The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University

Abstract

This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, (Khorasgan) branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of Isfahan branch (Khorasgan) as 340. 180 employees are selected by simple random method and sampling Table (Krejcie & Morgan, 1970). The questionnaires of organizational trust (Ellonen et al., 2008) and organizational silence questionnaires, job satisfaction and organizational commitment (Bouradas & Vakola, 2005). For analysis of study findings, Pearson correlation coefficient and structural equations modeling are applied. The results of study showed that organizational trust had inverse and significant relation with organizational silence and had positive and significant relationship with job satisfaction and organizational commitment. Also, there was an inverse and significant relationship between organizational silence and job satisfaction and organizational commitment. The results of structural equations modeling showed that organizational trust had direct impact on organizational silence (-64) organizational commitment (0.45) and job satisfaction (0.39) and has indirect impact via organizational silence on organizational commitment (0.29) and job satisfaction (0.29). Also, organizational silence had direct impact on organizational commitment and job satisfaction (-45). The model has good conditions in terms of fitness indices and fitness data.

Investigation of the Relationship between Organizational Trust and Organizational Commitment

“…The results of studies showed that interpersonal trust in employees and creating trustful climate led into high level of commitment and performance improvement. Fard and Fariba [14] indicated that, organizational trust had direct impact on organizational silence, organizational commitment and job satisfaction and had indirect impact via organizational silence on organizational commitment and job satisfaction. Also, organizational silence had direct impact on organizational commitment and job satisfaction.…”

Different Pathways from Transformational Leadership to Job Satisfaction

“…Trust in the organization, in turn, is the relationship between the organization and employees, which is built mainly on employees’ organizational expectations and supervisor perceptions (Fard and Karimi ). Employees who trust their organizations are likely to be satisfied with their jobs, exhibit better performance, adopt organizational values, and display citizenship behaviors (Galford and Drapeau ).…”

The Mediator Role of Social Safeness and Pleasure in Relation between Mobbing and Meaning of Work in Academicians

“…He also said organizational cynicism and organizational mistrust had unfavorable effect on workers' performance. Besides, Fard and Karimi (2015), Ajayi et al (2011), andTekingündüz, Top, Tengilimoğlu, andKarabulut (2015) underlined that organizational trust contribute to jobsatisfaction and job performance. On the other hand, there are some other studies which claim that social safeness and pleasure are positively associated with life satisfaction, meaning of the life, life quality, flourishing, authentic living and extraversion (Satici, Uysal, & Akin, 2013;Uysal, 2015aUysal, , 2015b.…”