Investigating the relationship between organizational silence and organizational trust: Ağrı sample

Developments in information and communication technologies, increased international competition and cooperation have forced organizations to adopt and implement strategic management. In this framework, new ideas and approaches that demonstrate the role and importance of the human element in gaining competitive advantage for the organizations have emerged. Therefore, human resources are to be considered not a cost element, but a matter of importance as a strategic resource. It is an important and necessary issue for human resources management that public organizations evaluate human resources by examining them within service classes. In this context, the behavior of technical staff who play a crucial role in all phases of the strategic plans and programs to be put into practice in public organizations is a matter to be considered by managers who are trying to make use of the workers at highest levels. The increase of the level of silence of the workers in technical services which influence and guide construction-investment decisions and practices means the reason of their presence to be removed for technical staff who are in charge of producing ideas, information and projects. It is imperative that different professional disciplines work together in the same job and project in technical services. For this reason, the high level of trust of the technical staff in relation to each other and the managers is of great importance in terms of job satisfaction, motivation and job performance. In this study, which was carried out to determine the relation between organizational silence and organizational trust status of technical staff in providing technical service in the province of Ağrı, an application based on the questionnaire was conducted on 157 technical staff working in public sector. As a result of this study, it was determined that there was no statistically significant relationship between organizational silence and organizational trust, but a positive and weak relationship was found between the silence for the benefit of the organization, which is the sub-dimension of organizational silence, and the trust of the manager, which is the sub-dimension of organizational trust. In addition, the relationship between the organizational silence and organizational trust variables and socio-demographic characteristics of the technical staff were investigated.