Trust continues to be a leading concept in organizational
commitment. Milligan (2003) conducted a survey looking at trust in
the Air Force among junior officers. This study was conducted as a
follow-up study to determine whether trust continues to be an issue
in the Air Force. The purpose of this study is to measure the
comparative strengths and weaknesses, as well as the significance,
of leadership's ability to gain trust from its subordinates in
order to reduce the numbers of officers leaving after their
commitment. This research measures organizational commitment and
trust in a random sample of 372 Air Force captains. All
participants completed the following surveys: The Management
Behavior Climate Assessment, Organizational Commitment Scales,
Intent to Leave Scale, and a demographics survey. Findings of the
research concluded with the following points, as trust is a growing
factor in leadership and junior officers leaving the Air Force,
there is a relationship between trust and commitment. There is also
a strong relationship between commitment and intent of junior
officers leaving the Air Force. Finally, trust was the primary
variable in this study and it was found that with an increase of
trust in leadership, there is a decrease of junior officers leaving
the Air Force.
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