El Principio de No Discriminación Laboral. -

As shown in table 3.2, integrity was viewed by Jordanian employees through the following 9 antecedents of trust, two of which, sincerity and secret keeping, were again also grouped under ‘Benevolence’. In addition, ‘probity in work’ was also classified under the ‘Ability’ category. The remaining six antecedents representing indigenous manifestations of integrity within a Jordanian context were: upright behaviour, honesty,

141 acting justly, religious commitment, morality and responsibility. The definitions for these six antecedents are presented in table 3.6.

Table 3.6: Definitions for six of the manifestations of Integrity within a Jordanian context

# Antecedent Definition 1 Upright

behaviour

The trustee exhibiting honourable behaviour and refraining from deviant behaviour even when opportunity for that behaviour is present.

2 Honesty The trustee being honest with the trustor.

3 Acting Justly The trustee being just in dealings with others at work. 4 Religious

commitment

The trustee being committed in performing and carrying out his/her religious obligations.

5 Morality The trustee adherence to sound ethical values.

6 Responsibility The trustee assuming the responsibility for his/her opinions and actions at work.

These quotes illustrate some of the antecedents under this category:

“First, he is religiously committed, he is a nice person, he maintains his prayers.

Secondly, his ethics are high, and I love to deal with any person who has high morals. I mean, to be frank, ethics are important to me” (Jordanian interviewee 7)

“Honesty, meaning, when he talks to me and with others, he talks honestly” … “a second thing, he defends his opinion, and takes responsibility for the opinion that he is

holding” (Jordanian interviewee 12) 3.2.2.6 How Jordanian Employees View Lack of Integrity

Similarly, as shown in table 3.3, 9 distrust antecedents represented Jordanian employees’ view of the ‘Lack of Integrity’ category. Four of these antecedents (i.e.

credit thief, betrayal of trust, antisocial behaviours and hypocrisy) were also grouped under the ‘Lack of Benevolence’ category. The remaining five antecedents included: 1) Incompatibility, which refers to the distrusted being difficult to deal with and not knowing how to deal in a civilized way with others; 2) Promise breaking, which refers to the distrusted not fulfilling his/her promises to the distruster; 3) Disappointing, the distrusted disappoints the distruster in situations where the distruster was expecting the support of the distrusted; 4) Gossiping, which refers to the distrusted talking about the

142 distruster or others behind their backs and reporting what they say to others with little accuracy; and 5) Lying, refers to the distrusted being a layer.

Some of these antecedents are illustrated in the following quotes:

“Furthermore, I noticed that dealing with him is very difficult, meaning, you would say something and this person will not try to understand the meaning of what you are

saying and will only take the negative meaning, so this is something difficult.

Personally, I am not from that type (I am not trying to praise myself), but for example, (Pause), of course I noticed this thing not only with me, for example, I travelled with him, so I noticed that he goes into a quarrel with any person easily, so I felt that this person has a problem with dealing with others, not just me.” (Jordanian interviewee 8)

“Gossiping, does not keep a secret, all he wants from you is a benefit, so he is a person who follows his interests only.” (Jordanian interviewee 15)

“He is not honest in what he says, he is a person with two faces, he would say to me he did something and behind my back he would have done something else. Moreover, if you confront him with what he said about you, he will accuse the source that told me what he said of lying, he always blames other people….” (Jordanian interviewee 20) 3.2.2.7 How Jordanian Employees View Predictability

As seen in table 3.2, Jordanian employees viewed the predictability category through 3 trust antecedents; ‘Keeping of secrets’ (grouped also under the categories ‘Benevolence’

and ‘Integrity’); ‘Religious commitment’ (was branded also under ‘Integrity’); and

‘Dependability’ (was also categorised under ‘Ability’).

The following quotes illustrate some of these antecedents:

“yes, I have a co-worker, one day I lost something important of mine (personal), so I was compelled to resort to him because he is close to me at work, so I asked him to do

‘something’ (like someone would ask his/her sibling to do something for him) and to keep it between us (Keep it a secret), so Immediately he did not hesitate and he helped

me with it and it still remains a secret between me and him until now.” (Jordanian interviewee 6)

143 3.2.2.8 How Jordanian Employees View Lack of Predictability

The main category ‘Lack of Predictability’ included 4 distrust antecedents (please refer to table 3.3), three of which were all also grouped under other categories; ‘Promise breaking’ (Lack of Integrity); Disappointing (Lack of Integrity); and ‘Betrayal of trust’

(Lack of Benevolence and Lack of Integrity). The following quote illustrates some of the antecedents manifesting ‘Predictability’:

“Yes, an incident happened where he disappointed me with the matters that I was sure he might be with me in, I was expecting that he would be supporting me with a certain

matter, then I get surprised that he disappointed me. So at this point I started to be careful from him, (I did not make him my enemy), but I started to be careful from him”

(Jordanian interviewee 10)

Moreover, the remaining antecedent in this category was ‘Moodiness’, which refers to the distrusted displaying mood swings at the workplace. The following quote illustrates this antecedent:

“He is also an individual with a fluctuating mood, he might at one moment be your friend and laugh with you and so and so, and suddenly you feel he fluctuated and

changed” (Jordanian interviewee 16)