THE EFFECTS OF COGNITION AND AFFECT BASED TRUST ON ORGANIZATION IDENTIFICATION

Yıl 2016, Cilt: 5 Sayı: 1, 58 - 72, 30.03.2016

Hasim Cuce Ozge Tayfur Ekmekci , Semra Guney

https://doi.org/10.17261/Pressacademia.2016116554

Öz

This study aims to investigate the
effects of cognition and affect-based trust on organizational identification
and test whether the predictive power of these two trust dimensions differs for
male and female employees. Data were collected from 161 white-collar employees
of a Turkish public organization. The results of path analysis did not support
the hypotheses indicating that affect and cognitionbased trust positively
predicted organizational identification. However, the effects of affect and
cognition-based trust on identification were found to be significant after
controlling the effects of demographic variables and social desirability. In
multi-group path analysis, the differential effect of gender was not found to
be significant. That is, the effects of affect and cognition-based trust on
identification were not stronger for women and men employees respectively.
Despite the insignificant effects of trust dimensions, this study demonstrated
the importance of overall supervisory trust on the development of
identification. In line with Social Exchange Theory, employees tend to
reciprocate their supervisors’ trustworthiness by being identified with their
organization. Alternatively, employees may feel identification because
existence of trustworthy supervisors within the organization could help them to
portray good image to both themselves and other people.     

Anahtar Kelimeler

Supervisory-trust, cognition-based trust, affect-based trust, identification, gender

Kaynakça

• Arbuckle, J. 2008, “Amos 17.0 user's guide”. Spring House, PA: AMOS Development Corporation.
• Aryee, S., Budhwar, P. S. & Chen, Z. X. 2002, “Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model”, Journal of Organizational Behavior, Vol. 23, no.3, pp.267-285.
• Ashforth, B. E. & Mael, F. 1989, “Social identity theory and the organization”, Academy of Management Review, Vol. 14, no.1, pp. 20-39.
• Axelrod, R. 1984, “The evolution of cooperation”. New York: Basic Books.
• Banerjee, A., Chitnis, U. B., Jadhav, S. L., Bhawalkar, J. S. & Chaudhury, S. 2009, “Hypothesis testing, type I and type II errors”, Industrial Psychiatry Journal, Vol.18, no.2, pp.127-131
• Bass, B. M., Avolio, B. J. & Pointon, J. 1990, “The implications of transactional and transformational leadership for individual, team, and organizational development”. Research in Organizational Change and Development, Vol.4, pp.231-272.
• Blau, P. M. 1964, “Exchange and power in social life”. New York: Wiley.
• Buchan, N. R., Croson, R. T. & Solnick, S. 2008, “Trust and gender: An examination of behavior and beliefs in the Investment Game”, Journal of Economic Behavior & Organization, Vol. 68, no.3, pp. 466-476.
• Chen, C. C., Chen, X. P. & Meindl, J. R. 1998, “How can cooperation be fostered? The cultural effects of individualism-collectivism”, Academy of Management Review, Vol.23, no.2, pp. 285-304.
• 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, Vol. 21, no.5, pp.563-576.
• Deaux, K. 1996, “Social Identification”. Higgins, Edward Tory (Ed); Kruglanski, Arie W. (Ed), (1996). Social psychology: Handbook of basic principles. , (pp. 777-798). New York, NY, US: Guilford Press, x, 948 pp.
• DeConinck, J. B. 2011, “The effects of ethical climate on organizational identification, supervisory trust, and turnover among salespeople”, Journal of Business Research, Vol. 64, no.6, pp. 617-624.
• Deutsch, M. 1962, “Cooperation and trust: Some theoretical notes”. Nebraska Symposium on Motivation, 1962. , (pp. 275-320). Oxford, England: Univer. Nebraska Press, xiii, 330.
• Dirks, K. T. 2000, “Trust in leadership and team performance: Evidence from NCAA basketball”, Journal of applied psychology, Vol. 85, no. 6, 1004-1012.
• Dirks, K. T. & Ferrin, D. L. 2001, “The role of trust in organizational settings”. Organization Science, Vol. 12, no.4, 450-467.
• Dirks, K. T. & Skarlicki, D. P. 2004, “Trust in leaders: Existing research and emerging issues”, Trust and distrust in organizations: Dilemmas and approaches, Vol.7, pp. 21-40.
• Doney, P. M., Cannon, J. P. & Mullen, M. R. 1998, “Understanding the influence of national culture on the development of trust”. Academy of Management Review, Vol.23, no.3, pp. 601-620.
• Dutton, J. E., Dukerich, J. M. & Harquail, C. V. 1994, “Organizational images and member identification”. Administrative Science Quarterly, Vol.39, no.2, pp. 239-263.
• Eagly, A. H. & Wood, W. 1991. “Explaining sex differences in social behavior: A meta-analytic perspective”. Personality and Social Psychology Bulletin, Vol.17, no.3, pp. 306-315.
• Edwards, J. R. & Cable, D. M. 2009, “The value of value congruence”, Journal of Applied Psychology, Vol. 94, no.3, pp.654-677.
• Ertürk, A. 2010, “Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification”, European Journal of Work and Organizational Psychology, Vol.19, no.4, pp.409-441.
• Fukuyama, F. 1995, “Trust: The social virtues and the creation of prosperity”. New York, NY: The Free Press.
• Gouldner, A. W. 1960, “The norm of reciprocity: A preliminary statement”, American Sociological Review, Vol. 25, pp. 161-178.
• Grewal, R., Cote, J. A. & Baumgartner, H. 2004, “Multicollinearity and measurement error in structural equation models: Implications for theory testing”, Marketing Science, Vol.23, no.4, pp. 519-529.
• Hall, D. T., Schneider, B. & Nygren, H. T. 1970, “Personal factors in organizational identification”. Administrative Science Quarterly, Vol. 15, no.2. pp. 176-190.
• Hofstede, G. 1980. “Culture’s Consequences”, Beverly Hills, CA: Sage Publications.
• Holste, J. S. & Fields, D. 2005, August, “The Relationship of Affect and Cognition Based Trust with Sharing and Use of Tacit Knowledge”, In Academy of Best Management Proceedings (Vol. 2005, No. 1, pp. B1-B6).
• Jöreskog, K. G. 1971, “Simultaneous factor analysis in several populations”. Psychometrika, Vol.36, no.4, pp. 409-426.
• Kelman, H.C. 1961, “Processes of opinion change”, Public Opinion Quarterly, Vol.25, pp. 57–78.
• Kleinbaum, D. G., Lawrence, L. L., Muller, K. E. & Nizam, A. 1998, “Applied regression analysis and other multivariable methods” (3rd ed.). New York: Duxbury.
• Kreiner, G. E. & Ashforth, B. E. 2004, “Evidence toward an expanded model of organizational identification”, Journal of Organizational Behavior, Vol 25, no.1, pp. 1-27.
• Lefkowitz, J. 1994, “Sex-related differences in job attitudes and dispositional variables: Now you see them,….” Academy of Management Journal, Vol. 37, no. 2, pp. 323-349.
• Levinson, H. 1965, “Reciprocation: The relationship between man and organization”, Administrative Science Quarterly, Vol.9, no.4, pp. 370- 390. Lewicki, R. J., Tomlinson, E. C. & Gillespie, N. 2006, “Models of interpersonal trust development: Theoretical approaches, empirical
• evidence, and future directions”. Journal of Management, Vol 32, no.6, pp. 991-1022.
• Liden, R. C., Bauer, T. N., & Erdogan, B. 2004. “The role of leader-member exchange in the forming and dynamic relationship between employee and employer”. In J. Coyle-Shapiro, L. Shore, S. Taylor, & L. Tetrick (Eds.). The Employment Relationship: Examining Psychological and Contextual Perspectives. (pp. 226-250). Oxford University Press.
• MacCallum, R. C., Browne, M. W. & Sugawara, H. M. 1996, “Power analysis and determination of sample size for covariance structure modeling”, Psychological Methods, Vol.1, no.2, pp.130-149.
• Mael, F. & Ashforth, B. E. 1992, “Alumni and their alma mater: A partial test of the reformulated model of organizational identification”, Journal of Organizational Behavior, Vol. 13, no.2, pp. 103-123.
• Mael, F. A. & Ashforth, B. E. 2001, “Identification in work, war, sports, and religion: Contrasting the benefits and risks”. Journal for the Theory of Social Behaviour, Vol.31, no.2, pp. 197-222.
• Mayer, R. C., Davis, J. H. & Schoorman, F. D. 1995, “An integrative model of organizational trust”. Academy of Management Review, Vol. 20, no.3, pp. 709-734.
• McAllister, D. J. 1995, “Affect-and cognition-based trust as foundations for interpersonal cooperation in organizations”. Academy of Management Journal, Vol. 38, no.1, pp.24-59.
• Mulki, J. P., Jaramillo, F. & Locander, W. B. 2006, “Effects of ethical climate and supervisory trust on salesperson’s job attitudes and intentions to quit”, Journal of Personal Selling & Sales Management, Vol. 26, no.1, pp.19-26.
• Ng, K. Y. & Chua, R. Y. 2006, “Do I contribute more when I trust more? Differential effects of cognition-and affect-based trust”, Management and Organization Review, Vol 2, no.1, pp. 43-66.
• Nunnally, J. 1978. “Psychometric methods”. New York: McGraw Hill.
• O'Reilly, C. A. & Chatman, J. 1986, “Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior”, Journal of Applied Psychology, Vol.71, no.3, pp.492-499.
• Paulhus, D. L., & Vazire, S. 2007, “The self-report method”. In R. W. Robins, R. C. Fraley, and R. Krueger (Eds.), Handbook of Research Methods in Personality Psychology (pp. 224-239). New York: Guilford Press.
• Podsakoff, P. M. & Organ, D. W. 1986, “Self-reports in organizational research: Problems and prospects, Journal of management”, Vol. 12, no.4, pp. 531-544.
• Polat, M. 2009, “Örgütsel özdeşleşmenin öncülleri ve ardılları üzerine bir saha araştırması”. [A field study about the antecedents and consequences of organizational identification], Doktora tezi [Unpublished PhD Thesis]. Bursa: Uludağ Universitesi Sosyal Bilimleri Enstitüsü.
• Pratt, M. G. 1998, “Central Questions in Organizational Identification”. Whetten, David A. (Ed); Godfrey, Paul C. (Ed), (1998). Identity in organizations: Building theory through conversations. Foundations for organizational science., (pp. 171-207). Thousand Oaks, CA, US: Sage Publications, Inc, xi, 308 pp.
• Puusa, A. & Tolvanen, U. 2006, “Organizational identity and trust”, EJBO Electronic Journal of Business Ethics and Organization Studies, Vol. 11, no.2, Retrieved from http://ejbo.jyu.fi.
• Restubog, S.L.D., Hornsey, M.J., Bordia, P. & Esposo, S.R. 2008, “Effects of psychological contract breach on organizational citizenship behavior: Insights from the group value model”, Journal of Management Studies, Vol. 45, no. 8, pp. 1377-1400.
• Riketta, M. 2005. “Organizational identification: A meta-analysis”, Journal of Vocational Behavior, Vol. 66, no.2, pp. 358-384.
• Riordan, C. M. & Shore, L. M. 1997, “Demographic diversity and employee attitudes: An empirical examination of relational demography within work units”, Journal of Applied Psychology, Vol. 82, no.3, pp. 342-358.
• Schermelleh-Engel, K., Moosbrugger, H. & Müller, H. 2003, “Evaluating the fit of structural equation models: Tests of significance and descriptive goodness-of-fit measures”, Methods of Psychological Research Online, Vol. 8, no. 2, pp. 23-74.
• Shockley-Zalabak, P., Ellis, K. & Winograd, G. 2000, “Organizational trust: What it means, why it matters”, Organization Development Journal, Vol. 18, No.4, pp.35-48.
• Spector, P. E. 1987, “Method variance as an artifact in self-reported affect and perceptions at work: Myth or significant problem?”, Journal of Applied Psychology, Vol. 72, no.3, pp.438-443.
• Stengel, M. 1987, “Identifikationsbereitschaft, Identifikation, Verbundenheit mit einer Organisation oder ihren Zielen” [Readiness for identification, identification with, and commitment to, an organization or its goals]. Zeitschrift fuer Arbeits- und Organisationspsychologie, Vol. 31, pp. 152–166
• Tabachnick, B. G., & Fidell, L. S. 2001, “Using multivariate statistics”. Needham Heights, Massachusetts: Allyn and Bacon.
• Tajfel, H. E. 1978, “Differentiation between social groups: Studies in the social psychology of intergroup relations”. London: Academic Press.
• Tseng, H. C., Chen, T. F. & Chen, F. I. 2005, “Constructing and testing a model of trustworthiness, trust behavior and organizational identification”. Journal of Nursing Research, Vol.13, no.4, pp. 293-304.
• Tüzün, İ. K. 2006, “Örgütsel güven, örgütsel kimlik ve örgütsel özdeslesme iliskisi: uygulamali bir çalisma” (An empirical research on the relationships between organizational trust, organizational identity and organizational identification).Unpublished PhD Thesis
• Van Knippenberg, D., Van Dick, R. & Tavares, S. 2007, “Social identity and social exchange: Identification, support, and withdrawal from the job”, Journal of Applied Social Psychology, Vol. 37, no.3, pp. 457-477.
• Visser, P. S., Krosnick, J. A., Marquette, J. & Curtin, M. (1996), “Mail surveys for election forecasting? An evaluation of the Columbus Dispatch poll”, Public Opinion Quarterly, Vol. 60, no.2, pp. 181-227.
• Webber, S. S. & Klimoski, R. J. 2004, “Client–project manager engagements, trust, and loyalty”, Journal of Organizational Behavior, Vol. 25, no.8, pp. 997-1013.
• Wilson, J. M., Straus, S. G. & McEvily, B. 2006, “All in due time: The development of trust in computer-mediated and face-to-face teams”, Organizational Behavior and Human Decision Processes, Vol. 99, no.1, pp. 16-33.