Trust in organization as a moderator of the relationship between self-efficacy and workplace outcomes: A social cognitive theory-based examination

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dc.authoridOzyilmaz, Adnan/0000-0001-9868-169X
dc.contributor.authorOzyilmaz, Adnan
dc.contributor.authorErdogan, Berrin
dc.contributor.authorKaraeminogullari, Aysegul
dc.date.accessioned2024-09-18T20:16:49Z
dc.date.available2024-09-18T20:16:49Z
dc.date.issued2018
dc.departmentHatay Mustafa Kemal Üniversitesien_US
dc.description.abstractDrawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self-efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self-efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self-efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self-efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self-efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self-efficacy.en_US
dc.identifier.doi10.1111/joop.12189
dc.identifier.endpage204en_US
dc.identifier.issn0963-1798
dc.identifier.issn2044-8325
dc.identifier.issue1en_US
dc.identifier.scopus2-s2.0-85032785238en_US
dc.identifier.scopusqualityQ1en_US
dc.identifier.startpage181en_US
dc.identifier.urihttps://doi.org/10.1111/joop.12189
dc.identifier.urihttps://hdl.handle.net/20.500.12483/9766
dc.identifier.volume91en_US
dc.identifier.wosWOS:000424093800008en_US
dc.identifier.wosqualityQ2en_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.indekslendigikaynakScopusen_US
dc.language.isoenen_US
dc.publisherWileyen_US
dc.relation.ispartofJournal of Occupational and Organizational Psychologyen_US
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/openAccessen_US
dc.subjectemployee performanceen_US
dc.subjectjob satisfactionen_US
dc.subjectrole breadth self-efficacyen_US
dc.subjectself-efficacyen_US
dc.subjectsocial cognitive theoryen_US
dc.subjecttrust in organizationen_US
dc.subjectturnover intentionsen_US
dc.titleTrust in organization as a moderator of the relationship between self-efficacy and workplace outcomes: A social cognitive theory-based examinationen_US
dc.typeArticleen_US

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