Affect-based Trust Research Articles

“We usually use paragraph one to introduce the topic”: trust building via appraisals by practicum EFL teachers in classroom interactions

Abstract This study investigates how practicum EFL teachers build trust through appraisals in classroom interactions at a local senior high school in Mainland China. Building upon prior research on trust discourse and appraisals, we present a model of teachers’ trust discourse, which we apply to analyze six English reading lessons conducted by three young EFL practicum teachers. The findings reveal that the practicum EFL teachers construct two distinct types of trust: cognition-based trust (CBT) and affect-based trust (ABT). CBT is formed through the communication of the teachers’ epistemic and deontic authority, while ABT is fostered by emphasizing values congruence and guanxi (interpersonal connections) between the teachers and the students. Appraisals play a crucial role in the trust-building efforts of the practicum teachers. Our analysis further indicates a preference among the practicum teachers for prioritizing CBT, as evidenced by their strategic use of appreciation and judgment resources in the attitude system, as well as the application of force resources in the graduation system. This study provides valuable insights into the pivotal role of appraisals in cultivating trust between EFL teachers and students in classroom settings.

Teaming Up with an AI: Exploring Human–AI Collaboration in a Writing Scenario with ChatGPT

Recent advancements in artificial intelligence (AI) technologies, particularly in generative pre-trained transformer large language models, have significantly enhanced the capabilities of text-generative AI tools—a development that opens new avenues for human–AI collaboration across various domains. However, the dynamics of human interaction with AI-based chatbots, such as ChatGPT, remain largely unexplored. We observed and analyzed how people interact with ChatGPT in a collaborative writing setting to address this research gap. A total of 135 participants took part in this exploratory lab study, which consisted of engaging with ChatGPT to compose a text discussing the prohibition of alcohol in public in relation to a given statement on risky alcohol consumption. During the writing task, all screen activity was logged. In addition to the writing task, further insights on user behavior and experience were gained by applying questionnaires and conducting an additional short interview with a randomly selected subset of 18 participants. Our results reveal high satisfaction with ChatGPT regarding quality aspects, mainly cognitive rather than affect-based trust in ChatGPT’s responses, and higher ratings on perceived competence than on warmth. Compared to other types of prompts, mostly content-related prompts for data, facts, and information were sent to ChatGPT. Mixed-method analysis showed that affinity for technology integration and current use of ChatGPT were positively associated with the frequency of complete text requests. Moreover, prompts for complete texts were associated with more copy–paste behavior. These first insights into co-writing with ChatGPT can inform future research on how successful human–AI collaborative writing can be designed.

Professional Associations as Networks: How Informal Networking Characterizes Inter-Agency Collaboration from a Social Psychology Perspective

Relatively little empirical and theoretical research in public management explores the roles of professional associations in collaborative governance and inter-governmental relationships. Drawing on network perspectives and social psychology literature, this study aims to bridge the gap by examining the case of the Los Angeles County Management Council (LACMC) and theorizing about the characteristics of inter-agency collaboration that is derived from local professional associations. Results from the qualitative analysis reveal five key themes: relational comfort and affect-based trust, autonomy and spontaneity in knowledge sharing, shared identity and group cohesion, enhanced system awareness, and informal accountability.

Knowledge sharing between self-initiated expatriates and host country nationals: a dyadic investigation

ABSTRACT We investigate knowledge sharing between self-initiated expatriates (SIEs) and host country nationals (HCNs) based on theoretical insights from social exchange and self-categorisation theories. In particular, we examine the interplay between the quality of the exchange relationship vested in cognition- and affect-based trust, along with intercultural group climate, and evaluate whether differences in the assessments made by participants impact the outcomes of their knowledge sharing. Our findings, derived from a dyadic study of 101 SIEs and 101 HCNs in China, indicate that affect-based trust fully mediates the association between cognition-based trust and knowledge sharing between SIEs and HCNs. Furthermore, intercultural group climate moderates the mediating effects of cognition-based trust on knowledge sharing via affect-based trust, although not in the hypothesised direction. Our contribution to knowledge management research lies in deepening the insights into how the quality of the exchange relationship between SIEs and HCNs affects the knowledge sharing process.

Workplace bullying and employee silence: the role of affect-based trust and climate for conflict management

PurposeA workplace bullying dynamic involving multiple individuals targeting victims can lead to the victim losing emotional bonds or affect-based trust with their colleagues, resulting in employee silence. The literature has largely ignored this negative aspect of social dynamics. This study aims to examine the relationship between workplace bullying and employee silence behaviors and determine whether affect-based trust mediates this relationship and whether climate for conflict management moderates the mediated relationship.Design/methodology/approachHypotheses are tested using surveys and scenario-based experiments among faculty members in Indian Universities. There were 597 participants in the survey and 166 in the scenario-based experiment.FindingsResults revealed that workplace bullying correlated positively with silence behaviors, and affect-based trust mediated the bullying-silence relationship. The hypothesized moderated mediation condition was partially supported as moderated the mediating pathway, i.e. indirect effects of workplace bullying on defensive silence and ineffectual silence via affect-based trust were weaker for employees with high climate for conflict management. However, the study failed to support the moderation of climate for conflict management in the relationship between workplace bullying and affect-based trust and workplace bullying and relational silence. The results of this moderated effect of climate for conflict management were similar in both studies.Originality/valueThis study is one of the few attempts to examine employee silence in response to workplace bullying in academia. Additionally, the study revealed a critical area of trust depletion associated with bullying and the importance of employee perceptions of fairness toward their institutions’ dispute resolution processes.

I Treated the Way You Treated Me: The Effect of Leader Hypocrisy on Employees' Voice Behavior.

In recent years, due to the increasingly prominent role of voice behavior in leader decision-making and organizational performance, such behavior has become a central topic for scholars. A majority of studies explore the "uphold" effects of multiple leader behavior toward the voice behavior; nonetheless, our study revealed the "undo" effect --- leader hypocrisy on voice behavior. Drawing on social cognitive theory, we investigated the relationship between leader hypocrisy and voice behavior, examined the mediating effects of cognition-based trust and affect-based trust, and the moderating effect of moral identity. We conducted a three-wave survey in a large Chinese corporation to test the hypothesized model. We collected 562 employees to participate in this survey. The results show that leader hypocrisy negatively impacts employees' cognition-based and affect-based trust, and both types of trust mediate the relationship between leader hypocrisy and voice behavior, respectively. In the meantime, moral identity manifested the negative effect of leader hypocrisy on cognition-based and affect-based trust. Our research not only enriches the related research on leader hypocrisy and voice behavior but also uncovers the underlying mechanism through which leader hypocrisy affects voice behavior and the boundary conditions of this effect. Meanwhile, our research provides a theoretical reference for increasing employees' voice behavior and promoting the healthy development of enterprises.

Psychometric Properties of the Chinese Version of Human-Computer Trust (HCT) Scale in the Chinese Sample of Adults

An appropriate human-computer trust (HCT) is a key element affecting the use of Intelligent Decision Aids (IDA). Through item-level analysis, exploratory factor analysis, and confirmatory factor analysis, this study showed that the revised version of the HCT consisting of two sub-factors cognitive-based trust (10 items) and affect-based trust (6 items) was a valid and reliable scale to assess human’s trust towards computers in China, using two groups of samples with different occupation backgrounds in China. Moreover, variables trust in automation and interpersonal trust were used to examine HCT’s criterion validity, both of which showed moderate to high significant correlations with each dimension of HCT. It was the first psychometric assessment and validity test of the HCT scale in different culture using a large-scale dataset and expected to provide both theoretical and practical values for future researchers.

Exploring the Nexus of Religiosity and Trust in E-commerce: Implications for Purchase Intentions in Pakistan

This research delved into the influence of religiosity on online shopping, exploring two dimensions: cognitive-based trust rooted in available knowledge and affect-based trust founded on emotional connections. The study considered factors such as ethnicity, education, culture, trust, risk, peer influence, attitude, and more. Notably, there is a scarcity of research in Pakistan on the impact of religion on purchase intention. A qualitative approach was adopted, the paper employs the thematic analysis based on semi-structured interviews, phenomenological technique of reviewing related literature available on e-commerce as well as religiosity, and thematic analysis were done for that number of interviews conducted and recorded. This study lays the foundation for a comprehensive investigation into the integration of Sharia principles within the realm of e-commerce. By examining the current landscape of e-commerce and the challenges faced in ensuring compliance with Sharia principles, this study highlights the critical need for a holistic and integrated approach to address these concerns. The development of relationship between religiosity and purchase intention in Pakistan could be helpful to gain the trust with endorsement of Islamic model of e-commerce. This study could be helpful for the users as well as vendors of the industry.

Employee Perspectives of Leader Value Orientations, Affect, Trust, and Work Intentions

This empirical study on employee perspectives of latent leader value orientations (LVOs), employee psychological job states, and work intentions deployed an online survey to 944 employees within global organizations. Empirical analysis using structural equation modeling confirmed that employee job state positive affect fully mediated relations between LVOs and employee work intentions more so than employee job state negative affect and cognitive-based and affective-based trust in leader. LVO1 (low self-concern and high other-orientation) triggered positive employee psychological job states of greater magnitude than LVO2 (high self-concern and high other-orientation). This finding offers new insight relating to the influence of high leader other-orientation on employee psychological experiences of work considering LVO2 had been reported as ideal. LVO3 (high self-concern and low other-orientation) had the strongest differential associations with employee psychological job states implying that leaders who are perceived by employees to be driven by high self-concern, even in the presence of low other-orientation, evoke strong negative employee psychological responses. Implications for theory and practical strategies to develop leader other-orientation in organizations are presented.

How leader humility influences team reflexivity: a team level analysis

PurposeThe purpose of this study is to examine the effect of leader humility on team reflexivity. This study also investigates the mediating role of relation-oriented shared leadership and the moderating role of leader trust.Design/methodology/approachThis study collected data from the information technology (IT) service provider of a large telecommunications company in South Korea. A total of 311 employees (individual response rate of 31.2%) in 59 teams (team response rate of 83.01%) were included in the final analysis. Several hierarchical regression analyses and PROCESS macro were used.FindingsThe results indicate that leaders’ humble behaviour is positively associated with team reflexivity and facilitates relation-oriented shared leadership among team members, particularly when they have a higher level of affect-based trust in leaders.Practical implicationsThis study may help researchers and practitioners better understand the conditions influencing the impact of leader humility on team members’ behaviour.Originality/valueThe main value of this study is to add to the knowledge on team reflexivity by identifying leader humility as a critical factor affecting team reflexivity. Furthermore, this study provides a deeper understanding of why leader humility influences team reflexivity.

The effects of cognitive- and affective-based trust on students’ knowledge sharing and learning performance during the Covid-19 pandemic

This study examined the effects of cognitive and affective-based trust on knowledge sharing among students, which influences learning performance during the COVID-19 pandemic. A survey was conducted with 730 participants, and analysis was carried out using structural equation modeling (SEM) based on the uses and gratifications (U&G) theory. The results showed that cognitive and affective trust significantly affects students’ knowledge sharing behavior on Facebook, which further influences learning performance. This study also showed that social media had become a tool for social interaction and learning, which is crucial to students during the COVID-19 pandemic.

Clearing Opacity: Change Management via Leader Transparency in Native American Neotraditional Organizations

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.

ORGANIZATIONAL TRUST, TEACHERS' SELF-EFFICACY AND SCHOOL CULTURE: A STRUCTURAL EQUATION MODEL ON PROFESSIONAL LEARNING COMMUNITIES AMONG PUBLIC ELEMENTARY SCHOOLS IN REGION XI

This research journey attempted to investigate the impact of organizational trust, teachers’ self-efficacy, and school culture on professional learning communities in public elementary schools using Structural Equation Modeling (SEM) to 400 elementary school teachers in Davao Region, Philippines. Findings revealed very high levels of Organizational Trust, Teacher Self-Efficacy, School Culture, and Professional Learning Communities. There were significant correlations between Organizational Trust, Teacher Self-Efficacy, School Culture, and Professional Learning Organization. Further, results showed that the best fit model was model 3 showing the direct causal relationships of Organizational Trust, Teacher Self-efficacy, and School Culture on Professional Learning Communities. Furthermore, structure modifications revealed that Professional Learning Communities were defined by their retained indicators, namely: Collective Learning and Application, and Supportive Conditions – Relationships. On the other hand, Organizational Trust was described by its domains: Affect-Based Trust, and Cognition-Based Trust while Teacher Self-Efficacy was determined by its retained indicators, namely: Classroom Management and Student Engagement. Finally, School Culture was measured by its domains: Affiliative Collegiality and Professional Collaboration. The findings of the study could be a significant baseline for faculty development programs of educational institutions.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0008/a.php" alt="Hit counter" /></p>

Capturing the Dynamics of Trust and Team Processes in Human-Human-Agent Teams via Multidimensional Neural Recurrence Analyses

As collaborative technologies evolve from supportive tools to interactive teammates, there is a growing need to understand how trust and team processes develop in human-agent teams. To contribute effectively, these systems must be able to support human teammates in a task without disrupting the delicate interpersonal states and team processes that govern successful collaboration. In order to break down the complexity of monitoring multiple actors in human-agent collaborations, there is a need to identify interpretable, generalizable measures that can monitor the emergence of interpersonal and team-level processes that underlie effective teaming. We address this gap by using functional Near-Infrared Spectroscopy to concurrently measure brain activity of two individuals in a human-human-agent team during a complex, ecologically valid collaborative task, with a goal of identifying quantitative markers of cognition- and affect-based trust alongside team processes of coordination, strategy formulation, and affect management. Two multidimensional extensions of recurrence quantification analysis, a nonlinear method based in dynamical systems theory, are presented to quantify interpersonal coupling and team-level regularity as reflected in the hemodynamics of three cortical regions across multiple time-scales. Mixed-effects regressions reveal that neural recurrence between individuals uniquely reflects changes in self-reported trust, while team-level neural regularity inversely predicts self-reported team processes. Additionally, we show that recurrence metrics capture temporal dynamics of affect-based trust consistent with existing theory, showcasing the interpretability and specificity of these metrics for disentangling complex team states and processes. This paper presents a novel, interpretable, and computationally efficient model-free method capable of differentiating between latent trust and team processes a complex, naturalistic task setting. We discuss the potential applications of this technique for continuous monitoring of team states, providing clear targets for the future development of adaptive human-agent teaming systems.

Relationship between abusive supervision and workers' well-being in construction projects: effects of guanxi closeness and trust in managers

PurposeThe high-pressure nature of the construction industry, along with the COVID-19 pandemic, triggered abusive supervision (i.e. workplace bullying and incivility behaviour) that has diminished workers' well-being. However, despite the growing prevalence in practice and increasing concern in academia, abusive supervision remains largely unexplored by construction management scholars. This study aims to fill the gap in the current literature by analysing the effects of abusive supervision on construction workers' well-being, the mediating role of guanxi closeness and the moderating role of trust in the manager.Design/methodology/approachA questionnaire survey was completed by 258 Chinese construction workers. The data underwent mediation and moderation analyses using PROCESS macro 3.5 for SPSS.FindingsThe results revealed that managers' abusive supervision reduced construction workers' well-being at work and in life. Guanxi closeness between manager and workers mediated the relationship between managers' abusive supervision and construction workers' well-being. Additionally, trust in managers moderated the mediating effect of guanxi closeness. This study further revealed that the emotional connection between construction managers and workers, such as expressive guanxi closeness and affective-based trust, is important in handling the impact of abusive supervision on the workers.Practical implicationsThe findings of this study provide support for recent calls to address negative manager behaviours such as abusive supervision in construction management. They aid the development of a more comprehensive internal mechanism that considers the influence of guanxi closeness on the outcomes of abusive supervision by managers at construction sites. Additionally, interventions that develop trust in managers may be particularly effective in alleviating the tension of abusive supervision. More attention should be paid to managers' emotional connections in daily construction project management.Originality/valueRather than concentrate on positive leadership, this study shifts the focus to negative leadership in construction project management by identifying abusive supervision as a negative primary antecedent of workers' well-being. While prior research has highlighted how negative manager behaviours affect workers' well-being from the conservation of resources theory (COR) perspective, this study is the first, to the authors’ knowledge, to adopt a social exchange theory perspective by introducing guanxi closeness as a mediator. It contributes to a greater understanding of how trust in the manager alleviates the negative effect of the person's abusive supervision on construction workers.

Exploring empowerment as an enabler of effective knowledge management

PurposeThis study aims to investigate the degree to which trust influences job satisfaction and job performance by building on research in the organizational sciences about the relationships between interpersonal trust relationships, cognitive empowerment, job performance and job satisfaction. This study's primary research question is: What factors contribute to job satisfaction and job performance?Design/methodology/approachData are collected through a field survey. The data set has 738 responses from employees who work in the financial sector in Turkey. Structural equation modelling was used to validate the hypotheses.FindingsThis study's main findings are that when considering job satisfaction and job performance, cognition-based trust (CBT) has a strong influence on both constructs, whereas affect-based faith has a medium effect on job satisfaction and no significant effect on job performance.Originality/valueIn an organization where trust is established, knowledge exchange will be facilitated and knowledge management will be done correctly. Therefore, trust is a critical factor for knowledge management. On the other hand, knowledge is an important key factor for job performance. Trust has two parts: affect-based trust and CBT. Psychological empowerment has four variables: impact, competence, meaningfulness and self-determination. This study aims to investigate the relationships between psychological empowerment, trust, job satisfaction and job performance.

The Impact of Organizational Justice on the Organizational Citizenship Behavior of Contract Workers in Indonesia: The Role of Exchange Quality and Multifocal Trust

This study aims to examine the role of the double mediation of cognition-based trust and affect-based trust, along with the quality of the exchanges (perceived organi­zational support/POS and leader-member exchange/LMX), on the influence of organi­zational justice on organizational citizenship behavior (OCB). The survey involved 182 contract lecturers from the five top Muhammadiyah universities in Indonesia. Using structural equation models, this study has succeeded in demonstrating that the quality of the individual exchanges between supervisors and subordinates (LMX and affective-based trust) successfully mediate the sources of justice from the supervisors (interactional and informational justice). The quality of the individual exchanges with organizations (cogni­tive-based trust and POS) successfully mediate the sources of the organization (procedur­al justice). Implications for the theory and practice are discussed.

A Study on Knowledge Sharing Behavior among IT Engineers: An Extended Theory of Planned Behavior

With the rapid development of information technology (IT) and the advent of globalization, enterprises have entered the knowledge economy era. Thus, knowledge has become a power for future enterprises to win. In practice, the more actively the employees in the organization share knowledge, the more they can exert the value of knowledge. This study adopted the theory of planned behavior (TPB) as the basic theory in the research model. Besides, by reviewing previous studies on knowledge management and knowledge sharing (KS), we found nine exogenous variables and examined their relationships with KS attitude, subjective norm, and perceived behavior control. With a sample of 325 IT engineers in Vietnam, the study used Structural Equation Modeling (SEM) to test the hypotheses. The findings showed that the exogenous variables affecting KS attitude are expected relationship, expected loss, altruism, and task interdependence. The exogenous variables affecting the subjective norm are affect-based trust and task interdependence. An exogenous variable affecting perceived behavioral control is the adequacy of personal resources. In the relationships among endogenous variables in the TPB model, only the causal relationship of subjective norm influencing intention is not supported, and the rest of the causal relationships are supported. In the influence relationship between endogenous variables in the theoretical model of planned behavior, only the causal relationship of subjective norm influencing intention does not exist, and the rest of the causal relationships are established. Finally, findings can serve as references and suggestions for subsequent KS research in academic and practical aspects.

Are you willing to forgive AI? Service recovery from medical AI service failure

PurposeAs an emerging technology, medical artificial intelligence (AI) plays an important role in the healthcare system. However, the service failure of medical AI causes severe violations to user trust. Different from other services that do not involve vital health, customers' trust toward the service of medical AI are difficult to repair after service failure. This study explores the links among different types of attributions (external and internal), service recovery strategies (firm, customer, and co-creation), and service recovery outcomes (trust).Design/methodology/approachEmpirical analysis was carried out using data (N = 338) collected from a 2 × 3 scenario-based experiment. The scenario-based experiment has three stages: service delivery, service failure, and service recovery. The attribution of service failure was divided into two parts (customer vs. firm), while the recovery of service failure was divided into three parts (customer vs. firm vs. co-creation), making the design full factorial.FindingsThe results show that (1) internal attribution of the service failure can easily repair both affective-based trust (AFTR) and cognitive-based trust (CGTR), (2) co-creation recovery has a greater positive effect on AFTR while firm recovery is more effective on cognitive-based trust, (3) a series of interesting conclusions are found in the interaction between customers' attribution and service recovery strategy.Originality/valueThe authors' findings are of great significance to the strategy of service recovery after service failure in the medical AI system. According to the attribution type of service failure, medical organizations can choose a strategy to more accurately improve service recovery effect.

Blockchain as the “trust-building machine” for supply chain management

This paper aims to investigate the impact of blockchain application on trust levels in supply chains. Through the systematic review of the relevant literature, three dimensions of trust, i.e., the trustor–trustee perspective, forms of trust, and time orientation, are investigated. Our findings show that, first, there are three pairs of trustors and trustees involved in blockchain implementation: (a) the user and the blockchain, (b) two supply chain partners, and (c) the consumer/public and a supply chain unit. Second, the two forms of trust, namely cognition-based and institution-based trust, are likely to be enhanced by blockchain execution, while affect-based trust may not be directly impacted by the technology. Third, the presence of blockchain technology would facilitate swift trust-building between unknown supply chain partners under specific circumstances. Moreover, we also find contradicting assertions among scholars on the implications of blockchain for trust in supply chains. While some studies pointed out that blockchain will enable a trustless trusted scheme, others expected the reinforcement of interorganizational trust. To test these assertions, we develop the blockchain-entrusted supply chain models to present the three-step process of how trust is developed through the blockchain and diffused to supply chain partners and external stakeholders.