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

Abstract

Job satisfaction and organizational trust emerge as just two of the important factors that can lead all institutions to success today. The objective of this research is to analyse, the relationship between job satisfaction and organizational trust of physical education and sports teachers pursuant to some demographic variables. The research group consists of 146 physical education and sports teachers working in schools. Personal information forms, "Minnesota Satisfaction Questionnaire" and "Organizational Trust of School Scale" have been used as data collection tools. Pearson moments correlation coefficients have been tackled for the relationship between organizational trust and job satisfaction. It has been observed that there was a positive, significant relationship between job satisfaction and organizational trust in the research findings (). As a result of the research, it has been predicted that factors such as the individual's location, psychological and environmental factors, working conditions, and communication have an active role in determining the relationship between job satisfaction and organizational trust.

Self-Efficacy as a function of Work Engagement with the mediating role of Organizational Trust in Higher Educational Institutions.

“…Furthermore, the people who are working in any profession require higher level of self-confidence leading to enhance their skills and proficiencies which is only be achieved through higher motivation level. This level of motivation arises in them due to the trust and level of confidence which organization has provided them during their job activities (Aygün, 2021). The purpose of this research study is to investigate the impact of self-efficacy within educationists on their work engagement through mediating effect of organizational trust.…”

“…An emotional state of a person about the organization that it may facilitate him/her in every domain. Aygün (2021) illustrates that organizational trust is basically a mutual relationship between employees and employers and if there is no trust exists in the organization, it develops suspiciousness and anxiety among both the parties (employees as well as employers) whenever any change arises within organization. In an attempt to create healthy, productive as well as effective working environment in any organizational setting, there must be a sense of trust as well as effective communication within it (Aygün, 2021;Shair et al, 2021;Zhuang et al, 2021).…”

“…Aygün (2021) illustrates that organizational trust is basically a mutual relationship between employees and employers and if there is no trust exists in the organization, it develops suspiciousness and anxiety among both the parties (employees as well as employers) whenever any change arises within organization. In an attempt to create healthy, productive as well as effective working environment in any organizational setting, there must be a sense of trust as well as effective communication within it (Aygün, 2021;Shair et al, 2021;Zhuang et al, 2021). The people working any business or organization, there must be high self-confidence within employees as it leads to enhance the performance skills and capabilities of employees due to higher level of motivation (Bhatti, Farhan, Ahmad, & Sharif, 2019).…”

“…The people working any business or organization, there must be high self-confidence within employees as it leads to enhance the performance skills and capabilities of employees due to higher level of motivation (Bhatti, Farhan, Ahmad, & Sharif, 2019). This motivation arises due to the trust and confidence provided by the organization to its members during performing their job activities (Aygün, 2021). This component implies that one party trusts the other due to both are following the same codes of conduct and contain a trustworthy experience in the past (Ilyas et al, 2020).…”

“…The continuous interaction among the organizational members within the organization as well as outside organizational boundaries becomes a strong source of developing positive or negative feelings of employees towards the company within which they are working (Aygün, 2021). Moreover, Srivastava and Madan (2020) argue that organizational trust is a determinant of employees' openness and honesty and is triggered through the personal and group rapport as well as integrity.…”