The effect of employee-organization relationship on innovative behavior mediated by organizational trust

In order to survive and maintain its competitive advantage, organizations need employees who engage in innovative behaviors. Given the importance of the role of employee-organization relationship and organizational trust in the emergence of innovative behaviors in employees, this study was conducted to investigate the effect of organizational employee relationship on innovative behavior mediated by organizational trust. The research method is descriptive-analytical and correlational. The statistical population of the present study includes the support staff of 100 branches of Bank Saderat in Isfahan province. Sample selection was performed using a simple random sampling method using Cochran's statistical formula and 80 people were selected as a sample. The data collection tool was a questionnaire. In order to measure the employee-organization relationship, the researcher made a questionnaire; The Elonen et al. (2008) questionnaire was used to measure organizational trust, and the Guest and Mulder Questionnaire (2012) was used to measure innovative behavior. The validity of the questionnaire was measured based on the validity of the content and its reliability through Cronbach's alpha. The information was analyzed using PLS and SPSS software. The findings from the data analysis showed that the employee-organization relationship has a direct, positive and significant effect on innovative behavior and an indirect, positive and significant effect on innovative behavior through organizational trust. The results also showed that the employee-organization relationship has a direct, positive and significant effect on organizational trust and organizational trust has a direct, positive and significant effect on innovative behavior.