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Individuals who report high levels of trust in the employer, on the other hand, report overall higher levels of well-being, and this is especially the case for individuals who perceive that there are high-performance HRM practices in place in the organisation. Both slopes are significantly different from zero, which means that the perception of HRM practices makes a difference for individuals who have both trusting and distrusting relationships with the employer. In general, individuals are less likely to have intentions to turnover when they trust the employer. They have the lowest intentions to turnover when they trust their employer and perceive that high-performance HRM practices are in place in their organisation.

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