Investigating the level of trust in management among elementary school teachers in Minab city

Dissertation for the degree of "M.A". The study of the relationship between trust in management and job satisfaction of elementary school teachers in Minab city has been implemented. Based on this; After examining the background of the research and related theories with previous variables and criterion variables, the appropriate theoretical model was selected. The method of the present research is a correlational survey, which is an applied survey in terms of its application criteria. which has been done using a questionnaire tool. The statistical population of this research includes the number of 1129 elementary school teachers in Minab city and the number of sample Based on Cochran's measurement formula, the volume of 286 people was determined, and samples were selected by random sampling method, and information was collected based on that. And after extracting and processing the collected data and preparing the statistical indexes of previous variables and criteria, for analyzing the findings in this research, it includes descriptive statistics (percentage, frequency, mean and standard deviation) and inferential statistics (independent one-group T, Pearson correlation, analysis of variance and simultaneous regression). The results of the research are as follows: 1- There is a significant difference in the level of trust in management among elementary school teachers in Minab city (P>0.01). 2- There is a significant difference in the level of job satisfaction among elementary school teachers in Minab city (P>0.01). 3- There is a relationship between trust in management and job satisfaction of elementary school teachers in Minab city (P>0.01). 4- There is a significant relationship between the components of trust in management and job satisfaction (=0.01). The results of this analysis show that the cognitive trust variable with the highest value (B=11.3) has positively and significantly explained the criterion variable (job satisfaction). Managers who promote the most trust building among employees will improve their job satisfaction and lead to an increase in their performance and productivity.

Keywords:  Trust in management, job satisfaction

Chapter one:

General research

Introduction

Management based on trust is a new expression of old ideas. Its place in today's relationships is well visible and obvious, and the use of its mechanisms can be effective in obtaining desirable interpersonal results. Management based on trust is a technique that people use in their relationships; But so far, it has not been considered as a behavioral technique that can be taught and used in different positions. Trust is an interdisciplinary issue that originates from fields such as psychology and sociology. According to Tyler[1], trust is the basis for understanding how to create effective partnership within organizations; That is, trust is a key element. Because it creates participation and as we know, participation in organizations has always been important. According to Annette Beer [2] (1985), trust exists everywhere, but it is paid less attention and only when it is destroyed or damaged, it is noticed. He compares this issue to air, which becomes important when it is scarce or polluted. Experts believe that trust can lead to cooperation between individuals, groups and organizations. Today, organizations are looking for new ways to promote cooperation between individuals and groups and to take advantage of its effects; From this group, more than ever, they pay attention to trust and how to strengthen and actualize it. For example, most organizations increase cooperation between individuals and groups by re-engineering the structure and making it more flat on work team-based forms [3] so that authority in them becomes decentralized and granting power to lower levels. But giving power can only lead to strengthening cooperation and ultimately organizational performance when there is trust in the organization. In general, psychologists have described trust and the process of building trust as one of the basic foundations of individual development (Greth, Janes, 1998:53).

Given that the effective and decisive role of teachers in modeling the health team depends on their job satisfaction, and the educational impact of these people on the educational progress of students in elementary school is undeniable, and considering the role of management trust on the job satisfaction of employees, followed by the productivity of the organization and its direct role in the health of the society, this research aims to investigate the trust of management and its relationship with the job satisfaction of elementary school teachers, while showing the relationship between the managerial behavior of executive and senior managers and The degree of trust that prevails in the organization enables the executive and senior managers to adopt a behavior that leads to an increase in the job satisfaction of the employees. In this research, the first step is to identify the current state of education regarding the state of trust in management and its impact on job satisfaction. It is obvious that the next steps will be the use of appropriate training on organizational behavior topics for managers and of course employees.

1-2 Statement of the problem

According to Martin Hollis, trust is a very important issue that is rooted in all social and human sciences. Trust is a social structure and as long as organizations exist in a social form, trust is a necessary condition for them (Hollis, 1998). Max Weber considers trust as a prerequisite for social structure. He believes that as the complexity of a system increases, the need for trust also increases relatively.

Thompson says: Trust is the achievement and result of good management. In other words, trust cannot be managed, but it can be created and maintained with appropriate management behaviors and with mutual understanding and better expectations. Trust is an essential factor in management's activity and is necessary for effective communication and cooperation, and it is the basis for more productive relationships that can reduce organizational complexities and facilitate organizational transactions and negotiations better, more economically, and faster than any other tool (Hoy, Smith, and Sweetland [4], 2002) and promote effective communication, cooperation, and compatibility, which is the basis of productive relationships in organizations (Arsen, Bell, and Plank [5], 2004).   The empirical study of trust was first conducted in the late 1950s, in order to solve the problem of growing suspicion during the Cold War, as a key factor in improving an open and healthy environment. Trust is a psychological state in which a person is confident in the results of work, without predicting those results. It is obvious that this mental state may be associated with risk, that is, a person is sure, but in practice it happens otherwise. Despite this trust, there is a willingness to accept risk. The same feature  which has linked trust with innovation and creativity. In addition, trust entails a higher level of commitment. Trust in   management affects the behavior of employees. The mentioned reasons and other factors have caused trust to be considered an important and general demand of employees in today's world. According to the mentioned materials, the lack of trust or weak trust of employees in the organization and its management causes the following behaviors to spread: silence and indifference of employees towards the fate and plans of the organization, lack of effective understanding between employees and management, and different interpretations of management messages. There are two types of trust. A two-way trust, in which both the management trusts the employees and the employees trust the management. In mutual trust, more effort and attention is paid to the maintenance and continuity of the relationship and the parties try to rebuild this trust in different conditions.

The second type of trust can be called precautionary in which employees are given freedom and authority to make decisions and they are trusted to provide the desired results. This type of trust is related to the accountability and responsibility of employees. In the definition given of trust, it is generally considered to be the expectations or beliefs that people like to show to others in a predictable way and not just in line with their personal benefit (Bayer, 1986). According to this definition, one of the issues and problems of today's organizations is the lack of trust between employees and managers. In our organizations, especially government organizations, there is a significant gap between employees and management and the demands of the two. As a result of this gap, decisions usually face implementation problems because employees show stubbornness in implementing decisions and on the other hand, managers do not trust employees and do not involve them in the decision-making process, and these all create an atmosphere of distrust in the work environment.