Organizational Trust as a Driver of Eudaimonic and Digital Well-Being in IT Professionals: A Cross-Cultural Study
Abstract
:1. Introduction
2. Theoretical Background and Hypotheses
Hypotheses
3. Materials and Methods
3.1. Context
3.2. Sample
- -
- Poland: Participants were drawn from the Małopolska region, an area recognized for its thriving IT sector [71]. This region hosts several technology parks, innovation hubs, and multinational IT companies, making it a strategic location for exploring digital well-being among IT professionals. The sample included 52% men and 48% women, representing various age groups—25% were aged 18–29, 46% were aged 30–39, and 29% were aged 40–49. Educational backgrounds varied, with the majority (71%) holding a master’s degree, 19% with a bachelor’s or engineering degree, 9% with secondary education, and 1% with vocational qualifications. Regarding company size, 63% worked in micro and small enterprises (10–49 employees), 35% in large enterprises (over 250 employees), and only 2% in medium-sized enterprises (50–249 employees). An analysis of tenure highlighted the fluid nature of IT careers, with 32% of the participants having worked in their current organization for 1–3 years, while 22% reported 5–10 years of tenure. Employees with less than one year of experience accounted for 14%, reflecting the fast-paced and project-driven nature of IT employment. In terms of total work experience, 58% of the participants had more than 10 years of professional experience, highlighting the sample’s extensive background in the IT industry.
- -
- Italy: The sample showed a somewhat similar gender distribution to the Polish group, though with a slightly higher proportion of male respondents (female 39%, male 61% vs. the Polish sample—female 48%, male 52%). The two samples were more closely aligned in terms of company size (10–49 employees: 41%, 50–249 employees: 9%, >250 employees: 49%). However, differences emerged in age ranges (18–29 years: 44%, 30–39 years: 46%, 40–49 years: 10%), level of education (vocational: 19%, secondary: 7%, bachelor’s/engineering: 43%, master’s: 31%), and total employment tenure (<1 year: 24%, 1–3 years: 34%, 3–10 years: 18%, >10 years: 24%), reflecting Italy’s distinctive labor market features. Italian respondents demonstrated a stronger presence in large enterprises and greater diversity in total work experience. These differences provide important insights into how organizational stability and cultural norms influence well-being and trust dynamics in the Italian IT sector.
3.3. Data Collection and Procedure
3.4. Data Analysis
3.5. Measures
4. Results
4.1. Descriptive Statistics and Preliminary Analysis
4.2. Correlation Analysis
4.3. Hypotheses Testing
5. Discussion
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Participant Information | ||
---|---|---|
Criterion | Poland | Italy |
Sample Size | 116 | 127 |
Gender | ||
Female | 48% | 39% |
Male | 52% | 61% |
Age | ||
18–29 years | 25% | 44% |
30–39 years | 46% | 46% |
40–49 years | 29% | 10% |
Education Level | ||
Vocational | 1% | 19% |
Secondary | 9% | 7% |
Bachelor’s/Engineering | 19% | 43% |
Master’s | 71% | 31% |
Company Size (Number of Employees) | ||
10–49 employees | 63% | 41% |
50–249 employees | 2% | 9% |
>250 employees | 35% | 49% |
Tenure at Current Company | ||
0–1 year | 14% | 38% |
1–3 years | 32% | 32% |
3–5 years | 18% | 6% |
5–10 years | 22% | 13% |
>10 years | 14% | 11% |
Total Work Experience | ||
<1 year | 2% | 24% |
1–3 years | 10% | 34% |
3–10 years | 30% | 18% |
>10 years | 58% | 24% |
Variable | Dimensions of Eudaimonic Well-Being of Employees in Poland | Eudaimonic Well-Being | Organizational Trust | |||
---|---|---|---|---|---|---|
Dimension | Fit and Development | Positive Organization | Contribution to the Organization | Positive Relationships | ||
Minimum | 2.6 | 2 | 2.25 | 1 | 2.73 | 1 |
Median | 4.2 | 4.23 | 4.13 | 4 | 4.17 | 4.2 |
Mean | 4.1 | 4.56 | 4.04 | 3.93 | 4.09 | 4.09 |
Maximum | 5 | 5 | 5 | 5 | 5 | 5 |
Standard Deviation | 0.83 | 1.05 | 0.84 | 0.71 | 0.86 | 0.90 |
Variable | Dimensions of Eudaimonic Well-Being of Employees in Italy | Eudaimonic Well-Being | Organizational Trust | |||
---|---|---|---|---|---|---|
Dimension | Fit and Development | Positive Organization | Contribution to the Organization | Positive Relationships | ||
Minimum | 3.9 | 3.54 | 3.78 | 3.58 | 3.66 | 5 |
Median | 1.95 | 1.95 | 1.96 | 1.94 | 1.95 | 3.02 |
Mean | 1.9 | 1.92 | 1.89 | 1.92 | 1.92 | 3 |
Maximum | 1 | 1 | 1 | 1 | 1.05 | 1.4 |
Standard Deviation | 0.615 | 0.625 | 0.610 | 0.607 | 0.596 | 0.660 |
Variables | Polish Statistics | Italian Statistics |
---|---|---|
Organizational trust | W: 0.894182 | W: 0.98826915 |
p-value: 1.481384 × 10−7 | p-value: 0.34630411 | |
Skewness: −1.420124 | Skewness: 0.08444036 | |
Kurtosis: 3.302555 | Kurtosis: 0.08165096 | |
Eudaimonic employee well-being | W: 0.9715116229 | W: 0.961380279 |
p-value: 0.0142174179 | p-value: 0.001055749 | |
Skewness: −0.5884550775 | Skewness: 0.408653988 | |
Kurtosis: 0.0006447175 | Kurtosis: −0.635517632 |
Fit and Development | Positive Organization | Contribution to the Organization | Positive Interpersonal Relationships | Organizational Trust | Eudaimonic Employee Well-Being | |
---|---|---|---|---|---|---|
Fit and Development | 1.00 | 0.49 | 0.63 | 0.55 | 0.57 | 0.85 |
Positive Organization | 0.49 | 1.00 | 0.35 | 0.30 | 0.50 | 0.70 |
Contribution to the Organization | 0.63 | 0.35 | 1.00 | 0.39 | 0.32 | 0.77 |
Positive Interpersonal Relationships | 0.55 | 0.30 | 0.39 | 1.00 | 0.71 | 0.75 |
Organizational trust | 0.57 | 0.50 | 0.32 | 0.71 | 1.00 | 0.69 |
Eudaimonic employee well-being | 0.85 | 0.70 | 0.77 | 0.75 | 0.69 | 1.00 |
Fit and Development | Positive Organization | Contribution to the Organization | Positive Interpersonal Relationships | Organizational Trust | Eudaimonic Employee Well-Being | |
---|---|---|---|---|---|---|
Fit and Development | 1.00 | 0.93 | 0.90 | 0.93 | 0.56 | 0.97 |
Positive Organization | 0.93 | 1.00 | 0.93 | 0.92 | 0.56 | 0.98 |
Contribution to the Organization | 0.90 | 0.93 | 1.00 | 0.91 | 0.60 | 0.97 |
Positive Interpersonal Relationships | 0.93 | 0.92 | 0.91 | 1.00 | 0.57 | 0.97 |
Organizational Trust | 0.56 | 0.56 | 0.60 | 0.57 | 1.00 | 0.59 |
Eudaimonic Employee Well-Being | 0.97 | 0.98 | 0.97 | 0.97 | 0.59 | 1.00 |
Coefficients | Estimate | Std. Error | t Value | Pr (>|t|) |
---|---|---|---|---|
Poland | ||||
Intercept | 2.11883 | 0.19446 | 10.9 | <2 × 10−16 |
allData$ organizational trust | 0.48215 | 0.04689 | 10.28 | <2 × 10−16 |
Italy | ||||
Intercept | 0.35170 | 0.20083 | 1.751 | 0.0823 |
allData$ organizational trust | 0.52974 | 0.06503 | 8.146 | 3.17 × 10−13 |
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Share and Cite
Pisarska, A.M.; Kryczka, A.; Castellone, D. Organizational Trust as a Driver of Eudaimonic and Digital Well-Being in IT Professionals: A Cross-Cultural Study. Sustainability 2025, 17, 5124. https://doi.org/10.3390/su17115124
Pisarska AM, Kryczka A, Castellone D. Organizational Trust as a Driver of Eudaimonic and Digital Well-Being in IT Professionals: A Cross-Cultural Study. Sustainability. 2025; 17(11):5124. https://doi.org/10.3390/su17115124
Chicago/Turabian StylePisarska, Aneta Maria, Anna Kryczka, and Domenica Castellone. 2025. "Organizational Trust as a Driver of Eudaimonic and Digital Well-Being in IT Professionals: A Cross-Cultural Study" Sustainability 17, no. 11: 5124. https://doi.org/10.3390/su17115124
APA StylePisarska, A. M., Kryczka, A., & Castellone, D. (2025). Organizational Trust as a Driver of Eudaimonic and Digital Well-Being in IT Professionals: A Cross-Cultural Study. Sustainability, 17(11), 5124. https://doi.org/10.3390/su17115124