued by their employer

are more likely to be engaged in their work. Employees who feel valued

were significantly more likely to report having high levels of energy,

being strongly involved in their work and feeling happily engrossed in

what they do. Additionally, those who felt valued by their employer

were more likely to report being satisfied with their job (92 percent

of those who felt valued vs. 29 percent of those who do not) and to

say they are motivated to do their best (91 percent vs. 37 percent)

and to recommend their employer to others (85 percent vs. 15 percent).

Employees who felt valued were also less likely to say they feel

stressed out during the work day (25 percent vs. 56 percent of those

who do not feel valued) and more likely to report being in good

psychological health (89 percent vs. 69 percent of those who do not

feel valued).

While more than six in 10 employed adults (61 percent) say they have

the resources to manage the work stress they experience, almost

one-third (31 percent) report typically feeling tense or stressed out

during the workday. The most commonly cited sources of work stress

were low salaries (51 percent say that it is a significant source of

stress) and lack of opportunity for growth and advancement (44

percent). Unclear job expectations, job insecurity and long hours were

also among the top five most frequently cited sources of work stress.

"The emphasis in recent years on employee wellness is a step in the

right direction, but the psychological factors are often overlooked,"

says Ballard. "It's clear that an organizational culture that promotes

and supports openness, honesty, transparency and trust is key to a

healthy, high-performing workplace."

APA's Center for Organizational Excellence APA's Center for

Organizational Excellence works to enhance the functioning of

individuals, groups, organizations and communities through the

application of psychology to a broad range of workplace issues. The

center houses the Psychologically Healthy Workplace Program, a public

education initiative designed to engage the employer community, raise

public awareness about the value psychology brings to the workplace

and promote programs and policies that enhance employee well-being and

organizational performance.

The Center also offers the following resources for employers:

-- Good Company newsletter and blog, featuring tips, tools and other

resources to help employers create a healthy, high-performing work

environment

-- A searchable database of professional, academic and popular press

literature related to employee well-being and organizational

performance

-- Case examples and best practices from award-winning organizations

-- Webcasts and online courses for human resource professionals,

benefits managers, health and wellness professionals, organizational

consultants and business leaders

-- A calendar of events with information about conferences from a

variety of disciplines, including psychology, human resources, health

promotion and employee benefits

Connect with APA's Center for Organizational Excellence on Twitter,

Facebook and LinkedIn.

About the Survey The workplace survey was conducted online within the

United States by Harris Poll on behalf of the American Psychological

Association between January 28 and February 4, 2014 among 1,562 adults

aged 18+ who reside in the U.S and are either employed full-time,

part-time or self-employed. A full methodology is available online

here.

The American Psychological Association, in Washington, D.C., is the

largest scientific and professional organization representing

psychology in the United States. APA's membership includes nearly

130,000 researchers, educators, clinicians, consultants and students.

Through its divisions in 54 subfields of psychology and affiliations

with 60 state, territorial and Canadian provincial associations, APA

works to advance the creation, communication and application of

psychological knowledge to benefit society and improve people's lives.

SOURCE American Psychological Association

-0- 04/23/2014

/CONTACT: Sophie Bethune (202) 336-6134 sbethune@apa.org, Angel Brownawell (202) 336-5955 abrownawell@apa.org

/Web Site: http://www.APAhelpcenter.org

CO: American Psychological Association

ST: District of Columbia

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