The role of trust in management in the effect of industrial relations climate on employee performance: The example of Nevşehir province public employees

In the literature, debates continue about whether the industrial relations climate, which refers to the atmosphere and attitudes that reveal the mutual relations of workers, trade unions and organization' management, has positive or negative effects on the work outcomes of employees. The answer to this question may vary depending on whether the union has a conflictual or cooperative relationship with the organization's management. In this study, the effect of industrial relations climate through trust in management on employees' job performance was examined. More specifically, it was examined whether employees' unions having a constructive relationship with management supports performance through trust in management. This research contributes to the literature by explaining how employees' perceptions of the industrial relations climate affect their job performance and by advancing researchers' perspectives on how unions affect employees' job performance. In the study, data were obtained from 416 public employees affiliated with the Ministry of National Education with the help of survey technique. In addition, Confirmatory Factor Analysis was performed with the help of AMOS to test the reliability and validity of the scales, and the SPSS PROCESS macro was used to test the direct effects and mediation effect. According to the results of the research, it was determined that the industrial relations climate positively and significantly affects employee performance. However, it has been revealed that trust in management mediates the relationship between industrial relations climate and employee performance.