ÖRGÜTSEL GÜVENİN TESİSİNE BAĞLILIK PERSPEKTİFİNDEN KAVRAMSAL YAKLAŞIM

Yıl 2015, Cilt: 16 Sayı: 2, 217 - 226, 01.07.2015

Mustafa Emre Civelek Murat Çemberci Mehmet Saim Aşçı

Öz

Güven her türlü sosyal ilişkinin öncülü olan psikolojik bir faktördür. Bir ülke içindeki güven düzeyi o ülkenin kültürü ile bağlantılıdır ve ülkenin sosyal sermayesini oluşturur. Örgütsel güven ise, risk içeren durumlarda bile çalışanın örgütün kendisini etkileyecek uygulama ve politikalarına karşı kendini koruma ihtiyacı duymaması olarak tanımlanabilir. Örgütsel bağlılık, çalışanların örgüt amaçlarını ve değerlerini içselleştirmesi ve örgüt içerisinde kalma isteği oluşturması olarak tanımlanabilir. Örgütsel güven bağlılık açısından değerlendirildiğinde, güven bağlılığın en önemli öncülü olarak kabul edilmektedir. Bu çalışmada, literatürde yer alan örgütsel güven ve bağlılık alanındaki çalışmalar incelenmiş, örgütsel güvenin bağlılık perspektifinden nasıl tesis edileceği ile ilgili kavramsal bir yaklaşım geliştirilmiştir

Anahtar Kelimeler

Güven, Sosyal Sermaye, Örgütsel Güven, Örgütsel Bağlılık

CONCEPTUAL APPROACH TO THE ORGANIZATIONAL TRUST BUILDING IN COMMITMENT PERSPECTIVE

Öz

Trust is a psychological factor that is the premise of social relations. The trust level in a country is connected with the culture and forms the social capital. Organizational trust may be defined that the employees don’t require protecting themselves against the policies of organization which would affect them. Organizational commitment is defined that the employees internalize the organization values and creating the will of staying in the organization. The trust is considered as the most important premise of commitment. In this study the conceptual approach is developed how the organizational trust would be built in the commitment perspective.

Anahtar Kelimeler

Trust, Social Capital, Organizational Trust, Organizational Commitment

Kaynakça

• CHANG, L.C., SHIH, C.H., & LIN, S.M. (2010). The mediating role of psychological empowerment on job satisfaction and organizational commitment for school health nurses: A cross-sectional questionnaire survey. International Journal of Nursing Studies. 47, pp. 427–433.
• COHEN, D., & PRUSAK, L. (2001). Kavrayamadığımız zenginlik: Kuruluşların sosyal sermayesi (Cilt 353). (Çev. A. KARDAM) İstanbul, MESS Yayın.
• DABOVAL, J., COMISH, R., SWINDLE, B., & GASTER, W. (1994). A trust inventory for small businesses. Proceedings of the Conference of the Business Trends and Small Business Trust South western Small Business Institute Association. (s. 1-5). Dallas.
• DAFT, L.R. (1997). Management. Orlando, The Dryden Press.
• ESSOUNGA, Y.N. (2009). A review of the effects of national culture on corporate culture: An example of the united states and france. Review of Business Research. 9(5), p. 71.
• FUKUYAMA, F. (1996). Trust: The social virtues and the creation of prosperity (Vol. 1st Free Press Pbk. ed.). New York, Free Press.
• GHOSHAL, S., & BARLET, C. (1997). The individual corporation: a fundamentally new approach to management. New York, Harper Business.
• HAMID, S.F., NORDIN, N., ADNAN, A.A., & SIRUN, N. (2013). A study on primary school teachers’ organizational commitment and psychological empowerment in the district of klang. Procedia-Social and Behavioral Sciences. 90, pp. 782-787.
• KIMA, W.G., & BRYMER, R. (2011). The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance. International Journal of Hospitality Managemen. 30, pp. 1020– 1026.
• KRAMER, R.M., & COOK, K. (2004). Trust and distrust in organizations. New York, New York, The Russell Sage Foundation.
• LEWIS, J.D., & WEIGERT, A. (2012). The social dynamics of trust: theoretical and empirical research. Social Forces. 91(1), pp. 25-31.
• LUI, X.P., & WANG, Z.M. (2013). Perceived risk and organizational commitment: The moderating role of organizational trust. Social Behaviour and Personality. 10(2), pp. 229- 240.
• MAYER, R.C., DAVIS, J., & SCHOORMAN, F. (1995). An integrative model of organizational trust. Academy of Management Review. 20(3), pp. 709-734.
• MEYER, J.P., ALLEN, N., & SMITH, C. (1993). Commitment to organizations and occupations: extension and test of a three-component conceptualization. Journal of Applied Psychology. 78(4), pp. 538-551.
• PERKINS, D., & WILSON, D. (1999). Bridging the idea-action gap. Knowledge Directions. 42, pp. 64-78.
• PUCETAITE, R., & LAMSA, A.M. (2008). Developing organizational trust through advancement of employees’ work ethic in a post-socialist context. Journal of Business Ethics. 82, pp. 325-337.
• ROSEN, R. H. (1998). İnsan yönetimi (Cilt 260). (Çev. G. BULUT) İstanbul, MESS Yayın.
• SOLOMON, R.C., & FLORES, F. (2001). Güven yaratmak: İş dünyasında, politikada, ilişkilerde ve yaşamda (Cilt 369). (Çev. KARDAM) İstanbul, MESS Yayın.
• UZZI, B. (1997). Social Structure and Competition in Inter firm Networks: The paradox of embeddedness. Administrative Science Quarterly. pp. 35 - 67.
• WANG, D.S., & HSIEH, C.C. (2013). The effect of authentic leadership on employee trust and employee engagement. Social Behavior and Personality. 41, pp. 613-624.
• WUA, F., & CAVUSGIL, S. (2006). Organizational learning, commitment, and joint value creation in inter firm relationships. Journal of Business Research. 59, pp. 81 – 89.
• ZEHIR, C., ŞEHITOĞLU, Y., & ERDOĞAN, E. (2012). The effect of leadership and supervisory commitment to organizational performance. Procedia - Social and Behavioral Sciences. 58, pp. 207-216.