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Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi

Yıl 2010, Cilt: 7 Sayı: 13, 1 - 28, 10.03.2014

Öz

Abstract

The last decade has shown a proliferation in empirical trust studies in scientific journals due to the contribution of trust to organizational performance through increasing positive employee workplace intentions and behaviors. Given the theoretical suggestions and the empirical evidence on the importance of the referents of trust, this present study reviewed empirical research on trust considering three trust referents: supervisor, management, and organization. This parsimony of the trust research revealed that trust in organization has received much less empirical research attention than trust in direct supervisor and in management. The mediating and moderating role of trust in organization has also received much less empirical research attention than that of trust in supervisor and trust in management. It is this study's conclusion that subordinate workplace intentions and behaviors can be better understood in terms of considering all reciprocal trust relationships among the subordinate, the supervisor, and the subordinate's peers; between the subordinate and the management; and between the subordinate and the organization. Implications and future research directions are also discussed.

Keywords: trust in supervisor, trust in management, trust in organization, vertical trust, referents of trust, mediators of trust, moderators of trust.

ÖRGÜTLERDE DİKEY GÜVEN: SON ON YILLIK DÖNEMDEKİ AMPİRİK ÇALIŞMALARIN GÖZDEN GEÇİRİLMESİ

Özet

Güven, çalışanın pozitif işyeri niyet ve davranışlarını artırarak örgütsel performansa katkı sağlamaktadır. Son on yılda bilimsel dergilerde yayınlanan güvenle ilgili ampirik çalışmalarda çok büyük bir artış görülmüştür. Güven imlemlerinin (referents) önemi konusunda teorik tavsiyeler ve ampirik deliller dikkate alındığında, bu mevcut çalışma, yönetici, yönetim ve organizasyon güven imlemlerini dikkate alarak ampirik güven çalışmalarını gözden geçirmiştir. Güvenle ilgili çalışmaların bu üç şekilde birbirinden ayrılması, örgütsel güven konusunun, bir üst yöneticiye güven ve yönetime güven konularından çok daha az araştırma konusu olduğunu ortaya çıkarmıştır. Örgütsel güvenin mediatör ve moderatör rolü de yöneticiye güven ve yönetime güvenin aynı konudaki rollerinden çok daha az ampirik araştırma konusu olmuştur. Astların işyeri niyet ve davranışları, astlar, bir üst yöneticileri ve astların iş arkadaşları; astlar ve yönetim; ve astlar ve organizasyon arasındaki karşılıklı güven ilişkilerinin dikkate alınması ile anlaşılabileceği bu çalışmanın sonucudur. Çalışmaların sonuçlarının ne anlama geldiği ve gelecek araştırmaların hangi yönde olması gerektiği konuları da bu çalışma içerisinde tartışılmaktadır. 

Anahtar Sözcükler: yöneticiye güven, yönetime güven, organizasyona güven, dikey güven, güvenin imlemleri (kastedilen nesne veya şey), güvenin mediatörleri, güvenin moderatörleri.

Kaynakça

  • References
  • Aquino, K. and Byron, K. (2002). “Dominating Interpersonal Behaviour and Perceived Victimization in Groups: Evidence for a Curvilinear Relationship”. Journal of Management, 28, 69-87.
  • *Aryee, S., Budhwar, P. S. and 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.
  • 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.
  • Bensimon, H. (1997). “What to do about Anger in the Workplace”. Training and Development, 51, 28-32.
  • *Bijlsma-Frankema, K., Jong, B. D. and Van de Bunt, G. (2008). “Heed, a Missing Link between Trust, Monitoring and Performance in Knowledge Intensive Teams”. International Journal of Human Resource Management, 19, 19-40.
  • Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley.
  • *Brashear, T. G., Manolis, C. and Brooks, C. M. (2005). “The Effects of Control, Trust, and Justice on Salesperson Turnover”. Journal of Business Research, 58, 241-249.
  • *Brower, H. H., Lester, S. W., Korsgaard, M. A. and Dineen, B. R. (2009). “A Closer Look at Trust between Managers and Subordinates: Understanding the Effects of Both Trusting and Being Trusted on Subordinate Outcomes”. Journal of Management, 35, 327-347.
  • Butler, J. K. (1999). “Trust Expectations, Information Sharing, Climate of Trust, and Nogotiation Effectiveness and Efficiency”. Group and Organization Management, 24, 217-238.
  • Campbell, D. J. (2000). “The Proactive Employee: Managing Workplace Initiative”. Academy of Management Executive, 14, 52-66.
  • *Casimir, G., Waldman, D. A., Bartram, T. and Yang, S. (2006). “Trust and the Relationship between Leadership and Follower Performance: Opening the Black Box in Australia and China”. Journal of Leadership and Organizational Studies, 12, 68-84.
  • Challagalla, G. N and Shervani, T. A. (1996). “Dimensions and Types of Supervisory Control: Effects on Salesperson Performance and Satisfaction”. Journal of Marketing, 60, 89-105.
  • *Chang, H. and Chi, N. (2007). “Human Resource Managers' Role Consistency and HR Performance Indicators: The Moderating Effect of Interpersonal Trust in Taiwan”. International Journal of Human Resource Management, 18, 665-683.
  • *Chiaburu, D. S. and Byrne, Z. S. (2009). “Predicting OCB Role Definitions: Exchanges with the Organization and Psychological Attachment”. Journal of Business Psychology, 24, 201-214.
  • *Child, J. and Möllering, G. (2003). “Contextual Confidence and Active Trust Development in the Chinese Business Environment”. Organization Science, 14, 69-80.
  • *Choi, N. H., Dixon, A. L. and Jung, J. M. (2004). “Dysfunctional Behavior among Sales Representatives: The Effect of Supervisory Trust, Participation, and Information Controls”. Journal of Personal Selling and Sales Management, 14, 181-198.
  • *Clapp-Smith, R., Vogelgesang, G. and Avey, J. (2009). “Authentic Leadership and Positive Psychological Capital: The Mediating Role of Trust at the Group Level of Analysis”. Organizational Studies, 15, 227-240.
  • *Colquitt, J. A., Scott, B. A. and LePine, J. A. (2007). “Trust, Trustworthiness, and Trust Tropensity: A Meta-Analytic Test of their Unique Relationship with Risk Taking and Job Performance”. Journal of Applied Psychology, 92, 909-927.
  • *Colquitt, J. A., Scott, B. A., Judge, T. A. and Shaw, J. C. (2006). “Justice and Personality: Using Integrative Theories to Derive Moderators of Justice Effects”. Organizational Behavior and Human Decision Processes, 100, 110-127.
  • *Connel, J., Ferres, N. and Travaglione, T. (2003). “Engendering Trust in Manager-Subordinate Relationships: Predictors and Outcomes”. Personnel Review, 32, 569-587.
  • Cook, J. and Wall, T. (1980). “New Work Attitude Measures of Trust, Organizational Commitment and Personal Need Non-Fulfilment”. Journal of Occupational Psychology, 53, 39-52.
  • Costigan, R. D., Ilter, S. S. and Berman, J. J. (1998). “A Multi-Dimensional Study of Trust in Organizations”. Journal of Managerial Issues, 10, 303-317.
  • *Costigan, R. D., Insinga, R. C., Berman, J. J., Ilter, S. S., Kranas, G. and Kureshov, V. A. (2006). “The Effect of Employee Trust of the Supervisor on Enterprising Behavior: A Cross-Cultural Comparison”. Journal of Business and Psychology, 21, 273-291.
  • *Davis, J., Schoorman, F. D., Mayer, R. C. and Tan, H. (2000). “The Trusted General Manager and Business Unit Performance: Empirical Evidence of a Competitive Advantage”. Strategic Management Journal, 21, 563-576.
  • *Dirks, K. T. (2000). “Trust in Leadership and Team Performance: Evidence from NCAA Basketball”. Journal of Applied Psychology, 85, 1004-1012.
  • *Dirks, K. T. and Ferrin, D. L. (2002). “Trust in Leadership: Meta-Analytic Findings and Implications for Research and Practice”. Journal of Applied Psychology, 87, 611-628.
  • Dirks, K. T. and Ferrin, D. L. (2001). “The Role of Trust in Organizational Settings”. Organization Science, 12, 450-467.
  • *Dirks, K. T. and Skarlicki, D. P. (2009). “The Relationship between Being Perceived as Trustworthy by Coworkers and Individual Performance”. Journal of Management, 35, 136-157.
  • Dirks, K. T. and Skarlicki, D. P. (2004). “Trust in Leaders: Existing Research and Emerging Issues”. (Ed: Roderick M. Kramer and Karen S. Cook), Trust and Distrust in Organizations: Dilemmas and Approaches, New York: Russell Sage Foundations, pp. 21-40.
  • *Ergeneli, A., Ari, G. S. and Metin, S. (2007). “Psychological Empowerment and its Relationship to Trust in Immediate Managers”. Journal of Business Research, 60, 41-49.
  • *Ertürk, A. (2007). “Increasing Organizational Citizenship Behaviours of Turkish Academicians: Mediating Role of Trust in Superiors on the Relationship between Organizational Justice and Citizenship Behaviours”. Journal of Managerial Psychology, 22, 257-270.
  • *Ferres, N., Travaglione, A. and Connel, J. (2002). “Trust: A Precursor to the Potential Mediating Effect of Transformational Leadership?” International Journal of Organisational Behavior, 6, 242-263.
  • *Gilder, D. (2003). “Commitment, Trust and Work Behavior”. Personnel Review, 32, 588-604.
  • *Gomez, C. and Rosen, B. (2001). “The Leader-Member Exchange as a Link between Managerial Trust and Employee Empowerment”. Group and Organization Management, 26, 53-69.
  • *Goris, J. R., Vaught, B. C. and Pettit Jr., J. D. (2003). “Effects of Trust in Superiors and Influence of Superiors on the Association between Individual-Job Congruence and Job Performance/Satisfaction”. Journal of Business and Psychology, 17, 327-343.
  • *Hartog, D., Shippers, M. C. and Kopman, P. L. (2002). “The Impact of Leader Behavior on Trust in Management and Co-workers”. SA Journal of Industrial Psychology, 28, 29-34.
  • Hofstede, G. (1980). Understanding Cultural Differences. Beverly Hills, CA: Sage.
  • *Holtz, B. and Harold, C. M. (2008). “When Your Boss Says No! The Effects of Leadership Style and Trust on Employee Reactions to Managerial Explanations”. Journal of Occupational and Organizational Psychology, 81, 777-802.
  • *Huff, L. and Kelley, L. (2003). “Levels of Organizational Trust in Individualist versus Collectivist Societies: A Seven-Nation Study”. Organization Science, 14, 81-90.
  • *Jung, D. and Avolio, B. J. (2000) “Opening the Black Box: An Experimental Investigation of the Mediating Effects of Trust and Value Congruence on Transformational and Transactional Leadership”. Journal of Organizational Behavior, 21, 949-964.
  • Kramer, R. M. (1999). “Trust and Distrust in Organizations: Emerging Perspectives, Enduring Questions”. Annual Review of Psychology, 50, 569-598.
  • *Lapierre, L. M. (2007). “Supervisor Trustworthiness and Subordinates' Willingness to Provide Extra-Role Efforts”. Journal of Applied Social Psychology, 37, 272-297.
  • Luthans, F. (2002). “Positive Organizational Behavior: Developing and Managing Psychological Strengths”. Academy of Management Executive, 16, 57-72.
  • Luthans, F., Youssef, C. M. and Avolio, B. J. (2007). Psychological Capital. New York: Oxford University Press.
  • *Macky, K. and Boxall, P. (2007). “The Relationship between 'High-Performance Work Practices' and Employee Attitudes: An Investigation of Additive and Interaction Affects”. The International Journal of Human Resource Management, 18, 537-567.
  • Mayer, R. C., Davis, J. H. and Schoorman, F. D. (1995). “An Integrative Model of Organizational Trust”. Academy of Management Review, 20, 709-734.
  • *Mayer, R. C. and Gavin, M. B. (2005). “Trust in Management and Performance: Who Minds the Shop While the Employees Watch the Boss?” Academy of Management Journal, 48, 874-888.
  • McAllister, D. J. (1995). “Affect- and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations”. Academy of Management Journal, 38, 24-59.
  • McCauley, D. P. and Kuhnert, K. W. (1992). “A Theoretical Review and Empirical Investigation of Employee Trust”. Public Administration Quarterly, 16, 265-285.
  • *Mengüc, B. (2000). “An Empirical Investigation of a Social Exchange Model of Organizational Citizenship Behaviors Across Two Sales Situations: A Turkish Case”. The Journal of Personal Selling and Sales Management, 20, 205-214.
  • Mishra, A. K. (1996). “Organizational Responses to Crisis: The Centrality of Trust”. (Ed: Roderick M. Kramer and Tom R. Tyler), Trust in Organizations: Frontiers of Theory and Research, California: Sage Publications, pp. 261-287.
  • Möllering, G., Bachmann, R. and Lee, S. H. (2004). “Understanding Organizational Trust – Foundations, Constellations, and Issues of Operationalisation”. Journal of Managerial Psychology, 19, 556-570.
  • *Poon, J. M. (2006). “Trust-in-Supervisor and Helping Coworkers: Moderating Effect of Perceived Politcs”. Journal of Managerial Behavior, 21, 518-532.
  • Rousseau, D. M., Sitkin, S. B., Burt, R. S. and Camerer, C. (1998). “Not So Different After All: A Cross-Discipline View of Trust”. Academy of Management Review, 23, 393-404.
  • Schoorman, F. D., Mayer, R. C. and Davis, J. H. (2007). “An Integrated Model of Organizational Trust: Past, Present, and Future”. Academy of Management Reveiw, 32, 344-354.
  • *Shamir, B. and Lapidot, Y. (2003). “Trust in Organizational Superiors: Systemic and Collective Considerations”. Organization Studies, 24, 463-491.
  • Sheppard, B. H. and Sherman, D. M. (1998). “The Grammers of Trust: A Model and General Implications”. Academy of Management Review, 23, 422-437.
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Yıl 2010, Cilt: 7 Sayı: 13, 1 - 28, 10.03.2014

Öz

Kaynakça

  • References
  • Aquino, K. and Byron, K. (2002). “Dominating Interpersonal Behaviour and Perceived Victimization in Groups: Evidence for a Curvilinear Relationship”. Journal of Management, 28, 69-87.
  • *Aryee, S., Budhwar, P. S. and 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.
  • 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.
  • Bensimon, H. (1997). “What to do about Anger in the Workplace”. Training and Development, 51, 28-32.
  • *Bijlsma-Frankema, K., Jong, B. D. and Van de Bunt, G. (2008). “Heed, a Missing Link between Trust, Monitoring and Performance in Knowledge Intensive Teams”. International Journal of Human Resource Management, 19, 19-40.
  • Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley.
  • *Brashear, T. G., Manolis, C. and Brooks, C. M. (2005). “The Effects of Control, Trust, and Justice on Salesperson Turnover”. Journal of Business Research, 58, 241-249.
  • *Brower, H. H., Lester, S. W., Korsgaard, M. A. and Dineen, B. R. (2009). “A Closer Look at Trust between Managers and Subordinates: Understanding the Effects of Both Trusting and Being Trusted on Subordinate Outcomes”. Journal of Management, 35, 327-347.
  • Butler, J. K. (1999). “Trust Expectations, Information Sharing, Climate of Trust, and Nogotiation Effectiveness and Efficiency”. Group and Organization Management, 24, 217-238.
  • Campbell, D. J. (2000). “The Proactive Employee: Managing Workplace Initiative”. Academy of Management Executive, 14, 52-66.
  • *Casimir, G., Waldman, D. A., Bartram, T. and Yang, S. (2006). “Trust and the Relationship between Leadership and Follower Performance: Opening the Black Box in Australia and China”. Journal of Leadership and Organizational Studies, 12, 68-84.
  • Challagalla, G. N and Shervani, T. A. (1996). “Dimensions and Types of Supervisory Control: Effects on Salesperson Performance and Satisfaction”. Journal of Marketing, 60, 89-105.
  • *Chang, H. and Chi, N. (2007). “Human Resource Managers' Role Consistency and HR Performance Indicators: The Moderating Effect of Interpersonal Trust in Taiwan”. International Journal of Human Resource Management, 18, 665-683.
  • *Chiaburu, D. S. and Byrne, Z. S. (2009). “Predicting OCB Role Definitions: Exchanges with the Organization and Psychological Attachment”. Journal of Business Psychology, 24, 201-214.
  • *Child, J. and Möllering, G. (2003). “Contextual Confidence and Active Trust Development in the Chinese Business Environment”. Organization Science, 14, 69-80.
  • *Choi, N. H., Dixon, A. L. and Jung, J. M. (2004). “Dysfunctional Behavior among Sales Representatives: The Effect of Supervisory Trust, Participation, and Information Controls”. Journal of Personal Selling and Sales Management, 14, 181-198.
  • *Clapp-Smith, R., Vogelgesang, G. and Avey, J. (2009). “Authentic Leadership and Positive Psychological Capital: The Mediating Role of Trust at the Group Level of Analysis”. Organizational Studies, 15, 227-240.
  • *Colquitt, J. A., Scott, B. A. and LePine, J. A. (2007). “Trust, Trustworthiness, and Trust Tropensity: A Meta-Analytic Test of their Unique Relationship with Risk Taking and Job Performance”. Journal of Applied Psychology, 92, 909-927.
  • *Colquitt, J. A., Scott, B. A., Judge, T. A. and Shaw, J. C. (2006). “Justice and Personality: Using Integrative Theories to Derive Moderators of Justice Effects”. Organizational Behavior and Human Decision Processes, 100, 110-127.
  • *Connel, J., Ferres, N. and Travaglione, T. (2003). “Engendering Trust in Manager-Subordinate Relationships: Predictors and Outcomes”. Personnel Review, 32, 569-587.
  • Cook, J. and Wall, T. (1980). “New Work Attitude Measures of Trust, Organizational Commitment and Personal Need Non-Fulfilment”. Journal of Occupational Psychology, 53, 39-52.
  • Costigan, R. D., Ilter, S. S. and Berman, J. J. (1998). “A Multi-Dimensional Study of Trust in Organizations”. Journal of Managerial Issues, 10, 303-317.
  • *Costigan, R. D., Insinga, R. C., Berman, J. J., Ilter, S. S., Kranas, G. and Kureshov, V. A. (2006). “The Effect of Employee Trust of the Supervisor on Enterprising Behavior: A Cross-Cultural Comparison”. Journal of Business and Psychology, 21, 273-291.
  • *Davis, J., Schoorman, F. D., Mayer, R. C. and Tan, H. (2000). “The Trusted General Manager and Business Unit Performance: Empirical Evidence of a Competitive Advantage”. Strategic Management Journal, 21, 563-576.
  • *Dirks, K. T. (2000). “Trust in Leadership and Team Performance: Evidence from NCAA Basketball”. Journal of Applied Psychology, 85, 1004-1012.
  • *Dirks, K. T. and Ferrin, D. L. (2002). “Trust in Leadership: Meta-Analytic Findings and Implications for Research and Practice”. Journal of Applied Psychology, 87, 611-628.
  • Dirks, K. T. and Ferrin, D. L. (2001). “The Role of Trust in Organizational Settings”. Organization Science, 12, 450-467.
  • *Dirks, K. T. and Skarlicki, D. P. (2009). “The Relationship between Being Perceived as Trustworthy by Coworkers and Individual Performance”. Journal of Management, 35, 136-157.
  • Dirks, K. T. and Skarlicki, D. P. (2004). “Trust in Leaders: Existing Research and Emerging Issues”. (Ed: Roderick M. Kramer and Karen S. Cook), Trust and Distrust in Organizations: Dilemmas and Approaches, New York: Russell Sage Foundations, pp. 21-40.
  • *Ergeneli, A., Ari, G. S. and Metin, S. (2007). “Psychological Empowerment and its Relationship to Trust in Immediate Managers”. Journal of Business Research, 60, 41-49.
  • *Ertürk, A. (2007). “Increasing Organizational Citizenship Behaviours of Turkish Academicians: Mediating Role of Trust in Superiors on the Relationship between Organizational Justice and Citizenship Behaviours”. Journal of Managerial Psychology, 22, 257-270.
  • *Ferres, N., Travaglione, A. and Connel, J. (2002). “Trust: A Precursor to the Potential Mediating Effect of Transformational Leadership?” International Journal of Organisational Behavior, 6, 242-263.
  • *Gilder, D. (2003). “Commitment, Trust and Work Behavior”. Personnel Review, 32, 588-604.
  • *Gomez, C. and Rosen, B. (2001). “The Leader-Member Exchange as a Link between Managerial Trust and Employee Empowerment”. Group and Organization Management, 26, 53-69.
  • *Goris, J. R., Vaught, B. C. and Pettit Jr., J. D. (2003). “Effects of Trust in Superiors and Influence of Superiors on the Association between Individual-Job Congruence and Job Performance/Satisfaction”. Journal of Business and Psychology, 17, 327-343.
  • *Hartog, D., Shippers, M. C. and Kopman, P. L. (2002). “The Impact of Leader Behavior on Trust in Management and Co-workers”. SA Journal of Industrial Psychology, 28, 29-34.
  • Hofstede, G. (1980). Understanding Cultural Differences. Beverly Hills, CA: Sage.
  • *Holtz, B. and Harold, C. M. (2008). “When Your Boss Says No! The Effects of Leadership Style and Trust on Employee Reactions to Managerial Explanations”. Journal of Occupational and Organizational Psychology, 81, 777-802.
  • *Huff, L. and Kelley, L. (2003). “Levels of Organizational Trust in Individualist versus Collectivist Societies: A Seven-Nation Study”. Organization Science, 14, 81-90.
  • *Jung, D. and Avolio, B. J. (2000) “Opening the Black Box: An Experimental Investigation of the Mediating Effects of Trust and Value Congruence on Transformational and Transactional Leadership”. Journal of Organizational Behavior, 21, 949-964.
  • Kramer, R. M. (1999). “Trust and Distrust in Organizations: Emerging Perspectives, Enduring Questions”. Annual Review of Psychology, 50, 569-598.
  • *Lapierre, L. M. (2007). “Supervisor Trustworthiness and Subordinates' Willingness to Provide Extra-Role Efforts”. Journal of Applied Social Psychology, 37, 272-297.
  • Luthans, F. (2002). “Positive Organizational Behavior: Developing and Managing Psychological Strengths”. Academy of Management Executive, 16, 57-72.
  • Luthans, F., Youssef, C. M. and Avolio, B. J. (2007). Psychological Capital. New York: Oxford University Press.
  • *Macky, K. and Boxall, P. (2007). “The Relationship between 'High-Performance Work Practices' and Employee Attitudes: An Investigation of Additive and Interaction Affects”. The International Journal of Human Resource Management, 18, 537-567.
  • Mayer, R. C., Davis, J. H. and Schoorman, F. D. (1995). “An Integrative Model of Organizational Trust”. Academy of Management Review, 20, 709-734.
  • *Mayer, R. C. and Gavin, M. B. (2005). “Trust in Management and Performance: Who Minds the Shop While the Employees Watch the Boss?” Academy of Management Journal, 48, 874-888.
  • McAllister, D. J. (1995). “Affect- and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations”. Academy of Management Journal, 38, 24-59.
  • McCauley, D. P. and Kuhnert, K. W. (1992). “A Theoretical Review and Empirical Investigation of Employee Trust”. Public Administration Quarterly, 16, 265-285.
  • *Mengüc, B. (2000). “An Empirical Investigation of a Social Exchange Model of Organizational Citizenship Behaviors Across Two Sales Situations: A Turkish Case”. The Journal of Personal Selling and Sales Management, 20, 205-214.
  • Mishra, A. K. (1996). “Organizational Responses to Crisis: The Centrality of Trust”. (Ed: Roderick M. Kramer and Tom R. Tyler), Trust in Organizations: Frontiers of Theory and Research, California: Sage Publications, pp. 261-287.
  • Möllering, G., Bachmann, R. and Lee, S. H. (2004). “Understanding Organizational Trust – Foundations, Constellations, and Issues of Operationalisation”. Journal of Managerial Psychology, 19, 556-570.
  • *Poon, J. M. (2006). “Trust-in-Supervisor and Helping Coworkers: Moderating Effect of Perceived Politcs”. Journal of Managerial Behavior, 21, 518-532.
  • Rousseau, D. M., Sitkin, S. B., Burt, R. S. and Camerer, C. (1998). “Not So Different After All: A Cross-Discipline View of Trust”. Academy of Management Review, 23, 393-404.
  • Schoorman, F. D., Mayer, R. C. and Davis, J. H. (2007). “An Integrated Model of Organizational Trust: Past, Present, and Future”. Academy of Management Reveiw, 32, 344-354.
  • *Shamir, B. and Lapidot, Y. (2003). “Trust in Organizational Superiors: Systemic and Collective Considerations”. Organization Studies, 24, 463-491.
  • Sheppard, B. H. and Sherman, D. M. (1998). “The Grammers of Trust: A Model and General Implications”. Academy of Management Review, 23, 422-437.
  • *Shockley-Zalabak, P., Ellis, K. and Winograd, G. (2000). “Organizational Trust: What it Means, Why it Matters”. Organizational Development Journal, 18, 35-48.
  • Spreitzer, G. M. (1995). “Psychological Empowerment in the Workplace: Dimensions, Measurement, and Validation”. Academy of Management Journal, 38, 1442-1465.
  • *Stinglhamber, F., Cremer, D. D., and Mercken, L. (2006). “Perceived Support as a Mediator of the Relationship between Justice and Trust”. Group and Organizational Management, 31, 442-468.
  • *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, 241-260.
  • *Thau, S., Crossley, C., Bennett, R. J., and Sczesny, S. (2007). “The Relationship between Trust, Attachment, and Antisocial Work Behaviors”. Human Relations, 60, 1155-1179.
  • *Van den Berg, P. T. and Van der Velde, M. E. (2005). “Relationships of Functional Flexibility with Individual and Work Factors”. Journal of Business and Psychology, 20, 111-129.
  • *Wat, D. and Shaffer, M. A. (2005). “Equity and Relationship Quality Influences on Organizational Citizenship Behaviors: The Mediating Role of Trust in the Supervisor and Empowerment”. Personnel Review, 34, 406-422.
  • *Whitener, E. M. (2001). “Do “High Commitment” Human Resource Practices Affect Employee Commitment? A Cross-level Analysis Using Hierarchical Linear Modelling”. Journal of Management, 27, 515-535.
  • *Yang, J., Mossholder, K. W. and Peng, T. K. (2009). “Supervisor Procedural Justice Effects: The Mediating Roles of Cognitive and Affective Trust”. The Leadership Quarterly, 20, 143-154.
  • Youssef, C. M. and Luthans, F. (2007). “Positive Organizational Behavior in the Workplace”. Journal of Management, 33, 774-800.
  • *Zacharatos, A., Barling, J. and Iverson, R. (2005). “High-Performance Work Systems and Occupational Safety”. Journal of Applied Psychology, 90, 77-93.
  • Zand, D. E. (1972). “Trust and Managerial Problem Solving”. Administrative Science Quarterly, 17, 229-239.
  • Way, S. A. (2002). “High Performance Work Systems and Intermediate Indicators of Firm Performance within the U.S. Small Business Sector”. Journal of Management, 28, 765-785.
  • *Wong, Y., Wong, C. and Ngo, H. (2002). “Loyalty to Supervisor and Trust in Supervisor of Workers in Chinese Joint Ventures: A Test of Two Competing Models”. International Journal of Human Resource Management, 13, 883-900.
  • Wood, S. and Wall, T. D. (2002). “Human Resource Management and Business Performance”. (Ed: Peter Warr), Psychology at work, London: Penguin, pp. 351-374.
Toplam 73 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makaleleri
Yazarlar

Adnan Özyılmaz Bu kişi benim

Yayımlanma Tarihi 10 Mart 2014
Yayımlandığı Sayı Yıl 2010 Cilt: 7 Sayı: 13

Kaynak Göster

APA Özyılmaz, A. (2014). Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 7(13), 1-28.
AMA Özyılmaz A. Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. Mart 2014;7(13):1-28.
Chicago Özyılmaz, Adnan. “Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi”. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 7, sy. 13 (Mart 2014): 1-28.
EndNote Özyılmaz A (01 Mart 2014) Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 7 13 1–28.
IEEE A. Özyılmaz, “Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi”, Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, c. 7, sy. 13, ss. 1–28, 2014.
ISNAD Özyılmaz, Adnan. “Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi”. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 7/13 (Mart 2014), 1-28.
JAMA Özyılmaz A. Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 2014;7:1–28.
MLA Özyılmaz, Adnan. “Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi”. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, c. 7, sy. 13, 2014, ss. 1-28.
Vancouver Özyılmaz A. Vertical Trust In Organizations: A Review Of Empirical Studies Over The Last Decade/Örgütlerde Dikey Güven: Son On Yillik Dönemdeki Ampirik Çalişmalarin Gözden Geçirilmesi. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 2014;7(13):1-28.

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