Level Of Organizational Trust Research Articles

The relationship between school principals’ social-emotional education leadership and teachers’ organizational trust and job performance

ABSTRACT In this study, the relationships between school principals’ social-emotional education leadership, and teachers’ organizational trust and job performance are examined according to the teachers’ perceptions. For this purpose the study was designed in correlational survey model. The sampling group was 215 teachers working in 14 different secondary schools. Social-Emotional Education Leadership Scale, Organizational Trust Scale and Job Performance Scale were used as data collection tools. The relationship between variables was determined by using correlation analysis and structural equation model. The findings revealed a positive and high-level relationship between school principals’ social-emotional education leadership and teachers’ organizational trust. School principals’ social-emotional education leadership behaviors positively affect both organizational trust and job performance of teachers. The findings also revealed a statistically significant relationship between teachers’ organizational trust level and job performance. However, organizational trust does not have a mediating role in relationship between school principals’ social-emotional education leadership and teachers’ job performance. Based on the findings, it can be suggested that school principals’ should foster high-level social-emotional education leadership behaviors to effect positively teachers’ organizational trust and job performance.

Sustainable HRM as a Pathway to Sustainability—HRMS Relevance on Affective Commitment through Organizational Trust

Human resource management system (HRMS) is an organizational instrument that sends organizational messages to employees. If we consider that HRMS can be an indicator of organization’s involvement towards employees’ it is relevant to understand its impact in employees’ organizational commitment and study indicators that can help unravel the black box between HRMS and positive results, associating an emerging approach, sustainable HRMS that relates HRMS with sustainability, having as common features the association with positive results for employees. Recent literature has tested organizational trust (OT) as a relevant indicator in the understanding of this process. There have been studies that have debated and tested OT in managers as a mediator or moderator of HRMS on affective commitment (AOC) and support for both have been found. In this study, we attempt to contribute to the development of the field, by considering the terminological, conceptual and statistical distinction between moderator and mediator, testing two alternative models that may elucidate the relationship between these variables. 1328 valid responses with employees and managers from 21 Portuguese organizations were collected. A factor analysis, a cluster analysis, moderation tests using hierarchical linear regression, pos hoc tests and mediation tests with sequential regressions were performed. HRMS dimensions are mediated (partially or totally) by OT in manager towards AOC. HRMS dimensions (HR relationship with employees, comprehensibility, utility, visibility and distributive justice) influences OT in manager, which, in turn, influences AOC. Regarding moderation, the interaction between distributive justice and OT, pos-hoc tests showed that when distributive justice increases and levels of OT in manager is high, OAC increases rapidly. It seems that the importance of the distributive justice of HRMS only becomes relevant on OAC, if OT in manager is present. This empirical test of the HRMS model also suggests its reframing in two meta-dimensions: A. the agents of HR system, the HR relationship with employees based on their competence, consistent behavior, ability to solve problems and listening to people; and B. the effects of the system itself, possibly Visibility is the most relevant attribute. We suggest that these interactions between HR agents and employees are relevant and may lead to generalizations about the HRMS.

واقع ممارسة مدیری المدارس الحکومیة فی محافظة الزرقاء للقیادة التحویلیة وعلاقتها بمستوى الثقة التنظیمیة لدى المعلمین

المستخلص: هدفت الدراسة للکشف عن واقع ممارسة مديري المدارس الحکومية في محافظة الزرقاء للقيادة التحويلية وعلاقتها بمستوى الثقة التنظيمية لدى المعلمين. وتم اختيار عينة طبقية عشوائية من (415) معلما ومعلمة. وتم استخدام استبانتين لجمع البيانات، بعد التأکد من صدقهما وثباتهما؛ الأولى لقياس واقع ممارسة القيادة التحويلية، والثانية لقياس مستوى الثقة التنظيمية. أظهرت النتائج أن الدرجة الکلية لممارسة القيادة التحويلية من وجهة نظر المعلمين عالية، ولا توجد فروق ذات دلالة إحصائية في واقع ممارسة القيادة التحويلية تعزى إلى متغيرات الجنس، والخبرة، والمؤهل العلمي. توجد فروق ذات دلالة تعزى لمتغير المرحلة المدرسية لصالح المدارس الأساسية. المستوى الکلي للثقة التنظيمية لدى المعلمين متوسطا، ولا توجد فروق ذات دلالة إحصائية في مستوى الثقة التنظيمية لدى المعلمين تعزى إلى متغيرات الجنس، والخبرة، والمؤهل العلمي، وتوجد فروق تعزى إلى متغير المرحلة المدرسية لصالح المدارس الأساسية. وتبين وجود علاقة قوية ودالة إحصائيا بين واقع ممارسة القيادة التحويلية لدى مديري المدارس الحکومية في محافظة الزرقاء ومستوى الثقة التنظيمية لدى المعلمين. وفي ضوء نتائج الدراسة، أوصى الباحثان باتخاذ إجراءات لتعزيز القيادة التحويلية والثقة التنظيمية، مثل عقد دورات وورش تدريبية للمديرين حول القيادة التحويلية والثقة التنظيمية، بالإضافة إلى إجراء دراسات مشابهة للدراسة وتطبيقها على مجتمعات أخرى غير مجتمع الدراسة الحالية. Abstract This study aimed to investigate the degree of practice transformational leadership of public school principals in Zarqa Governorate and its relation to the level of teachers' organizational trust from the teachers their point of view. A stratified random sample(415)teachers selected from public schools at Education directorate of Zarqa first. Two questionnaires developed; the first to measure the degree of the practice transformational leadership, and the second related to the level of teachers' organizational trust. The findings revealed that: The degree of practice of transformational leadership of public school principals was high. No significant differences in the degree of practice transformational leadership of public school principals attributed to teachers' gender, experience and academic qualification, but there were differences attributed to the school stage in favor of basic schools. The overall level of teachers' organizational trust in public schools was medium. No significant differences in the level of teachers' organizational trust attributed to gender, experience and academic qualification. But there are differences due to the school stage in favor of basic schools. There is a strong relationship statistically significant difference between the degree of practice of transformational leadership and the level of teachers' organizational trust. In view of results of the study, the researcher recommended to take action to promote transformational leadership and organizational trust.

دور الثقة التنظیمیة فى مواجهة بعض مشکلات إدارة المعاهد الأزهریة بمحافظة الدقهلیة

الملخص باللغة العربية: يهدف البحث الحالي إلى التعرف على الإطار المفهومى للثقة التنظيمية بالمعاهد الأزهرية بمحافظة الدقهلية، ودراسة أبعادها المختلفة (الثقة فى الزملاء- الثقة فى الرئيس المباشر- الثقة فى الإدارة العليا) وتوضيح دورها فى مواجهة بعض مشکلات إدارة المعاهد الأزهرية بمحافظة الدقهلية، ولتحقيق ذلک اتبع البحث المنهج الوصفى حيث قام الباحث باعداد استبانة مکونة من (68) عبارة موزعة على محورين هما المحور الأول: واقع الثقة التنظيمية بالمعاهد الأزهرية، والمحور الثانى: أهم مشکلات إدارة المعاهد الأزهرية بمحافظة الدقهلية، وبعد التحقق من صدق الأداة وثباتها تم تطبيقها على أفراد عينة الدراسة والبالغ عددهم (800) مبحوث من القيادات التربوية والمعلمين بالمعاهد الأزهرية بمحافظة الدقهلية ثم تم تحليل البيانات باستخدام برنامج الحزم الإحصائية للعلوم الاجتماعية (SPSS). وتوصل البحث إلى مجموعة من النتائج منها: ارتفاع مستوى الثقة التنظيمية فى بعدها الأول الثقة بين الزملاء حيث جاءت استجابات أفراد عينة الدراسة لصالح البديل تتحقق بدرجة کبيرة، وجاء مستوى الثقة التنظيمية فى البعدين الأخرين (الثقة فى الرئيس المباشر والثقة فى الإدارة العليا) بدرجة متوسطة حيث جاءت استجابات أفراد عينة الدراسة لصالح البديل تتحقق بدرجة متوسطة، وجاءت مشکلة کثرة الأعباء الإدارية لشيخ المعهد کأهم مشکلات الهيکل الإدارى فى حين جاءت مشکلة زيادة أنصبة المعلمين والعمل فى أکثر من معهد کأهم مشکلات المعلمين، وجاءت مشکلة غياب الحوافز وعدم المشارکة فى الأنشطة الطلابية کأهم مشکلات المتعلمين فى حين جاءت مشکلة عدم متابعة أولياء الأمور لأبناهم کأهم مشکلات أولياء الأمور ثم جات مشکلة نقص التمويل کأهم مشکلات استخدام وسائل التکنولوجيا الحديثة فى التعلم. وفى ضوء هذه النتائج تم وضع تصور مقترح يسهم فى التغلب على هذه المشکلات من خلال رفع مستوى الثقة التنظيمية بأبعادها المختلفة فى المعاهد الأزهرية بمحافظة الدقهلية. الملخص باللغة الإنجليزية: The present search aims to identify the conceptual framework for organizational trust in Al-Azhar institutes in the Dakahlia Governorate, and to study its various dimensions (trust in colleagues - trust in the direct manager - trust in senior management) and to clarify its role in facing some of the problems of managing Al-Azhar institutes in Dakahlia Governorate, to achieve this, the study followed the descriptive approach, whereby the researcher prepared a questionnaire consisting of (68) statements distributed on two axes: the first axis: the reality of organizational trust in Al-Azhar institutes, and the second axis: the most important problems of managing Al-Azhar institutes in Dakahlia Governorate, and after verifying the validity and reliability of the tool, it was applied to The study sample, numbering (800) respondents from educational leaders and teachers in Al-Azhar institutes in Dakahlia Governorate, and then the data were analyzed using the Statistical Package for Social Sciences (SPSS) program. The search reached a set of results, including: the high level of organizational trust in the first dimension, trust among colleagues, where the responses of the study sample individuals in favor of the alternative were largely achieved, and the level of organizational trust in the other two dimensions (trust in the direct manager and confidence in senior management) was of a moderate degree. The responses of the study sample individuals in favor of the alternative were achieved in a moderate degree. The problem of excessive administrative burdens for the Sheikh of the institute came as the most important problems of the administrative structure, while the problem of increasing the shares of teachers and working in more than one institute came as the most important problems of teachers. Parents then came to the problem of lack of funding as the most important problem of using modern technology in learning. In light of these results, a proposed scenario was developed that would contribute to overcoming these problems by raising the level of organizational confidence in its various dimensions in Al-Azhar institutes in Dakahlia Governorate

Pengaruh Iklim Organisasi Terhadap Tingkat Kepercayaan Organsasi Di Universitas Swasta X Di Gresik

Background – The dynamics of the organization have an impact on positive and negative experiences for individuals which causes a decrease in trust among members of the organization. This efforts to foster trust in organizations need to be done through creating a participatory organizational climate. Purpose – Research to prove the influence of organizational climate on the Level of Organizational Trust in Private University X in Gresik. Design/ Methodology/ Approach – Type of quantitative research with a correlational level of analysis. The dependent variable is the Level of Organizational Confidence (Y), while the independent variable is the organizational climate. The study population was structural officials with saturated sampling techniques totaling 64 people. The data collection technique of the two variables is using a Likert scale with five answer choices. The instrument validity uses logical validity while the reliability coefficient is calculated by the Cronbach Alpha formula. The reliability coefficient of the Organizational Trust Scale is 0.937 while the Organizational Climate Scale is 0.912. Result and Discussion – Data analysis used simple regression statistical techniques with a significance level of 5%. Statistical test results with SPSS 14.00 resulted in a value of r = 0.460 and a value of F = 16,685 with a significance level of p = 0,000 <0.05, which means significant. Conclusion – There is a Significant Effect of Organizational Climate on the Level of Organizational Confidence in Private University X in Gresik. The effective contribution of Organizational Climate to the Level of Organizational Trust is 21.2% while 78.8% is influenced by other variables. Research Implication – Develop a participatory organizational climate to build trust in organizations. Research limitation - This research was only conducted at a University X in Gresik, with structural official respondents so that further research was needed to expand the population.
 

Pengaruh Iklim Organisasi Terhadap Tingkat Kepercayaan Organsasi Di Universitas Swasta X Di Gresik

Background – The dynamics of the organization have an impact on positive and negative experiences for individuals which causes a decrease in trust among members of the organization. This efforts to foster trust in organizations need to be done through creating a participatory organizational climate. Purpose – Research to prove the influence of organizational climate on the Level of Organizational Trust in Private University X in Gresik. Design/ Methodology/ Approach – Type of quantitative research with a correlational level of analysis. The dependent variable is the Level of Organizational Confidence (Y), while the independent variable is the organizational climate. The study population was structural officials with saturated sampling techniques totaling 64 people. The data collection technique of the two variables is using a Likert scale with five answer choices. The instrument validity uses logical validity while the reliability coefficient is calculated by the Cronbach Alpha formula. The reliability coefficient of the Organizational Trust Scale is 0.937 while the Organizational Climate Scale is 0.912. Result and Discussion – Data analysis used simple regression statistical techniques with a significance level of 5%. Statistical test results with SPSS 14.00 resulted in a value of r = 0.460 and a value of F = 16,685 with a significance level of p = 0,000 <0.05, which means significant. Conclusion – There is a Significant Effect of Organizational Climate on the Level of Organizational Confidence in Private University X in Gresik. The effective contribution of Organizational Climate to the Level of Organizational Trust is 21.2% while 78.8% is influenced by other variables. Research Implication – Develop a participatory organizational climate to build trust in organizations. Research limitation - This research was only conducted at a University X in Gresik, with structural official respondents so that further research was needed to expand the population.
 

RELATION AMONG MANAGERS, TEACHERS AND SCHOOLS AT STATE SCHOOLS IN TURKEY: SHARED LEADERSHIP, JOB SATISFACTION, ORGANIZATIONAL TRUST

<p>Within organizations in which leadership is shared with staff, staffs tend to develop positive feelings against both themselves and their organizations. At this study it is aimed at analyzing the level of shared leadership of the schools in terms of the teachers’ perception; measurement of job satisfaction and organizational trust levels of the teachers; and settling the relationship among these variables. Additionally, it has been also tried to determine that whether shared leadership level at primary schools can predict job satisfaction and organizational trust of the teachers. The study is a research designed as relational survey method. Data of the research have been gathered from 476 teachers working at the primary schools during 2019-2020 Academic year in Central Malatya. Data have been gathered through Shared Leadership Scale, Job Satisfaction Scale and Organizational Trust Scale. For the analysis of the data, t-test, ANOVA test, correlation and regression analysis have been made. In compliance with the results of the research, levels of shared leadership, job satisfaction and organizational trust at primary schools are high. Shared leadership at primary school predicts job satisfaction and organizational trust of the teachers in a positive and significant manner.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0669/a.php" alt="Hit counter" /></p>

Organizational Factors Predicting Teachers' Life Satisfaction: Organizational Health and Organizational Trust

The purpose of this study is to analyze the relationships between organizational health, organizational trust and, life satisfaction, besides to determine the predictive value of organizational health and organizational trust on the life satisfaction. The research was carried out according to the relational survey model. The research sample of the study consists of 329 primary and secondary school teachers working in private and public schools in the 2018 -2019 academic year in Darica district of Kocaeli province. The data were obtained with the help of three scales. These are The Organizational Health Inventory, The Organizational Trust Scale and The Life Satisfaction Scale. The data were analyzed by independent t-test, one-way analysis of variance (ANOVA), correlation and regression analyses. The results suggest that there is a positive and medium correlation found between organizational health and organizational trust and life satisfaction of the teachers. In addition, it was concluded that teachers' organizational health and organizational trust levels related to the 32 % of the life satisfaction.

Organizational Trust, Psychological Empowerment, and Organizational Commitment Among Licensed Practical Nurses.

In this study, we examine the influence of organizational trust on organizational commitment among licensed practical nurses (LPNs). Guided by prior research and theory, we also consider whether psychological empowerment mediates the influence of organizational trust on organizational commitment. To accomplish these tasks, we examine data from our survey of all registered LPNs in a Midwestern US state on their levels of organizational trust, psychological empowerment, and organizational commitment. Using path decomposition procedures, we isolate the net effect of organizational trust on organizational commitment into total, direct, and indirect effects. Our findings suggest that organizational trust is positively associated with higher levels of organizational commitment. Furthermore, more than a fifth of this relationship is mediated through one's level of psychological empowerment. These findings provide some insight into antecedents of organizational commitment among LPNs. The results of this investigation are especially timely considering the extant issues associated with staffing levels in facilities employing LPNs in the United States.

The Relationship Between Faculty Members' Perception of Emotional Blackmail and their Organizational Trust in Jordanian Universities

Purpose - this study aimed to determine the faculty members' perception of emotional blackmail (EB) and relationship to organizational trust (OT) in Jordanian Universities.Research Methodology - A quantitative approach used a correlational design with a convenience a random sample of a total of 289 faculty members in public Jordanian universities. EB Scale with three subscales; fear, obligation and guilt, with 25 items, and OT with a total of 12 items used in this study.Findings - the results revealed that participants perceived EB and OT at medium level. No significant differences in EB level according to participants' gender and college. There are significant differences in EB level according to teaching experiences in favour to less five years, 5-10 years, and more than 20 years. There are significant differences in EB level according to academic rank variables in favour to associate and assistant professors. No significant differences in OT level perceived according to participants' gender, college and teaching experience, while there are significant differences in OT level perceived according to participants' academic rank in favour to associate, assistant, and tutor. There is a negative correlation between EB, and OT perceive by faculty members.Practical implications - the researchers recommended that the Jordanian universities should pay attention to the (EB) and (OT) in their universities.Originality/ Value - This study is important for several reasons. EB influences the OT at any given organization, specifically universities. The findings of this study will contribute to the knowledge of EB and OT, revealing strategies that will help leaders establish organizational trust among faculty members.

SAĞLIK ÇALIŞANLARININ ÖRGÜTSEL İKLİM ALGILARI VE ÖRGÜTSEL GÜVEN DÜZEYLERİ ARASINDAKİ İLİŞKİNİN İNCELENMESİ: ARTVİN İLİ ÖRNEĞİ

Çalışmanın amacı sağlık çalışanlarının örgütsel iklim algıları ile örgütsel güven düzeyleri arasındaki ilişkinin incelenmesidir. Çalışmanın veri toplama aracı araştırmaya gönüllü olarak katılan 191 sağlık çalışanına yüz yüze uygulanmış ve araştırmanın verileri elde edilmiştir. Çarpıklık ve basıklık katsayıları dikkate alınarak verilerin normal dağıldıkları belirlenmiş ve verilerin analizinde parametrik istatistiksel yöntemler tercih edilmiştir. Buna göre, iki grup ortalamasının karşılaştırılmasında bağımsız gruplar t testi, üç veya daha fazla sayıda grup ortalamasının karşılaştırılmasında ise tek yönlü varyans analizi (ANOVA) kullanılmıştır. Varyans analizi sonucunda gruplar arası farklılığın tespiti için Tukey çoklu karşılaştırma testi kullanılmıştır. Sağlık çalışanlarının örgütsel iklim algılarının örgütsel güven düzeylerini etkileyip etkilemediği de çok değişkenli regresyon analizi yapılarak incelenmiştir. Elde edilen bulgulara göre, sağlık çalışanlarının örgütsel iklim algılarının alt boyutlarında cinsiyet ve eğitim düzeyi değişkenlerine göre farklılıklar tespit edilmiştir. Çoklu regresyon analizi sonucunda ise sağlık çalışanlarının algıladıkları örgütsel iklim düzeyi alt boyutlarının örgütsel güven alt boyutları üzerinde anlamlı bir etkiye sahip olmadığı belirlenmiştir.

The role of internal environment factors in improving employee performance

The re implementation of internal factors is significant to improve the performance of employees in organizations that play a central role in improving the performance of employees. To achieve that, I have designated the research in Rehabilitation, Education and Community Health in Erbil. The research adopted the questionnaire as the main tool for collecting data and information in the field. A questionnaire was distributed to (35) managers. All questionnaires were retrieved and all were valid for analysis. The research sought to describe the research variables and diagnose them to test the hypotheses related to the relationships and influence between the factors of the internal environment as an independent variable in terms of dimensions (organizational structure, organizational culture, organizational resources and leadership) and the performance of workers as adeliberate variable and dimensions (training Confidence and Response). In order to test the research plan and its hypotheses, several statistical methods were used (frequency distribution, percentages, mean values, standard deviation, Spearman correlation, agreement ratio, and stepwise regression) using SPSS-V.25. According to this premise, some excitations are necessary to limit the problem of research. To what extent can internal environmental factors contribute to improving the performance of the staff of the researched organization? What is the role of the organizational structure in achieving the performance of employees? The results proved that all hypotheses are achieved to varying degrees, and the research reached a set of conclusions, including the existence of a statistically significant relationship and influence between the factors of the internal environment and the role of the performance of the employees. Factors the performance of the staff of the researched organization increased. The research has come up with a number of proposals, which is necessary for the researched organization; the most important is to pay attention to the internal environment factors in order to improve the performance of the employees of the researched organization. In addition, the researched organization to increase the level of organizational trust by increasing cooperation and based on social relations between managers and workers.

Уровень доверия в организации как фактор повышения эффективности внедрения новых технологий менеджмента

Improving the competitiveness of Russian enterprises is impossible without the introduction of advanced production and management technologies. The article attempts to study the practice of introducing new management technologies in a number of domestic enterprises, to establish the level of eff ectiveness of this process and to formulate the main problems that prevent companies to implement this process as effi ciently as possible. One of the important problems of eff ective implementation of these technologies is the low level of organizational trust of the company’s employees to its management. This state of aff airs signifi cantly aff ects the eff ectiveness of both implementation procedures and the practice of using new management technologies in the daily activities of domestic enterprises. The early elimination of contradictions between the company’s management and its employees is the way to solve the problem of increasing the level of organizational trust. The article presents the results of a study of the level of trust in one of the major Russian companies. The use of the method of assessing the level of trust allowed to identify the causes of the difficulties encountered in the organization and to develop ways to increase the level of trust in the organization.

The degree of practice transformational leadership of public school principals in Ma'an and its relation to the level of teachers' organizational trust

This study aimed to investigate the degree of practice transformational leadership of public school principals in Ma'an and its relation to the level of teachers' organizational trust from the teachers from their point of view. The study population consisted of all teachers in public schools in Ma'an directorate first, was selected a stratified random sample of it, consisted of (415) teachers, were used questionnaire, The degree of practice of transformational leadership of public school principals was high, and the order of dimensions ordered by means is as follows: ideal influence, the individual consideration, inspiration, and the stimulation intellectual. There are no statistically significant differences in the degree of practice transformational leadership of public school principals in Ma'an from the point of view of teachers attributed to gender. There is a strong relationship statistically significant difference between the degree of practice of transformational leadership of public school principals and the level of teachers' organizational trust.

Registered Nurses (RNs)’ knowledge sharing and decision‐making: the mediating role of organizational trust

This study study aimed to investigate the effects of explicit and tacit knowledge sharing on clinical decision-making abilities and the mediating role of trust among registered nurses at Korean hospitals. Decision-making abilities comprise a key area of nursing practice and link nurses' perceptions with behaviours. Tacit knowledge is embedded within an individual and cannot be expressed or transmitted to other people in a specific form. Over time, new nurses gradually gain experience and tacit knowledge and become experts. Trust, an organizational characteristic, may serve as a potential mediator in the association between knowledge sharing and decision-making abilities among nurses. However, few studies have investigated the mediatory role of trust in this association. The data were collected from 210 nurses selected via random sampling. The research instrument in the model included Knowledge-Sharing Behavior, Trust, and Clinical Decision-Making in Nursing Scale. Structural equation modelling was used to analyse the collected data. The study findings showed that explicit knowledge sharing directly affects decision-making abilities, whereas tacit knowledge sharing is only associated with decision-making abilities when trust plays a mediating role. A higher level of organizational trust can improve clinical decision-making abilities via tacit knowledge sharing. This study demonstrated that unlike explicit knowledge, which is shared more easily, tacit knowledge sharing does not directly lead to clinical decision-making abilities. A higher level of organizational trust leads to a stronger beneficial effect of tacit knowledge sharing on clinical decision-making abilities. These findings concerning the mediatory role of trust on the association between knowledge sharing and clinical decision-making abilities provide new knowledge that will allow nurses, managers, and researchers to support the clinical decision-making abilities of nurses.

Do the teachers' organizational trust levels predict their academic optimism?

This research was conducted to determine the relationship between teachers' organizational trust levels and academic optimism perception about their schools. The research is in relational screening model. The sample of the study consisted of 299 teachers working in primary, secondary and high schools in Uşak province. In the study, simple random sampling was employed. The data were collected by The Organizational Trust Scale and the Organizational Trust in Colleagues Scale and School Academic Optimism Scale. In the analysis of the data, arithmetic mean, one way variance analysis, Pearson Product Moment Coefficient and multiple regression analysis were used. According to the results of the study; It is observed that teachers who work in primary school and secondary schools have high levels of trust in the organization and teachers who work in high schools have a moderate level of trust in the organization. The level of teachers’ trust in the administrator working in all school levels is moderate. Again teachers’ perceptions about academic optimism of their schools is high in all school levels. In the research, the school academic optimism levels of primary school teachers was found higher than that of high school teachers. A significant relationship between teachers’ trust in the organizational and the level of school academic optimism was found only in secondary schools. While there is a low positive relationship between the teachers’ trust in the administrator and school academic optimism levels in primary school, there is a moderate positive relationship in secondary and high schools. While primary teachers' trust in the administrator does not predict school academic optimism levels; level of trust of secondary and high schools teachers to administrators predicts about school academic optimism levels of their schools.

Örgütsel Adalet ile Örgütsel Güven Algısının İşgören Performansı Üzerine Etkisinin Belirlenmesi

In this research the relationship between employees’ perception of organizational justice and their organizational trust levels’ impact on employee performance was investigated the scope of research is comprised of employees serving in public and private sector in Turkey A sample was taken due to the difficulty in reaching study group. The employees in study group were enrolledfrom Ankara. A simple coincidental sampling formula was utilized while determining the number of samples. In this research the relationship between perception of organizational justice and organizational trust applied to 415 employees serving in public and private sector was analyzed through using data obtained from answers given to survey questions. As a result of research, it was established that there was a significant relationship between employees’ perception of organizational justice and organizational trust levels; and their impact on employee’s performance; however, there were significant relationships between perception oforganizational justice and their organizational trust levels in terms of certain demographic variables.

A Multilevel Model of Teachers' Job Performance: Understanding the Effects of Trait Emotional Intelligence, Job Satisfaction, and Organizational Trust.

Research on the role of trait emotional intelligence (trait EI; Petrides, 2001) relating to teaching performance has emerged as an important topic. The present study proposes a multilevel model of teachers’ trait EI in relation to their job performance, which simultaneously addresses the mediating role of job satisfaction and the influences of school-level factors (i.e., organizational trust and principals’ trait EI). Results from a sample of 881 teachers and 37 principals in Chinese primary schools showed that job satisfaction partially mediated the positive relationship between teachers’ trait EI and their job performance. In addition, the findings demonstrated a cross-level moderated mediating effect, with the indirect effect of teachers’ trait EI on job performance (via job satisfaction) becoming stronger for teachers working in schools with lower levels of organizational trust. The hypothesized role of principals’ trait EI on teachers’ job performance was not supported. The theoretical and practical implications of these findings are discussed.

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

<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>

THE RELATIONSHIP OF PSYCHOLOGICAL CONTRACT BREACH BETWEEN ORGANIZATIONAL TRUST AND ORGANIZATIONAL CYNICISM: A RESEARCH IN HOTELS

This study aims to determine the levels of psychological contract breach perception of hotel business employees along with their organizational trust and organizational cynicism and to detect the pattern of relations among those three concepts. For this purpose, a field research study was conducted on totally 761 employees working in five-star hotel businesses within Antalya province. Research data collected by the survey technique has been transferred to a computer and subjected to analysis via statistical software packages. Frequency analysis is utilized for descriptive statistics while multiple and hierarchical regression analyses along with Sobel test are performed to determine causality relationships. Perceptions of psychological contract breach, organizational trust and cynicism levels for employees are found to be moderate. According to the performed regression analysis results; perception of the psychological contract breach has a negative impact on the organizational trust, while positively affecting the organizational cynicism. It is also determined that the organizational trust has a negative and significant effect on the organizational cynicism. On the other hand, the organizational trust determined to act as a mediator variable for the impact of psychological contract breach on the organizational cynicism.