Innovation is a crucial driver of competitive advantage and long-term success, particularly in the dynamic Information Systems and Computer Science Service industry. This study investigates the relationships between organizational learning constructs (organizational memory, knowledge acquisition, knowledge interpretation, and knowledge distribution), organizational trust, and innovation performance within Information Systems and Computer Science Service Firms in Jordan. Recognizing the potential mediating role of organizational trust, the study aims to provide insights into the mechanisms that enable effective translation of organizational learning into innovation outcomes. The study employs a quantitative research design using a cross-sectional survey approach. In this study, the data was gathered from 468 participants from Information Systems and Computer Science Service companies in Jordan, consisting of both senior managers and department heads, and the people involved in organizational learning and innovation processes. The analysis shows that organizational memory, knowledge collection and knowledge interpretation have direct impacts on innovations’ performance, but knowledge distribution does not contribute to this performance. Primarily, organizational trust works as the mediating factor that allows the innovation constructs of organizational learning to improve throughput sizes. The evidence also shows that competent learning is a prerequisite for organizational trust.

The objective of this paper is to assess the impact of corporate social responsibility (CSR) on organizational commitment (OC) through organizational trust and organizational identification in Vietnamese pharmaceutical enterprises. The survey results are based on 289 Vietnamese pharmaceutical enterprises, and the results show that CSR activities and policies had a positive impact on organization trust in the organization and positively impact on organizational identification and organizational commitment. Next, the study also conducts a mediate role of organizational trust and organizational identification. The testing results show that organizational trust and organizational identification had a comprehensive mediate role on the relationship between CSR and OC in Vietnamese pharmaceutical enterprises.

Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of the organizational-related factors that have been considered by previous research include perceived organizational justice, job satisfaction, perceived psychological contract breach, and perceived organizational support, among others. Despite these empirical studies, literatures indicate that less attention has been paid to the influence of perceived organisational politics, organizational trust, and perceived human resource practices management (HRM) practices on employee turnover. Hence, the present study fills in the gap by examining the relationship between perceived organisational politics, organizational trust, perceived human resource management practices and employee turnover among Registered Nurses in Nigerian public hospitals using multiple regression analysis technique. One hundred and seventy five Registered Nurses participated in the study. Result indicated that perceived organisational politics was significantly and positively related to turnover intentions. The result also showed that both organizational trust and perceived human resource practices were significantly and negatively related to turnover intentions. Theoretical and practical implications of the results are discussed.