Trust In Supervisor Research Articles

Exploring the pathway to innovation: the mediating role of employee engagement in the Trust-Creativity Nexus

ABSTRACT This study investigates how employee engagement mediates the relationship between trust and creativity within local government agencies in Ranong Province, Thailand. The research collected data from 401 participants across 31 units, including one Provincial Administrative Organization, two City Municipalities, five Town Municipalities, and 23 Sub-district Administrative Organizations. This diverse sample provides a strong foundation for exploring how trust in supervisors influences employee creativity, with employee engagement serving as a key mediator. By employing Structural Equation Modeling (SEM) through Smart PLS, the study demonstrates that employee engagement positively impacts creativity, which in turn fosters trust-based relationships that drive organizational innovation. The findings offer valuable theoretical insights and practical guidance for stimulating innovation in local government units, not only in Thailand but also in other global contexts.

Unleashing potential: The impact of supervisor trust on organizational citizenship and job performance

This study investigates the complex interplay among trust in supervisors (TIS), organizational citizenship behaviours (OCB), and work performance (WP) in the workplace, aiming to determine whether trust in supervisors directly influences job performance or if this relationship is mediated by organizational citizenship behaviours. Using Structural Equation Modelling (SEM) via Smart PLS, data were collected from 215 officials through a structured questionnaire, capturing perspectives on trust in supervisors, engagement in OCB, and self-reported job performance. The results reveal that while trust in supervisors significantly fosters OCB, its direct impact on job performance is not statistically significant; however, OCB significantly enhances job performance, emphasizing its crucial mediating role. These findings highlight the importance of trust in supervisors in cultivating organizational citizenship behaviours that indirectly elevate job performance. Organizations should focus on trust-building initiatives to promote a supportive environment that encourages proactive engagement and performance excellence among employees, while future research should explore longitudinal data and diverse samples to further validate these findings.

Trust building across and within cultures: A study of Guinea, West Africa, and China

Adopting a cross-cultural perspective, this study provides insights into how Chinese multinational corporations (MNCs) with a focus on Confucian values, builds trust and contributes to the globalization process in African settings, specifically Guinea. Using a mixed-methods methodology, we explore the dynamics of trust relationships within and across cultures. In Study 1, semi-structured interviews were conducted with 19 Chinese supervisors, 20 Guinean supervisors and 19 Guinean workers. We found Chinese expatriates to emphasize ability and integrity in trust building while Guinean workers care more about benevolence. Drawing on the insights of study 1, we proposed a model of interpersonal trust within and across cultures. In this Study 2, data was collected from 182 Guinean workers and their direct Chinese/Guinean supervisors. We found Guinean subordinates’ trust in the organization to mediate between their trust in Guinean supervisors and their performance. In addition, Guinean supervisor’s trust in Chinese supervisor positively affects Guinean subordinate’s trust in organization and also moderates the positive relationship between Guinean subordinates’ trust in the organization and their performance. We draw implications for management relationships between two cultures that are seemingly different from both studies.

Can employees’ trust their supervisor? The role of high-performance work systems and stewardship climate on employee voice

The focus of this research is to investigate the factors that influence employee voice behaviour by examining the integration of high-performance work systems, stewardship climate, and trust in supervisor. Drawing on social exchange theory and leader-member exchange, this study investigates the positive relationship between trust in supervisor, high-performance work systems, stewardship climate and employee voice. Data were collected in three stages from 376 Nigerian telecommunications customer-contact employees. Partial Least Squares–Structural Equation Modelling was used to test the dataset. The findings indicate that high-performance work systems have a favourable association with employee voice, while stewardship climate has an adverse correlation with employee voice. Moreover, trust in supervisor is found to mediate and enhance the favourable relationship between high-performance work systems, stewardship climate, and employee voice. The relevance of this study to service industries, management research, and its practical implications is discussed.

The Impact of Employee Creativity and Transformational Leadership on Innovation Work Behavior in the Banking Sector

This study examines the role of transformational leadership in promoting an innovative work environment and work behavior in the rural bank Industry. The research was conducted at Bank UMKM, a company that holds a significant market share in the region's rural bank industry. A survey was conducted with 671 employees across the company's branches. The findings reveal that all hypotheses, except Hypothesis 1, were accepted. Transformational leadership positively affects employee creativity, indirectly influencing innovation work behavior. Additionally, the relationship between transformational leadership and innovative work behavior is strengthened by the presence of trust in supervisors. Although transformational leadership did not have a direct impact on innovative work behavior, the research highlights the significance of cultivating an inventive work environment and the influence of trust in supervisors in encouraging innovation within the rural bank business.

Research note: examining the connection of organizational citizenship behaviors with supervisor and management trust among correctional staff

ABSTRACT Organizational citizenship behaviors (OCBs) refer to going above and beyond what is expected at work; they are important for the improved functioning of many organizations, including institutional corrections. Trust in supervisors and trust in management may be related to institutional correctional staff engaging in OCBs. The current study examined these associations among staff at a U.S. high-security closed facility. Ordinary Least Squares regression indicated that supervisor trust had a significant association with OCBs, but management trust did not. Based on the results, feedback from staff and more research is needed on how to build supervisor trust among staff.

Exploring the Effects of Flight Attendants' Trust in Supervisor in the Pre-merger Context at Acquired Airlines

Exploring the Effects of Flight Attendants' Trust in Supervisor in the Pre-merger Context at Acquired Airlines

The Impact of Coaching Leadership and Negative Leadership on Organizational Attachment and Job Performance: Through mediating effects of intrinsic motivation, trust in supervisor and job autonomy

The Impact of Coaching Leadership and Negative Leadership on Organizational Attachment and Job Performance: Through mediating effects of intrinsic motivation, trust in supervisor and job autonomy

Exploring dual narratives of supervisory trust in remote supervisor–subordinate relationships

AbstractThis study evaluates the involuntary remote work experiences of subordinates and supervisors in terms of supervisory trust. Data were collected from professionals in Türkiye through an open‐ended questionnaire. The findings reveal that subordinates feel less supervisory trust, whereas supervisors confirm trusting their remote subordinates less. Utilizing leader–member exchange (LMX) theory as a theoretical approach, we argue that the lack of supervisory trust is a major setback for the quality of LMX and displays itself in the form of more controlling and monitoring together with criticisms over ability and behavioural integrity. Moreover, cognitive trust is more dominant in the remote dyadic trust relationship, even though the cultural context signals a more affect‐based one. This study contributes to the emerging literature on trust and LMX in virtual work settings by presenting dual narratives on supervisory trust in the supervisor–subordinate relationships under remote work conditions.

Enhancing Job Performance: The Critical Roles of Well-Being, Satisfaction, and Trust in Supervisor.

This empirical study investigated the associations between psychological well-being, job satisfaction, trust in supervisor, and job performance. Data were collected from 277 company employees in Bahrain through online questionnaires and analyzed using structural equation modeling (SEM). The purpose of the study is to examine the relationships between psychological well-being, job satisfaction, trust in supervisor, and job performance through the use of a theoretical framework that synthesizes prominent models in the field of organizational psychology. The research findings indicate a positive influence of psychological well-being on both job satisfaction and job performance. Notably, job satisfaction plays a mediating role in the relationship between psychological well-being and job performance. The study contributes to the existing body of knowledge by offering an integrated approach to examining the intricate connections between psychological well-being, job satisfaction, trust in supervisor, and job performance, which all are crucial for creating a sustainable workplace environment and outcomes. Practical implications highlight the need for organizations to prioritize employee psychological well-being through initiatives such as wellness programs and supportive work environments, as these initiatives directly influence job satisfaction and performance. Job satisfaction acts as a significant mediator, emphasizing the importance of fair compensation, recognition, and professional development in enhancing job satisfaction.

Trust and quality of life: A study in organizations for individuals with intellectual disability

BackgroundBased on social exchange within organizations for individuals with intellectual disability, we explore trust between supervisors and team members and its association with organizational performance oriented to the quality of life of service users. AimsWe examine the mediating role of teams’ trust in supervisors in the relationship between supervisors’ trust in teams and performance focused on improving the quality of life of service users. We expect teams to reciprocate supervisors’ trust by reporting greater levels of trust in supervisors and better performance. Method and proceduresWe tested this trust-mediated model with a sample of 139 supervisors (reporting trust in their teams), 1101 team members (reporting trust in their supervisors), and 1468 family members (reporting performance focused on quality of life). Outcomes and resultsOur findings confirmed a cross-level mediation process. Supervisors’ trust in their teams leads to teams’ trust in their supervisors. This trust at the team level in turn is positively associated with organizational performance oriented to improving the quality of life of individuals with intellectual disability, reported by family members. Conclusions and implicationsOur study builds on and extends an established stream of research on trust theory by considering trust and its association with performance focused on quality of life.

The Mediating Effect of Trust in Supervisors on the Relationship between Ethical Leadership of Supervisors and Creativity of Secretaries

The Mediating Effect of Trust in Supervisors on the Relationship between Ethical Leadership of Supervisors and Creativity of Secretaries

The Effect of Perceived Management Skills on Trust in Supervisors: The Mediating Role of Supervisor Support

The Effect of Perceived Management Skills on Trust in Supervisors: The Mediating Role of Supervisor Support

Supervisory Justice, Trust in Supervisors and Employee Creativity: The Mediating Role of Self-Efficacy

This study examines the relationship between supervisory impartiality, trust in supervisors, and employee creativity within financial enterprises. These factors significantly influence employee morale and efficiency. Our research aims to provide actionable recommendations for optimizing enterprise management through theoretical insights. We first investigate the impact of supervisory justice on employees’ trust in their superiors, finding that fair supervision enhances trust, which in turn boosts employees’ confidence and efficiency at work. Employee creativity is crucial for achieving organizational goals; fostering creativity can lead to more efficient business operations and improved management practices. A key focus of our research is the mediating role of self-efficacy, defined as an employee’s belief in their ability to successfully complete tasks. We explore how self-efficacy bridges the gap between supervisory impartiality, trust in supervisors, and employee creativity. Our findings suggest that a just work environment provided by supervisors enhances employees’ self-efficacy, resulting in greater confidence and a willingness to engage in creative work. In summary, this study explores these relationships within financial firms. By understanding these dynamics, companies can create a fair work environment, enhancing employee satisfaction and efficiency. We recommend that enterprise managers foster a just supervisory environment to boost employees’ self-efficacy and support the achievement of corporate goals.

A Meta-analysis of Attachment at Work

This meta-analysis aimed to confirm and clarify the relationships between attachment style and various workplace correlates, including job performance, burnout, personality, and job satisfaction (K = 109 independent samples, N = 32,278 participants). Results provided the strongest support for the relationships between attachment style and the Big Five personality traits, burnout, and job performance. Anxious attachment was also related to a host of other correlates, including job stress, turnover intentions, job satisfaction, and work engagement. Additionally, dominance analysis was used and found that attachment style had incremental validity beyond the Big Five in the prediction of job performance, job satisfaction, organizational commitment, and leader-member exchange. Finally, we examined meta-analytic path models in which attachment style impacted job performance, job satisfaction, organizational commitment, turnover intentions, and leader-member exchange through trust in supervisor. This indirect effect was supported for all correlates and for both anxious and avoidant attachment. Overall, the results supported the use of attachment styles as an important correlate with organizational variables. Limitations, implications, and areas for future research are discussed.

Why and when is frequent supervisory negative feedback undesirable? The role of trust in supervisor and attribution of supervisor motives

PurposeResearch on the effects of feedback frequency has reported mixed findings. To tackle this problem, the current study focuses on specific feedback signs (i.e. negative feedback). By integrating the face management theory and attribution theory, this study examined the mediating effect of trust in supervisors and the moderating effect of employee-attributed performance promotion motives for negative feedback.Design/methodology/approachA field study with 176 participants and two supplemental experiments with 143 and 100 participants, respectively, were conducted to test the theoretical model.FindingsResults revealed that the frequency of supervisory negative feedback negatively influenced employees’ trust in supervisors, which in turn influenced employees’ perceptions of feedback utility and learning performance. These indirect effects can be alleviated when employees have high degrees of performance promotion attribution for supervisor motives.Originality/valueThis research extends feedback research by integrating feedback frequency with a specific sign of feedback and revealing a moderated mediation effect of the negative feedback frequency.

When employees understate their stress: defensive biasing in work stress surveys

PurposeThe purpose of this study is to investigate the phenomenon of defensive biasing in work stress surveys, which occurs when employees trivialize potential stressors and strains due to fear of negative consequences from their supervisors or management. This study aims to better understand the factors that influence this behavior and to develop a scale to measure it.Design/methodology/approachThe study used an online survey of 200 employees to investigate the factors influencing defensive biasing behavior. The researchers developed a scale for defensive biasing with the help of subject matter experts and derived possible factors from the literature. Participants were presented with a hypothetical scenario in which they imagined a work stress survey in their organization and were asked to answer related items. The data were analyzed using regression analysis.FindingsThe study found that defensive biasing behavior was significantly predicted by perceived anonymity and neuroticism. Participants who felt less anonymous and had higher levels of neuroticism were more likely to engage in defensive biasing. Job insecurity and trust in supervisors were not found to be significant predictors of defensive biasing.Originality/valueThis study contributes to the literature on work stress surveys by developing a scale for defensive biasing and investigating the factors that influence this behavior. The study highlights the importance of making the survey process more transparent to reduce defensive biasing and obtain trustworthy results.

Measuring Trust in Public Sector Organizations – Research Note

The study aims to develop and psychometrically test an instrument to assess trust in public sector organizations. Although trust-based management is of interest in many municipalities in the Nordic countries, an instrument to assess trust adapted for this context is lacking. The present study complies with Luhmann’s system theory and commonly used instruments in this tradition. Data from 240 first-line managers (RR 75%) and 1,871 employees (RR 47%) from all departments in one Swedish municipality were analyzed with a multi-level approach. Out of 16 initial items presented to first-line managers and employees, 8 were retained after the psychometrical testing in both samples. Factor loadings at both within and between levels, and the multilevel homology when exploring convergent and criterion-related validity, showed a similar pattern of two distinct factors. Similar to other previously developed instruments, Supervisory Trust was one dimension. The second construct Organizational Trust included items on trust in politicians and administrative specialists, in addition to trust in top-level managers. The Public Sector Organizational Trust Inventory can be recommended for use in future research on trust at individual as well as group levels.

Relationships Among Supervisors’ Authentic Leadership, Ostracism, Perceived Supervisor’s Trust and Commitment to Customer Services: Evidence From Frontline Service Employees of Small Stores

The influential roles of supervisor’s leadership in the context of a small store are not studied and it is unclear how it affects the attitudinal and behavioral outcomes of frontline service employees. Drawing on the social exchange theory, the purpose of this study is three folds. First, this study aims to examine the role of supervisors’ authentic leadership and supervisor ostracism on frontline service employees’ perceived supervisor trust. Second, this study investigates the effects of frontline service employees’ perceived supervisor trust on commitment to customer services and store affective commitment. Finally, the positive role of store affective commitment on frontline service employees’ commitment to customer services is examined. A survey-based was used to collect 203 responses from frontline service employees of coffee shops in Korea. Covariance-based structural equation modeling (CB-SEM) was conducted to test the hypotheses. The results indicated that a supervisor’s authentic leadership is positively whereas supervisor ostracism is negatively associated with supervisor trust. Similarly, supervisor trust has a significant positive effect on the frontline service employee’s commitment to customer services and store affective commitment. Finally, frontline service employees’ store affective commitment has a significant positive effect on the commitment to customer services. This research offers practical implications for managers of frontline service employees, particularly in the selection, training, promotion, and socialization process of supervisors of small stores in general and in coffee shops in particular. Practitioners interested to increase frontline service employees’ commitment to customer services and store affective commitment can leverage the findings of this study.

Impact of supervisor identity on hospitality employees’ work intentions: Rethinking of social dominance and intersectionality theory

This study employs social dominance theory to investigate the influence of supervisors' group identification, including gender, ethnicity, and sexual orientation, on hospitality employees' work intentions with supervisors. By including trust in supervisor as a mediator and the need for cognition as a moderator, this study offers insight into the psychological process through which hospitality employees develop their intentions to work with a certain group of supervisors. The results from a 2 × 2 × 2 between-subjects experiment suggest that the supervisor's gender and sexual orientation affect employees' intentions to work with the supervisor, while ethnicity does not. Results also reveal the mediating effect of trust in supervisor and the moderating effect of the need for cognition on the relationship between supervisors' group identification and intentions to work with the supervisor. Study findings have theoretical and managerial implications for developing diversity management practices in hospitality.