ABSTRACT
The literature of investigation is carried out in the field of organizational climate, leadership, self-efficacy, interpersonal trust, and job involvement. Organizational identification is important in a virtual setting because it may replace or otherwise compensate for the loss of aspects of traditional organizations that facilitate cooperation, coordination, and the long-term effort of employees. Organizational climate emphasizes the importance of shared perceptions as underpinning the notion of climate. Perceptions of organizational climate, leadership, and group processes were aggregated within hierarchically nested work groups. Time pressure, one of the factors of organizational innovation climate, has an inconsistent effect on employee creativity. Trust in organization partially mediated the relationship between distributive and procedural justice and the work attitudes of job satisfaction, turnover intentions, and organizational commitment but fully mediated the relationship between interactional justice and these work attitudes. Trust is of great interest in organizational research and the social sciences.
