Development Of Interpersonal Trust Research Articles

The impact of interpersonal trust development on maintaining business sustainability: A case study of Aceh Gayo coffee from Sumatera, Indonesia

The impact of interpersonal trust development on maintaining business sustainability: A case study of Aceh Gayo coffee from Sumatera, Indonesia

Association among Doctor-Patient Communication, Trust, and Patients’ Negative Stereotypes for Healthcare Professionals during COVID-19: A Cross-Sectional Study

Aim. The purpose of this study was to examine the association among doctor-patient communication, trust, and patients’ negative stereotypes for healthcare professionals during COVID-19. Background. Patients’ negative stereotypes for healthcare professionals have been considered a major cause of violence against healthcare professionals. During COVID-19, since the fear for illness could exacerbate patients’ negative stereotypes for healthcare professionals, therefore, how to inhibit patients’ negative stereotypes for healthcare professionals has become a top priority. Methods. From January 2020 to April 2020, a cross-sectional survey study was performed in which a total of 2000 patients were convenience-sampled from different regions of China. The survey measured doctor-patient communication, institutional trust, interpersonal trust, and patients’ negative stereotypes for healthcare professionals, respectively. After standardizing the total data scores, the association between doctor-patient communication, trust and patients’ negative stereotypes for healthcare professionals using the bootstrap method was built. Results. There was a moderate to the high correlation between doctor-patient communication, patients’ negative stereotypes for healthcare professionals, interpersonal trust, and institution trust (r = 0.36–0.68, p < 0.01). Mediation analysis showed that patients’ interpersonal trust (β = −0.25, 95% CI: −0.312–−0.209) than patients’ institution trust (β = −0.02, 95% CI: −0.042–−0.007) played a greater role in suppressing negative stereotypes through doctor-patient communication. Conclusions. Through communication, healthcare professionals and patients increase their familiarity and identification, thereby reducing patients’ negative stereotypes. Moreover, because interpersonal trust connotes emotional and cognitive trust, it was more beneficial than institution trust in reducing negative stereotypes. Implications for Nursing Management. The results of this study can tell governments, healthcare organizations, communities, and healthcare professionals that reducing violent behaviors based on negative stereotypes requires attention to institutional trust building, interpersonal trust development, and communication improvement.

Pathway to Trust: A Middle-Range Theory.

Background and Purpose: Trust is interpersonal, between two people, or institutional, in an institution or profession such as nursing. The patient developing interpersonal trust with the nurse is fundamental to nursing care. The purpose of this study was to develop a middle-range theory of interpersonal trust development in the nurse-patient relationship. Methods: The middle-range theory Pathway to Trust was synthesized from three grounded theory studies on the development of trust in the nurse-patient relationship with hospitalized patients. One study was conducted with English-speaking Mexican American adults, a second study with Spanish-speaking Mexican American adults, and the third study with non-Hispanic adults. The three models were synthesized into an empirically based middle-range theory of how interpersonal trust develops between the hospitalized patient and the nurse. Results: The Pathway to Trust has a beginning, middle, and end phase. At the beginning, the patient is vulnerable, relying on the nurse. In the middle, the nurse enters focused and available to the patient, perceived as caring about the patient. In the end, the patient develops trust, feeling comfortable with the nurse. A key consequence of trust is the patient allowing the nurse to help and confiding in the nurse. If the trust does not develop, the patient may avoid the nurse and not ask for help which is a patient safety concern. Implications for Practice: The Pathway to Trust is useful for advancing nursing practice, education, and research globally. Developing trust with the patient impacts patient safety and quality of care.

The Dynamics of Trust: Path Dependence in Interpersonal Trust

Interpersonal trust is a critical factor in the success and effectiveness of organizations, influencing information sharing, decision-making, task distribution, and overall team performance. However, trust levels within organizations often exhibit a bimodal distribution, with some relationships characterized by high trust and others by low trust. This study seeks to understand the factors and dynamics contributing to this bimodal distribution and explore how leaders can positively influence the development of trust in their organizations. Using an abductive approach to theory development, we map artifacts from the interpersonal trust literature using DSRP to identify essential components for constructing a system dynamics model. Our analysis of the resultant model explores the dynamics of various interpersonal scenarios commonly encountered within professional organizations. We find that the initial assessment of trustworthiness plays an important role in the development of interpersonal trust and provides a leverage point for the resulting dynamics. The objective of this study is to provide leaders with a deeper understanding of interpersonal trust development, equipping them with the knowledge to effectively foster trust and positively impact their organizations.

The three-year trajectory of students’ school adaptation in secondary school and its longitudinal associations with trust, prospects, and positivity towards stress

ABSTRACT This three-year longitudinal study attempted to clarify the overall trajectory of secondary school students’ school adaptation, its individual patterns, and longitudinal relations with three internal protective factors: interpersonal trust, prospects, and positivity towards stress. An anonymous survey on school adaptation, recent stressor severity, and the three internal factors was conducted every semester for three years. Data from 147 students (78 boys, 68 girls, and 1 unknown) were analysed. The results showed a tendency for school adaptation to decline around the second year, which was the same as in previous research; however, there were eight patterns, including stable or increased trajectories. Moreover, a positive longitudinal relationship was confirmed between school adaptation and interpersonal trust. The results highlighted the importance of timely preventive interventions creating a trustful environment. Also, based on the development of interpersonal trust, a possible mechanism of the decline in school adaptation and reinterpretation of the phenomenon was suggested.

Increasing a patient'ssense of security in the hospital: A theory of trust and nursing action.

Having a decreased sense of security leads to unnecessary suffering and distress for patients. Establishing trust is critical for nurses to promote a patient's sense of security, consistent with trauma-informed care. Research regarding nursing action, trust, and sense of security is wide-ranging but fragmented. We used theory synthesis to organize the disparate existing knowledge into a testable middle-range theory encompassing these concepts in hospitals. The resulting model illustrates how individuals are admitted to the hospital with some predisposition to trust or mistrust the healthcare system and/or personnel. Patients encounter circumstances increasing their emotional and/or physical vulnerability to harm, leading to experiences of fear and anxiety. Without intervention, fear and anxiety lead to a decreased sense of security, increased distress, and suffering. Nurse action can ameliorate these effects by increasing a hospitalized person's sense of security or by promoting the development of interpersonal trust, also leading to an increased sense of security. Increased sense of security results in diminished anxiety and fear, and increased hopefulness, confidence, calm, sense of value, and sense of control. The consequences of a decreased sense of security are harmful to patients and nurses should know that they can intervene in ways that both increase interpersonal trust and sense of security.

How Can I Trust You? The Role of Facial Trustworthiness in the Development of Epistemic and Interpersonal Trust

Recently, researchers from developmental and clinical psychology highlighted epistemic trust (ET) as a key factor for personality disorders. ET is intended as the mental openness to information coming from others during social exchanges. ET develops from signals called ostensive cues, delivered through facial expressions during interactions in a secure attachment context. Similarly, interpersonal trust (IT) refers to the perception of others as not harmful, which is also developed through secure attachment relationships. Our purpose was to suggest a conceptualization of ET as a specific facet of IT. We hypothesize that positive experiences of caregiving promote IT development that includes a specific sense of trust toward others’ knowledge. Moreover, we suggest that the early ability to infer a judgment of trustworthiness from facial cues is the starting point for developing both IT and ET. This conceptualization supports the role of considering both IT and ET in the development of borderline pathology.

Cultural Intelligence and Interpersonal Trust as Drivers for Innovative Work and Intellectual Capital Development at Organizations

The main purpose of this study is to determine how cultural intelligence and interpersonal trust impact innovative work behaviour and intellectual capital development in organizations. Research conducted by various authors shows that managers with higher levels of cultural intelligence have higher levels of interpersonal trust. As a result, they are more flexible in the adoption and creation of new ideas and solutions. Most of them are not afraid to share their knowledge and experience by accepting different opinions and creating an appropriate organizational culture. It enables an opportunity to strengthen all elements of intellectual capital and facilitates the competitiveness of the organization. Cultural intelligence and interpersonal trust create opportunities for innovative behaviour in organizations by developing intellectual capital. The scientific literature presents various studies about cultural intelligence and its impact on organizational performance. Most of the studies focused on the integration of migrants into the organizations’ work. Currently, the working environment is cross-cultural, especially after the COVID-19 pandemic and considering globalization and digitalization issues. Despite the various benefits of working in a multicultural environment, there are some significant challenges organizations face, such as interpersonal trust development and cultural intelligence. The current study focused on local employees at organizations: 93 managers of higher education institutions from Latvia were interviewed. The author used qualitative and quantitative research methods for data collection and analysis. Semistructured interviews were used for data collection. The research tool was developed on the basis of scientific literature using different statements about interpersonal trust, work engagement and level of cultural intelligence. One of the significant results found during research is that managers with international experience (working or studying abroad) are more critical of working in international teams and building interpersonal trust within cross-cultural teams. This fact could be the research object in future research. The research results can be used for future research exploring factors influencing cultural intelligence development in cross-cultural organizations and its role in innovation development and intellectual capital management.

Building Trusting Multicultural Organizations: Rethinking the Influence of Culture on Interpersonal Trust Development in the Workplace

Building trusting, multicultural organizations require us to accentuate ‘sharedness’ rather than identifying differences. This study investigates how organizational members activate multiple sources of cultural values to develop trust with their colleagues from different cultural backgrounds. Through a series of surveys followed by semi-structured interviews, data were collected from members operating in five different multinational organizations based in Germany and South Africa. Analyzed abductively, our findings illustrate the multiple sources of cultural values that influence members' disposition to trust and their assessment of their colleague's trustworthiness. We further show how four levels of trust emerge as an outcome of the interplay between these various cultural dimensions. Through our multidimensional operationalization of culture, we show how variations, not only across, but within individuals can hinder or promote trusting relationships in the workplace. This study highlights the need for more nuanced approaches towards the examination of the influence of culture on trust.

Why People Don’t Want to Enter Big Cities? Professional Ties and Small-Town Living Based on The Case of Village in Central China

Based on the experience of peasants in Li Village in the Central China, the urbanization process of Chinese farmers does not always continue to develop towards the big cities. Farmers’ willingness to enter big cities is influenced by their professional ties. This study found that, the simple social division of labor in a small-town lead to an infertile development of interpersonal trust. With low-end occupations and high homogeneity, people could not organize their relationships by professional logic. Based on the lack of relationship and trust, social support is insufficient, as a consequence, people start to shrink their social interaction thereby their developmental needs are further inhibited.

Can Robots Earn Our Trust the Same Way Humans Do? A Systematic Exploration of Competence, Warmth, and Anthropomorphism as Determinants of Trust Development in HRI.

Robots increasingly act as our social counterparts in domains such as healthcare and retail. For these human-robot interactions (HRI) to be effective, a question arises on whether we trust robots the same way we trust humans. We investigated whether the determinants competence and warmth, known to influence interpersonal trust development, influence trust development in HRI, and what role anthropomorphism plays in this interrelation. In two online studies with 2 × 2 between-subjects design, we investigated the role of robot competence (Study 1) and robot warmth (Study 2) in trust development in HRI. Each study explored the role of robot anthropomorphism in the respective interrelation. Videos showing an HRI were used for manipulations of robot competence (through varying gameplay competence) and robot anthropomorphism (through verbal and non-verbal design cues and the robot's presentation within the study introduction) in Study 1 (n = 155) as well as robot warmth (through varying compatibility of intentions with the human player) and robot anthropomorphism (same as Study 1) in Study 2 (n = 157). Results show a positive effect of robot competence (Study 1) and robot warmth (Study 2) on trust development in robots regarding anticipated trust and attributed trustworthiness. Subjective perceptions of competence (Study 1) and warmth (Study 2) mediated the interrelations in question. Considering applied manipulations, robot anthropomorphism neither moderated interrelations of robot competence and trust (Study 1) nor robot warmth and trust (Study 2). Considering subjective perceptions, perceived anthropomorphism moderated the effect of perceived competence (Study 1) and perceived warmth (Study 2) on trust on an attributional level. Overall results support the importance of robot competence and warmth for trust development in HRI and imply transferability regarding determinants of trust development in interpersonal interaction to HRI. Results indicate a possible role of perceived anthropomorphism in these interrelations and support a combined consideration of these variables in future studies. Insights deepen the understanding of key variables and their interaction in trust dynamics in HRI and suggest possibly relevant design factors to enable appropriate trust levels and a resulting desirable HRI. Methodological and conceptual limitations underline benefits of a rather robot-specific approach for future research.

変化する社会における一般的信頼：1978年から2013年の間の日本における対人的信頼の発展 —日本人の国民性調査からの知見—

変化する社会における一般的信頼：1978年から2013年の間の日本における対人的信頼の発展 —日本人の国民性調査からの知見—

Trust as an organizational knowledge sharing enabler – validation of the impersonal trust scale

PurposeContemporary organizations face challenges when they have an increasing need for trust, and yet there are decreasing opportunities for the development of interpersonal trust. Thus, the organizations cannot rely only on that and there is a need for complementary forms of organizational trust. Vanhala et al. (2011) developed the scale for measuring impersonal trust. The purpose of this study is to validate the scale in terms of discriminant and nomological validity as well as to test generalizability.Design/methodology/approachThe validities and generalizability is tested on two samples from two industries in Finland: a forest company (411 respondents) and ICT company (304 respondents). Confirmatory factor analysis and structural equation modelling are used.FindingsThe scale represents both discriminant and nomological validity. Furthermore, the scale is generalizable in different industries.Research limitations/implicationsA more holistic approach to organizational trust is proposed, and the scale for the impersonal element of the organizational trust is validated.Practical implicationsThis paper validates the scale for the less studied impersonal element of organizational trust. To manage and develop organizational trust, all of its dimensions should be measured. The scale validated allows the measurement of the impersonal dimension, and the more refined measure also makes it possible to focus development efforts on certain operational areas.Originality/valueThe scale validated represents a step forward toward the reliable measurement of organizational trust. To the best of the researcher’s knowledge, this is the first study to show that previously developed scale is valid and generalizable.

Examination of community identification and interpersonal trust on continuous use intention: Evidence from experienced online community members

Members’ continued intention to use a community service is rooted in social identity. Past research has examined social identity but ignored the development of interpersonal trust through community identification. Drawing on social identity theory, one can conclude that community identification is the foundation of a member’s continuous use intention through interpersonal trust. Data come from responses to a two-stage survey of experienced members of an online game-based community. The findings support the belief that the identity of the community will strengthen long-term relationships within it. The projection of community identification on continuous use intention is tied to interpersonal trust.

Research Framework for Antecedents to Interpersonal Trust Development from Organizational Perspective

The researchers from a number of fields and disciplines have analyzed the role of trust as one of the most significant factors affecting the organizational performance. Trust facilitates and moderates the impact of other variables on employee-performance or organizational behavior; since it builds up the grounds over which the foundation of certain expected outcomes and results can be laid on. Due to increasing importance of trust, there has been a rigorous focus of researchers, academicians and practitioners to identify the antecedents to trust i.e. the factors that increase or decrease the extent of trust in organizational settings. This paper presents a research framework of the antecedents to interpersonal trust development from an organizational perspective, in the light of the existing literature and available empirical evidence to help the researchers, academicians and practitioners to identify the determinants of interpersonal trust development. We believe that the constructs identified in this paper will help the researchers to develop the models of trust building and provide guidelines for meaningful and valuable research in future in the domain of trust development.

What are the determinants of interpersonal trust in dyadic negotiations? Meta-analytic evidence and implications for future research

ABSTRACTGiven the practical importance of interpersonal trust in dyadic negotiations, scholars have increasingly turned their attention to the study of determinants of trust in negotiations. However, research in this area has not been well connected or integrated, which limits the ability of scholars and practitioners to ascertain the state of current scientific knowledge and identify questions for future research. Based on attribution theory and social exchange theory, we present a conceptual framework for understanding how a variety of factors combine to influence the development of interpersonal trust in dyadic negotiations. Then, to verify the conceptual framework, we identified and meta-analysed findings from a total of 25 independent studies of determinants of trust in negotiations. The meta-analyses provided support for two of the three factors in the conceptual framework – trustor attributes and shared attributes – that are likely to influence an individual’s trust in a negotiation partner. The framework and findings provide valuable scientific insights on trust and negotiation, and also valuable practical insights for negotiation practitioners.

Impact of Trust on Communication in Global Virtual Teams

This study aims to research the impact of impersonal and interpersonal trust on communication among virtual teams. A multi-method case study was conducted, with data provided by 94 organisation members in a global telecommunication company with a long history of virtual ways of working. The case study consisted of semi-structured interviews, an electronic survey, focus group interviews and document reviews. The main finding is that impersonal trust is essential for the development of interpersonal trust in virtual teams (VTs) and for communication among VTs. Furthermore, strong interpersonal affective trust among employees within each site negatively affects VTs' communication. This study suggests that the role of impersonal trust is more significant in virtual organisations than in regular organisations because impersonal trust acts as an enabler for the development of interpersonal trust and affects communication in VTs at a fundamental level. Results from previous studies are contradictory. Theoretically, the field of communication and trust in virtual teams is still in its infancy. This paper is a thorough multi-method study about the impact of impersonal and interpersonal trust on communication.

Workplace Isolation in Pharmaceutical Companies: Moderating Role of Self-Efficacy

This research investigates the impact of interpersonal trust and leadership style on workplace isolation. It examines the moderating role of self-efficacy on the relationship of interpersonal trust, leadership style and workplace isolation. The study used media richness theory to explain the usefulness of communication media in virtual workplace. Purposive sampling technique is used to select respondents and collect data from five pharmaceutical companies operating in Pakistan. Total two hundred and twenty seven useable questionnaires were coded for final analysis after ignoring incomplete questionnaires. The repose rate is 87 % and hierarchical moderated regression is used to analyze the moderating impact of self-efficacy on hypothesize relations. Result shows that interpersonal trust and transformational leadership style have significant impact to reduce isolation perceptions of sales personnel. Results also provide evidence that interpersonal trust and leadership styles have stronger negative impact on workplace isolation when self-efficacy of salespersons is high. The study proposes development of interpersonal trust on organizational employees and use of transformational leadership in order to reduce work isolation behavior among employees particularly in the virtual work environment. The managerial implications and future directions are also discussed.

Team or Dyad? The Impact of Multiple Level Task and Relationship Conflicts on Interpersonal Trust

This field study investigates the influence of task and conflict on interpersonal trust. Our focus on the multiple levels at which conflict resides shifts the focus from team conflict to dyadic conflict. Our focus on the team process of conflict shifts the focus of trust research from antecedents at the individual and dyadic level to those at the team level. The findings reveal that conflict at both levels independently contributes to perceptions to teammates’ trustworthiness, and team processes play a role in the development of interpersonal trust. Specifically, both dyadic relationship and task conflict and team relationship conflict, though not team task conflict contribute to the deterioration of interpersonal trust perceptions of teammates. Moreover, the findings provide a more nuanced view of conflict that suggest that is resides at multiple levels within the team.

Entrepreneur as trust-builder: interaction frequency and relationship duration as moderators of the factors of perceived trustworthiness

Trust is considered essential for effective relationships both in the context of new venture creation and outside the entrepreneur’s workshop. With interpersonal trust, dyadic relationships prosper even amidst contextual pressures of uncertainty and risk. Unfortunately, there is a paucity of empirical support for how interpersonal trust is developed between an entrepreneur and the various stakeholders and resource providers in the creation of a new venture. This research examines this development by proposing the impact of time as a moderator on the antecedents of trust, as perceived by key stakeholders (i.e., customers, suppliers, investors, cofounders, employees) in the early history of a new venture. Specifically, this research includes frequency of interaction and relationship duration as two variables of time. In earlier proposed models of interpersonal trust development, time has either been left out entirely or innocently subsumed in other factors. The propositions and research implications from this conceptual study offer a new lens to investigate the process by which trust is developed in and by an entrepreneur.