SavedAdd your journal

Journals / Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi / 2020 / Cilt: 7 - Sayı: 6

MEDIATION ROLE OF TRUST IN LEADER IN THE EFFECT OF ORGANIZATIONAL SUPPORT AND AFFECTIVE COMMITMENT

Süleyman Cem BOZDOĞAN
Alptuğ AKSOY
Pages
266–277
Publication Date
2020-06-25
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

As a result of the mediation analysis, it was determined that trust in leader has a partial mediation role in the relationship between organizational support and affective commitment.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The aim of this study is to investigate whether organizational commitment has a mediating role in the influence of trust in leader on affective commitment.
📊
Key Findings & Data:For this purpose, data was collected from 275 participants working in hotel establishments in Alanya province through the survey.
💡
Conclusion & Impact:As a result of the mediation analysis, it was determined that trust in leader has a partial mediation role in the relationship between organizational support and affective commitment.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Organizational Support · Trust in Leader · Affective Commitment

Abstract

The aim of this study is to investigate whether organizational commitment has a mediating role in the influence of trust in leader on affective commitment. For this purpose, data was collected from 275 participants working in hotel establishments in Alanya province through the survey. The relationship between the variables was determined by validating factor analysis for scale validity, and tests of the structural equity model and the goodness of fit model and regression analysis were performed. In order to test the role of mediation, the significance of the indirect effect was investigated at and the boostrap method was used for this. The analysis found that trust in leader positively affects affective commitment significantly. As a result of the mediation analysis, it was determined that trust in leader has a partial mediation role in the relationship between organizational support and affective commitment.

Özet

Bu çalışmanın amacı otel çalışanlarının örgütsel destek düzeylerinin duygusal bağlılık üzerindeki etkisinde lidere güvenin aracılık rolünün incelenmesidir. Bu amaç doğrultusunda Alanya’da yer alan farklı otellerden toplam 275 çalışandan anket tekniği ile veriler toplanmıştır. Yapı geçerliliğinin belirlenmesi için doğrulayıcı faktör analizi uygulanmıştır. Değişkenler arasındaki ilişkilerin belirlenmesinde ise yapısal eşitlik modeli, uyum indeksleri ve regresyon analizi kullanılmıştır. Aracılık rolünün test edilmesi için dolaylı etkilerin anlamlılığına bakılmış ve bootstrap yöntemi kullanılmıştır. Analiz sonuçlarında örgütsel destek değişkeninin duygusal bağlılık üzerinde pozitif ve anlamlı etkisi olduğu bulunmuştur. Aracılık analizi sonucunda ise lidere güvenin örgütsel destek ve duygusal bağlılık ilişkisi üzerinde kısmi aracılık rolü olduğu ortaya çıkmıştır.

🔖

Cite This Article

BOZDOĞAN, S. C., AKSOY, A. (2020). MEDIATION ROLE OF TRUST IN LEADER IN THE EFFECT OF ORGANIZATIONAL SUPPORT AND AFFECTIVE COMMITMENT. Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, Cilt: 7 - Sayı: 6, 266–277. https://ajindex.com/articles/737563

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (11)

  1. Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of vocational behavior, 49(3), 252-276.
  2. Aslan, H., & İnce, E. (2019). Algılanan Örgütsel Desteğin İşten Ayrılma Niyeti Üzerindeki Etkisinde İş Stresinin Aracı Rolü, Iğdır Üniversitesi Sosyal Bilimler Dergisi, 20, 479-502.
  3. Bennis, W. (1995).
  4. Nanus (1985) Leaders: The Strategies for Taking Charge. In: New York: Harper and Row. Bobbio, A., Bellan, M., & Manganelli, A. M. (2012). Empowering leadership, perceived organizational support, trust, and job burnout for nurses: A study in an Italian general hospital. Health care management review, 37(1), 77-87.
  5. Burke, C. S., Sims, D. E., Lazzara, E. H., & Salas, E. (2007). Trust in leadership: A multi-level review and integration. The Leadership Quarterly, 18(6), 606-632.
  6. Büyükbeşe, T., & Aslan, H. (2019). Psikolojik Sermaye ve Duygusal Emeğin Örgütsel Bağlilik Üzerindeki Etkisi. Işletme Araştirmalari Dergisi, 11(2), 949-963.
  7. Cook, J., & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non‐fulfilment. Journal of occupational psychology, 53(1), 39-52.
  8. Dasgupta, P., & Gambetta, D. (1988). Trust: Making and breaking cooperative relations. Department of Sociology, University of Oxford: Basil Blackwell, 49-72.
  9. Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of applied psychology, 87(4), 611. Dooney, P., & Cannon, J. (1997). An Examination of the Nature of Trust in buyer–seller relationships. Journal of marketing, 61(2), 35-51.
  10. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565. Gillespie, N. A., & Mann, L. (2004). Transformational leadership and shared values: The building blocks of trust. Journal of managerial psychology. Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 161-178.
  11. Gürbüz, S.,