The intermediary role of perception of organizational prestige in the effects of prosocial silence and the perception of organizational trust on the organizational commitment: A field study

The aim of this study is to determine whether perceived organizational prestige has an effect on prosocial silence and organizational trust on organizational commitment. The universe of the research consists of bank employees in Turkey in 2021. Within this universe, 529 bank employees were reached as a sample. A questionnaire form was created in accordance with the purpose of the research. The created questionnaire consists of five parts. In the first part, it is aimed to collect demographic information with seven expressions. In the second part, there are eighteen statements to determine organizational commitment. Organizational commitment consists of affective, continuance and normative commitment dimensions. Each dimension consists of expressions to be measured with six expressions. In the third part, the organizational trust scale was measured with a total of twelve statements, the cognitive dimension seven and the emotional dimension five. In the fourth section, there is a scale consisting of five statements in order to determine the prosocial silence perceptions of the banking employees. In the fifth and last part, there are eight statements to determine the organizational prestige perceptions of the employees. The hypotheses created by the information obtained through the questionnaire were tested. According to the findings, it was seen that prosocial silence positively affects the perceived organizational prestige, does not affect the sub-dimensions of organizational commitment, but when the perception of organizational prestige is added to the model as a mediator variable, the perceived organizational prestige has a full mediator effect. It was determined that cognitive trust, which is one of the organizational trust sub-dimensions, positively affects the organizational commitment sub-dimensions, emotional trust only affects continuance commitment positively, and emotional trust affects the perceived organizational prestige positively. For the mediating role of perceived organizational prestige in the effect of organizational trust sub-dimensions on organizational commitment, the perceived organizational prestige in the model established with cognitive trust and emotional commitment was partially mediated, and the perceived organizational prestige assumed the role of fully mediator in the model established with emotional trust and emotional commitment.