Linking organizational trust to voice behaviors in healthcare workers: the mediating role of organizational identification

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Abstract
Purpose: This study aims to examine the relationship between organizational trust and employee voice behavior among healthcare workers and to determine the mediating role of organizational identification in this relationship. Design/methodology/approach: Using a quantitative, cross-sectional design, the study was conducted with 291 healthcare employees working in a private hospital in Samsun, Türkiye. Data were collected using a structured questionnaire consisting of the Organizational Trust Scale, Employee Voice Behavior Scale and Organizational Identification Scale, along with a sociodemographic information form. Descriptive statistics, Pearson’s correlation analysis and mediation analysis were performed using IBM SPSS 26 and PROCESS Macro. Findings: The findings revealed that organizational trust was positively and significantly associated with employee voice behavior and organizational identification. Moreover, organizational identification was positively associated with employee voice behavior. Mediation analysis indicated that organizational identification partially mediated the relationship between organizational trust and employee voice behavior. These results suggest that higher levels of perceived organizational trust are associated with stronger organizational identification, which, in turn, is associated with a greater willingness to express constructive ideas, concerns and suggestions. Originality/value: This study contributes to the organizational behavior literature by examining organizational identification as a psychological mechanism linking organizational trust to employee voice behavior among healthcare workers. In addition, this study provides a healthcare-specific perspective on how trust and identification may foster employees’ willingness to express ideas, concerns and suggestions for organizational improvement.

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