DOI: https://doi.org/10.18371/fcaptp.v1i28.163925

THE EFFECTS OF ORGANIZATIONAL TRUST ON TURNOVER INTENTION

Özgeldi Mürşide, Elif Hamitoğlu

Abstract


Today where global competition, rapid and continuous change are being experienced, it has become more difficult for enterprises to improve in production and management process, to increase efficiency and quality, to reduce costs, to move fast, to renew technology, to achieve flexible structure and to succeed by achieving superiority in the competition against its like. These efforts which seek to increase operational efficiency are necessary in order to provide competitive advantage today but insufficient. In order to provide and maintain competitive advantage, it is also necessary to make innovation, to make difference, or to use available resources-technology-knowledge in a way that will make a difference and produce new values. It is the human resources that will produce new values, make a difference and implement the strategies for the matter. However, the signs of negativity in human resources, such as high cost of human resources, labour turnover, job dissatisfaction, a decrease in performance-efficiency-quality-motivation, absenteeism are also factors that directly affect the performance of enterprises.

Therefore, what enterprises have to use to accomplish their objectives is the human resources that are the source of providing a competitive advantage.  In order for the human resources to create value, it is required to determine and prepare the resources in line with the strategies of the enterprise, to focus on the applications, programs, approaches that provide the development, uncovering of its potential, utilization, motivation, resolution of problems, effective use, production of new values, retention, loyalty, satisfaction, and so on.

The purpose of the study is to examine the impact of organizational trust on turnover intention. In the study carried out for this purpose, trust scale and turnover intention scale have been used. 228 people working in private sector in Istanbul have participated in the study. According to the findings obtained from the analysis of the data, organizational trust significantly affects turnover intention. In other words, 18% of the change upon the turnover intention can be explained by the organizational trust ( =0.18).  


Keywords


Organizational trust; trust in the manager; turnover intention; intention to leave; private sector employees.

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References


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Chang, W. J., Wang, Y. S., & Huang, T. C. (2013). Work design–related antecedents of turnover intention: A multilevel approach. Human Resource Management, 52 (1), 1—26.

Hwang, I. S., & Kou, J. H. (2006). Effects of job satisfaction and perceived alternative employment opportunities on turnover ıntention: An examination of public sector organizations. Journal of American Academy of Business, 8 (2), 254—255.

Long, C. S., & Thean, L. Y. (2011). Relationship between leadership style, job satisfaction and employee’s turnover intention, a literature review. Research Journal of Business Management, 5 (3), 91—100.

Carmeli, A., & Weisberg, J. (2006). Exploring turnover intentions among three professional groups of employees. Human Resource Development International, 9 (2), 191—206.

Agarwal, P., & Sajid, S. M. (2017). A study of job satisfaction, organizational commitment and turnover intentionamong public and private sector employees. Journal of Management Research, 17 (3), 123—136.

Flint, D., Haley, L. M. & McNally, J. J. (2013). Individual and organizational determinants of turnover intent.Personnel Review, 42, 552—572.

Aurum, A., & Ghapanchi, A. H. (2011). Antecedents to IT personnel's intentions to leave: A systematic literature review. Journal of Systems and Software, 84 (2), 238—249.

Cho, S., Johanson, M. M. & Guchait, P. (2009). Employees ıntent to leave: A comparison of determinants of ıntent to leave versus ıntent to stay. International Journal of Hospitality Management, 28 (3), 374—381.

Arshadi, N., & Shahbazi, F. (2013). Workplace characteristics and turnover intention: Mediating role of emotional exhaustion. Procedia-Social and Behavioral Sciences, 84, 640—645.

Dess, G. G., & Shaw, J. D. (2001). Voluntary turnover, social capital, and organizational performance.Academy of Management Review, 26, 446—456.

Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36 (3), 240—263.

Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover ıntention in the U.S. federal bureaucracy. American Review of Public Administration, 47 (1), 4—22.

Han S. S., Han, J. W., An, Y. S., & Lim, S. H. (2015). Effects of role stress on nurses’ turnover intentions: The mediating effects of organizational commitment and burnout. Japan Journal of Nursing Science, 12, 287—296.

Thomas, G. F., Zolin, R., & Hartman, J. L. (2009). The central role of communication in developing trust and its effect on employee ınvolvement. Journal of Business Communication,46 (3), 287—310.

Davis, J. H., Schoorman, F. D., Mayer, R. C., & Tan, H. H. (2000). The trusted general manager and business unit performance: Empirical evidence of a competitive advantage. Strategic Management Journal, 21 (5), 563—576.

Dirks, K. T., & Ferrin, D. L. (2001). The role of trust in organizational settings. Organization Science, 12, 450—467.

Hameed, I., Arain, G. A., & Farooq, O. (2013). Identity-based trust as a mediator of the effects of organizational identification on employee attitudes: An empirical study. International Journal of Management, 30 (2), 666.

Mishra, J., & Morrissey, M. A. (1990). Trust in Employee/Employer Relationships: A Survey of West Michigan Managers. Public Personnel Management, 19 (4), 443—485.

Basit, G., & Duygulu, S. (2018). Nurses’ organizational Trust and Intention to continue working at Hospitals in Turkey. Collegian, 25, 163—169.

Cho, Y. J., & Song, H. J. (2017). Determinants of Turnover Intention of Social Workers: Effects of Emotional Labor and Organizational Trust. Personel Management, 46(1), 41-65.

Zeffane, R. & Melhem, S. J. B. (2017). Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates. Employee Relations, 39 (7).

Kashyap, V., & Rangnekar, S. (2016). Servant leadership, employer brand perception, trust in leadersand turnover intentions: a sequential mediation model. Review of Managerial Science, 10 (3),437—461.

Dirks, K. T., & Ferrin, D. L. (2002). Trust in Leadership: Meta-Analytic Findings and Implications for Research and Practise. Journal of Applied Psychology, 87 (4), 611—628.

Omarov, A. (2009). Örgütsel Güven ve İş Doyumu: Özel Bir Sektörde Uygulama. Dokuz Eylül Üniversitesi, Sosyal Bilimler Enstitüsü, İzmir.

Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86 (3), 493—522.

Türker, N. E. (2013). Bankacılık Sektöründe Çalışanların Stres Düzeyi İle İşten Ayrılma Niyeti Arasındaki İlişkinin Örgüte Bağlılık Üzerine Etkisi. Marmara Üniversitesi, Bankacılık ve Sigortacılık Enstitüsü, İstanbul.


GOST Style Citations


İslamoğlu G. Kurum İçinde Güven: Yöneticiye, İş Arkadaşlarına ve Kuruma Yönelik Güven Ölçümü [Text] / G. İslamoğlu, M. Birsel, D. Börü. — İstanbul : İnkılap Kitabevi, 2007.

Firth L. How can managers reduce employee intention to quit? [Text] / L. Firth, D. J. Mellor, K. Moore, C. Loquet // Journal of Managerial Psychology. — 2004. — № 19 (2). — P. 170—187.

Chang W. J. Work design–related antecedents of turnover intention: A multilevel approach [Text] / W. J. Chang, Y. S. Wang, T. C. Huang // Human Resource Management. — 2013. — № 52 (1). — P. 1—26.

Hwang I. S. Effects of job satisfaction and perceived alternative employment opportunities on turnover ıntention:An examination of public sector organizations [Text] / I. S. Hwang, J. H. Kou // Journal of American Academy of Business. — 2006. — № 8 (2). — P. 254—255.

Long C. S. Relationship between leadership style, job satisfaction and employee’s turnover intention, a literature review [Text] / C. S. Long, L. Y. Thean // Research Journal of Business Management. — 2011. — № 5 (3). — P. 91—100.

Carmeli A. Exploring turnover intentions among three professional groups of employees [Text] / A. Carmeli, J. Weisberg // Human Resource Development International. — 2006. — № 9 (2). — P. 191—206.

Agarwal P. A study of job satisfaction, organizational commitment and turnover intentionamong public and private sector employees [Text] / P. Agarwal, S. M. Sajid //Journal of Management Research. — 2017. — № 17 (3).— P. 123—136.

Flint D. Individual and organizational determinants of turnover intent [Text] / D. Flint, L. M. Haley, J. J. McNally // Personnel Review. — 2013. — № 42. — P. 552—572.

Aurum A. Antecedents to IT personnel's intentions to leave: A systematic literature review [Text] / A. Aurum, A. H. Ghapanchi // Journal of Systems and Software. — 2011. — № 84 (2). — Р. 238—249.

Cho S. Employees ıntent to leave: A comparison of determinants of ıntent to leave versus ıntent to stay [Text] / S.Cho, M. M. Johanson, P. Guchait // International Journal of Hospitality Management. — 2009. — № 28 (3). — P. 374—381.

Arshadi N. Workplace characteristics and turnover intention: Mediating role of emotional exhaustion [Text] / N. Arshadi, F. Shahbazi // Procedia-Social and Behavioral Sciences. — 2013. — № 84. — P. 640—645.

Dess G. G. Voluntary turnover, social capital, and organizational performance [Text] / G. G. Dess, J. D. Shaw // Academy of Management Review.—2001. — № 26.— P. 446—456.

Cohen G. Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate [Text] / G. Cohen, R. S. Blake, D. Goodman // Review of Public Personnel Administration.— 2016. — № 36 (3).— P. 240—263.

Kim S. Y. Employee empowerment and turnover ıntention in the U.S. federal bureaucracy [Text] / S. Y. Kim, S. Fernandez // American Review of Public Administration. — 2017. — № 47 (1). — P. 4—22.

Han S. S. Effects of role stress on nurses’ turnover intentions: The mediating effects of organizational commitment and burnout [Text] / S. S. Han, J. W. Han, Y. S. An, S. H. Lim // Japan Journal of Nursing Science. — 2015. — № 12. — P. 287—296.

Thomas G. F. The central role of communication in developing trust and its effect on employee ınvolvement [Text] / G. F. Thomas, R. Zolin, J. L. Hartman // Journal of Business Communication. — 2009. — № 46 (3). — Р. 287—310.

Davis J. H. The trusted general manager and business unit performance: Empirical evidence of a competitive advantage [Text] / J. H. Davis, F. D. Schoorman, R. C. Mayer, H. H. Tan // Strategic Management Journal. — 2000. — № 21 (5). — Р. 563—576.

Dirks K. T. The role of trust in organizational settings [Text] / K. T. Dirks, D. L. Ferrin // Organization Science. — 2001. — № 12. — Р. 450—467.

Hameed I. Identity-based trust as a mediator of the effects of organizational identification on employee attitudes: An empirical study [Text] / I. Hameed, G. A. Arain, O. Farooq // International Journal of Management. — 2013. — № 30 (2). — Р. 666.

Mishra J. Trust in employee/employer relationships: A survey of West Michigan managers [Text] / J. Mishra, M. A. Morrissey // Public Personnel Management. — 1990. — № 19 (4). — Р. 443—485.

Basit G. Nurses’ organizational Trust and Intention to continue working at Hospitals in Turkey [Text] / G. Basit, S. Duygulu // Collegian. — 2018. — № 25. — Р. 163—169.

Cho Y. J. Determinants of Turnover Intention of Social Workers: Effects of Emotional Labor and Organizational Trust [Text] / Y. J. Cho, H. J. Song // Personel Management. — 2017. — Vol. 46 (1). – P. 41-65.

Zeffane R. Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates [Text] / R. Zeffane, S. J. B. Melhem // Employee Relations. — 2017. — № 39 (7).

Kashyap V. Servant leadership, employer brand perception, trust in leadersand turnover intentions: a sequential mediation model [Text] / V. Kashyap, S. Rangnekar // Review of Managerial Science. — 2016. — № 10 (3). — P. 437—461.

Dirks K. T. Trust in Leadership: Meta-Analytic Findings and Implications for Research and Practise [Text] / K. T. Dirks, D. L. Ferrin // Journal of Applied Psychology. — 2002. — № 87 (4). — P. 611—628.

Omarov A. Örgütsel Güven ve İş Doyumu: Özel Bir Sektörde Uygulama [Text] / A. Omarov ; Dokuz Eylül Üniversitesi. Sosyal Bilimler Enstitüsü. — İzmir, 2009.

Mobley W. H. Review and conceptual analysis of the employee turnover process [Text] / W. H. Mobley, R. W. Griffeth, H. H. Hand, B. M. Meglino // Psychological Bulletin. — 1979. — № 86 (3). — P. 493—522.

Türker N. E. Bankacılık Sektöründe Çalışanların Stres Düzeyi İle İşten Ayrılma Niyeti Arasındaki İlişkinin Örgüte Bağlılık Üzerine Etkisi [Text] / N. E.Türker ; Marmara Üniversitesi, Bankacılık ve Sigortacılık Enstitüsü. — İstanbul, 2013.





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ISSN (print) 2306-4994, ISSN (on-line) 2310-8770