Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification

Ertürk, Alper

doi:10.1080/13594320902834149

Cited by 83 publications

(80 citation statements)

References 83 publications

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“…Winning employee trust is another vital element of being an effective leader, and is an essential construct in social exchange theory (Blau, 1964) where it is considered an important index by which the work effectiveness of the employees can be improved. Trust is in fact fundamental to cooperative relationships (Blau, 1964); it is the emotional glue that binds followers and leaders together (Bennis & Nanus, 1985), and has been cited as the most direct and powerful way for a leader to enhance organizational outcomes (Ertürk, 2010). Trust is the variable that most strongly influences interpersonal attitudes and behavior.…”

Section: Introductionmentioning

confidence: 99%

Does supervisor-perceived authentic leadership influence employee work engagement through employee-perceived authentic leadership and employee trust?

Hsieh

Wang

2015

The International Journal of Human Resource Management

133

113

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The issue of authentic leadership has been generating increased interest in both practical and academic domains. This study examines the influence of authentic leadership on employee trust and employee work engagement from the dyadic supervisor-employee viewpoint. The sample data consists of responses from 77 team supervisors and 345 employees in 36 companies. We utilize hierarchical linear modeling to test the hypotheses. The cross-level results show that employee trust fully mediates supervisor-perceived authentic leadership and employee work engagement, and that employee-perceived authentic leadership fully mediates the relationship between supervisor-perceived authentic leadership and employee trust, as well as the relationship between supervisor-perceived authentic leadership and employee work engagement. On the individual level, employee trust has a partial mediating effect on the relationship between employee-perceived authentic leadership and employee work engagement.

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Section: Introductionmentioning

confidence: 99%

Does supervisor-perceived authentic leadership influence employee work engagement through employee-perceived authentic leadership and employee trust?

Hsieh

Wang

2015

The International Journal of Human Resource Management

133

113

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“…The aim of this study is to investigate the organizational culture in Portuguese higher education institutions, and their role as a determinant of perceived organizational support through internal marketing. The association of organizational culture with internal marketing and perceived organizational support has been previously reported (see Ertürk, 2010;Lee, & Chen, 2005) and we believe that these variables are related to the internalization of organizational culture and to the development of a worker's connection with the organization. The assesment of internal marketing will show workers' perceived knowledge of what is being done and acomplished in the organization; perceived organizational support will allow us to assess workers' perception of the support they feel the organization provides them with.…”

Section: Objectivesmentioning

confidence: 91%

Organizational Culture, Internal Marketing, and Perceived Organizational Support in Portuguese Higher Education Institutions

Santos

Gonçalves

2018

Revista De Psicología Del Trabajo Y De Las Organizaciones

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“…Jeśli chodzi o rodzaje zaufania wewnątrzorganizacyjnego, uwaga badaczy skupiała się przede wszystkim na badaniu zaufania wertykalnego w relacjach przełożony podwładny [Ertürk 2010, Nienaber i in. 2015.…”

Section: Wybrane Metody Badania Zaufaniaunclassified

Metodyczne aspekty badania zaufania w naukach o zarządzaniu

Lewicka

Krot

Książek

2017

KREM

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Metodyczne aspekty badania zaufania w naukach o zarządzaniu StreszczenieArtykuł prezentuje zagadnienia związane z badaniem zaufania w naukach o zarządza-niu. Zaufanie rozpatruje się w różnych kontekstach i przekrojach. Wskazuje się ponadto na zróżnicowane źródła i wymiary zaufania, a także kulturowe zakorzenienie tego konstruktu i wiele innych jego cech, które utrudniają analizy i uzgodnienia w zakresie badań różnych autorów. Trudności w badaniu zaufania wynikają także z jego natury jako konstruktu poznawczego, którego analizy dokonuje się często na podstawie subiektywnego postrzegania respondentów. Celem artykułu jest kompleksowe ujęcie problematyki zaufania z uwzględnieniem trudności związanych z jego mierzeniem.Słowa kluczowe: zaufanie organizacyjne, zaufanie międzyorganizacyjne, osobowa skłonność do zaufania, metodyka badań.

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Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification

Cited by 83 publications

References 83 publications

Does supervisor-perceived authentic leadership influence employee work engagement through employee-perceived authentic leadership and employee trust?

Does supervisor-perceived authentic leadership influence employee work engagement through employee-perceived authentic leadership and employee trust?

Organizational Culture, Internal Marketing, and Perceived Organizational Support in Portuguese Higher Education Institutions

Metodyczne aspekty badania zaufania w naukach o zarządzaniu

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