Abstract
The purpose of the actual research is to determine the factors which create organizational distrust in regular high school managers. Semi-structured interview method, which is one of the qualitative research methods, was used in the present study. Managers of 3 regular high schools which are located in the city center of Kırıkkale were interviewed. The factors which create organizational distrust in regular high school managers were grouped under 4 categories after the content analysis. These categories are as follows: Employees' behaviors which cause distrust in managers, legislation and practices of the Ministry of National Education, characteristics and features of the school and other managers' behaviors which cause distrust in high school managers. High school managers stated that the abuse of the right to receive health certificate which is provided by the law No. 657, political and other kinds of pressures that employees put on the managers, low amount of subsidies sent to regular high schools, populist explanations of the Ministry for the public, not being authorized (for managers) to choose assistant managers, the legislation which does not give authorization to local governors and the impact of politicians on school managers created a distrust in them. This research revealed that the factors which cause distrust in high school managers resulted mostly from the structure of public institutions and cultural structure.
Highlights
The purpose of the actual research is to determine the factors which create organizational distrust in regular high school managers
Managers of 3 regular high schools which are located in the city center of Kırıkkale were interviewed
The factors which create organizational distrust in regular high school managers were grouped under 4 categories after the content analysis
Summary
Yönetim, psikoloji, sosyoloji, siyaset bilimi, sibernetik, ekonomi, antropoloji gibi çeşitli bilim dallarının ortak çalışma konularından birini oluşturmaktadır (Şişman, 2007). Örgütsel güven bir işverenin içindeki güven ve destek hissi olup işverenin açık sözlü olacağı ve taahhütlerini yerine getireceği inancını ifade etmektedir (Taşkın ve Dilek, 2010). Işbirlikçi davranış geliştirme, performans değerleme, amaç oluşturma, liderlik, takım ruhu gibi örgütsel faaliyetler ve süreçlerde önemli rol oynamaktadır (Shocley-Zalabak, Ellis, ve Winogard, 2000). Güvenin kaybı sadece ahlak ve üretkenlik için değil örgütsel performans ve canlılık içinde yıkıcı olabilir (Phillips, 2004). Insan ilişkilerinde özellikle de yöneticiler ile iş görenler arasındaki ilişkide yapıştırıcı madde olarak görülmektedir (Yılmaz, 2004). Çalışanlar için, iş arkadaşları tarafından kabul görmek, övülmek ve bir kuruma ait olmak duygusu da önemlidir. Bu duygular sonuç olarak güveni doğurur (Yılmaz ve Sünbül, 2009)
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