(Examination of The Relationships Between Organisational Managerial Trust, Psychological Contract Violation, Organizational Exclusion and Job Satisfaction)

Abstract

Purpose - The aim of this study is to determine the effects of white collar workers working intensively in the service sector on the job satisfaction when the problems of exclusion and psychological contract violations are created. By evaluating the effects of the violation of exclusion and psychological contract on the job satisfaction, It is a study aiming to question the idea of changes in employee behaviors by discussing how results can be achieved if an atmosphere of trust is created within the organization. Design/methodology/approach - Within the scope of the study, 388 white-collar employees were employed in the service sector. The data obtained by using SPSS 25.00 Statistical Package Program were evaluated and factor analysis and reliability analysis were performed in the questions using likert scale. Correlation analysis of the relationships between variables; sobel test was used to test hypotheses and regression analysis. Findings - According to the findings; when employees experience a violation of exclusion and psychological contract in their organizations, job satisfaction levels are negatively affected by the expected response. However, in case of creating an environment of trust and trust in employees, the negative situation caused by the violation of exclusion and psychological contract is eliminated, and it has been concluded that the job satisfaction levels of the employees have increased. Discussion - If the environment of trust is provided strongly in organizations, the elimination of negative thoughts that employees feel due to the exclusion they have experienced needs to be examined in detail in different organizational structures. Especially in the case of white-collar workers, the results of this study are important for blue-collar workers. The disappearance of negative thoughts in the case of breach of psychological agreement is an indicator of how much employees need trust in organizations. In future studies, researches from different organizational structures will enrich the theoretical development of the concept of violation of exclusion and psychological contract.