The studying of relationships among trust, reciprocity and organizational identification with considering the moderated effect of organizational commitment

The purpose of this article is to investigate the relationships among employee's trust in organization, reciprocity norm in organization and employee's organizational identification. Furthermore, authors seek to analyze the moderating effect of organizational commitment components on these relationships. This research was performed using correlation descriptive method. The statistical population consisted of Public Banks of Kerman city, among which five banks of Maskan, Refah, Tejarat, Mellat and Melli, and 40 branches were randomly selected. All 400 employees of the selected branches of banks participated in survey research, and data of 308 returned questionnaires were used to test research hypotheses and verify conceptual model. Pearson Correlation Test, Hierarchical Regression Analysis, and Structural Equation Modeling were utilized to analyze collected data. The research results show that employee's trust, and reciprocity norm in organization, has positive and significant impacts on employee's organizational identification. Research findings indicate that reciprocity norm in organization has a positive and significant impact on the employee's trust. Moreover, among organizational commitment components, affective commitment appears to have positive and significant moderating role on the relationships of employee's trust in organization, and reciprocity norm on organizational identification of employees