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Results show teachers’ power distance beliefs at a low level, positive correlations with commitment and trust, and predictive effects on both outcomes.",{"@graph":14,"@context":72},[15,34,55],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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does power distance mean in the school organizational context?","Question",{"text":62,"@type":63},"Power distance refers to how far individuals and organizations accept inequalities related to power, status, and wealth, and it shapes decision-making and centralization in organizations.","Answer",{"name":65,"@type":60,"acceptedAnswer":66},"What was the purpose of the study?",{"text":67,"@type":63},"The study aimed to examine the relationships between teachers’ power distance beliefs and their organizational commitment and organizational trust.",{"name":69,"@type":60,"acceptedAnswer":70},"What relationships were found between teachers’ power distance beliefs, commitment, and trust?",{"text":71,"@type":63},"Teachers’ power distance beliefs were at a low level, with positive correlations to organizational commitment and organizational trust, and the beliefs also predicted both 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University  \nAbstract  \nPower distance is important for the healthy execution of relations, interactions, and communication between managers and employees. Low power distance improves the quality of relationships, interactions, and communication between school administrators and teachers, while high power distance decreases them. The power distance that teachers believe to exist in school may be related to their organizational attitude, value and behaviour. In this context, the aim of the study is to examine the relationships between teachers' power distance beliefs and their organizational commitment and organizational trust. Research data were collected in Giresun, Turkey in 2018. The study group of the research consists of teachers working in public high schools. According to the results of the research, teachers' power distance beliefs are at “low” level. There are positive correlations between teachers'power distance beliefs and their organizational commitment and organizational trust. Teachers' power distance beliefs predict their organizational commitment and organizational trust. The results of the research are thought to contribute to the awareness of the importance of power distance of school administrators in terms of manager-teacher interaction.  \nKeywords: Power Distance, Organizational Commitment, Trust  \nDOI: 10.29329/epasr.2020.270.17  \n1Assoc. Prof. Dr., Faculty of Education, Giresun University, Giresun, Turkey, ORCID: 0000-0002-6505-2421  \nCorrespondence: [tevfik.uzun@giresun.edu.tr](tevfik.uzun@giresun.edu.tr)  \nIntroduction  \nPower values are among the most frequently used cultural values in organizations. Power distance refers to the degree to which individuals, organizations and societies accept inequalities in relation to power, status, and wealth (Hofstede, 1980) . It can be defined as the unequal distribution of power in organizations in the organizational field (Hofstede, Hofstede & Minkov, 2010) . Power distance affects decision making mechanisms in organizations, the hierarchical structure of the organization, and the level of centralization (Hofstede, 2001) . In organizations, employees' perceptions of power distance can also affect employees' attitudes and behaviors. Employees who perceive high power distances are obedient to their managers (Kirkman, Chen, Farh, Chen & Lowe, 2009) and show strong respect (Hofstede & Hofstede, 2005) . These employees do not want to participate in the decisions, they show an obedient attitude, the work of the employees is strictly defined and the employees are given limited discretion. Organizational communication is in the form of vertical communication. High power distance gives managers unlimited power and control over their subordinates (Khatri, 2009) . Employees in sub-positions expect and obey orders from their managers (Hofstede, 2011) . Sub-officers are expected to participate in the decisions taken in organizations with low power distances. In such organizations, managers care about equality and empowerment of employees, power distributions are fairer and sub-units are allowed to make decisions on issues that concern them (Hofstede, 2011; Soyalın, 2019) . As the power distance in organizations increases, the relationship between perceived organizational support and work performance, commitment and organizational citizenship behavior weakens (Farh, Hackett & Liang, 2007) . Employees' perceptions of justice, trust in the organization, job satisfaction and performance are lower in organizations with high power distances (Daniels & Greguras, 2014) . There are important correlations between various organizational variables related to power distance. Organizations have significant relationships between power distance and employee engagement, employee involvement, job satisfaction, performance, organizational commitment and justice (Rafiei & Pourreza, 201","cbCainOHMHrupKuM","https://ap.wps.com/l/cbCainOHMHrupKuM","pdf",207063,13,"English","# Introduction\n## Power distance and organizational behavior\n## Organizational commitment with organizational power distance belief","[{\"question\":\"What does power distance mean in the school organizational context?\",\"answer\":\"Power distance refers to how far individuals and organizations accept inequalities related to power, status, and wealth, and it shapes decision-making and centralization in organizations.\"},{\"question\":\"What was the purpose of the study?\",\"answer\":\"The study aimed to examine the relationships between teachers’ power distance beliefs and their organizational commitment and organizational trust.\"},{\"question\":\"What relationships were found between teachers’ power distance beliefs, commitment, and trust?\",\"answer\":\"Teachers’ power distance beliefs were at a low level, with positive correlations to organizational commitment and organizational trust, and the beliefs also predicted both outcomes.\"}]","Relationships between Power Distance, Organizational Commitment, and Trust in Schools | PDF",1792095284,33]