Mobbing - Organizational Trust Relationship in Accommodation Establishments: A Research in the Province Of Canakkale

Due to the importance of team work in the hospitality industry and the increase of differences seen among employees at work, organizational trust plays a key role for the flow and continuity of the business. Organizational trust is one of the important values that motivates employees. Organizational trust of the employees refers to be in positive expectations in their relationship within the organization and affects employees attitudes towards the company in the positive direction. While measuring the perception of organizational trust, it is important to distinguish the dimensions and main focus units of organizational trust consisting of trust to managers, colleagues and the organization itself. Businesses with a high level of organizational trust are more successful, more adapted to new circumstances and situations and more innovative enterprises. Mobbing (psychological violence) is the disturbance of an employee by the undesirable psychological attitudes and behaviors. Mobbing occurs by becoming a target of continuous and systematic (for at least six months) aggressive behaviors by multiple employees in the workplace. This stuation is undetectable of staying silent because of the fear to take adverse reactions that give irreparable harm to the employees in the sense of both physically and spiritually and affects organizational trust negatively. In this context, the purpose of this study is to determine the relation between mobbing and organizational trust by revealing the perceptions of employees of the hospitality establishments against the impact of mobbing issue. A survey was prepared in this direction and applied to the employees of the hospitality enterprises in Canakkale province. To measure mobbing, ‘Leymann Inventory of Psychological Terror (LIPT)’ and to measure organizational trust ‘Organizational Trust Scale’ set by Omarov (2009) were used. The obtained data were analyzed with a statistical software package. As a result of the analysis, it has been found out that both mobbing and organizational trust scales were aggregated under three dimensions separately and there exits a significant and inverse relationship between mobbing and organizational trust. Having examined the overall results of the study; it has been found out that while the organizational trust perceptions of the participants working in hospitality establishments are high; their mobbing perception levels are low, accordingly. Also, it is a remarkable result that participants of three and five-star hospitality establishments have less trust to their managers and organizations than participants belonging to four-star hospitality establishments.