PSİKOLOJİK SÖZLEŞME İLE KİŞİ ÖRGÜT UYUMU ARASINDAKİ İLİŞKİDE YÖNETİCİYE DUYULAN GÜVENİN ARACILIK ETKİSİ: AKADEMİSYENLER ÜZERİNDE BİR ARAŞTIRMA

Year 2021, Issue: 33, 117 - 138, 31.10.2021

Çağdaş Akif Kahraman Arzu Uğurlu Kara

https://doi.org/10.18092/ulikidince.873052

Cited By: 1

Abstract

Bu çalışmanın amacı, psikolojik sözleşmenin kişi-örgüt uyumuna etkisinde yöneticiye duyulan güvenin aracılık etkisini ortaya koymaktır. Araştırma verileri Ankara ilinde bulunan bazı devlet üniversitelerinde çalışan 236 akademisyenden kolayda örnekleme yöntemiyle toplanmıştır. Psikolojik Sözleşme algısını ölçmek için Robinson ve Rousseau (1994) tarafından geliştirilen 9 sorudan oluşan ölçek, Yöneticiye Duyulan Güven algısını ölçmek için Nyhan ve Marlowe (1997) tarafından geliştirilen 5 sorudan oluşan ölçek, Kişi Örgüt Uyumunu ölçmek için Edward (1991) tarafından geliştirilen ve Valentine vd. (2002) tarafından revize edilen beş sorudan oluşan ölçek kullanılmıştır. Toplanan veriler, korelasyon ve regresyon temelli yol analizlerine tabi tutularak hipotezler test edilmiştir. Analiz sonuçlarına göre psikolojik sözleşme ile kişi-örgüt uyumu arasında anlamlı ve pozitif yönlü ilişkiler tespit edilmiştir. Ayrıca yöneticiye duyulan güvenin, psikolojik sözleşmenin kişi-örgüt uyumuna olan etkisinde kısmi aracılık etkisine sahip olduğu görülmüştür. Bu bulgular tartışılarak yönetici ve uygulayıcılara çeşitli önerilerde bulunulmuştur.

Keywords

Psikolojik Sözleşme, Kişi-Örgüt Uyumu, Yöneticiye Duyulan Güven

References

• Aksoy, C. (2017). Çalışanlarda Adalet ve Yönetici Desteği Algısının Güven Oluşumundaki Rolü: Havacılık Sektöründe Bir Uygulama. Journal of Aviation, 1(1), 8-17.
• Alcover, C. M., Rico, R., Turnley, W. H. and Bolino, M. C. (2017). Understanding the Changing Nature of Psychological Contracts in 21st Century Organizations: A Multiple‐Foci Exchange Relationships Approach And Proposed Framework. Organizational Psychology Review, 7, 4–35.
• Altman, B. W. and James E. P. (1996). BEYOND THE SOCİAL CONTRACT: An Analysis of Executives' Views at 25 Large CompanieS. In Douglas T. Hall (ed.), The Career is Dead-Long Live the Career: A Relational Approach to Careers: 46-71. San.
• Anderson, N. and Schalk, R. (1998). The Psychological Contract in Retrospect and Prospect. Journal of Organizational Behavior, 19, 637–647.
• Arnold, J. (1996). The Psychological Contract: A Concept in Need of Closer Scrutiny?. European Journal of Work and Organizational Psychology, 5, 511–520.
• Astahkva M.V. (2016). Explaining the Effects of Percevide Person-Supervısor Fit and Person-Organızatıonal Commitment in the US and Japan. Journal of Business Research, 169(2) 956-963.
• Barnard, C. (1938). The Functions of the Executive. Harvard University Press, Cambridge, MA.
• Baron, R.M. and Kenny, D.A. (1986). The Moderator Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
• Boon, C., Den Hartog, D. N., Boselie, P. and Paauwe, J. (2011). The Relationship Between Perceptions of HR Practices and Employee Outcomes: Examining The Role of Personorganization and Person-Job Fit. International Journal of Human Resources Management, 22(1), 138–162.
• Bryk, A. S. and Schneider, B. (2002). Trust in Schools: A Core Resource for İmprovement. New York: Russell Sage Foundation.
• Büyükyılmaz, O., (2013). Akademik Personel Açısından Psikolojik Sözleşme İhlali ile İşten Ayrılma Niyeti Arasındaki İlişkilerin Analizi. (Yayımlanmamış Doktora Tezi. Bülent Ecevit Üniversitesi Sosyal Bilimler Enstitüsü, Zonguldak.
• Cable, D .M. and Judge, T. A. (1996). Person-Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67(3), 294– 311.
• Cable, D. M. and Yu, K. Y. T. (2013). How Selection and Recruitment Practices Develop The Beliefs Used To Assess Fit. In Ch. Ostroff, T. A. Judge (Eds.), Perspectives On Organizational Fit (pp. 155–181). New York: Psychology Press.
• Caldwell, C. and Hasan, Z. (2016). Covenantal Leadership and The Psychological Contract Moral İnsights for The Modern Leader. The Journal of Management Development, 35(10), 1-11.
• Chatman, J. A. (1989). Improving Interactional Organizational Research: A Model of Personorganization Fit. Academy of Management Journal, 14,333-349.
• Cheung, G.W. and Lau, R.S. (2008). Testing Mediation and Suppression Effects of Latent Variables: Bootstrapping With Structural Equation Modeling. Organizational Research Methods, 11(2), 296-325.
• Clinton, M. and Guest, D. E. (2004). Fulfillment of the Psychological Contract And Associated Work Attitudes: The Role Of Fairness And Trust. Paper Presented at the BPS Division of Occupational Psychology Conference, Stratford, UK.
• Conway, N. and Coyle-Shapiro, J.A.M. (2012). The Reciprocal Relationship Between Psychological Contract Fulfillment and Employee Performance and The Moderating Role of Perceived Organizational Support and Tenure. Journal of Occupational and Organizational Psychology, Vol. 85 No. 2, pp. 277-299.
• Crawshaw, J. and Brodbeck, F. (2011). Justice and Trust as Anticedents of Careerist Orientation. Personnel Review, Vol. 40, No. 1, 2011, pp. 106-125.
• DeConinck, J. B. (2011). The Effects of Ethical Climate on Organizational Identification, Supervisory Trust, and Turnover among Salespeople. Journal of Business Research, 64(6): 617–24.
• Dirks, K.T. and Ferrin, D.L. (2002). Trust in Leadership: Meta-Analytic Findings and Iplications for Research Andpractice. Journal of Applied Psychology, Vol. 87 No. 4, pp. 611-28.
• Dulac, T., Coyle-Shapiro, J. A.M., Henderson, D. J. and Wayne, S. J. (2008). Not All Responses to Breach are the Same: The İnterconnection of Social Exchange and Psychological Contract Processes in Organizations. Academy of Management, 51 (6):1079-1098.
• Dutton, J. E. and Dukerich, J. M. (1991). Keeping an Eye on The Mirror: Image and İdentity in Organizational Adaptation. Academy of Management Journal, 34, 517–554.
• Edward, J. (1991). Person–Job Fit: A Conceptual İntegration, Literature Review, and Methodological Critique. International Review of Industrial and Organizational Psychology, 6, 283–357.
• Edwards, J. R. and Shipp, A. J. (2012). The Relationship Between Person-Environment Fit and Outcomes: An İntegrative Theoretical Framework. In Ch. Ostroff & T. A. Judge (Eds.) Perspectives on organizational fit (pp. 209–258). New York: Psychology Press.
• Fulmer, C. A., and Gelfand, M. J. (2012). At What Level (And İn Whom) We Trust: Trust Across Multiple Organizational Levels. Journal of Management, Vol. 38 No. 4, pp. 1167- 1230.
• Fukuyama, F. (1996). Trust: The Social Virtues and the Creation of Prosperity. New York: Free Press.
• Gibson, D. And Petrosko, J. (2014). Trust in Leaderandits Effect on Job Satisfaction and in Tent to Leave in a Healthcaresetting. New Horizons in Adult Educationand Human Resource Development, 26(3): 3-19.
• Guest, D. E. (1998). Is The Psychological Contract Worth Taking Seriously?. Journal of Organizational Behavior, 19, 649–664.
• Guest, D. E., and Conway, N. (1998). Fairness At Work And The Psychological Contract: The Fourth Annual IPD Survey Of The State Of The Employment Relationship. Institute of Personnel and Development.
• Guliyeva, D. (2018). Psikolojik Sözleşme, Kişi Örgüt Uyumu, Örgütsel Çekicilik ve Duygusal Emek Düzeyleri Arasındaki İlişkilerin İncelenmesi; Konaklama İşletmelerinde Çalışanlar Üzerine Bir Araştırma. (Yayınlanmamış Doktora Tezi). İstanbul Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
• Hamel, G., and Prahalad, C. K. (1989). Strategic İntent. Harvard Business Review, May-June, 63–76.
• Hansen, S. D. and Griep, Y. (2016). Organizational Commitment And İts Related Constructs: Psychological Contracts. In J. Meyer (Ed.), Handbook of Employee Commitment (pp. 119–132). Northampton, MA: Edward Elgar Publishing.
• Hart, D.W. and Thompson, J.A. (2007). Untangling Employee Loyalty: A Psychological Contract Perspective. Business Ethics Quarterly, Vol. 17 No. 2, pp. 297-332.
• Hussain, A. (2014). The Relationship Between Breach of Psychological Contract and Workplace Deviant Behavior. Journal of Organizational Behavior, Vol. 13 No. 2, pp. 25-37.
• Jafri, H. (2012). Influence of Psychological Contract Breach on Organizational Citizenship Behaviour And Trust. Psychology Study, 57 (1): 29–36.
• Johnson, J.L. and O’Leary Kelly, A.M. (2003). The Effects of Psychological Contract Breach and Organizational Cynicism: Not All Social Exchange Violations are Created Equal. Journal of Organizational Behavior, Vol. 24 No. 5, pp. 627-647.
• Jones, R.G. and George, M.J. (1998). The Experience and Evolution of Trust: İmplications for Cooperation and Teamwork. Academy of Management Review, Vol. 23 No. 3, pp. 531-46.
• Kalliath, T. J., Bluedorn, A. C. and Strube, M. J. (1999). A Test of Value Congruence Effects. Journal of Organizational Behavior, 20, 1175–1198.
• Khazanchi, S., and Masterson, S. S. (2011), Who and What İs Fair Matters: A Multi-Foci Social Exchange Model of Creativity. Journal of Organizational Behavior, Vol. 32 No. 1, pp. 86-106.
• Khaola, P. P. and Sebotsa, T. (2015). Person-Organization Fit, Organisational commitment and Organizational Identification. Danish Journal of Management and Business Sciences, 67-74.
• Kılıçaslan, S. (2017). Psikolojik Sözleşme İhlalinin Örgütsel Vatandaşlık Davranışları Üzerine Etkisi: Üniversite Öğretim Elemanları Üzerinde Bir Uygulama. İnönü Üniversitesi Uluslararası Sosyal Bilimler Dergisi, 6(1), 191-225.
• Kickul, J. (2001). When Organizations Break Their Promises: Employee Reactions To Unfair Processes And Treatment. Journal of Business Ethics, Vol. 29 No. 4, pp. 289-307.
• Knoll, D. L. and Gill, H. (2011). Antecedents of Trust in Supervisors, Subordinates, and Peers. Journal of Managerial Psychology, Vol. 26, No. 4, 2011, pp. 313-330.
• Korkmazyürek, Y. (2020). Örgütsel Güven ve Psikolojik Sözleşme İlişkisinde Profesyonel Bürokrasi Etkisi. (Yayınlanmamış Doktora Tezi). Başkent Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
• Kouzes, J. And Posner, B. (1987). The Leadership Challenge: How to Get Extraordinary Things Done in Organizations. San Francisco, CA: Jossey-Bass. Kramer, R.M. and Tyler, T.R. (1996). Trust in Organizations: Frontiers of Theory and Research, Sage, Thousand Oaks, CA.
• Kristof, A. L. (1996). Person‐Organization Fit: An İntegrative Review Of İts Conceptualizations, Measurement, And İmplications. Personnel Psychology, 49(1): 1-49.
• Kristof-Braun, A. L., Zimmerman, R. D. and Johnson, E. C. (2005). Consequences Of İndividuals’ Fit At Work: A Meta-Analysis Of Person-Job, Person-Organization, Person-Group, And Person-Supervisor Fit. Personnel Psychology, 58, 281–342.
• Kulualp, H. ve Karadağ, D. (2019). Öğretim Elemanlarının Algıladıkları Psikolojik Sözleşme İhlalleri, Örgüte Bağlılık ve İşten Ayrılma Niyetleri Üzerine Bir Araştırma. Anemon Muş Alparslan Üniversitesi Sosyal Bilimler Dergisi, 7.
• Lambert, L. S., Edwards, J. R. and Cable, D. M. (2003). Breach and Fulfillment of The Psychological Contract: A Comparison of Traditional and Expanded Views. Personnel Psychology, 56, 895–934.
• Lamm, C., Meltzoff, A.N. and Decety, J. (2010). How Do We Empathize With Someone Who İs Not Like Us? A Functional Magnetic Resonance İmaging Study. J Cogn Neurosci, 22, 362-376.
• Lauver, K. J. and Kristof-Brown, A. (2001). Distinguishing Between Employees’ Perceptions of Person-Job and Person-Organization Fit. Journal of Vocational Behavior, 59, 454–470.
• Lee, J. W. and Bang, H. (2012). High Performance Work Systems, Person-Organization Fit And Organizational Outcomes. Journal of Business Administration Research, 1(2), 129–138.
• Lester, S. W., Turnley, W. H., and Bloodgood, J. M. (2000). Supervisor and Subordinate Views of Psychological Contract Fulfillment: The Impact of Perceptual Differences on Employee Work Attitudes and Behaviors. in: Proceedings of the Academy of Management Proceedings,1- 6.
• Lewicki, R.J., McAllister, D.J. and Bies, R.J. (1998). Trust and Distrust: New Relationship and Realities. Academy of Management Review, Vol. 23 No. 3, pp. 438-58.
• Lewis, J., and Weigert, A. (1985). Trust as a Social Reality. Social Forces, Vol. 63, pp. 967- 985.
• Livingstone, L. P., Nelson, D. L. and Barr, S. H. (1997). Person-Environment Fit and Creativity: an Examination of Supply-Value and Demand-Ability Versions of Fit. Journal of Management, 23(2), 119–146.
• Louis, M. (1980). Surprise and sensemaking: What newcomers experience in entering unfamiliar organizational settings. Administrative Science Quarterly, 25, 226–251.
• Luhmann, N. (1988). Familiarity, Confidence, Trust: Problems and Alternatives. In Gambetta, D. G. (Ed.), Trust; Basil Blackwell, New York, NY, pp. 94-107.
• MacKinnon, D.P. (2008). Introduction to Statistical Mediation Analysis. New York: Lawrence Erlbaum Associates.
• MacKinnon, D.P., Lockwood, C.M., Hoffman, J.M., West, S.G. and Sheets, V. (2002). A Comparison of Methods to Test Mediation and Other İntervening Variable Effects. Psychological Methods, 7(1), 83- 104.
• MacLean, T., Litzky, B. and Holderness, D. (2015). When Organizations Don't Walk Their Talk: A Cross-Level Examination of How Decoupling Formal Ethics Programs Affects Organizational Members. Journal of Business Ethics, Vol. 128 No. 2, pp. 351-368.
• Mayer, R.C., Davis, J.H. and Schoorman, D.F. (1995). An İntegrative Model of Organizational Trust. Academy of Management Review, Vol. 20 No. 3, pp. 709-734.
• Mayer, R.C. and Davis, J.H. (1999). The Effect of The Performance Appraisal System on Trust For Management: A Field Quasi-Experiment. Journal of Applied Psychology, Vol. 84 No. 1, pp. 123-136.
• McEvily, B., and Tortoriello, M. (2010). Measuring Trust İn Organisational Research: Review and Recommendations. Journal of Trust Research, Vol. 1 No. 1, pp. 23-63.
• Meydan, C. H. ve Şeşen, H. (2011). Yapısal Eşitlik Modellemesi AMOS Uygulamaları. Ankara: Detay Yayıncılık.
• Montes, S. D. and Zweig, D. (2009). Do Promises Matter? An Exploration of the Role of Promises in Psychological Contract Breach. Journal of Applied Psychology, 94, 1243–1260.
• Muchinsky, P. M. and Monahan, C. J. (1987). What is person-environment congruence? supplementary versus complementary models of fit. Journal of Vocational Behavior, 31(3), 268–277.
• O’Reilly, C., Chatman, J. and Caldwell, D. F. (1991). People and Organizational Culture: A Profile Comparison Approach to Assessing Person– Organization Fit. Academy of Management Journal, 34, 487–516.
• Olekalns, M. and Smith, P. (2007). Loose With The Truth: Predicting Deception in Negotiation. Journal of Business Ethics, 76(2): 225–238.
• Olson, J. M., Roese, N. J. and Zanna, M. P. (1996). Expectancies. In E. T. Higgins, & A. W. Kruglanski (Eds.), Social psychology: Handbook of Basic Principles (pp. 211–238). New York, NY: Guilford.
• Özler, E. ve Ünver, E. (2012). Psikolojik Sözleşmenin İş Tatmini Üzerindeki Etkisini Belirlemeye Yönelik Bir Araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 17(2), 325-351.
• Pervin, L. A. (1989). Persons, Situations, İnteractions: The History of a Controversy and a Discussion of Theoretical Models. Academy of Management Journal, 14, 350-360.
• Poon, J. M. (2013). Effects Of Benevolence, İntegrity, and Ability on Trust-In-Supervisor. Employee Relations, Vol. 35 No. 4, pp. 396 – 407.
• Primeaux, P., Karri, R. and Caldwell, C. (2003). Cultural İnsights to Organizational Justice – A Preliminary Perspective. Journal of Business Ethics, Vol. 46 No. 2, pp. 187-199.
• Resick, Ch. J., Giberson, T. T., Dickson, M. W., Wynne, K. T. and Bajdo, L. M. (2013). Personorganizational Fit, Organizational Citizenship, And Social-Cognitive Motivational Mechanisms. In A. L. Kristof-Brown and J. Billsberry (Eds.) Organizational Fit. Key İssues and New Directions (pp. 99–123). Chichester: UK: Wiley-Blackwell.
• Robertson, R., Gockel, C., and Brauner, E., (2013). Trust Your Teammates or Bosses? Differential Effects of Trust on Transactive Memory, Job Satisfaction, And Performance. Employee Relations, Vol. 35 No. 2, 222-242.
• Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 41: 574-599.
• Robinson, S. L. and Rousseau, D. M. (1994). Violating the Psychological Contract: Not the Exception but the Norm. Journal of Organizational Behavior, 15(3), 245-259.
• Roehling, M. V. (2008). An Empirical Assessment of Alternative Conceptualizations of The Psychological Contract Construct: Meaningful Differences or “Much to Do About Nothing”. Employee Responsibilities and Rights Journal, 20, 261–290.
• Rousseau, D.M. (1995). Psychological Contract in Organization: Understanding Written and Unwritten Agreements, 1st ed., Sage Publications, Thousand Oaks, CA.
• Rousseau, D. M. (1998). The “Problem” of The Psychological Contract Considered. Journal of Organizational Behavior, 19, 665–671.
• Rousseau, D. M., S. B. Sitkin, R. S. Burt, C. Camerer. (1998). Not so Different After All: A Cross-Discipline View of Trust. Acad. Management Rev. 23(3) 393–404.
• Rousseau, D. M. (2001). Schema, Promise and Mutuality: The Building Blocks of The Psychological Contract. Journal of Occupational and Organizational Psychology, 74, 511–541.
• Rousseau, D. M., Hansen, S. and Tomprou, T. (2016). A Dynamic Phase Model of Psychological Contract Processes. Journal of Organizational Behavior, 39 (9). Rubin, J. Z. and Brown, R. (1975). The Social Psychology of Bargaining and Negotiation. New York, NY: Academic Press.
• Schalk, R. and Roe, R. (2007). Towards A Dynamic Model of Psychological Contract Violation, Oxford: Blackwell Publishing.
• Schein, E.H. (1965). Organisational Psychology, Prentice-Hall, Engelwood Cliffs, NJ.
• Schneider B. (1987). The People Make The Place. Personnel Psychology, 14,437-453
• Schoorman, F. D., Mayer, R. C., and Davis, J. H. (2007). An İntegrative Model of Organizational Trust: Past, Present, and Future. Academy of Management Review, Vol. 32 No. 2, pp. 344-354.
• Selznick, P. (1994). The Moral Commonwealth: Social Theory and the Promise of Community, California University Press, Berkeley, CA.
• Sendjaya, S. and Pekerti, A. 2010. Servant Leadership as Antecedent of Trust in Organizations. Leadership and Organization Development Journal. Vol. 31, No. 7, 2010. pp. 643-663.
• Shore, L. M. and Tetrick, L. E. (1994). The Psychological Contract as an Explanatory Framework in the Employment Relationship. İçinde C. Cooper, ve D. Rousseau (Ed), Trends in Organizatiotial Behavior, 1: 91-109, New York: Wiley.
• Sims, R. R. (1994). Human resources management's role in clarifying the new psychological contract. Human Resources Management, 33, 373-382.
• Skarlicki, D. P. and Folger, R. (1997). Retaliation in The Workplace: The Roles of Distributive, Procedural, and İnteractional Justice. Journal of Applied Psychology, 82, 434-443.
• Solomon, R.C. (1993). Ethics and Excellence: Cooperation and Integrity in Business, Oxford University Press, New York, NY.
• Solomon, R. C., and Flores, F. (2001). Güven Yaratmak. İstanbul: Mess Yayınları.
• Sökmen, A. ve Bıyık, Y. (2016). Örgütsel Bağlılık, Örgütsel Özdeşleşme, Kişi-Örgüt Uyumu ve İş Tatmini İlişkisi: Bilişim Uzmanlarına Yönelik Bir Araştırma. Bilişim Teknolojileri Dergisi, 9(2): 221-226.
• Tan, H. H. and Tan, C. S. (2000). Toward the Differentiation of Trust in Supervisor and trust in Organization, Genetic. Social, and General Psychology Monographs, 126 (2): 241.
• Tomprou, M. and Hansen, S. D. (2018). Addressing Psychological Contract Disruptions During Organizational Change: Managing Goals, Zone of Negotiability, and Social Network Activation. In P. Petrou, & M. Vakola (Eds.), The psychology of organizational change. Routledge‐Taylor & Francis.
• Thompson, J.A. and Bunderson, J.S. (2003). Violations of Principle: İdeological Currency in the Psychological Contract. Academy of Management Review, Vol. 28 No. 4, pp. 571-586.
• Thompson, J. and Hart, D. (2006). Psychological Contracts: A Nano-Level Perspective on Social Contract Theory. Journal of Business Ethics, Vol. 68 No. 3, pp. 229-241.
• Tichy, N. M. (1983). Managing Strategic Change, New York.
• Tsai, W. Ch., Chen, H. Y. and Chen, Ch. Ch. (2012). Incremental Validity of Person-Organization Fit Over The Big Five Personality Measures. The Journal of Psychology, 146(5), 485–509.
• Tsui, A. S. and O’Reilly, C. A. (1989). Beyond Simple Demographic Effects: The İmportance of Relational Demography in Superior Subordinate Dyads. Academy of Management Journal, 32, 402–423.
• Turek, D. and Wojtczuk-Turek, A. (2015). HRM Practıces Influence Organızatıonal Cıtızenshıp Behavıor? Medıatıng The Role of Personorganızatıonal Fıt, Managing Intellectual Capital and Innovation for Sustainable and Inclusive Society, Erişim Adresi: http://www.toknowpress.net/ISBN/978-961-6914-13-0/papers/ML15-531.pdf.
• Valentine, S., Godkin, L. and Lucero, M. (2002). Ethical Context, Organizational Commitment and Person–Organization Fit. Journal of Business Ethics, 41(4), 349–360.
• Vanhala, M. and Ahteela, R. (2011). The Effect of HRM Practises on Impersonal Organization Trust. Management Research Review, Vol. 34 No. 8, 2011, pp. 869-888.
• Vilela, B. B., Gonzalez, J. A. V. and Ferrin, P. F. (2008). Person–Organization Fit, OCB and Performance Appraisal: Evidence from Matched Supervisor–Salesperson Data Set in a Spanish Context. Industrial Marketing Management, 37, 1005–1019.
• Whitney, J.D. (1994). The Trust Factor: Liberating Profits and Restoring Corporate Vitality, McGraw-Hill, New York, NY.
• Woodrow, C. and Guest, D. E. (2017). Knowledge Acquisition and Effective Socialization: The Role of The Psychological Contract. Journal of Occupational and Organizational Psychology. 90 (4).
• Yılmaz, A. 2012. Psikolojik Sözleşme ve Örgütsel Güven Arasındaki İlişkinin Analizi: Teorik ve Uygulamalı Bir Çalışma. (Yayınlanmamış Yüksek Lisans Tezi). Selçuk Üniversitesi Sosyal Bilimler Enstitüsü, Konya.
• Yılmaz, A., Eren, H. ve Yıldırım, A. (2019). Hemşirelerde Yöneticiye Güvenin Kişi-Örgüt Uyumuna Etkisi. Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi, Cilt: 21, Sayı: 4.