THE EFFECT ON TRUST TO ORGANIZATION AND PSYCHOLOGICAL CONTRACT VIOLATION

Year 2016, , 297 - 305, 30.12.2016

Bilal Cankir

https://doi.org/10.17261/Pressacademia.2016.353

Abstract

Psychological contract is non-physical agreement is in
addition to economic agreements on wages and working conditions. Employees
assure to work, and loyalty with this non-physical treaty and they expect
safety, respectful relationship, better status. The definition of trust weaved
in this research is the willingness of a party to be defenseless to the actions
of another party relied on the expectation that the other will perform a
particular action important to the trustor, irrespective of the ability to show
or control that other party (Mayer, Davis ve Schoorman, 1995; Schoorman, ve
Davis, 2007). The aim of this study is to determine the public employees
working in Eskişehir the effect on trust to organization and their
psychological contract violation. In this study, approximately 120 public
employees working in Eskisehir survey be conducted. In this study, survey
questions will emanate psychological contract violation scale made by Robinson
and Rousseau (1994), organizational trust scale is Nyhan and Marlow (1997).
According to the results found that the trust of the employees and the
administrators decreases when the employees have violated the psychological
contract. 

Keywords

Psychological contract, organizational trust, expectation management

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