The medidating role of organizational trust between psychological contract violation and organizational commitment

Psychological contracts encompass all explicit or implicit commitments and obligations of the working relationship, which today's written contracts cannot cover for physical impossibility. If these commitments and obligations are not met over time or cannot be met due to impossibility, employees perceive psychological contract violations. Although the effect of perception of psychological contract violation on organizational commitment has been examined in previous studies, there is a lack of research in the literature in terms of revealing the mediating role of organizational trust in this relationship process. The main purpose of this study is to determine how psychological contract violation perceptions of private hospital employees in health sector affect their commitment and trust in the organization and to reveal the indirect effect of loss of trust on commitment in this process. In the study, data from a sample of 261 employees were used to test the hypotheses presented. The research model was tested by using the questionnaires prepared in the literature in order to evaluate the participants' perception of psychological contract violations, organizational trust and organizational commitment levels. The results showed that organizational trust has a partial mediating role in the effect of perception of psychological contract violation on organizational commitment. In the study practical implications of the study and directions for future research is also discussed. In addition, the study extends the theories of psychological contract violation, organizational trust and organizational commitment. Keywords: Psychological contract violation, organizational trust, organizational commitment