Modeling the Relationship Between Organizational Trust, Job Performance, Identity and Organizational Identification
| dc.contributor.author | Tekingündüz, Sabahattin | |
| dc.contributor.author | Karabel, Emine | |
| dc.contributor.author | Zekioğlu, Aysu | |
| dc.contributor.author | Sünbül, Seçil Ömür | |
| dc.date.accessioned | 2024-06-12T10:04:19Z | |
| dc.date.available | 2024-06-12T10:04:19Z | |
| dc.date.issued | 2020 | |
| dc.department | Trakya Üniversitesi | en_US |
| dc.description.abstract | Purpose – Organizational trust and job performance are important variables for hospitals,employees and patients. Numerous studies emphasize the critical role of organizational trust andemployee performance in enhancing organizational performance. The primary aim of the study isto examine the effect of organizational identification and identity on organizational trust, and, as asecondary aim, to investigate the effects of organizational trust, organizational identification andidentity on job performanceDesign/methodology/approach – This cross-sectional study was carried out in three public healthinstitutions providing different types of services in a city in Turkey between 02.02.2017 and02.03.2017. The participants were 649 health professionals. Data were collected using a personalinformation form, the organizational trust scale, the job performance scale, the Utrecht-Managementof Identity Commitments Scale (U-MICS), and the organizational identification scale. The correlationcoefficients between the variables were calculated. Determinants of organizational trust and jobperformance were examined using Structural Equality Models (SEM).Findings – A path analysis was performed for the model established with SEM. Organizationalidentification and identity variables were found to be significant predictors of organizational trust.Also, organizational identification and identity were also important variables affecting jobperformance.Discussion – The findings of the study reveal how important it is for the employee to identify withthe organization and to establish a permanent identity in the increase of trust level. A gradualdecrease in the feeling of satisfaction with existing commitment can adversely affect employee trust.Higher perception of organizational identification and identity can have a positive impact on jobperformance. | en_US |
| dc.identifier.doi | 10.20491/isarder.2020.905 | |
| dc.identifier.endpage | 1206 | en_US |
| dc.identifier.issn | 1309-0712 | |
| dc.identifier.issue | 2 | en_US |
| dc.identifier.startpage | 1192 | en_US |
| dc.identifier.trdizinid | 377789 | en_US] |
| dc.identifier.uri | https://doi.org/10.20491/isarder.2020.905 | |
| dc.identifier.uri | https://search.trdizin.gov.tr/yayin/detay/377789 | |
| dc.identifier.uri | https://hdl.handle.net/20.500.14551/12763 | |
| dc.identifier.volume | 12 | en_US |
| dc.indekslendigikaynak | TR-Dizin | en_US |
| dc.language.iso | en | en_US |
| dc.relation.ispartof | İşletme Araştırmaları Dergisi | en_US |
| dc.relation.publicationcategory | Makale - Ulusal Hakemli Dergi - Kurum Öğretim Elemanı | en_US |
| dc.rights | info:eu-repo/semantics/openAccess | en_US |
| dc.title | Modeling the Relationship Between Organizational Trust, Job Performance, Identity and Organizational Identification | en_US |
| dc.type | Article | en_US |
