Meta-Analysis of Organizational Trust Studies Conducted in Educational Organizations between the Years 2008-2018

Huseyin Akar

doi:10.12973/ijem.4.4.287

Abstract

<p style="text-align:justify">This research aims to combine the results of the studies conducted in educational organizations between the years 2008-2018 that investigated correlation between organizational trust, and organizational support, organizational citizenship, organizational justice, organizational commitment, mobbing, organizational silence, job satisfaction, organizational cynicism and ethical leadership and obtain an overall result. Within this scope, meta-analytic method was used in the study. A literature review was performed by using the concepts "trust" and "organizational trust". A total of 43 independent studies were incorporated into the research by considering the selection criteria determined by the researcher. The total sample size (teacher, academician and school administrator) is 22859. The studies included in the research were analyzed according to random effects model (REM). According to the results of the analysis, there is a high positive correlation between organizational trust, organizational justice [r = .70] and ethical leadership [r = .82]; a moderate positive correlation between organizational trust and organizational commitment [r = .51], organizational support [r = .57], organizational citizenship [r = .43] and job satisfaction [r = .61]. In addition, there was a moderate negative correlation between organizational trust, organizational cynicism [r = -.62] and organizational silence [r = -.30]; and also a low negative correlation between organizational trust and mobbing [r = -.24]. Based on these findings, the high level of organizational justice, organizational support and ethical leadership perceptions of the education stakeholders increase level of organizational trust; whereas the high level of organizational trust increases their job satisfaction, organizational citizenship behaviors and organizational commitment, and reduces organizational cynicism and organizational silence perceptions. In addition, employees' exposure to mobbing causes a decrease in organizational trust levels.</p>

Highlights

Trust is an important concept that determines the continuity, strength and intensity of the relations between individuals and organizations (Yildirim, 2010), which is defined as the individual's belief that the other party is fair, ethical, and will behave predictably (Polat, 2009)
This research aims to combine the results of the studies conducted in educational organizations between the years 20082018 that investigated correlation between organizational trust, and organizational support, organizational citizenship, organizational justice, organizational commitment, mobbing, organizational silence, job satisfaction, organizational cynicism and ethical leadership and obtain an overall result
This research aims to combine the results of the studies conducted in educational organizations in the last 10 years that examined the relationship between organizational trust, and organizational justice, organizational commitment, organizational support, organizational citizenship, mobbing, organizational silence, job satisfaction, organizational cynicism and ethical leadership and obtain an overall result

Summary

Introduction

Trust is an important concept that determines the continuity, strength and intensity of the relations between individuals and organizations (Yildirim, 2010), which is defined as the individual's belief that the other party is fair, ethical, and will behave predictably (Polat, 2009). In this respect, it can be stated that the successful conduct of interpersonal relations depends largely on the feeling of trust. In organizations dominated by trust, there is an open and participatory environment and responsibilities are adopted by employees. The level of productivity and commitment to the organization is high, the culture of reconciliation is dominant and the tendency to teamwork, the job satisfaction of the employees and the level of participation in the decisions increase (Teyfur, Beytekin & Yalcinkaya, 2013)

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Methods

Conclusion