The Indirect Effect of Organizational Prestige on the Effect of Organizational Trust and Organizational Support on Organizational Identification

Abstract

It is assumed that the employees who manage to integrate with their organizations receive the required support and protect the reputation of their company by believing that this support could be maintained. In this study it is aimed to determine the effect of organizational trust and organizational support on organizational identification and whether there is an indirect effect of organizational prestige on this effect. Cummings, and Bromiley’s organizational trust inventory (1996), Eisenberger, Huntington, Hutchison, and Sowa’ (1986) organizational support and Mael and Ashforth’s (1992) organizational identification and organizational prestige scales are used in the survey carried on 191 participants working in the electronics sector. Cronbach’s Alpha Coefficients showed that the scales are found highly reliable; organizational trust scale is verified with its 3-factor structure and the other scales with their single factor structures. As a result of the analyses done by structural equation model it is determined that organizational trust and organizational support have direct effect on organizational identification and organizational prestige. It is also determined that organizational prestige has no indirect effect on the relationship between organizational trust, organizational support and organizational identification. The results are thought to contribute to future studies.

Keywords: organizational trust, organizational support, organizational identification, organizational prestige.