Trust In Workplace Research Articles

A qualitative exploration of trust in the contemporary workplace

ABSTRACT Objective The Australian work environment is changing rapidly, as employees and leaders are becoming used to a blend between a virtual and face-to-face workplace. In this context, this research aimed to explore how leaders build and sustain trust in the contemporary workplace. Method Critical incident technique was used in interviews with employees and a constructivist grounded theory approach via reflexive and coding thematic analysis was used to interpret the results. Thirty-eight participants were interviewed based on purposive sampling from virtual and face-to-face work environments and were asked about their experiences with trust in direct managers and senior leaders. Results Employing an inductive approach, this research found an explicit behavioural component and an interpersonal relationship component, thus reinforcing organisational trust multidimensionality. The role of communication, exposure and relationships were highlighted as critical in virtual work environments, regardless of leader type. Conclusion Using a qualitative research design enabled greater clarity of what constitutes organisational trust in the contemporary workplace. Implications for organisational trust theory are also discussed.

Positive Leadership Behaviour and Flourishing: The Mediating Role of Trust in Information Technology Organizations

Leaders across the globe have the accountability of leading their team members, ensuring a high level of trust in workplace (TWP) to flourish and enabling organizations towards goal achievement. These leaders work closely with their employees by recognizing their strengths and appreciating their accomplishment. They empower employees to higher levels of performance, thus creating value for stakeholders. The purpose of this research was to investigate the mediating role of TWP between positive leadership and flourishing. A total of 203 employees from the top 10 information technology (IT) organizations participated in the survey and completed three standardized, valid and reliable instruments. It was found that employees do experience positive leadership, flourishing and TWP to a moderate extent. A significant relationship was found between positive leadership, flourishing and TWP. These two moderately affected employees flourishing at the workplace. A model was developed and tested, it was found to be a good fit. Positive leadership behaviour (PLB) and TWP significantly influenced flourishing of employees. TWP mediated the relationship between PLB and flourishing. Findings of this study suggest that positive leaders are perceived as someone who recognize and focus on the strengths and accomplishments of employees. The research outcome will help develop strategies for leaders to explore and imbibe positive leadership approaches which would aid in developing a positive relationship between the constructs to engage employees better and move towards organizational success. The study is an attempt to examine the relationship between the constructs and contribute towards PLB, TWP and flourishing theory in the Indian IT context.

Trust and Distrust in Community Sports Work: Tales From the “Shop Floor”

This study addressed the issue of interpersonal trust and distrust in the (sporting) workplace. Data were generated through cyclical, in-depth interviews with 12 community sports coaches. The interview transcripts were subjected to emic and etic readings, with Hardin and Cook’s theorization of (dis)trust and Goffman’s dramaturgical writings providing the primary heuristic devices. Our analysis produced three interconnected themes. These were a) how the participants’ decision to (dis)trust contextual others was based on their perceptions of encapsulated interests, b) those strategies that the participants employed to judge the trustworthiness of colleagues, and c) how the participants’ workplace bonds with coworkers differed according to their perceived trustworthiness. Importantly, this study revealed how interpersonal (dis)trust for these individuals was informed by the pursuit of various professional interests, uncertainty regarding continued employment and career progression, and was subject to ongoing strategic interaction and reflection. Based on these findings, we believe there is much to gain from the micro-level exploration of “how” and “why” sports workers seek to negotiate and manage workplace relationships.

Relationships between Interpersonal Trust and Knowledge Sharing in Workplace: The Mediational Role of Prosocial Motives

This study is different from the usual cases that testing the intuitive factor as rewarding that affects the employees’ knowledge sharing. In this study, the focus shifts to concentrating on the emotional factors such as interpersonal trust and the prosocial motives. Empirical methods are used to test the hypotheses, and the results show that interpersonal trust affects employees’ knowledge sharing significantly. Moreover, the prosocial motives have been evidenced that it moderately mediates the relationship between interpersonal trust and knowledge sharing. This study has well evidenced all the hypotheses and gives suggestions for the future research at the end.

Entrustment Decision Making in Clinical Training.

The decision to trust a medical trainee with the critical responsibility to care for a patient is fundamental to clinical training. When carefully and deliberately made, such decisions can serve as significant stimuli for learning and also shape the assessment of trainees. Holding back entrustment decisions too much may hamper the trainee's development toward unsupervised practice. When carelessly made, however, they jeopardize patient safety. Entrustment decision-making processes, therefore, deserve careful analysis.Members (including the authors) of the International Competency-Based Medical Education Collaborative conducted a content analysis of the entrustment decision-making process in health care training during a two-day summit in September 2013 and subsequently reviewed the pertinent literature to arrive at a description of the critical features of this process, which informs this article.The authors discuss theoretical backgrounds and terminology of trust and entrustment in the clinical workplace. The competency-based movement and the introduction of entrustable professional activities force educators to rethink the grounds for assessment in the workplace. Anticipating a decision to grant autonomy at a designated level of supervision appears to align better with health care practice than do most current assessment practices. The authors distinguish different modes of trust and entrustment decisions and elaborate five categories, each with related factors, that determine when decisions to trust trainees are made: the trainee, supervisor, situation, task, and the relationship between trainee and supervisor. The authors' aim in this article is to lay a theoretical foundation for a new approach to workplace training and assessment.

Trust in the workplace: A multifoci meta-analytic investigation

Employees differentiate among multiple social exchange partners in the workplace - organization as a whole, immediate supervisors, and their coworkers. Moreover, in spite of the important role of t...

The Relationship between Teamwork and Organizational Trust


 
 
 The aim of this study is to investigate the relationship between teamwork and organizational trust. In the implementation section the data from the survey of 250 workers is employed in call centers in Erzurum by using relevant statistical methods. Consequently, it is found that there is a positive and significant relationship between teamwork and organizational trust. Thus, the hypothesis of the study is supported as it was expected. Besides, it is found that there are positive and significant relationships between communication, openness to innovation, participation-trust in teamwork and organizational trust, trust in management, trust in co-workers, and trust in workplace.
 
 

English

  This study seeks to examine trust indicators as a foundation for employee extra role behavior. A face-to-face interview of employees was administered at Saderat Banks in Shiraz for a period of two weeks. A total of 296 usable questionnaires were collected. In addition, seven-point Likert scales, ranging from 1 (strongly disagree) to 7 (strongly agree) were adopted.  Research findings indicated that trust in management, psychological supports, management values and reward expectation as a perception of trust in organization indicators had positive correlation with employee extra – role behavior. Participation in decision making by employee and contribution of autonomous employee were strong indicators and intrinsic job motivation besides sharing knowledge were found to be weaker indicators of employee extra – role behavior. The need to go face to face and the lack of realizing the scientific concept of research by older people were the limitation of this research which leaded to delay in collecting the questionnaires. We can also take advantage of research findings to guide organization to build trust in workplace which in turn leads to employee extra – role behavior. Findings of this study emphasized major factors that lead to employee perceptions about trust which can lead to discretionary employee efforts.   Key words: Trust, extra – role behavior, employee participation in decision making, psychological support, management values, contribution from autonomous employee, reward expectation, sharing knowledge, intrinsic job motivation.

Multi-level, cross-sectional study of workplace social capital and smoking among Japanese employees

BackgroundSocial capital is hypothesized to be relevant to health promotion, and the association between community social capital and cigarette smoking has been examined. Individual-level social capital has been found to be associated with smoking cessation, but evidence remains sparse on the contextual effect of social capital and smoking. Further, evidence remains sparse on the association between smoking and social capital in the workplace, where people are spending an increasing portion of their daily lives. We examined the association between workplace social capital and smoking status among Japanese private sector employees.MethodsWe employed a two-stage stratified random sampling procedure. Of the total of 1,800 subjects in 60 companies, 1,171 (men/women; 834/337) employees (65.1%) were identified from 46 companies in Okayama in 2007. Workplace social capital was assessed in two dimensions; trust and reciprocity. Company-level social capital was based on inquiring about employee perceptions of trust and reciprocity among co-workers, and then aggregating their responses in order to calculate the proportion of workers reporting mistrust and lack of reciprocity. Multilevel logistic regression analysis was conducted using Markov Chain Monte Carlo methods to explore whether individual- and company-level social capital was associated with smoking. Odds ratios (ORs) and 95% credible intervals (CIs) for current smoking were obtained.ResultsOverall, 33.3% of the subjects smoked currently. There was no relationship between individual-level mistrust of others and smoking status. By contrast, one-standard deviation change in company-level mistrust was associated with higher odds of smoking (OR: 1.25, 95% CI: 1.06-1.46) even after controlling for individual-level mistrust, sex, age, occupation, educational attainment, alcohol use, physical activity, body mass index, and chronic diseases. No clear associations were found between lack of reciprocity and smoking both at the individual- and company-level.ConclusionsCompany-level mistrust is associated with higher likelihood of smoking among Japanese employees, while individual perceptions of mistrust were not associated. The link between lack of reciprocity and smoking was not supported either at the individual- or company-level. Further studies are warranted to examine the possible link between company-level trust and smoking cessation in the Japanese workplace.

Handbook of Organizational Politics

Contents:Preface: Challenges and New Frontiers for Organizational Politics in Modern WorksitesEran Vigoda-Gadot and Amos DroryPART I: THE INDIVIDUAL'S PERSPECTIVE: POLITICS, PERSONALITY, AND LEADERSHIP1. Organizational Politics, Leadership and Performance in Modern Public Worksites: A Theoretical FrameworkEran Vigoda-Gadot and Yinnon Dryzin-Amit2. Agreeableness and Extraversion as Moderators of the Political Influence Compatability-Work Outcomes RelationshipJohn P. Meriac and Peter D. Villanova3. Personality and Politics Perceptions: A New Conceptualization and Illustration Using OCBsChristopher C. Rosen, Chu-Hsiang Chang and Paul E. Levy4. Antecedents, Processes and Outcomes of Collective (Group-Level) Politics in OrganizationsKeith James5. The Politics of Impression Management in Organizations: Contextual EffectsAmos Drory and Nurit ZaidmanPART II: ETHICS AND JUSTICE: VALUES, FAIRNESS AND THE POSSIBILITIES FOR TRUST IN WORKPLACE POLITICS6. Organizational Politics, Definition and EthicsChris Provis7. The Direct and Indirect Influence of Organizational Politics on Organizational Support, Trust and CommitmentSimon Albrecht8. Politics as Determinant of Fairness Perceptions in OrganizationsConstant D. Beugre and Patrick R. LiverpoolPART III: EMOTIONS AND STRESS: ORGANIZATIONAL POLITICS AND EMPLOYEES' WELL-BEING9. Organizational Politics and Workplace StressRussell Cropanzano and Andrew Li10. The Emotion of Politics and the Politics of Emotions: Affective and Cognitive Reactions to Politics as a StressorYongmei Liu, Gerald R. Ferris, Darren C. Treadway, Melita L. Prati, Pamela L. Perrewe and Wayne A. Hochwarter11. The Strain-Related Reactions to Perceptions of Organizational Politics as a Workplace Stressor: Political Skills as a NeutralizerRobyn L. Brouer, Gerald R. Ferris, Wayne A. Hochwarter, Mary Dana Laird and David C. GilmorePART IV: SYSTEMS AND PERFORMANCE: STRATEGY, CHANGE AND DECISION MAKING AS A POLITICAL PROCESS12. A Micro-Political Perspective of Strategic ManagementJane Gunn and Stephen Chen13. Organizational Politics: Affective Reactions, Cognitive Assessments and their Influence on Organizational Commitment and Cynicism Toward ChangeSimon Albrecht14. The Relationship Between Perceptions of Politics, Social Support, Withdrawal and PerformanceJonathan R.B. Halbesleben and Anthony R. Wheeler15. Competing Perspectives on the Role of Understanding in the Politics Perceptions-Job Performance Relationship: A Test of the 'Antidote' versus 'Distraction' HypothesesWayne A. Hochwarter, Robert W. Kolodinsky, Lawrence A. Witt, Angela T. Hall, Gerald R. Ferris and Michele K. Kacmar16. The Symbiosis of Organizational Politics and Organizational DemocracyDavid Butcher and Martin ClarkePART V: THE PROFESSIONALS' PERSPECTIVE: HUMAN RESOURCE MANAGEMENT AND CONSULTING IN A POLITICAL ENVIRONMENT17. Speaking Truth to Power: Three Perspectives on ConsultationRobert T. Golembiewski18. Twelve Foundations for the Power Position of ConsultantsAstrid I. Boogers-van Griethuijsen, Ben J.M. Emans, Janka I. Stoker and Arndt M. Sorge19. Organizational Politics: Building Positive Political Strategies in Turbulent TimesRonnie Kurchner-Hawkins and Rima MillerIndex

Trust and Betrayal in the Workplace

Trust and Betrayal in the Workplace

No fear management: rebuilding trust, performance, and commitment in the new American workplace

No fear management: rebuilding trust, performance, and commitment in the new American workplace

Trust as Noncognitive Security about Motives

Examinant les approches cognitive et non-cognitive de la confiance dans le domaine de la theorie politique contemporaine, l'A. souligne la pertinence de la seconde pour le gouvernement, ainsi que l'importance d'un sens de la securite concernant la bienveillance, le caractere consciencieux et la reciprocite des acteurs politiques dans la vie publique moderne

Trust Development: The Forgotten Leadership Skill

The importance of employer-employee trust in the workplace is a concept that receives a great deal of lip service. But more than lip service is needed, says this writer, who examines key be haviors necessary to establish trusting relationships.