ÖRGÜTSEL GÜVENİN BELİRLEYİCİ FAKTÖRLERİ VE BANKACILIK SEKTÖRÜNDE BİR UYGULAMA

Yıl 2007, Cilt: 9 Sayı: 17, 187 - 205, 01.05.2007

Muhsin Halis Gülsüm Savcı Gökgöz Özlem Yaşar

Öz

Günümüzde rekabet avantajı insan gücünü etkin ve etkili bir şekilde kullanabilmektir. Bireyin, niteliklerini ve yaratıcılığını kullanabilmesi için kurumsal bağlılığını pekiştirecek güven duygusuna gereksinim duyulmaktadır. Örgüte güven duyma sonucunda, motivasyonda, örgütsel bağlılıkta, verimlilikte ve performansta artışın; bunun yanında çatışma, örgüt içi stres ve belirsizlikte azalmanın meydana geleceği varsayılmaktadır. Bu bağlamda çalışmanın amacı, yakın zamanda yoğun biçimde irdelenmekte olan, “çalışma ortamında güven” olgusunun nasıl analiz edilebileceğini ortaya koymaktır. Bankacılık sektöründeki orta kademe yönetici ve çalışanlar üzerinde yapılan bu araştırmanın örneklemi, Gaziantep’teki özel ve kamu bankalarından rasgele seçilen 163 kişiden oluşmaktadır. Veri toplamak için oluşturulan anket toplam 36 soru olmak üzere iki kısımdan oluşmaktadır. Anketteki soruların 30 tanesi 5’li likert tarzında hazırlanmış olup farklı açılardan güven tutumlarını ölçmeyi amaçlamakta, 6 tanesi ise tanımlayıcı veri toplamak üzere çoktan seçmeli sorulardan oluşmaktadır. Anketle toplanan veriler, faktör analizi, ANOVA, korelasyon ve çoklu regresyon analizi yöntemleriyle istatistiksel analizlere tabi tutulmuş, örgütsel güven ortamının belirleyici unsurları olarak nitelendirilen altı faktör belirlenmiştir. Bu faktörler, karar alma sürecine katılım, performans üzerine geribildirim, yetkilendirme, kişiler arası güven, örgütsel bağlılık ve verimlilik olarak isimlendirilmiştir

Anahtar Kelimeler

Güven, Örgütsel güven, Güvenin bileşenleri, Banka çalışanlarında güven

THE CAUSES AND CONSEQUENCES OF ORGANIZATIONAL TRUST AND FINDINGS FROM BANKING SECTORS

Öz

Nowadays, the competitive advantage is the ability to use the human force effectively and efficiently. The sense of trust that strengthens the individual’s organizational commitment is essential for the individual to use and develop their qualifications and creativity. As a result of organizational trust, it is assumed that an increase will occur in motivation, organizational commitment, performance, and productivity, and a decrease will occur in stress, conflict, and uncertainty within the organization. In this context, the aim of the study is to state how to analyze the concept of “trust in working environment” which is frequently discussed in the near future. The sampling of the research, made on first and middle level managers in banking sector, consists of 163 bank employees, which are selected at random. For acquiring data, a survey form of 36 questions is used; while thirty of all are Likert scale, aimed to evaluate trust behavior from different points, six of all are multiple elective, aimed to acquire descriptive data. Statistical analysis, as factor analysis and multiple regression analysis, is made on the data acquired by survey. And as a result of statistical analysis six factors are found as the indicators of organizational trust: Participation in decision-making process, feedback on performance, empowerment, interpersonal trust, organizational commitment, and productivity

Anahtar Kelimeler

Trust, Organizational trust, The components of trust, Trust in banking employees

Kaynakça

• ALESINA, A., E. Ferrara. (2000). “The Determinants of Trust”. NBER (National Bureau of Economic Research) Working Paper Series. Working Paper 7621. U.K.
• BACHMANN, R. (2003). “Trust and Power as Means of Co-ordinating the Internal
• Relations of the Organization - A Conceptual Framework”. In B. Nooteboom, & F. Six (eds.), Trust Process in Organizations: Emprical Studies of Determinants and The Process of Trust Development. E.Elgar Publishing. U.S.A.. ss. 58-73. COSTA, A. C., R. A. Roe, T. Taillieu. (2001). “Trust within teams: The relation with performance effectiveness”. European Journal Of Work And Organızatıonal Psychology, 10 (3), ss. 225–244.
• COSTA, A.C. (2003). “Understanding the nature and ancedents of trust within work teams”. In B. Nooteboom, & F. Six (eds.), Trust Process in Organizations: Emprical
• Studies of Determinants and The Process of Trust Development. E.Elgar Publishing. U.S.A. ss. 105-124. ÇINAR, Fusün. (1999) “Organizasyonlarda Çağdaş Bir Yaklaşım: Yetkilendirme
• (Empowerment)”. Uludağ Üniversitesi İİBF Dergisi, Cilt: 17, Sayı: 1-2, Bahar / Yaz Dönemi, Mayıs. DEDEHAYIR, Handan. (2002). “Performans Yönetimi Ne İşe Yarar?”. Kaynak
• Dergisi, Ekim-Aralık, s:12. DELHEY, Jan ve Kenneth Newton. (2003). “Who Trusts?”. European Societies, 5 (2): ss. 93–137.
• DEMİRCAN N. (2003). “Örgütsel Güven Kavrami: Nedenleri Ve Sonuçları”. Celal
• Bayar Universitesi Dergisi, Cilt 10, sayı 2. ss:139-150. DIRKS, T.K., D.L. Ferrin. (2001). “The Role of Trust in Organizational Setting”.
• Organization Science, 12: ss. 450-467. HARDY, Cynthia ve diğerleri. (1998). “Distinguishing Trust and Power in
• Interorganizational Relations:Forms and Façades of Trust”. In C.Lane, & R.Bachmann (eds.), Trust within and between Organizations: Conceptual Issues and Emprical Applications. Oxford University Press. ss. 64-87. HATTORI R., A., T. Lapidus. (2004). “Collaboration, trust and innovative change”.
• Journal of Change Management, Vol. 4, No. 2, , June. ss. 97–104 JOHNSON, Devon, K. Grayson. (2003). “Cognitive and affective trust in service relationships”. Journal of Business Research 2, 3-3, ss. 1-8.
• KAMER, Meltem. (2001). Örgütsel Güven, Örgütsel Bağlılık Ve Örgütsel Vatandaşlık
• Davranışlarına Etkileri. Yayımlanmamış Yüksek Lisans Tezi. Marmara Üniversitesi. İstanbul. KIPNIS, David. (1996). “Trust and Technology”. In R. M. Kramer, & T. R. Tyler
• (eds.), Trust in Organizations: Frontiers Of Theory And Research. Thousand Oaks, CA: Sage. ss. 39-50. KRAMER, M. Roderick. (1996). “Divergent Realities and Convergent Disappointments in the Hierarhic Relation”. In R. M. Kramer, & T. R. Tyler (eds.), Trust in Organizations
• Frontiers Of Theory And Research. Thousand Oaks, CA: Sage. ss. 216-245. LANE, C. (1998). “Theories and Issues In The Study of Trust”. In C.Lane, &
• R.Bachmann (eds.), Trust within and between Organizations: Conceptual Issues and Emprical Applications. Oxford University Press. ss.1-31. LAZARIC, Nathalie. (2003). “Trust Building Inside the Epistemic Community: An
• Investigation With An Emprical Case Study”. In B. Nooteboom, & F. Six (eds.), Trust Process in Organizations: Emprical Studies of Determinants and The Process of Trust Development. E.Elgar Publishing. U.S.A.. ss. 147-167. LEE, S.H. (2004). “Understanding Employee Trust, Commitment, and Innovative
• Behavior in the Public Sector: An Empirical Study”. Korea Association for Public Administration.. ss. 1-32. LEWICKI, Roy J., B.B. Bunker. (1996). “Developing and Maintaining Trust in Work
• Relationships”. In R. M. Kramer, & T. R. Tyler (eds.), Trust in Organizations: Frontiers Of Theory And Research. Thousand Oaks, CA: Sage. ss. 114-139. McALLISTER, D.J. (1995). “Affect and Cognition-Based Trust as Foundations for
• Interpersonal Cooperation in Organizations”. Academy of Management Journal. 38 (1), ss.24-59. MEYERSON, D., K. E Weick, R. M Kramer. (1996). “Swift trust and temporary groups”. In R. M. Kramer, & T. R. Tyler (eds.), Trust in Organizations: Frontiers Of
• Theory And Research Thousand Oaks, CA: Sage. ss. 166–195. NYHAN, R. C., (2000). “Changing the paradigm: Trust and its role in public sector organizations.” The American Review of Public Administration , 30, ss. 87- 109.
• ÖZBEK, Ferhat. (2004). “İnsan İlişkilerinde Güvenin Yeri ve Önemi”. Endüstri
• İlişkileri ve İnsan Kaynakları Dergisi, cilt:6/1. PERKS, Helen., S.V. Halliday. (2003). “Sources, Signs and Signalling for Fast Trust
• Creation in Organisational Relationships”. European Management Journal, Vol. 21, No. 3, ss. 338–350. PORTA, L.R. ve diğerleri. (1996) “ Trust in Large Organizations”. NBER (National Bureau of Economic Research) Working Paper Series. Working Paper 5864. U.K.
• RADEMAKERS, M. F. L. (2000). “Agents of trust: business associations in agri-food supply systems”. International Food and Agribusiness Management Review, 3, ss. 139–
• SITKIN, B. Sim, D. Stickel. (1996). “The Dynamics of Distrust in an Era of Quality”.
• In R. M. Kramer, & T. R. Tyler (eds.), Trust in Organizations: Frontiers Of Theory And Research. Thousand Oaks, CA: Sage. ss. 196-215. SIX, Frederique. (2003). “The Dynamics of Trust and Trouble”. In B. Nooteboom, & F.
• Six (eds.), Trust Process in Organizations: Emprical Studies of Determinants and The Process of Trust Development. E.Elgar Publishing. U.S.A.. ss.196-222. SOLOMON, Robert C., F. Flores. (2001). Güven Yaratmak. MESS Yayınları. İstanbul.
• SYDOW, Jörg. (1998). “ Understanding the Costitution of Interorganizational Trust”. In
• C.Lane, & R.Bachmann (eds.), Trust within and between Organizations: Conceptual Issues and Emprical Applications. Oxford University Press. ss. 31-62. London. SZTOMPKA, Piotr. (1999). Trust: A Sociological Theory. London: Cambridge University Press.
• Örgütü’nde Güven Modellerinin Değerlendirilmesi”. Polis Dergisi, S:34, ss.1-8. TÜRKMEN, İsmail. “Toplam Kalite Yönetiminde Etik”. http://www.mmo.org.tr/muhendismakina/arsiv/2001/agustos/tkyetik.htm. 06.01.2005.
• WHITENER, Ellen M. (1997). “The Impact Of Human Resource Actıvıtıes On
• Employee Trust”. Human Resource Management Review, Volume 7, Number 4, ss. 404. YOUNG, L. ve K. Daniel. (2003). “Affectual trust in the workplace”. Int. J. of Human
• Resource Management, 14:1, February, ss.139–155. ZEFFANE, R., J.Connell. (2003). “Trust and HRM in the New Millennium”. Int. J. of
• Human Resource Management, 14:1 February, ss. 3–11. ZEMKE, Ronald. (2000). “Can You Manage Trust?”. Training. 37, ss. 76-83.
• ZUCKER, G. Lynne ve diğerleri. (1996). “Collaboration Structure and Information
• Dilemmas in Biotechnology”. In R. M. Kramer, & T. R. Tyler (eds.), Trust in Organizations: Frontiers Of Theory And Research. Thousand Oaks, CA: Sage. ss.90-113.