Investigation of the Relationship between Organizational Trust and Organizational Commitment

Abstract

Organizational trust and organizational commitment are considered as the most important entraining factors for organizational success. The most important factor in the formation of organizational commitment is trust that employees have in their organizations. In this study, the relationship between organizational trust and organizational commitment was searched. For this purpose, 176 sports employees of Provincial Directorate of Youth and Sports in Turkey were applied "organizational trust scale" developed by Omarov [33] as well as "organizational commitment scale" developed by Meyer and Allen [26]. The data obtained as a result of the research were analyzed by SPSS 20.0 software program and the results were presented. As a result, it is remarkable that emotional commitment of male employees was more than that of female employees. Trust of participants in director positively affected emotional and normative commitment. It was also determined that trust of participants in their colleagues and organizations positively affected normative (commitment to worth and targets of the organization) commitment. It was concluded that organizational trust positively affected organizational commitment in sports employees.

Linking Organizational Commitment and Organizational Trust in Health Care Organizations

“…They found that trust in organization was associated with higher organizational commitment and trust in supervisors correlated positively with innovative behaviour and satisfactions with supervisor. The results of these studies are also supported with the results of the study conducted by Bastug et al (2016), Sheik-Mohamed et al (2012. Bastug et al (2016) found that a significant relationship between trust in director, emotional commitment and continuance commitment while an insignificant relationship among organizational trust sub-dimensions and normative commitment.…”

“…The results of these studies are also supported with the results of the study conducted by Bastug et al (2016), Sheik-Mohamed et al (2012. Bastug et al (2016) found that a significant relationship between trust in director, emotional commitment and continuance commitment while an insignificant relationship among organizational trust sub-dimensions and normative commitment. Sheik-Mohamed et al, (2012) reached the results that show significance of the relationship between organizational trust, job satisfaction and organizational commitment.…”

“…Organizational commitment is commonly identified as the key factor in interactions between personnel and organizations in the management and organizational behaviour literature. The most powerful driving forces for organizational success are organizational trust and organizational commitment (Bastug, Pala, Kumartasli, Günel & Duyan, 2016). Therefore, managers should recognize and be aware of nature of trust and its impact on organizational commitment (Sheik-Mohamed, Mohiadeen, & Anisa, 2012).…”

Analysis of the relationship between job satisfaction and organizational trust of physical education and sports teachers

“…Rowden's (2002) study on the relationship between learning and job satisfaction, it was revealed that learning in the workplace is related to job satisfaction. Existing studies in the literature revealed that various factors such as organizational support (Afif, 2018), quality management (Azarian &Taghipour, 2020), organizational commitment (Baştuğ et al, 2016), leadership (Boyacı et al, 2018;Megheirkouni, 2018), employee satisfaction (Chathoth et al, 2007), learning (Chiang & Wang, 2008;Rowden & Ahmad, 2000), emotional intelligence (Chiva & Alegre, 2008), trust (Çelebi & Tatık, 2019;Khany & Tazik, 2016;Saridakis et al, 2020;Srivastava, 2013), motivation (Egan et al, 2004), organizational silence (Fard & Karimi, 2015), work performance (Mouloud et al, 2016), commitment (Rose et al, 2009), and physical capital (Shamhi et al, 2018) are effective on job satisfaction and organizational trust. Koustelios and Tsigilis (2005) emphasized that the internal aspects of job satisfaction are stronger than the external ones.…”

Examination of the Relationship between Organizational Stress and Employee Performance: A Research on Staff Working on Provincial Directorate of Youth and Sports

“…The importance of human factor has been increased to conduct sporting events, contests and sport facilities systematically, and provide services neatly in provincial directorate of youth and sports that displays organizational structure and field services affiliated to center. The staff working in this institution can have some psychological problems as a consequence of intense work pressure and the fatigue of everyday life (Bastug, Pala, Kumartasli, Gunel, & Duyan, 2016). Stress, one of these problems, according to Daft (1991), is defined as physical and emotional reactions caused by problematic conditions such as imposition, oppression and uncertainty.…”