Organizational Trust Perceptions Research Articles

The Value of Employee Trust During Turbulent Times: Exploring Vigilant Leadership Communication and Employee Psychological Well-Being

ABSTRACT Vigilant leadership communication has emerged as an important strategy to help organizations navigate unexpected change or turbulent times, such as recently experienced during the COVID-19 pandemic. Vigilant leadership communication is marked by a leader’s preventative focused communication, encouragement of diverse ideas across the organization, alertness to unexpected setbacks, and vigilance for latent opportunities within an organization. This study builds theoretically upon vigilant leadership communication by further conceptualizing potential impacts on employee outcomes, specifically employee psychological well-being. Additionally, this study highlights the importance of trust by proposing a theoretical model in which vigilant leadership communication’s impact on employee’s psychological well-being is fully mediated by employee perceptions of organizational trust and leader trust. Results suggest that effective vigilant leadership communication cannot be successful in a vacuum and that the trust employees have for both the leader and the organization will mediate the relationship between vigilant leadership communication and employee psychological well-being.

The relationship between inclusive leadership and teachers perceptions of organizational trust: A cross-sectional survey in Türkiye

The relationship between inclusive leadership and teachers perceptions of organizational trust: A cross-sectional survey in Türkiye

THE RELATIONSHIP BETWEEN ORGANIZATIONAL TRUST AND WHISTLEBLOWING TENDENCY: A STUDY ON HEALTH PROFESSIONALS

Mistakes made in the health sector can have life-threatening negative consequences. In order to reduce these errors and to identify their sources, whistleblowing is used as an important tool. In this study, it is aimed to determine the relationships between the organizational trust perceptions of health professionals and their whistleblowing tendencies. Quantitative research method and quantitative research design were used in the research. The universe of the research consisted of all health professionals working in a training and research hospital providing secondary health care services in Istanbul. Convenience sampling method was preferred in the study. The data were collected via the internet survey technique (using google forms infrastructure). The total number of questionnaires that were evaluated and used in the analysis of the data is 400. SPSS and AMOS package programs were used in the analysis of the data. Descriptive analysis, correlation analysis and structural equation modeling were applied in the research. The mean whistleblowing tendency of the health professionals participating in the study was found to be 3.84±0.51. When examined in terms of sub-dimensions; the official whistleblowing tendency dimension had the highest mean (4.29±0.73) and the lowest mean (2.47±0.92) was the confidential whistleblowing tendency dimension. According to the results of confirmatory factor analysis, it has been determined that there is a positive relationship between the organizational trust perceptions of health professionals and their whistleblowing tendencies, and the organizational trust perceptions of health professionals affect their attitudes towards whistleblowing tendencies in a statistically significant and positive way. This study is important in that health professionals can report negative situations and then reduce the negative situations that may happen due to being a whistleblower and create an organizational trust environment that will turn into a corporate culture.

EXAMINATION OF TEACHERS' ORGANIZATIONAL TRUST LEVELS ACCORDING TO VARIOUS VARIABLES

Trust is the most basic need after nutrition in human life. The most basic need in business life, which is a part of human life, is trust. Employees should feel safe in their work life. Teachers who develop a sense of confidence can raise successful students. For this reason, it is important to determine teachers' organizational trust perceptions. In this study, first of all, teachers' organizational trust levels were examined. Then, the differentiation of teachers' organizational trust levels according to gender, graduation status, seniority and school-level variables was examined. The research was designed in the scanning model. The “Organizational Trust Scale” developed by Yılmaz (2006) was used to determine teachers' perceptions of organizational trust. The data were analyzed with descriptive analysis, t_test and ANOVA analysis. According to the findings, teachers trust their schools at a high level. Accordingly, teachers' gender, educational status and seniority do not affect their organizational trust perceptions. The school-level variable affects teachers' perceptions of organizational trust. This result shows that teachers working in primary schools have higher organizational trust perceptions. As a result, policies should be developed to improve the organizational trust perceptions of teachers working in secondary and high schools.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0098/a.php" alt="Hit counter" /></p>

THE EFFECT OF TALENT MANAGEMENT ON NURSES' PERCEPTIONS OF WORK MOTIVATION AND ORGANIZATIONAL TRUST

This study was conducted to determine the Effect of Talent Management on Nurses' Perceptions of Work Motivation and Organizational Trust. In this context, data obtained from all nurses working in ministry of health hospitals and university hospitals in Ankara were evaluated. For the data, the talent management practices scale consisting of 7 sub-dimensions (attraction, selection and placement, commitment, retention, training, rewarding, talent pool), nurse work motivation scale consisting of 25 factors and the organizational trust scale, which consists of 3 sub-dimensions (trust in the institution, trust in colleagues, trust in the manager) was used. As a result of the research, nurses' perceptions of talent management were found to be moderate (x=3,146), their perceptions of work motivation (x=3,839) and organizational trust perceptions (x=3,566) were found to be higher than the average. According to the findings, nurses' perceptions of talent management, work motivation and organizational trust have positive correlation to each other. The perception of talent management of nurses working in the ministry of health was found to be higher than those in the university. It has been concluded that the nurses working at the university trust their institution more than the ministry of health. The effect of talent management on work motivation was found to be higher in university hospitals. On the other hand, it has been concluded that the effect of talent management on organizational trust is higher in ministry of health hospitals.

An investigatory research on organizational trust and its relationship with job satisfaction and psychological contract breach

Trust in the work environment often has been associated with being a positive antecedent to many desirable organizational outcomes. Developing favorable organizational relationships builds trust, which might lead to an increase in job satisfaction and a positive attitude toward honoring psychological contracts. Using a quantitative research design, the present study explored the relationship between organizational trust and the related variables of job satisfaction and psychological contracts. An online survey was administered across various regions of the United States and information from 144 participants was collected. A Pearson’s correlation technique was utilized to analyze the data collected and two significant findings emerged. First, there is a strong positive correlation between organizational trust and psychological contracts (employer obligations). This finding indicates employees who perceive their employer has fulfilled organizational obligations and commitment and honored all psychological contracts, both perceived and implied, have greater perceptions of organizational trust. The second finding showed a positive, moderate relationship exists between organizational trust and job satisfaction. Therefore, increases in organizational trust are associated with increases in job satisfaction and vice versa.

SAĞLIK ÇALIŞANLARININ KİŞİLİK ÖZELLİKLERİNİN ONLARIN ÖRGÜTSEL DESTEK VE ÖRGÜTSEL GÜVEN ALGILARI ÜZERİNDEKİ ETKİSİ

Aim: The main purpose of this study is to determine the effect of the personality characteristics of healthcare workers on their perceptions of organizational support and organizational trust. Method: The population of the research consisted of the employees of the private hospital providing secondary care in three different regions in Istanbul. The convenience sampling method was preferred in the study. The data were collected using the online questionnaire technique. The total number of questionnaires that were evaluated and used in the data analysis is 510. SPSS 23 and AMOS 26 package programs were used to analyze the data. Descriptive statistics, multiple linear regression analysis, and structural equation modeling were applied to the data. Findings: The findings obtained with the structural equation analysis showed that the construct validity of the model was provided. The direct causal effect of the personality traits of health workers on their perceptions of organizational support is positive, and the effect level is 0.122; On the other hand, it has been determined that the direct causal effect on organizational trust perceptions is positive, and the effect level is 0.225. Results: According to the results obtained from the regression analysis, it is seen that the high level of extraversion, responsibility, and openness characteristics of health workers positively affected their perceptions of organizational support. Therefore, healthcare professionals who are more extrovert, adaptable, and responsible show higher organizational support and organizational trust. It is suggested that personality traits being compatible with the organization may have a positive effect on outputs such as employee performance, job satisfaction, commitment, and motivation, and the study should be expanded in this direction.

The Relationship between Organizational Trust and Job Satisfaction and a Research

The coding industry becomes increasingly important for the growth and development of economy. The human factor plays an extremely important role in the profitability of businesses in the coding industry. Organizations can reach their goals and objectives only through the success of their employees. On the other hand, employees can be productive in organizations that they can trust and that will provide a high level of job satisfaction. The purpose of this research is to identify the organizational trust perception and job satisfaction levels of computer engineers and to examine the relationship between these two variables. The population of the research is the computer engineers working at a company in the coding industry in Tunisia. The participating computer engineers working at the company operating in the coding industry have completed the survey of the study (211 computer engineers). The relationship between organizational trust perceptions and job satisfaction levels of the computer engineers working in the coding industry were examined by using the data obtained from the surveys.

Organizational Trust Perception and Innovative Behaviours of Teachers

<p style="text-align: justify;">In this research, it has been aimed to determine the relationship between teachers’ perception of organizational trust and innovative behaviours. The relational survey model was used in this study. The universe of the research has been constituted teachers in Şırnak province. The sample of the study has been formed of 151 teachers working in 35 schools, which were detachedly determined from the study universe. The data of the research have been gathered by “Individual Knowledge Form”, “Organizational Trust Scale” and “Innovative Behaviour Scale”. Descriptive analyses, correlation, reliability analysis and regression analyses have been performed to the data by the help of SPSS programme. Results of the regression analyses showed that participant teachers’ perception of organizational trust significantly predicts their innovative behaviour. While trust in administrator and trust in shareholders dimensions of organizational trust predict innovative behaviour of teachers, on the other hand, trust in colleagues dimension doesn’t predict teachers’ innovative behaviours significantly. For school administrators who would like to encourage teachers to exhibit innovative behaviours, it would be beneficial to keep the perception of organizational trust at school at high levels</p>

The predictive powers of organizational trust and justice on enabling school structure: A structural equation modelling approach

Organizational structures are an important organizational variable affecting organizational behaviours and individuals' relationships with each other. The structural dimension of schools in terms of educational management is evaluated under two groups in the literature, namely, enabling and hindering school structures. Enabling school structures provide a healthy school climate and help schools be more effective. Individuals' perceptions of organizational trust and justice are also effective in ensuring a healthy school climate and school effectiveness. The aim of this study is to examine the predictive power of teachers' perceptions of organizational trust and justice on their perceptions of the enabling school structure. The structural equation model was used in the study, which is designed in the descriptive survey method. The study group is composed of 1187 teachers working at primary, secondary and high schools. Data were collected through Enabling School Structure Scale (Form-ESS), Organizational Justice Scale, Organizational Trust Scale and a Personal Information Form. The findings revealed that teachers' perceptions of organizational justice and organizational trust predict their perceptions about enabling school structure.

Intra-Firm Trust Transfers: The Contagious Impact of Managers’ Perceptions of Organizational Trust on Their Subordinates

Intra-Firm Trust Transfers: The Contagious Impact of Managers’ Perceptions of Organizational Trust on Their Subordinates

Örgütsel Adalet ve Örgütsel Güvenin İşe Adanmışlık Üzerindeki Etkilerinin Belirlenmesi: Alanya Belediyesi Çalışanları Üzerine Bir Araştırma (Determining the Effects of Organizational Justice and Organizational Trust on Job Engagement: A Study on Alanya Municipality Employees)

Purpose – The main aim of this study is to determine the effects of organizational justice and organizational trust on job engagement. Design/methodology/approach – In the study, the Organizational Justice Scale developed by Niehoff ve Moorman (1993) was used for determining the perception of organizational justice, the Organizational Trust Scale developed by Adams (2004) was used for determining the perception of organizational trust and Job Engagement Scale developed by Schaufeli et al. (2006) was used for determining the perception of job engagement. Reliability, validity, and confirmatory factor analyzes were performed on the data obtained in the study, and the hypotheses were tested with path analysis. Findings – According to the results of the research, it has been observed that interaction justice has a positive effect on the dimensions of trust in the manager, trust in colleagues, and trust in the organization. While procedural fairness has a positive effect on the dimensions of trust in the organization and the manager, it has not seen any effect on the dimension of trust in colleagues. In addition to that, it was concluded that two dimensions of organizational trust, namely the trust in the manager and trust in the organization, had a positive effect on employees' job engagement. Discussion – A significant effect of interaction justice has been observed on all dimensions of organizational trust. The clear and explicit expression of wishes and expectations of managers in their communication with their subordinates are important factors in the formation of organizational trust of employees. It is observed that transactional justice affects trust in the organization and the manager, albeit at a low level. Therefore, it can be inferred that the process of making organizational decisions and declaration of the criteria which are used in this decision making process affect the trust of employees in their organizations and managers. Moreover, according to the research results; it can be interpreted that ensuring the trust in the organization and the manager is an important factor in establishing the engagement of the employees to the job.

Effects of nursing power and organizational trust on nurse's responsiveness and orientation to patient needs.

AimTo assess the relationship among perceived nursing group power, organizational trust and patient orientation and identify patient orientation predictors.BackgroundNurses and nursing organizations should use all resources to give care.MethodsSurvey data were collected from 193 nurses at six acute care hospitals in South Korea. Characteristics of hospitals and nurses were analysed using t tests, one‐way ANOVAs and regression models.ResultsThe means for perceived nursing group power, organizational trust and patient orientation were 3.71 (SD± 0.58), 3.22 (SD± 0.83) and 3.94 (SD± 0.53), respectively. Multiple regression analysis revealed that 40% of the variance in patient orientation was explained by perceived nursing group power, organizational trust and work experience.ConclusionHospitals should increase nursing group power and improve organizational trust to enhance patient orientation. Hospital executives and nurse managers should work to enhance nursing group power and positive perceptions of organizational trust, which could contribute to patient orientation.

Prediction of Level of Job Satisfaction of Teachers on Perception of Organizational Trust of Teachers: Study of Regression Analysis

The purpose of this study is to analyze the correlation between “the level of job satisfaction” and “the perception of organizational trust” of teachers’ in terms of some variables (gender, age, branch and seniority). The relational survey method was used. The study group consists of 198 teachers working in nine high schools in Avcılar and Bakırköy districts connected to İstanbul by random sampling. In this research, “Minnesota Job Satisfaction Scale” and “Organizational Trust Scale” were used. Simple regression analysis, multiple regression analysis and correlation analysis were carried out for data analysis. According to the results of regression analysis, it was seen that the factors of internal job satisfaction and external job satisfaction were significant predictors of the organizational trust of teachers. On the other hand, the results of regression analysis of gender, age and branch variables for teachers' job satisfaction scores were found to be insignificant. However, seniority has little effect as a predictor of job satisfaction. Furthermore, gender, age, branch and seniority variables together predicted organizational trust scores of teacher in a meaningful level. According to the results of this research, a meaningful, positive and quite high level of correlation was determined between job satisfaction and organizational trust.

Lise Öğretmenlerinin Personel Güçlendirme Algıları ile Örgütsel Güven Algıları Arasındaki İlişki: Elazığ İli Örneği

This research aims to determine relationship between high school teachers' perceptions of employee empowerment and organizational trust . The sample of study consisted of 500 teachers working in state high schools in Elazig province in 2017-2018 academic year. In survey, as data collection methods, “The Structural Reinforcement and Psychological Strength Scale”, developed by Laschinger et al. adapted by Surgevil, Tolay ve Topoyan and the Organizational Confidence Scale, developed by Hoy, Gage and Tarter and adapted by Yilmaz were used. As current situation is described in survey, descriptive and correlational survey design is used in this study . In research it was observed that teachers' structural and psychological empowerment and organizational trust perceptions were high in scale-wide. The results of research showed that moderate and positive relationship between teachers' perceptions of personnel empowerment and organizational trust.

Organizational Culture, Organizational Trust and Workplace Bullying Among Staff Nurses at Public and Private Hospitals

Background: Organizations involve individuals with diverse backgrounds, skills and experience; they work together as a supportive entity to attain definite goals and objectives. The major responsibility of healthcare owners is to generate and sustain a positive organizational culture and organizational trust that is free of lack of respect and workplace bullying. Aim: the present study aimed to assess the relationship of organizational culture, organizational trust and workplace bullying among staff nurses at public and private hospitals. Research design: A descriptive correlation comparative design was utilized. Sample: All staff nurses (n=176) who agreed to participate in the study at time of data collection and had at least one year of experience were included, public hospital (n= 87) and private hospital (n= 89). Setting: The present study was conducted at two public and two private hospitals in Cairo. Tools: Three questionnaires were developed guided by literature 1- The Organizational Culture Assessment Instrument, 2- Organizational trust questionnaire3- Negative Acts Questionnaire-Revised (NAQ-R). Results: showed that more than half (57.4%) of staff nurses bullied by patients, there was a statistical significant difference between total staff nurses perception of organizational culture (t=-8.83-, p = 0.00) at public and private hospitals and their perception of organizational trust (t= -3.93- , p = 0.00) at public and private hospitals. Highest mean score in total perception of organizational culture and organizational trust (54.9 ± 12.37 and (65.56 ± 12.85) respectively in private hospitals compared to public hospitals. There was no statistical difference between all dimensions and total nurses' perception regarding bullying in public and private hospitals. Moreover, there was a statistical significant positive correlation (r=.529**) between organizational culture and organizational trust. While, there was a statistical significant negative correlation among organizational culture, organizational trust and bullying (r= -.157* and r= -.300**) respectively. Conclusion: The present study concluded that there were significant difference between staff nurses perception of organizational culture and organizational trust in public and private setting. While, there was no significant difference between bullying in private and public setting. Recommendations: Develop polices by administrators to prevent patients and relative workplace bullying. Develop strategic plan to enhance organizational culture and organizational trust in public healthcare settings. Increase awareness about workplace bullying.

Organizational Trust Perceptions of Employees: A Study on University Employees

Bu çalışmanın amacı devlet ve vakıf üniversitelerinde görev yapan idari işgörenlerin örgütsel güven düzeylerini belirlemek ve bu düzeylerin demografik değişkenlere göre farklılığını ortaya koymaktır. Araştırmanın örneklemini 772 idari hizmet veren işgören oluşturmaktadır. Araştırma bulguları; frekans, t testi ve tek yönlü varyans analizi kullanılarak değerlendirilmiştir. Bulgulara göre, çalışılan üniversite türüne göre, örgütsel güveni oluşturan tüm alt boyutlarda vakıf üniversitelerinde çalışan idari işgörenlerin ortalama puanlarının daha yüksek olduğu ve istatistiksel olarak anlamlı bir farklılık yarattığı tespit edilmiştir. Ayrıca katılımcıların medeni durum değişkeni işgörenlerin örgütsel güven algılarında farklılaşmaya sebep olmazken, gelir durumu değişkeninin farklılaşmaya sebep olduğu belirlenmiştir. Araştırmada kadın, ilköğretim mezunu ve göreve yeni başlayan işgörenlerin lehine, yöneticiye güven ile örgütün kendine güven boyutlarında farklılık olduğu belirlenmiştir. Öte yandan örgütün kendine güven boyutunda yaş, görev yapılan birim değişkenlerinde farklılık ortaya çıkmıştır. Statü değişkenine göre ise sadece yöneticiye güven boyutunda istatistiksel açıdan anlamlı bir farklılık saptanmıştır.

Physical education teachers organizational trust and organizational investigation of awareness levels

The aim of this study, primary and secondary education school physical education teachers who work in organizational trust and organizational awareness is intended to determine the relationships between the levels. Relating to organizational awareness organizational confidence with variable teacher perceptions; gender, mourning, education, seniority, making this institution operating time and graduate's has changed has been identified according to the variable. The research universe, 2016-2017 in the academic year under the Ministry of national education, Ankara province, Mamak County official primary and secondary education schools and teachers in these schools. The sample of the survey in the Mamak district 158 physical education teacher. Research as a tool for data collection "personal information form", "the scale of Organizational Trust in schools", and "Organizational Awareness Scale in schools". Research results and the results are as follows; Physical education teachers perceptions of organizational trust and all of its dimensions with dimensions of organizational awareness in schools and at the level of the child has been found quite agree. According to the variable gender physical education teachers perceptions regarding openness and trust in organizational communication environment showing statistically significant difference in the size of mourning and physical education teachers according to their seniority variable organizational trust administrator perceptions regarding trust in size have shown statistically significant differences. Physical education teachers perceptions of organizational trust-related education, the premises at run time, and working with the Manager of the institution according to the duration variable did not show statistically significant difference. Graduate education of physical education teachers according to the variable do the perceptions of organizational trust in all child dimension was found statistically significant. Teacher awareness, organizational awareness in schools administrator awareness and perceptions of organizational trust with positive way meaningful relationships. Regression analysis as a result of the size of the trust and openness to the administrator, the teacher is raising significant awareness and openness in schools the size of organizational awareness significantly as a result of the upgrade.

The Effect of Organizational Justice and Trust on Job Stress in Hospital Organizations.

The primary purpose of this study was to explore the relationships among distributive justice, procedural justice, interactional justice, job stress, cognition-based trust, and affect-based trust; the secondary purpose was to determine the effect of distributive justice, procedural justice, interactional justice, cognition-based trust, and affect-based trust on job stress in hospital organizations. Data were collected using scales of job stress, organizational justice, and organizational trust. The study was conducted in two public hospitals in Turkey. A total of 432 health personnel participated in this study. This study showed that both cognition-based trust and affect-based trust were significantly positively correlated to the three dimensions of organizational justice (distributive justice, procedural justice, and interactional justice), but they were significantly negatively related to job stress. According to regression analysis, organizational justice was a significant predictor for job stress. In the working environment of hospitals, job stress and perceptions of organizational justice are significant variables that affect employees' working processes and their feelings of trust in their organization. Reducing employees' job stress and improving their perceptions of organizational trust and organizational justice can improve their levels of cognition-based trust and affect-based trust regarding their managers. As the job stress of nurses decreases, the effectiveness of health services may increase as organizational trust and justice develop.

High potential programs and employee outcomes

PurposeThe purpose of this paper is to understand how and under what conditions employees’ participation in high potential (HiPo) programs leads to various employee outcomes (i.e. affective commitment, job satisfaction, organizational citizenship behaviors (OCBs), and turnover intent).Design/methodology/approachData were collected by a cross-sectional survey among 242 employees who had HiPo programs in their current organizations.FindingsFindings provided support for the mediating role of commitment-focused HiPo attributions in the relationships between HiPo program participation and employee outcomes (affective commitment, job satisfaction, OCBs, and turnover intent). The results also demonstrated significant interaction effects of HiPo program participation and organizational trust on commitment-focused attributions. Additionally, the results provided support for several mediated-moderated models.Research limitations/implicationsThis study opened the “black box” by examining the processes through which talent management (TM) shapes employee attitudes and behaviors, and demonstrated that these relationships are not necessarily direct.Practical implicationsTo ensure employees’ career success, organizations need to build trustworthy relationships with their employees, and must consider the processes related to the talent identification, as well as the messages this identification communicates to employees about their contributions.Originality/valueThis study is the first to examine employees’ attributions about their participation in HiPo programs. Further, this study is also the first to empirically investigate the role of employees’ perceptions of organizational trust in the context of TM.