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Organizational trust: philosophical perspectives and conceptual definitions
... The second insight, and one that we do not believe has been studied in a substantive way, is that getting someone like a scientist to intentionally choose a communication tactic, communication objective, or behavioral goal is likely easier when that person trusts the proponent of the communication choice (bottom half of Figure 1, dotted lines between trustworthiness beliefs and behavioral beliefs, as well as between intention/willingness to trust and intention/willingness to choose a behavior). Trust in this context refers to a behavioral willingness to make oneself vulnerable to someone else, as suggested by the Integrative Model of Organizational Trust (Hendriks et al., 2015;Mayer et al., 1995;Schoorman et al., 2007). ...
... The underlying behavior change (Montano & Kasprzyk, 2015) and trust theory are well established (PytlikZillig et al., 2016;Schoorman et al., 2007), and we are thus confident the advice we provide here could serve as a starting point for further research into intentionally shifting scientists' communication behavior. Building up such evidence might require, for example, training programs specifically designed to make sure that scientists see the value and desirability of specific choices while also ensuring that they feel capable of enacting the choice. ...
This essay argues that we should treat science and risk communicators’ choices about tactics, objectives, and goals as behaviors to advance both research and practice. Doing so allows for a discussion about how to use theories about behavior change and trust‐building to help foster more strategic communication choices. The essay also seeks to anticipate and respond to potential arguments against using behavior change theories to encourage more strategic communication choices. We argue that it is possible to use behavior change tactics ethically if those tactics are aimed at increasing the likelihood that all participants in communication—including decisions makers like risk scientists—meaningfully engage with true, relevant information. Under the right conditions, such engagement is what should allow for the development of new knowledge, as well as a range of evidence‐based evaluative beliefs, feelings, and frames. Being strategic when making choices about communication should also help with identifying situations in which justice, equity, diversity, or inclusion issues require additional attention. The essay concludes by noting that the difficulty of efficient and effective science and risk communication may require increased emphasis on getting experts such as scientists to collaborate with expert communication advisors. It may also be necessary to increase the capacity of science‐ and risk‐focused communication practitioners.
... After the first phase, participants were asked for their perception of counterpart's anger on a 9-point scale (0=did not feel in the slightest, 8=a great deal). Participants also rated trust in their counterpart, using Schoorman andBallinger's (2006, cited in Schoorman, Mayer, &Davis, 2007) measure of trust (α=.67) along with counterpart's integrity (α=.78) and benevolence (α=.86), using items adapted from Mayer and Davis (1999). ...
... After the first phase, participants were asked for their perception of counterpart's anger on a 9-point scale (0=did not feel in the slightest, 8=a great deal). Participants also rated trust in their counterpart, using Schoorman andBallinger's (2006, cited in Schoorman, Mayer, &Davis, 2007) measure of trust (α=.67) along with counterpart's integrity (α=.78) and benevolence (α=.86), using items adapted from Mayer and Davis (1999). ...
Presenting programmed angry messages to a negotiator has increased concession rates in a series of recent experiments. But observing responses to a computer or confederate counterpart cannot yield insight into the perceptions, reactions, and negotiation outcomes experienced by those who actually deploy anger as a tactic. We report five studies examining the anger expression decision using a range of different methods. In the fully interactive two-person integrative negotiation in Study 1, expressed anger generally degraded trust while damaging implementation of deals. That ultimately diminished value actually claimed by anger expressers. In the discrete choice experiment of Study 2, sending angry messages proved costly for expressers, who registered very high levels of measured disutility from using this tactic. In Study 3, survey respondents reported widespread unwillingness to misrepresent anger during negotiation. Recalling a past negotiation, anger correlated negatively with experienced success, indicating that disutility from expressing anger generalizes widely across different contexts. Study 4 revealed that negotiators generally consider the tactic to be unethical. More than just specific beliefs about the lack of efficacy, Study 5 revealed that the source of tactical disutility lies in generalized discomfort with the misrepresentation of anger. Implications for research, practice, and training are considered.
... In this section, the valence framework [35], prospect theory [36], and the organizational trust model [37] are used to explain the use of fashion rental services. The valence framework is used in consumer decision-making to explain purchase or use behavior as perceived risk and benefit. ...
... Therefore, when consumers use fashion rental services, there is a need to carefully review the reaction to the perceived risk. In addition, Schoorman et al. [37] stated that an individual's trust in another's ability, even though there may be a risk, should be treated as willingness to purchase. Various studies on trust in the sharing economy are found to have a positive impact on consumers' purchasing intentions. ...
This study explored the conceptual constructs of consumer benefits and perceived risks of online fashion rental services (Online FRS) and their impacts on usage intention towards Online FRS. The mediating roles of perceived risks and service trust were examined in this research. A survey was performed on female shoppers between the ages of 20–30 residing in a metropolitan area. Results of this research were as follows: (1) The results analyzing the sub-dimension of benefits (Reasonable cost, Wearing at right time, place and occasion (TPO), Space Saving, Entertaining, Product Variety, Style Conformity) and perceived risks (Financial, Performance, Social) clearly presented factorial structures. (2) Reasonable cost, Style Conformity, and Product Variety showed significantly positive influences on usage intentions towards online fashion rental services; in addition, Financial, Performance, and Social risks of rental services had a negative effect on usage intentions. (3) Service trust and consumer perceptions of Financial and Performance risks had important mediating roles in the relationship between consumer benefits and usage intentions towards Online FRS. This study highlighted that consumer benefits, perceived risks, and service trust should be registered among consumers to boost usage intentions towards Online FRS.
... In this relationship, when an individual trusts, weakness is accepted because of the risk of betrayal and failure. A commonly cited definition of trust is by Schoorman et al. (1996), who define trust as "the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to monitor or control that other party" (p. 712). ...
Purpose
Trust in political leaders has been of interest to scholars for centuries. Numerous studies have pushed the boundaries of our understanding of trust in political leaders and its antecedents. Recently, the question of trust in political leaders, especially in Africa, has regained the attention of scholars. The primary objective of this study is to contribute to this intellectual discourse by investigating the predictors of trust in political leaders in Ghana. More particular, we examine why Ghanaians trust their political leaders, that is, the President, Members of Parliament, Local Government Council and Metropolitan, Municipal and District Chief Executives.
Design/methodology/approach
The dichotomous nature of trust in political leaders (outcome variable) determined the analytical approach we utilized. Specifically, the binary logistic regression technique was used to analyzed individual-level responses of 2,369 Ghanaians from all 16 administrative regions collected between 2019 and 2021.
Findings
The descriptive results suggest that the majority of Ghanaians (75%) trust their political leaders. Our regression estimates suggest that political leaders performance ( p < 0.001), political leaders listen to citizens ( p < 0.001), respondents aged 36–55 and 56+ years, both ( p < 0.05), respondents affiliated to the New Patriotic Party ( p < 0.001), residing in the Ashanti ( p < 0.05), Northern ( p < 0.05), Oti ( p < 0.05) and Savannah ( p < 0.01) regions, satisfaction with democracy ( p < 0.001), general level of corruption ( p < 0.001), institutional ( p < 0.001) and social ( p < 0.01) trust increase the likelihood of Ghanaians trusting their political leaders. However, the country moving in the wrong ( p < 0.05) decreases the likelihood of trusting political leaders in Ghana.
Research limitations/implications
This study acknowledges several limitations. First, it relies on secondary survey data, which, although easy to access, is subject to desirability bias, as respondents may alter their true responses during surveys. Researchers have limited tools to address this issue when analyzing survey data. Second, the study uses a single-item variable to measure trust, which may not fully capture the concept, as a multiple-item variable would. Third, certain measures do not cover all political leaders in the analysis, particularly performance, contact with political leaders and political leaders who listen. Fourth, the study does not distinguish between national and local political leaders, potentially overlooking differences in trust predictors. Fifth, some important variables, such as income, which are known to influence trust, are omitted. Finally, the analysis focuses on individual-level data and does not account for country-level variables that might affect trust in political leaders. Despite these limitations, the study makes important contributions to understanding trust in political leaders in Ghana and the sub-region. Future researchers are encouraged to: (1) explore qualitative techniques that explain the “why” behind the results, (2) consider using a multiple-item measure of trust to capture its complexities, (3) include a full measure for political leaders' performance and contact, (4) examine differences in trust and its predictors between national and local leaders and (5) include omitted variables such as income and macro-level factors for a more detailed and comprehensive understanding of trust in political leaders.
Originality/value
Although this study’s research question is not new, it is unique because it first aims to investigate trust in all major political leaders in Ghana, except for a few cabinet ministers, among others. Second, this study utilizes recent data that captures the views of Ghanaians. In terms of the value, we posit that this study augments existing studies and paves new paths for future studies, and its findings have policy implications in Ghana and beyond.
... Various factors can influence POT, including the credibility of information sources within an organization (Schoorman et al. 1996). As organizations are multilevel systems, this perceived trust can emerge at the individual, team, department, and organizational levels (Klein et al. 1994). ...
This study investigates how HR Personnel Reputation (HRPR) and Perceived Organizational Trust (POT) influence the likelihood of sexual harassment reporting from both victims and bystanders. It addresses a gap in research regarding HR’s role in sexual harassment reporting by exploring the direct relationship between HR reputation and reporting likelihood and the mediating role of POT. Utilizing partial least squares structural equation modeling (PLS-SEM), the study examines the relationships between HRPR, POT, and the likelihood of reporting sexual harassment. It draws upon Source Credibility Theory (SCT) to hypothesize increased reporting likelihood with positive perceptions of HRPR. Data were collected through a Prolific survey panel, with a final sample size of 412 participants. The findings support the hypothesized positive relationship between HRPR and the direct likelihood of reporting sexual harassment by victims and bystanders through the mediating effect of POT. This suggests that HR reputation, directly and indirectly, impacts reporting behavior by influencing organizational trust. HR reputation is crucial in reporting sexual harassment, both directly and indirectly, through perceived organizational trust. Enhancing HR’s reputation and building organizational trust is vital in encouraging the reporting of sexual harassment, thereby addressing a widespread issue more effectively within organizations. The study underscores the importance of credible HR practices and the development of a trusting environment to encourage reporting of sexual harassment, offering practical implications for HR departments aiming to improve their effectiveness in handling such sensitive issues.
... 4 Interpersonal trust serves as a key factor in social interactions, 11 and is characterized by positive expectations toward others' behavior and intentions. 12 Studies have shown that people tend to share less money in the Trust game after inadequate sleep. 13,14 For instance, research has demonstrated that 36 hours of total sleep deprivation significantly reduces individual's propensity to trust others in the Trust game, suggesting that sleep deprivation impairs the ability to accurately perceive intentions of others from economic aspects. ...
Background
Sleep deprivation (SD) is widely recognized for its negative impact on both cognitive abilities and social interactions. Nonetheless, the effect of sleep deprivation on interpersonal trust in social scenarios is poorly understood.
Purpose
This study investigated the impact of total sleep deprivation on interpersonal trust under two different social scenarios: kindness and unkindness.
Patients and Methods
All participants (N = 49) completed the Social Mindfulness paradigm (SoMi) after both normal sleep (NS) and SD. Alertness changes were assessed using the Psychomotor Vigilance test (PVT) and the Karolinska Sleepiness Scale (KSS).
Results
Our results demonstrated that SD significantly impaired interpersonal trust when perceiving unkind intentions but did not affect trust in kind intentions (p < 0.05). Additionally, this detrimental effect was not related to changes in alertness (p > 0.05).
Conclusion
These findings suggest that SD selectively impacts interpersonal trust, and this effect is not influenced by simple cognitive functions such as alertness. Further research could incorporate brain imaging techniques to explore the association of other cognitive and affective factors with interpersonal trust after sleep loss.
... The other sections of the questionnaire were made up of seven-point Likert scale questions (least form of agreement to highest form of agreement) on each of the constructs in the study. LT had ten items sourced from Schoorman et al. (1996). An example of the items is "My needs and desires are very important to management". ...
Purpose
The main purpose of the study was to analyse the mediating effects of psychological safety (PS) and psychological availability (PA) on the relationship between leader trustworthiness (LT) and intrapreneurial behaviour (IB) among employees from the manufacturing industry in Ghana.
Design/methodology/approach
A sample of 291 who were employees from five manufacturing companies in the industrial hub of Ghana provided data for the study. A closed-ended questionnaire, specifically a seven-point Likert-type scale, was the instrument used for the data collection. The seven hypotheses developed were tested using a structural equation model.
Findings
The study established that LT was related to PS and PA but not IB. Like PS, PA was found to be related to IB. Similarly, both PS and PA were related to IB. Again, both PS and PA fully mediated the relationship between LT and IB. Also, gender had a confounding effect on IB.
Practical implications
LT yields direct positive outcomes such as PS and PA as well as indirect IB for employees and organisations. For organisations, especially in the manufacturing sector, to have employees who are psychologically safe, psychologically available and intrapreneurial, there should be a focus on trustworthy leaders. The leaders should be encouraged to be transparent and communicate by way of their actions and inactions and trustworthy values. Leadership training, colleague supervisor support and participation in professional and or management development programmes should be used to acquire trustworthy values.
Originality/value
This study investigated the mediating roles of PS and PA on the relationship between LT and IB among employees of manufacturing firms in Ghana, which has not received the needed attention in the literature despite the challenges manufacturing firms encounter.
... According to this definition, trust is essential wherever people are free to choose their actions. In this way, the authors conceptualised trust as a psychological state, breaking with the previously prevailing view of trust exclusively as a stable personality trait, in which the characteristics of the person who receives trust are relevant (Schoorman et al., 2007). Generally, trust can be differentiated into trust in people and trust felt or perceived by people (Salamon & Robinson, 2008). ...
Surrounded by an environment of constantly changing social, technological, and natural conditions, today's schools must dynamically improve and adapt to these conditions in order to survive. In this context, school leaders play an important role as the main drivers of innovation and change in education, trusting their team of teachers, and encouraging teachers' innovativeness. Against this background, our study highlights the importance of creating an innovative working climate characterised by trust and experimentation. Our study is based on a cross-sectional, randomised and representative data set of N = 411 school leaders in Germany and applies mediated structural equation modelling. It examines the effect of school leader trust in teachers on teachers' collective innovativeness as a prerequisite for school improvement and change, and the mediating role of individual and organisational exploration and exploitation as components of ambidexterity. The results of our analysis point to three main findings: First, school leaders' trust in teachers has a significant direct relationship with teachers' collective innovativeness. Second, the mediating variables of both school leader and school exploration have significant relationships with collective teacher innovativeness. Third, school leader exploration and exploitation are micro-foundations of organisational ambidexterity. By identifying manageable levers of change and providing prescriptive guidance on how schools can respond to dynamically changing environments, our study has implications for a theory of school improvement and change, for the practice of school improvement and change, and for education policy and frameworks for the training and professional development of teachers in general and school leaders in particular. ARTICLE HISTORY
... Specifically, they should promote an open climate for exchange and debate with individual employees and between employees working together as a team (Eisenbeiss et al., 2008), such as through continuous team thinking. PMGs must also be mindful of the negative aspects of their impact, as employees' perceptions of breaches of trust can have damaging effects on team performance and organizational function (Schoorman et al., 2007). Lastly, although public sector projects shape the future of our society and leadership is expected to play a significant role in these projects, research in this context is mainly sparse. ...
Transformational leadership (TFL) impacts on project and organizational success are well established. However, many underlying factors that make TFL effective are still missing. Therefore, we formulated hypotheses and tested the mediating role of trust (TS) and job satisfaction (JS) in linking TFL to project success (PS). A time-lagged methodology was used to collect quantitative data using a structured questionnaire from 326 project manager-team member dyads working in Pakistan’s public sector. Our results showed that TS, JS, and TFL significantly impacted project success. Moreover, we found that TS and JS mediate the relationship between TFL and PS. These findings highlight the importance of trust and job satisfaction as mechanisms that translate TFL into the success of projects for organizations.
... Specifically, they should promote an open climate for exchange and debate with individual employees and between employees working together as a team (Eisenbeiss et al., 2008), such as through continuous team thinking. PMGs must also be mindful of the negative aspects of their impact, as employees' perceptions of breaches of trust can have damaging effects on team performance and organizational function (Schoorman et al., 2007). Lastly, although public sector projects shape the future of our society and leadership is expected to play a significant role in these projects, research in this context is mainly sparse. ...
... In den folgenden Ausführungen zeigt sich, dass diese Komponenten sowohl beim Verlust als auch beim Wiederaufbau von Vertrauen eine zentrale Rolle spielen. Mayer et al., 1995, S. 715) Mayer et al. (1995;Schoorman et al., 2007) sowie zahlreiche weitere Vertrauensforschende verweisen auf den Umstand, dass Vertrauen ein Zustand ist, der positive Erwartungen hinsichtlich des nachhaltig wohlwollenden Verhaltens einer anderen Person impliziert. Dieser Zustand beinhaltet Vertrauens-Intentionen und Vertrauens-Handlungen und kann wie folgt definiert werden: ...
People-Oriented Leadership (Menschenfreundliche Führung)
... This 16-items scale was developed and tested by Wong and Law (2002). Trust was measured using the four-items scale developed and tested by Schoorman et al. (1996). OS was operationalized as second order construct that consist of three dimensions (i.e. ...
Purpose
This study aims to evaluate the impacts of human capital factors in terms of spiritual intelligence (SI), emotional intelligence (EI) and workplace attitude in terms of trust on organizational sustainability (OS) in the hotel industry in Malaysia. In addition, this study intends to examine the mediation role of trust between human capital factors and OS.
Design/methodology/approach
A survey method using a questionnaire was used to collect data from 361 employees, including middle management, who are in direct contact with guests in the hotel industry. The partial least squares technique, SmartPLS3.3.3, was used to examine the hypotheses.
Findings
The analysis found support for the impacts of SI, EI and trust on OS. Additionally, the mediation effect of trust was also supported.
Originality/value
This pioneering study has combined human capital factors (i.e. SI and EI) to predict their effects on OS in the hotel industry. Moreover, this research established relatively new relationships between SI and OS and between EI and OS through the mediation role of trust. Furthermore, this study confirmed the validity and reliability of SI, EI and OS at first and second orders. Given the adverse impact of COVID-19 and its variants on the sustainability of all business organizations, this research has highlighted the crucial role of human factors and workplace attitude in the sustainability of the hospitality sector during difficult times.
... .] and are disposed in this way toward each other because of what they are" (NE, VIII, 1156b). Lleo et al. (2016), after carefully studying Mayer et al.'s (1995) concept of trust and the items that form the different instruments for measuring trust (R. C. Mayer & Davis, 1999; R.C. Mayer & Gavin, 2005;Schoorman & Ballinger, 2006;Schoorman et al., 1996;Serva et al., 2005), concluded that trust is based primarily on aspects that are personal to the trustor. Thus, Lleó and colleagues concluded that ethical reasoning may predominate over technical reasoning in Mayer et al.'s (1995) concept of trust and that "benevolence and integrity will usually carry more weight than ability in trust formation" (Lleo et al., 2016, p. 562). ...
The purpose of this study is to investigate the role of school principal trustworthiness components (i.e., ability, integrity, benevolence) in helping shape teacher trust and affective commitment within schools. Using data from 1,026 teachers in Spain and structural equation modeling (via EQS 6.3), this study establishes how a principal’s integrity and benevolence are key in determining, both directly and indirectly (via trust in the principal), teachers’ affective commitment to their school. It also reveals that the perceived ability of a principal is not effective in generating trust or affective commitment to the school in teachers. As a contribution to the literature, these findings reveal that the ethical trustworthiness (benevolence, integrity) of principals is key in engendering trust and affective commitment to schools. Thus, to shape work environments that are high in trust and commitment, principals should focus on behaving in ways that make their integrity and benevolence manifest to their teachers.
... The trusting party assumes that the instigator will not behave opportunistically in the relationship. Indeed, a trusting party accepts certain risks, as trustors can act according to their interests (Schoorman, Mayer, & Davis, 2007). ...
In this study, we contend that paternalist leadership can be an effective way of managing people and can pave the way for employee motivation and well-being, despite several previous studies linking it to adverse outcomes. In addition, we propose two possible underlying mechanisms (i.e., workaholism, trust in leadership) linking a leader’s paternalistic style to employee work engagement. By doing so, we aim to understand whether paternalist leaders positively influence their subordinates through a social connection path (trust in leader) or task-focusing path (workaholism). We conducted a field survey and collected cross-sectional data using online surveys from 413 participants working in various industries in Istanbul to test the hypotheses. The results indicate a positive relationship to exist between paternalistic leadership and employee work engagement. Therefore, we put forth that the paternalistic leadership style can be beneficial through the task-focusing and social connection paths, contrary to the beliefs commonly shared in Western countries.
... Feitosa et al. (2018) observed that "the best performing scales were those that utilize a mixture of referents … rather than referent-shift items" (p. 489), and it therefore seemed advantageous to use measure Feitosa et al. (2018) recommended, a measure adapted by Jarvenpaa and Leidner (1999), which was itself an adaptation of the original measure by Schoorman et al. (1996). The adapted measure shifted the referent from "my organization" to "my team". ...
Team trust in teams of collaborative knowledge workers has been identified as one of the main mediators of team effectiveness, and one of the most important outcomes of effective team leadership. The purpose of this quantitative nonexperimental study was to explore the relationships among relational transparency as a component of authentic leader’s behavior, and the levels of affect-based trust and distrust, as well as the relationship between both outcomes in context of the process of their emergence in a team setting. A total of 176 knowledge workers from a commercial business contact database participated. The relationships between these variables were evaluated using quantitative methods of analysis. Multiple analysis of covariance was conducted to investigate the association between the levels of relational transparency in team leaders with the team levels of affect-based trust and distrust. Regression analysis was conducted to investigate the relationship between the affect-based trust and distrust on the team level. The study results indicated that there was a positive association between the level of leader’s relational transparency and the team levels of affect-based trust and distrust. It suggests that a leader needs to seek optimal levels of openness and transparency to promote collective trust, but concurrently needs to instill conditions allowing for certain levels of distrust to promote nonroutine information processing. The investigation has a potential to contribute to positive social change by showing how effective teams can improve workplace relationships in business enterprises seen as vehicles for the general betterment of individuals, communities, and society.
... This leads to the question of whether no trust is equivalent to distrust. Different scholars claim that distrust is the absence of trust (Levi, 1998), its opposite (with mistrust as a neutral middle category; Schoorman et al., 2007), or a separate concept (Luhmann, 2017). ...
Research on trust in media is on the rise. However, communication scholars have addressed related concepts (e.g. media credibility) for decades, and these concepts have often been used interchangeably with that of trust. This practice has resulted in a confusing field of research, with studies using different labels and drawing on various theoretical backgrounds. This article aims to improve conceptual clarity. On the basis of a literature review, we first propose a broad conceptualization of trust in news media and disentangle it from related concepts. Second, we develop a framework that identifies individual- and societal-level causes and consequences of trust in various media objects. Third, we review the current state of research on social, political, and media-related correlates of trust.
... This means, as an outcome of trust, it is enough to be willing to become vulnerable. Willingness to take risks is in fact going a step further and may not always necessarily be an outcome of trust (Schoorman et al., 1996(Schoorman et al., , 2007. Trust has also been described as a pragmatic strategy to reduce uncertainty (Meyerson et al., 1996). ...
Purpose:
Twenty-first century crises reaffirm the need of faster mobilization of resources during crises. Without interorganizational collaboration and resource mobilization, organizing efficient response is not possible. Resource mobilization is an essential aspect of response. It ensures a faster and better response. Collaboration between teams of emergency responders may include commonly known boundary spanning activities such as resource sharing, information sharing and communication. The purpose of this paper is to contribute our knowledge of how to organize a better crisis response through collaboration. More precisely, what strategies work as drivers for emergency responder teams during collaboration in crisis scenarios.
Design/methodology/approach:
Through design of experiments, using tabletop exercises and online surveys, this study investigates the drivers of collaboration during a crisis scenario. Participants of this study are decision makers and emergency responders from various public actors in crisis management from Sweden.
Findings:
Collaboration is essential to manage cross-functional services in normal times, as well as meet the growing needs during crises. In absence of collaboration, boundary spanning activities such as sharing resources or information to provide any kind of service will not be possible. For teams to survive in fast-changing environment, they must be able to adapt to the changing demands accordingly. This paper demonstrates which factors are drivers for emergency responders to mobilize resources, especially during crises. It captures the tension between individual and collective goals in crisis response and highlights the drivers that affect decision-making during crises.
Originality/value:
The novelty of the paper lies in its methodology using tabletop exercises, design of experiments as part of Six Sigma toolbox and online surveys in combination with weightage of agreements and disagreements and free text answers. Although scientific research so far has demonstrated the need for collaboration during crises, however, which factors act as drivers for emergency responders to collaborate, is lacking scientific evidence. Incentives for collaboration have not been studied enough. These can tell us which strategies can improve collaboration during crises. This research paper is a scientific contribution in that direction.
Article type: Original Research Paper.
Journal: Continuity & Resilience Review.
Copyright © 2020, Roshni Pramanik
License
Published by Emerald Publishing Limited. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode
... Trust-Building Principle. Trust is defined as the willingness to take risks (i.e., be vulnerable) in a relationship based on positive expectations about another's intentions or behaviors (Mayer, Davis, and Schoorman 1995;Rousseau et al. 1998;Schoorman, Mayer, and Davis 2007); the anticipated behavioral integrity and benevolence of others (Mayer, Davis, and Schoorman 1995). To reach binding agreements based on trust, employees needed to be willing to take risks based on their positive expectations of the benevolence of other group members. ...
Research has often underestimated the pervasive and global occurrence of informality because studies largely define informality as illegal economic practices. This study adopts a multidimensional view of informality to explain how and why firms habitually improvise even when they do not experience unexpected or extreme eventualities. We addressed this concern through a comparative ethnographic study of three film production crews in the Nigerian movie industry. Our findings unravel the multiple dimensions of informality and define habitual improvization. We build a theoretical model that traces the organizing principles of informality and how they affect the modes of implementation and outcomes of habitual improvization. Finally, we offer an agenda for future theoretical and empirical research on informality and organizational improvization.
... We choose the shortened forms to minimize assessment time and respondent fatigue while retaining much of the full Big Five measure's reliability and validity. Moreover, we measure the general risk-taking tendencies via the Risk Propensity Scale (RPS) by Meertens and Lion (2008), as well as the self-reported trust propensity using the 4-item form by Schoorman et al. (1996). The scales use 5-point Likert-type items with anchors of agree and disagree for each scale point. ...
As robots become more advanced and capable, developing trust is an important factor of human-robot interaction and cooperation. However, as multiple environmental and social factors can influence trust, it is important to develop more elaborate scenarios and methods to measure human-robot trust. A widely used measurement of trust in social science is the investment game. In this study, we propose a scaled-up, immersive, science fiction Human-Robot Interaction (HRI) scenario for intrinsic motivation on human-robot collaboration, built upon the investment game and aimed at adapting the investment game for human-robot trust. For this purpose, we utilize two Neuro-Inspired COmpanion (NICO) - robots and a projected scenery. We investigate the applicability of our space mission experiment design to measure trust and the impact of non-verbal communication. We observe a correlation of 0.43 ( p = 0.02 ) between self-assessed trust and trust measured from the game, and a positive impact of non-verbal communication on trust ( p = 0.0008 ) and robot perception for anthropomorphism ( p = 0.007 ) and animacy ( p = 0.00002 ). We conclude that our scenario is an appropriate method to measure trust in human-robot interaction and also to study how non-verbal communication influences a human’s trust in robots.
... These could be personal (e.g. the target audience doing more or less of some activity, consuming or purchasing more or less of some good or service, etc.) or civic (e.g. the target audience voting for, donating to, or otherwise supporting a policy, person or group). In some cases, the desired behavior might involve somewhat ephemeral outcomes, such as a willingness to accept a decision (i.e. a target audience engaging in behavioral trust by making itself vulnerable or accepting the legitimacy of a controversial decision) (Besley, 2010;Schoorman et al., 2007). For example, those studying nuclear energy and genetic modification of food do not necessarily need explicit support from consumers; they often just need non-opposition. ...
Purpose
The purpose of this paper is to describe five key lessons learned from a decade of studying how scientists and science communicators think about communication strategy.
Design/methodology/approach
The paper is based on the experience of the researcher and the underlying literatures on strategic communication and science communication.
Findings
The key argument is that the scientific community needs to put more priority into enabling organizations to plan and implement strategic communication efforts on behalf of science. At present, there is too much reliance on individual communicators.
Originality/value
The value of this paper is in the degree to which it argues for a more strategic, organization-focused approach to science communication that emphasizes the setting of clear behavioral goals, followed by discussion about what communication objectives might help achieve those goals and the communication tactics needed to achieve the prioritized objectives.
... We draw from this literature to delineate the role of evaluation certainty in affecting the influence of trustworthiness evaluations on trust and more distal trust-related outcomes including reliance and disclosure. Identifying factors that impact the predictive potency of trustworthiness evaluations can help develop a better theoretical understanding of trust phenomena (e.g., Schoorman, Mayer, & Davis, 1996). ...
This research helps to integrate the metacognitive concept of evaluation certainty into the trust literature by demonstrating that certainty can amplify the effects of trustworthiness evaluations and stabilize trustworthiness evaluations over time. Across an experimental study (Study 1) and a multiwave survey of employees (Study 2), we show that trustworthiness evaluations exert a stronger influence on individuals' trust at higher levels of certainty and that trust transmits the multiplicative effects of trustworthiness evaluations and certainty on key indicators of employee risk‐taking including reliance and disclosure behavior. Further, in Study 2, we show that certainty can help predict change in trustworthiness evaluations over time. Finally, in a two‐wave field survey (Study 3), we examine factors that influence evaluation certainty and show that relational transparency and leader prototypicality (LP) have interactive effects on employees' certainty such that the influence of relational transparency on certainty will be more positive at higher levels of LP. Theoretical and practical implications are discussed.
... Trust as described above forms a foundation for the more broadly defined integrated model of OT as shown in figure 1, which first outlines three antecedents to trust, called the factors of perceived trustworthiness, including: a) ability or the set of skills, competencies and characteristics that enable one to have influence within a domain, b) benevolence, the extent to which a trustee is believed to desire to do good for the trustor without a profit motive, and c) integrity which is the perception of trustee follow-through (Mayer et al, 1995). Unaided, trust builds over time through a series of turning points (Olekalns & Smith, 2005) which cause the trustor to conduct a cognitive analysis of the trustworthiness of the trustee and decide based on their assessment whether to rationalize the risk of social vulnerability (Schoorman, Mayer, & Davis, 2007). ...
Within the software development discipline, teams are created and disintegrated at an extremely rapid pace. IT organizations are therefore looking at ways to create an environment of greater performance in a shorter period of time. This paper integrates organizational trust (Mayer, Davis, & Schoorman, 1995) into the research on organizational citizenship behavior (OCB) to help more clearly understand the relationships that are performance impacting. This integration called the “theory of trusted performance” should be able to be leveraged to deliver greater performance within an organization. This paper ends with a brief discussion of practical ways organizational leaders can leverage this model for software development and suggests ways to test this model.
... Hawley argues that there is a moral element to trust not present in reliance, as in trust there is a heightened expectation due to the belief that the other is perceived to have a commitment to fulfil the expectations of the trustor (2012 -See also Baier, 1986). This moral or ethical approach to trust has been widely perceived, therefore, as an important dimension of trust which separates trust from other similar concepts (Mayer et al 1995;Flores and Solomon, 1998;Banerjee, Bowie & Pavone, 2006;Schoorman et al., 1996;Becker 1998;Searle, 2013;Beckert 2006). ...
Trust is extremely important for the ICRC. It can assist in the facilitation of access and enables the ICRC to act more effectively by creating strong relationships with its employees, movement partners, national agencies, donors, and those effected by crisis. Understood as an interplay between positive expectations allowing for the acceptance of vulnerability in a context in which there is risk and interdependence, the literature shows there are many ways of thinking about the ways in which trust works.
... Performance of automation/Autonomous Vehicles Features of Automation Ability Domain and context-specific knowledge, Competencies, reputation and qualifications in performing specific jobs (Mayer & Davis, 1999;Schoorman et al., 1996;Sirdeshmukh et al., 2002) Performance related capabilities -Reliability -Consistency -Validity -Predictability -Dependability (Bailey & Scerbo, 2007;de Visser & Parasuraman, 2011;Kaur & Rampersad, 2018;McLeod, Walker, & Moray, 2005;Ross et al., 2008) Communication related capabilities with regard to: -Availability of information (Bitan & Meyer, 2007) -Accuracy of feedback Spain & Bliss, 2008) -Efficiency in communication (Stanton et al., 2007) Benevolence -Loyalty -Openness -Receptivity -Availability (Butler, 1991;Morgan & Hunt, 1994) -Interest in trustor's needs and desires -Resultant efforts (Mayer & Davis, 1999) -Responsibility (Muir, 1994) Integrity -Reputation for honesty and truthfulness (Hosmer, 1995) -Consistency of the trustee's actions and word -Acceptability the principles and value (Mayer et al., 1995) -Fairness (Butler, 1991) -Ethical implication (Adnan et al., 2018) Other influential factors on trust -The level and mode of automation -Aesthetics (Hancock et al., 2011;Moray et al., 2000;Sauer et al., 2013) -The mode of communication (Lee, Kim, Lee, & Shin, 2015;Stedmon et al., 2007;Waytz, Heafner, & Epley, 2014) 2.1.3. Trustworthiness of automated subway services In subway systems, automation refers to the 'process by which responsibility for operation management of the trains is transferred from the driver to the train control system' (UITP, 2012). ...
Commuters worldwide can now travel to work using unmanned subway services while tourists may travel to holiday destinations on planes that employ automatic flight control equipment. More recently, autonomous buses have made their debut in several cities. Technological advances in transport services, however, are accompanied by challenges to passengers’ perceived safety and the acceptability of the technology. While passengers’ anxiety and fear appear to reduce their acceptance of new technologies, trust has been shown to positively affect their acceptance of automation and autonomous vehicles. In this vein, the present study investigates the trustworthiness of automated subway services in Korea with regard to passenger anxiety and fear. First, automated subway-specific trustworthiness factors are identified through exploratory factor analysis. Subsequently, the effects of the identified factors on passenger anxiety and fear are examined using structural equation modeling. The results indicate that attributes that contribute to the trustworthiness of automated subways are grouped into automation- and service-related factors: ‘automation trustworthiness’ and ‘service trustworthiness’, both of which appear to negatively affect passengers’ anxiety and fear, mediated by the passengers’ sense of certainty and coping potential. The negative effects of trustworthiness on anxiety and fear indicate that strengthening of the trustworthiness factors must be accompanied with technological advances in transportation. The implications for strengthening the trustworthiness of unmanned automated subways and other transport services employing autonomous features are presented, correspondingly, in this study.
... A relevant situation can be a trustor's traits in trait-based trust (Rotter 1967), a relationship between a trustor and a trustee in relationship-based trust (e.g. Schoorman, Mayer, and Davis 2007), an evolving experience in the interactionist model of trust (e.g. Jones and George 1998), a contracting behaviour in exchangebased trust (Zaheer and Venkatraman 1995) and a trustor/trustee's social network in networkbased trust (e.g. ...
Entrepreneurs’ subjective wellbeing has become an important topic in research: entrepreneurs undertake risks and create their companies seeking personal satisfaction and fulfillment. As a result, researchers have given considerable attention to the antecedents and the conditions under which wellbeing materializes, especially in emerging economies where poverty may be acute. In this study, we propose that generalized trust serves as an informal institution that affects entrepreneurs’ subjective wellbeing. Further, we propose that this relationship is subject to boundary conditions of economic and social poverty as well as context-specific formal institutional features. We test our predictions using a multi-sourced sample of 818 Chinese entrepreneurs. We find that trust is positively associated with entrepreneurs’ subjective wellbeing. This association is moderated by both economic poverty and social poverty. When high or low institutional voids are evident across the different regions of China, the main and moderating effects are further differentiated. The study suggests that, as a mechanism to mitigate the negative effect of lacking formal institutions, the level of trust in different regions is more relevant in social poverty rather than in economic poverty.
... For example, a provider's competence and warmth may establish trust between patients and providers. Indeed, competence and warmth emerge as core dimensions in literature on the social perception of trust (126,127). Prerequisites of trust include ability, or "skills, competencies, and characteristics that enable a party to have influence within some specific domain, " and benevolence, or "the extent to which a trustee is believed to want to do good to the trustor, aside from an egocentric profit motive" (127), dimensions that also map onto the competence/warmth framework. The possible relationship between competence, warmth, and trust in the healthcare context should be explored. ...
Background: Research demonstrates that the placebo effect can influence the effectiveness of medical treatments and accounts for a significant proportion of healing in many conditions. However, providers may differ in the degree to which they consciously or unconsciously leverage the forces that produce placebo effects in clinical practice. Some studies suggest that the manner in which providers interact with patients shapes the magnitude of placebo effects, but this research has yet to distill the specific dimensions of patient–provider interactions that are most likely to influence placebo response and the mechanisms through which aspects of patient–provider interactions impact placebo response.
Methods: We offer a simplifying and unifying framework in which interactions that boost placebo response can be dissected into two key dimensions: patients’ perceptions of competence, or whether a doctor “gets it” (i.e., displays of efficiency, knowledge, and skill), and patients’ perceptions of warmth, or whether a doctor “gets me” (i.e., displays of personal engagement, connection, and care for the patient).
Results: First, we discuss how this framework builds on past research in psychology on social perception of competence and warmth and in medical literature on models of effective medical care, patient satisfaction, and patient–provider interactions. Then we consider possible mechanisms through which competence and warmth may affect the placebo response in healthcare. Finally, we share original data from patients and providers highlighting how this framework applies to healthcare. Both patient and provider data illustrate actionable ways providers can demonstrate competence and warmth to patients.
Discussion: We conclude with recommendations for how researchers and practitioners alike can more systematically consider the role of provider competence and warmth in patient–provider interactions to deepen our understanding of placebo effects and, ultimately, enable providers to boost placebo effects alongside active medications (i.e., with known medical ingredients) and treatment in clinical care.
... It does this by using Mayer, Davis, and Schoorman's (1995) model of trust based on three forms of trustworthiness: ability, benevolence, and integrity (ABI) (cf. also Schoorman, Mayer, and Davis 2007). The ABI model was originally developed to address interpersonal relationships within organisations. ...
This study contributes to the understanding of how trust based on perceived ability, benevolence, and integrity functions in networks. It adopts a mixed-method approach with quantitative and qualitative data from five Norwegian innovation networks. The study demonstrates how trust based on perceived benevolence, ability, and integrity influences different aspects of network interaction and network outcomes against the background of the network members’ perceptions of risk. Moreover, it finds that these dimensions of trust function differently at the inter-organisational and at the network level. The former level here concerns trust between the organisations in the network, while the latter concerns trust in the network more generally. Benevolence-based trust is identified as particularly salient at both levels for promoting open and honest communication as well as knowledge sharing, enabling both more successful collaboration in general, and more innovation specifically.
... As trustworthiness lies at the core of trusting, assessing another individual as trustworthy leads the trustor to risk taking and making him/herself vulnerable to the actions of the trustee (e.g. Whitener et al., 1998;Schoorman et al., 1996). There is a distinction between trust and trustworthiness as concepts. ...
... Organizational trust was measured using a three-item scale developed by Schoorman et al. (1996). The construct was measured using a five-point Likert scale ranging from strongly disagree to strongly agree and the respondents were requested to mark their opinions on their trust level toward their organizations. ...
Purpose
The purpose of this study is to examine the relationship between perceived corporate social responsibility (CSR) and employees’ job outcomes, namely, work engagement and organizational citizenship behavior (OCB) in select Indian manufacturing firms. This study also aims to measure the mediating effect of organizational trust in the above link.
Design/methodology/approach
Based on the stakeholder theory of CSR, the proposed model was tested using data from 284 employees across eight manufacturing firms in South India extensively involved in CSR activities. Data were analyzed using hierarchical regression techniques.
Findings
Significant positive association between CSR activities toward only three stakeholders (employees, customers and environment) and the outcome variables (work engagement and OCB) were observed. Organizational trust partially mediated the relationship between CSR activities and job outcomes. Findings reveal that organizational trust is the underlying mechanism by which organization’s involvement in CSR activities positively influences job outcomes. The implications are discussed along the lines of the findings.
Originality/value
Substantial macro-level research studies are available linking CSR activities with tangible outcomes, such as financial outcomes. Literature suggests the need for more research on CSR at the micro level i.e., how CSR practices affect the attitude, behavior, well-being and work engagement of employees. This study also addressed the important research gap by considering the stakeholder theory of CSR in a non-western context. Moreover, the mechanism through which CSR relates to employees’ job-related outcomes is relatively underexplored. Therefore, the current study captured the role of organizational trust as a mediator.
... Those studying distrust have identified the importance of situational factors and institutional frameworks, such as culture, legalistic mechanisms (e.g., formal control or contract processes), networks, normative practices, socialisation and structural constraints (Shapiro, 1987;Schoorman et al., 1996;Wekselberg, 1996). These shape the agency between actors, forging prevailing norms of a culture legitimising and promoting either trust or distrust. ...
This report presents findings of CREST-funded research into organisational change and insider threat. It outlines the individual, social and organisational factors that over time, can contribute to negative employee perceptions and experiences.
These factors can produce a reduction in an employee’s psychological attachment to, and trust in, their employing organisation which then allows them to undertake Counterproductive Work Behaviour (CWB). CWB concerns action which threatens the effectiveness, or harms the safety of, an employer and its stakeholders.
It can develop from small scale discretions (e.g., time wasting, or knowledge hiding) into serious insider threat activities (e.g., destroying systems or exchanging confidential information with malicious others).
Following past research linking CWB to both organisational change and trust breach, the aim of the project was to produce a (dis)trust based framework for predicting, identifying and mitigating counterproductive work behaviour and insider threat within the context of organisational change.
The project team, Professor Rosalind Searle and Dr Charis Rice, posed the following research questions:
1. What effect does organisational change have in relation to counterproductive work behaviour (CWB) and insider threat acts?
2. What role does (dis)trust play in CWB during organisational change?
3. What preventative measures can be taken by organisations to help mitigate CWB and insider threat in organisational change initiatives?
To address these questions, they collected empirical data from a case study organisation undergoing change. They explored individuals’ cognitions and emotions to understand why while some employees remain engaged, loyal and trusting during change, others become disengaged, distrusting and behave in deviant ways.
... Die Etablierung von Vertrauen ist mit Kosten verbunden, zum einen in zeitlicher Hinsicht, zum anderen aber auch mit Blick auf die erforderlichen Ressourcen (Schoorman et al. 1996;Shapiro et al. 1992;Zaheer/Harris 2006: 181-183). Über die Zeit und eine damit verbundene Historizität geteilter Erfahrungen bilden sich in jeder Organisation kollektive Strukturen mit jeweils eigenen sozial geteilten Vorstellungen und Erfahrungen heraus. ...
Aktuelle Arbeitsprozesse werden durch einen Wandel der Kooperationsformen bestimmt. Netzwerkförmig restrukturierte innerbetriebliche Hierarchieebenen sowie projektbasierte und auf Transparenz und Kooperativität beruhende Arbeits- und Organisationsstrukturen zwischen unterschiedlichen Unternehmen dominieren zunehmend weite Bereiche der Arbeitswelt. Eine zentrale Bedeutung erlangt hierbei das in Kooperationen zirkulierende Vertrauen. Zwar gibt es bereits Untersuchungen zur Bedeutung von Vertrauen in der Arbeitswelt, eine tiefer gehende Klärung des Wechselverhältnisses von Vertrauen und Kooperation wurde bislang jedoch noch nicht hinreichend geleistet. Der Band greift dieses Desiderat auf, indem er die interdisziplinäre Grundlagenforschung zur Vertrauensthematik für die Arbeits- und Organisationssoziologie fruchtbar macht.
This study aimed to examine the effect of information quality, perceived value, product quality, quality of service, and customer satisfaction on customer trust in Aerostreet’s products in Indonesia. The respondents data from proportionally selected Aerostreet’s customers were obtained from online questionnaires were 212 people. And then the data was analyzed using SmartPLS 3.0 to test the validity, reliability, and hypothesis of research. The results of research and examination showed that information quality and customer satisfaction had a positive and influential effect on customer’s trust, and while the perceived value, product quality, and quality of service had no effect on client’s satisfaction. This study provides empirical evidence to comprehend the effect of the psychological factor of costumer and costumer behavior towards building the customer trust towards the local brand’s product. This research can be taken demonstration by Aerostreet to initiate the marketing and product.
Organisation culture was at its peak as a field of study in the 1980s, given the widespread interest in its use as a management tool, as well as the success and influence of large Japanese corporations at the time. Since then, culture has been seen as a phenomenon that can be exported between countries and their organisations, as well as a variable that must be controlled by management. This description of culture is based on the findings of Ouchi, Schein, Smircich, Peters and Waterman, among other pioneers in the field. Subsequently, in the late 1990s and early 2000s, the trend towards mergers between multinationals from across the five continents has increased. This trend has encouraged greater interest in cultural issues as companies realise the importance of interpreting the national culture of the other party in their merger processes.
However, there have been few investigative approaches into Spanish organisation culture and as such, this calls for a thorough review of the phenomenon in a monographic format. What are the distinctive features of our organisations? How are they perceived from outside? Some of the approaches in the literature come from Latin America, as a logical response to the expansion of entities such as Banco Santander or Inditex throughout its geography.
To this end, this paper draws on the cultural dimensions of the GLOBE Project, an ambitious panel that compares organisational cultures in more than 70 countries. Essential classics in the discipline are also considered, such as the work of Hofstede from the 1980s and Schwartz from the 1990s. In addition, reference is made to organisational case studies in which Spanish culture is present in one way or another (Spanish companies or foreign multinationals with a presence in Spain).
The final objective is to provide researchers, academics and professionals in the field of business administration with a tool that allows them to better interpret the particularities of organisations in Spain. To this end, a comparison with some of the dominant cultures in the field of multinationals (USA, UK, Germany, France, Japan, China, among others) is unavoidable.
Neotraditional organizations are those that exist to sustain indigenous cultures, practices, and institutions as they compete in modern markets. This study examines how a single mechanism, leader transparency, influences change outcomes in neotraditional organizations. We predict that leader transparency will enhance employee cognition- and affect-based trust toward leadership during times of change, thereby supporting relational dynamics within the organization that enable a smooth transition. We also predict that leader transparency will elevate employee acceptance of new technology during change, thereby enhancing desired functional adjustments within the organization. Finally, we predict that leaders who embrace the indigenous heritage of the firm while implementing change will benefit more from being transparent than leaders who ignore the indigenous heritage of the firm. We find overall support for our predictions. These results enhance our understanding of how leaders of neotraditional organizations can manage change successfully while preserving historical cultures, practices, and institutions.
Günümüz yükseköğretim kurumları özellikle de uluslararası rekabet etmek isteyenler için ilişkisel pazarlamanın uygulanması stratejik bir zorunluluk haline gelmiştir. Sayısı artan yükseköğretim kurumları ve öğrenci adaylarının yurt dışında üniversite eğitimi alma konusunda geçmişe göre daha esnek olmaları, yükseköğretim kurumlarının farklı ve yeni pazarlama yaklaşımlar ile yeni pozisyon almalarını gerektirecektir. Özellikle devlet üniversitelerinin gün geçtikçe bütçe kısıtlamaları ile karşı karşıya kalması, diğer taraftan uluslararası iş birliğine odaklanan başarılı ve seçkin üniversitelerin yabancı öğrenciler çekebilmesi, potansiyel öğrenciler gözünde cazibeyi artırmak için üniversitelerin pozisyon almaları beklenir. Bu durum yeni kurulacak üniversiteler için de geçerlidir. İyi bir pazar araştırması yapmayan üniversiteler bugün öğrenciden çok profesör bulundurmaktadır. Bunun sonucunda bölüm ve fakültelerin kapanması, hatta üniversitenin tamamen kapatılmasına neden olmaktadır. Bununla birlikte, gerekli fiziksel altyapının olmaması durumunda, öğrenciyi elde tutamama konusunda birçok üniversite için temel bir endişe oluşturmaktadır. Bu nedenle yükseköğretim kurumları hedef kitlelerine ulaşabilmeleri için aktif pazarlama yollarını aramalı ve uygun pazarlama araçlarını etkin bir şekilde kullanmalıdır.
This paper provides a general overview of different perspectives and studies on trust, offers a definition of trust, and provides factors that play a substantial role in developing social trust, and shows from which perspectives it can be fostered. The results showed that trust is playing an important role in success for organizations involved in cross-national strategic partnerships. Trust can reduce transaction costs, promotes inter-organizational relationships, and improve subordinate relationships between managers.
This paper provides a general overview of different perspectives and studies on trust, offers a definition of trust, and provides factors that play a substantial role in developing social trust, and shows from which perspectives it can be fostered. The results showed that trust is playing an important role in success for organizations involved in cross-national strategic partnerships. Trust can reduce transaction costs, promotes inter-organizational relationships, and improve subordinate relationships between managers.
This paper provides a general overview of different perspectives and studies on trust, offers a definition of trust, and provides factors that play a substantial role in developing social trust, and shows from which perspectives it can be fostered. The results showed that trust is playing an important role in success for organizations involved in cross-national strategic partnerships. Trust can reduce transaction costs, promotes inter-organizational relationships, and improve subordinate relationships between managers.
An ethos is an essential element of the warrior culture that distinguishes the warrior from a murderer, killer, or vigilante. The ethos requires trusted members of the group to codify what are the standards of behavior for the group to live and, if necessary, die by. The first part of this article examines the process the U.S. Navy SEAL Teams took in 2005 to develop the SEAL Ethos for those already within the warrior culture. The second part of the article explores the development of a warrior ethos at the U.S. Naval Academy for those at the very beginning of their journey to join a warrior culture. While the first part provides the process for developing the code, the second part delivers an example of how that ethos
is instilled.
Servant leadership has been deemed crucially relevant for organizational effectiveness and success; thus, significant emphasis is laid upon enhancing and sustaining favorable attitudes and behaviors of leaders towards their followers. Earlier scholars have presented various models of servant leadership; however, a meager number of researches have concentrated on employee voice as a significant antecedent to servant leadership. Therefore, the present study analyzed the key role of employee voice on servant leadership; under the mediating role of courageous followership and moderating role of organizational trust. Employing 214 valid responses; conveniently, from the educational sector organizations operating in twin cities of Pakistan, this study found that the relationship between employee voice and servant leadership is mediated by courageous followership and moderated by the organizational trust; signifying that, a coherence among employee voice and organizational trust is likely to stimulate higher levels of courageous followership, eventually nurturing servant leadership. The study draws upon; discussion, conclusion, limitations, and implications at the closure.
The Canadian Army trains soldiers and officers extremely well. The Army Individual Training System has been quite successful for a long time, and some basic training concepts and educational philosophies have remained unchanged for decades. Nevertheless, there is an institutional tendency to link training and education together as if they were interchangeable synonyms, which is a disservice to the efforts of those who instruct Canadian Army soldiers and officers in a myriad of schools across Canada. This exploratory article aims to highlight how incorporating a different approach to professional military education may increase student motivation, better enable learning outcomes and provide greater organizational flexibility.
Social and behavioral scientists have long investigated the relationship between interpersonal trust and features of the environment. However, it remains unclear how the micro-environment of relational distance (i.e., social proximity between two persons) interacts with the macro-environment of human ecology (i.e., social and natural environments) to predict people’s levels of trusting other persons. In this research, we tackled this puzzle using diverse methodologies (e.g., meta-analysis, experiment, and multi-level analysis) and large, cultural-group samples. Four studies found that, across many countries (e.g., 77 countries in Study 3) and regions within a country (e.g., 28 Chinese provinces in Study 4), members of these social units trusted close others (e.g., family members) more than distant others (e.g., strangers). However, this general effect of relational distance was stronger in societies embedded within more restrictive cultural, sociopolitical, and natural ecologies (e.g., a more collectivistic cultural logic, less developed socioeconomic and political institutions, and a stronger threat of infectious diseases, such as HCV infection). More importantly, people’s attitudinal trust of distant others was higher in countries or regions with less restrictive ecocultural features, but such differences often disappeared in the context of trusting close others. Compared to other sociopolitical and natural features, the societal culture of collectivism often was a unique explanatory variable for the micro-macro interplay of current interest. These converging pieces of evidence provide a clear view of how levels of interpersonal trust vary as a function of relational distance and ecocultural environments simultaneously.
This chapter examines the nature of corporate structure and governance for high-growth firms as well as the process of team building both in early stage and in more mature ventures. The importance of getting the right team and the need to ensure that the team is balanced and effective are also considered. It also examines some of the issues associated with the management of strategic partnering through joint ventures and alliances.
Im folgenden zweiten Kapitel wird eine Arbeitsdefinition des Vertrauens entwickelt, die vom Alltagsbegriff des Vertrauens ausgeht und Argumente der Literatur für eine differenzierte Begriffsdefinition aufgreift. Diesem Abschnitt folgt eine Gegenüberstellung der theoretischen Vertrauenskonzepte der Handlungsebene. Anschließend werden Ansätze diskutiert, die die verschiedenen Erklärungsansätze von Vertrauen in einem Modell integrieren. Letztendlich wird ein eigener Vorschlag verfolgt, der die Ideen aufgreift und sich auf die kulturübergreifende Messung von generalisiertem Vertrauen anwenden lässt.
We studied 2 groups of workers from Oaxaca (Mexico) with different levels of income and education to investigate the role that the affective‐based psychological mechanism of personal trust, as evolutionarily acquired, plays on group cooperation. We measured trust levels through some questionnaires and cooperative behaviour through an iterated prisoner's dilemma under different conditions and analysed trust networks of group members. While these groups did not differ in trust levels or cooperation among trustees, they did differ in terms of cooperation with other group members. Such differences are related to dissimilarities in the trust network topology—as a measure of group cohesion. These results suggest that some personal trust networks extend cooperation within a group beyond trustees in a way that complements the role of the reputation for indirect reciprocity.
Peer review in academic publishing relies on the voluntary engagement of scholars who are, at best, committed to that practice. Current debates on peer review suggest that this commitment is diminishing. Conceptualizing peer review as an instance of social exchange allows us to propose a conceptual model of commitment to peer review and test it by means of a structural equation analysis. Our empirical study is based on survey data from the social sciences (n = 359). Results show that authors are more committed to the practice of peer review if reviewers base their recommendations on rational arguments so that authors can trust them for their competence. By contrast, benevolent reviewers who try to collaborate with authors are not effective in fostering trust and commitment. Within the limitations of our data and with regard to reviewers’ behaviors and characteristics, we cannot support sweeping criticisms of the operational reliability of academic journals.
Extending theory on behavioral integrity to department and business unit levels of analysis, we examined a chain of relationships culminating in operational and financial performance measures. Specifically, we analyzed survey data from 6,800 workers from 76 same-branded US hotels and integrated it with operational and financial data. Latent variables structural equation modeling and path analyses showed strong associations between manager behavioral integrity and worker turnover, customer satisfaction, and hotel profitability. In fact, behavioral integrity accounted for 13% of the variance in profitability across hotels. This relationship was partially mediated by trust in managers, affective commitment, and discretionary service behavior.
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