THE EFFECTS OF COGNITION AND AFFECT BASED TRUST ON ORGANIZATION IDENTIFICATION

Year 2016, , 58 - 72, 30.03.2016

Hasim Cuce Ozge Tayfur Ekmekci , Semra Guney

https://doi.org/10.17261/Pressacademia.2016116554

Abstract

This study aims to investigate the
effects of cognition and affect-based trust on organizational identification
and test whether the predictive power of these two trust dimensions differs for
male and female employees. Data were collected from 161 white-collar employees
of a Turkish public organization. The results of path analysis did not support
the hypotheses indicating that affect and cognitionbased trust positively
predicted organizational identification. However, the effects of affect and
cognition-based trust on identification were found to be significant after
controlling the effects of demographic variables and social desirability. In
multi-group path analysis, the differential effect of gender was not found to
be significant. That is, the effects of affect and cognition-based trust on
identification were not stronger for women and men employees respectively.
Despite the insignificant effects of trust dimensions, this study demonstrated
the importance of overall supervisory trust on the development of
identification. In line with Social Exchange Theory, employees tend to
reciprocate their supervisors’ trustworthiness by being identified with their
organization. Alternatively, employees may feel identification because
existence of trustworthy supervisors within the organization could help them to
portray good image to both themselves and other people.     

Keywords

Supervisory-trust, cognition-based trust, affect-based trust, identification, gender

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