THE COMBINED EFFECTS OF TRUST AND EMPLOYEE IDENTIFICATION ON INTENTION TO QUIT

Yıl 2005, Cilt: 4 Sayı: 12, 33 - 41, 01.04.2005

Dr. Hakan Kitapçi/dr. Nigar Demircan Çak Sezen Hakan Kitapçı Nigar Demircan Çakar Bülent Sezen

Öz

The aim of this study is to investigate the relationships between trust in supervisor, organizational
identification and intention to quit the organization. Data for this study are obtained from 133 middle
level managers from 35 firms and used to examine the hypothesized relationships among variables. All
constructs are measured with already existing reliable scales. After calculating the mean scale scores
for all measures, regression models are developed by using the (composite) constructs of the study. It is
found that when trust in supervisor and organizational identification were considered as independents, it
is trust in supervisor but not the organizational identification that is related to employees’ intention to
quit the organization.

Anahtar Kelimeler

-

THE COMBINED EFFECTS OF TRUST AND EMPLOYEE IDENTIFICATION ON INTENTION TO QUIT

Öz

Bu çalışma, yöneticiye (üst amire) güven, örgütsel kimlik ve işten ayrılma niyeti arasındaki ilişkileri incelemektedir. Çalışmada kullanılan veriler, 35 firmada çalışmakta olan 133 orta seviye yöneticiye sorulan anket soruları ile elde edilmiş olup, bu verilerle, söz konusu değişkenler arasındaki ilişkiler üzerine kurulan hipotezler test edilmiştir. Anketi oluşturan soruların tamamı geçmişte kullanılmış güvenilir anket ölçeklerinden alınmıştır. Anket sorularına verilen cevapların ortalama değerleri alınarak oluşturulan (bileşik) değişkenler regresyon analizlerine tabii tutulduğunda, yöneticiye güven ve örgütsel kimlik bağımsız değişken olarak alındığında, örgütsel kimliğin değil yöneticiye güvenin daha çok işten ayrılma niyeti ile ilişkili olduğu bulunmuştur

Anahtar Kelimeler

xx

Kaynakça

• Aryee S., Budhwar P.S., Chen Z. X. (2002) “Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model”, Journal of Organizational Behavior, 23, 267-285
• Bluedorn A.C. (1982). “A unified model of turnover from organizations”. Human relations, 35, 2, 135-153
• Brown, M. E. (1969). Identification and some conditions of organizational involvement. Administrative Science Quarterly, 14, 346–355.
• Butler, J. K. (1991). “Toward understanding and measuring conditions of trust: Evolution of a conditions of trust inventory”. Journal of Management, 17, 643–663.
• Dutton, J. E., Dukerich, J. M., Harquail, C. V. (1994). „Organizational images and member identification”. Administrative Science Quarterly, 39, 239–263.
• Festinger, L. (1957). A theory of cognitive dissonance. New York: Harper and Row.
• Hall, D. T., & Schneider, B. (1972). „Correlates of organizational identification as a function of career pattern and organizational type”. Administrative Science Quarterly, 17, 340–350.
• Konovsky MA, Pugh SD. (1994). “Citizenship behavior and social exchange”. Academy of Management Journal, 37, 656–669.
• Lee, S. M. (1971). “An empirical analysis of organizational identification.” Academy of Management Journal, 14, 213–226.
• Liou TK. (1995). “Understanding employee commitment in the public organization: a study of the juvenile detention center.” International Journal of Public Administration, 18, 1269–1295.
• Mael, F.,&Ashforth, B.E. (1992). “Alumni and their alma mater: A partial test of the reformulated model of organizational identification.” Journal of Organizational Behavior, 13(March), 103–123.
• Marlowe HA, Jr, Nyhan RC. (1992). Development and Psychometric Properties of the Organizational Trust Inventory. Unpublished paper: University of Florida.
• Mayer RC, Davis JH, Schoorman FD. (1995). “An integrative model of organizational trust”. Academy of Management Review, 20, 709–734.
• Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). “Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction and organizational citizenship behaviors.” Leadership Quarterly, 1, 107–142.
• Robinson SL, Moorison EW. (1995). “Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior.” Journal of Organizational Behavior, 16, 289–298.
• Robinson SL. (1996). "Trust and breach of psychological contrast”. Administrative Science Quarterly, 41, 574–599.
• Rotondi, T. (1975). “Organizational identification: Issues and implications.” Organizational Behavior and Human Performance, 13, 95–109.