Abstract:

Organizational trust and commitment are still getting a lot of attention because in order to keep up with the experienced changes and transformations, organizations today have to retain qualified employees to continue their operations effectively. This issue is important for the municipalities and the municipal companies considering that municipal companies own high amount of the municipal budget and numbers of personnel especially in the metropolitan municipalities. Trusting an organization provides positive thoughts, feelings and behaviors for the employees while distrusting creates negative thoughts, feelings and behaviors so that their commitment levels might have been affected badly. For the employees, knowing that they are in an environment of trust with their colleagues, managers and organizations will enable them to internalize the vision, mission, goals and objectives of the organization and increase their commitment to the organization. However, in the opposite case, organizations may be faced with consequences such as leaving the organization and absenteeism that reduce productivity. Organizations that provide organizational trust will not only get the maximum return from the knowledge and skills of their employees, but will also be more advantageous in creating organizational commitment (Demirel, 2008: 180). In this study, firstly, the dimensions of organizational trust, secondly, commitment and then the results of the research were discussed.

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