Power Distance as a Moderator of the Relationship between Organizational Justice and Affective Trust in a Sample of Employees Working in Turkey and Kuwait Taştan Seçil* Organizational Behavior PhD, Marmara University, Faculty of Business Administration, Department of Business Administration (Lecturing in English Language), Istanbul, Turkey *Corresponding author. E-mail address: secilbal@yahoo.com
Online published on 24 October, 2013. Abstract This paper aims to examine the relationship between organizational justice and affective trust and to identify the moderating effect of power distance on the relationship between these two variables with a two-sample study. Hypotheses are drawn from Social Exchange Theory, Emotional Regulation Theory, Attribution Theory, and Relational Model of Authority. First, it is proposed that perception of organizational justice is significantly related with affective trust. Second, perceptions of power distance will moderate the relationship between organizational justice and affective trust. A total of 350 employees of institutions in Turkey and in Kuwait completed a structured questionnaire. Factor Analyses, Correlation Analyses, and Regression Analyses (using SPSS version 18) were used to test the presented hypotheses. All hypotheses were confirmed. The dimensions of organizational justice had moderate relationships with affective trust. It appears that power distance moderates the relationship between organizational justice and affective trust. These findings suggest that employees’ level of affective trust will increase in their workplace if they ensure fairness and justice. This paper adds much needed empirical research to the literature on organizational justice, trust relations, power distance, and the role of cultural values in employees’ attitudes and affective outcomes at work. Top Keywords Organizational Justice, Affective Trust, Power Distance, Turkey, Kuwait. Top |