The impact of generalized and institutional trust on donating to activist,leisure, and interest organizations: individual and contextual effects

In this paper, we answer the question as to what extent donating to activist, interest, and leisure organizations is affected by both individual and national levels of generalized and institutional trust. We use the European Social Survey 2002 to estimate multilevel random intercept models, based on more than 33 000 individuals living in 19 European countries and the USA. Our results show very consistent positive impacts of both individual generalized trust and institutional trust on donating to all types of organizations. The effects are strongest for donating to activist organizations and absent only for the relation between institutional trust and donating to interest organizations. At the national level, generalized trust positively affects donations to activist and leisure organizations, but not to interest organizations. Institutional trust at the national level is negatively related to donations to all types of organizations. This latter finding suggests that when institutions are perceived to function well, individuals estimate that their philanthropic donations are less needed. Copyright © 2011 John Wiley & Sons, Ltd.     

The effects of technical and social conditions on workplace trust

This paper investigates the extent to which the technical and social contexts of organizations independently affect levels of workplace trust. We argue that, in an organizational context, trust is not just a relationship between an individual subject (the truster) and an object (the trustee) but is subject to effects from the conditions of the work relationship itself. We describe the organizational context as comprising both a technical system of production (where work gets done through the specification of tasks) and a social system of work (where problems of effort, compliance, conformity and motivation are managed). We analyse the relationship between trust and these two aspects of workplace context (technical and social systems). We also operationalize this in terms of differences between industries, occupational composition and human resource management practices. The model is tested using data drawn from the 1995 Australian Workplace Industrial Relations Survey. The results confirm that differences in industry, occupational composition and HRM practices all impact on levels of workplace trust. We review these results in terms of their implications for future research into the problem of analysing variation in trust at both the workplace and individual levels.     

Human Resource Management Practices and Trust in Public Organizations

Abstract

Trust has been acknowledged as a valuable managerial resource within organizations. Working as a lubricant of organizational functioning, trust reduces opportunistic behaviours while it increases voluntary compliance to organizational norms and rules as well as enhancing individual and organizational performance. Considering the importance of trust, it is worthwhile to explore what factors may help build trust within organizations. This research investigates whether perceptions of several human resource management (HRM) practices are associated with trust in government organizations. According to social exchange theory, HRM practices signal management's commitment to employees which in turn leads to greater trust in the organization. Using data from an employee survey conducted for the Georgia Department of Transportation in 2007, this research tests how employee perceptions of HRM practices are related to trust in three distinct levels of management in a large department of state government: trust in department leadership, trust in one's leadership team, and trust in one's supervisor. Binary logit analyses suggest that perceptions of HRM practices focusing on autonomy, compensation, communication, performance appraisal, and career development are associated with trust in public organizations. According to the result, those practices present variation in their leverage on trust in leadership at different levels.     

Trust in the employer: the role of high-involvement work practices and procedural justice in European organizations

Despite the central role of trust in the organizational sciences, we know little about what makes people trust the organizations they work for. This paper examines the antecedents of employees' trust in their organizations drawing on survey data from over 600 European professional workers and managers. The results revealed direct as well as indirect relationships of both human resource (HR) practices and procedural justice with trust. The relationships of both HR practices and procedural justice with trust were partially mediated by perceptions of organizational trustworthiness (in terms of perceived ability and trustworthy intentions of the organization). Justice and HR practices were also found to interact such that justice forms a stronger predictor of trust in organizations when HR practices are less developed. In addition, employees' dispositional propensity to trust explained significant variance in employee trust in their organization, even when it was controlled in our analysis. The implications of these findings for research and practice are discussed.     

组织内知识共享的信任模型研究

随着知识经济时代的到来,知识管理已经成为学术界和企业界竞相关注的热点。在知识管理的相关研究中,知识共享和组织内部信任问题是研究的重点课题,但对两者的综合研究还不多见。本文在前人对知识共享和信任机制的研究基础上,整合两个概念,引入组织制度、认知因素、情感因素、信任倾向等影响因素,分析出一个全新的组织内知识共享的综合信任模型,希望能够帮助组织更好地理解信任机制,促进组织内知识共享行为。     

Electronic monitoring in public organizations: evidence from US local governments

Technology use in the workplace expands the ability to monitor employees through activities such as website tracking, email scanning, and social media monitoring. Monitoring is a fundamental aspect of the relationship between organizations, employees, and stakeholders and can affect perceptions of privacy, autonomy, and trust in the workplace. However, electronic monitoring is little investigated in public management research and we have minimal knowledge about the factors that prompt public managers to adopt electronic monitoring. Focusing on small- and medium-sized US municipalities, we investigate types of electronic monitoring and how organizational, sociopolitical, and technological factors shape electronic monitoring intensity. We test our hypotheses with data from a 2014 national survey of 2,500 local managers, website coding data, and US Census data. We find that electronic monitoring, especially monitoring online activities, is a response to organizational centralization, participation of internal stakeholders, social media use, and technology concerns.     

私人关系、契约关系对企业间两层次信任的影响——来自家电分销渠道的实证分析

企业间边界管理人员之间的私人关系以及企业间的法律契约关系会对企业间关系的发展产生影响。本研究以家电分销渠道中的分销商为样本来源,通过构建一个结构方程模型,检验了私人关系和法律契约关系对企业间信任和企业间人际信任的影响。研究发现私人关系能够促进企业间人际信任而不能影响企业间信任,而法律契约关系与企业间两个层次的信任都没有显著关系。     

Linking network ties to entrepreneurial opportunity discovery and exploitation: the role of affective and cognitive trust

Entrepreneurial opportunity discovery (EODI) and opportunity exploitation (EOEX) are two critical entrepreneurial activities which heavily depend on external social network. The present study provided a nuanced investigation on the roles of affective and cognitive trust in the relationship between network ties (strong and weak ties) and opportunity discovery and exploitation. We examined the hypothesized relationships using longitudinal data collected from a sample of 207 nascent entrepreneurs in China. Our results showed that affective trust mediated the positive effects of network ties on EODI and EOEX. Further, cognitive trust moderated their relationships, that is, high level of cognitive trust enhance the positive relationship between weak ties and EODI as well as the positive relationship between strong ties and EOEX. Theoretical and practical implications are discussed.     

Believing Is Seeing: Joint Ventures and Organization Learning*

This paper develops a conceptual framework for the study of organization learning and applies it to learning in joint ventures (JVs). the framework presents a multilevel view of the phenomenon, suggesting that learning in organizations occurs at the individual, group and organization levels. the framework integrates behavioural and cognitive perspectives of organization learning and delineates both learning processes and outcomes. Four key elements of organization learning are addressed: the nature of managerial learning experiences, the sharing and integration of managerial learning within an organization, the insti-tutionalization of learning, and the relationship between organization learning and performance. In applying the framework to a study of learning and JVs, we observed firms with explicit learning objectives unable to put into place the appropriate mechanisms and systems to transfer knowledge from the JV to the parent. While individual managers in the JVs were often enthusiastic and positive about their learning experiences, integration of the learning experience at the parent firm level was problematic, limiting the institutionalized learning. the fundamental position in this paper is that a rigid set of managerial beliefs associated with an unwillingness to cast off or unlearn past practices can severely limit the effectiveness of organization learning.     

Affectual trust in the workplace

While trust is increasingly recognized as central to the functioning of relationships in general and to business relationships in particular, there has been very little attention paid to the nature of the experience of trust – as distinct from its antecedents and outcomes. When the nature of trust is considered, it is most often presented as a rational calculus of cost and benefit. This ignores the emotional content of trust that, we argue, is central to the understanding of the phenomenon. An understanding of these emotions and the way they combine with the cognitive elements of trust allows a clearer view of why differing conditions lead to different manifestations of trust, and how these in turn lead to different relational benefits. This paper presents an affect-based framework for trust consisting of cognitive and emotional elements. This is used to consider in-depth interviews with service providers talking about their jobs and their employer. The affect-based framework allows us to understand the distancing that has occurred between employer and employee and to consider the reasons for this distance. Suggestions for the remedying of this situation are proposed.     

The effects of interactive leadership on human resource management in Singapore's banking industry

Reviewing the literature about interactive leadership and its effects on human resource management in business organizations, this paper proposes that interactive leadership has two major components: interaction skills and team building. Both components have positive effects on employees' trust in their leaders, on employees' motivation and employees' commitment to their companies. Based on these hypotheses, the paper develops an empirical test of the effectiveness of interactive leadership in Singapore's banking industry. Seventy-seven middle-level managers participated in this study by responding to a questionnaire about their leaders, their motivation, their commitment and their trust in these leaders. The results support the hypotheses and suggest some important implications for human resource management in business organizations, especially for human resource management in Oriental societies.     

Trust in the supervisor and the development of employees’ social capital during organizational entry: a conservation of resources approach

Abstract

This article aims to understand how trust in the supervisor contributes to the development of employees’ social capital using Conservation of Resources theory as a theoretical framework and networking ability as an indicator of social capital development. We hypothesize that the relationship between newcomers’ trust in the supervisor and networking ability will be mediated by feedback seeking from the supervisor and moderated by emotional exhaustion. Based on a three-wave time-lagged study of newcomers (N = 224), we found trust in the supervisor to be indirectly and positively related to networking ability through the mediating influence of feedback seeking from the supervisor. In addition, feedback seeking interacted with emotional exhaustion in predicting networking ability such that it was more positively related to it at high levels of emotional exhaustion. The indirect relationship of trust to networking ability as mediated by feedback seeking was also stronger at high levels of emotional exhaustion. We discuss this study’s implications for our understanding of supervisors’ role and newcomers’ experience during entry, as well as for social capital research.     

Only words matter? The effects of cognitive abilities on commercial insurance participation

We examine the relationship between cognitive abilities and commercial insurance participation. Using data from the Chinese Family Panel Study, we find that average cognitive ability has a significantly positive impact on commercial insurance participation. However, this influence comes mainly from literacy ability, indicating that the literal meaning of the words plays a major role. Additionally, trust level can also affect the impacts of cognitive abilities on commercial insurance participation. Specifically, residents with lower trust levels are less likely to use their cognitive abilities to process information and make commercial insurance purchasing decisions. Moreover, we identify the supplementary effect of economic and managerial knowledge on cognitive abilities.     

The effect of adverse impact in selection practices on organizational diversity: a field study

Based on a sample of 154 organizations across Canada, we examined the influence of the use of different employee selection methods on workplace minority representation rates. Results indicated that usage of cognitive ability and personality testing significantly influences minority representation after controlling for other diversity management practices. In particular, cognitive ability testing appears to be associated with lower levels of minority group representation in organizations as a whole and in their management ranks; personality testing is associated with higher levels of minority representation in organizations. To advance our understanding of the organizational factors that influence minority group representation and the use of different selection practices, we also examined HR manager perceptions of test bias and the effects of employment equity (EEA) legislation on selection test usage. Results indicated that firms covered under employment equity legislation were less likely to use cognitive ability tests. Interestingly, HR managers reported that personality tests may be more biased against minorities than cognitive ability tests. Implications for research and practice are discussed.     

Specialization and Success: Evidence from Venture Capital

This paper examines how organizational structure affects behavior and outcomes, studying the performance of different types of venture capital organizations. We find a strong positive relationship between the degree of specialization by individual venture capitalists at a firm and its success. When the individual investment professionals are highly specialized themselves, the marginal effect of increasing overall firm specialization is much weaker. The poorer performance by generalists appears to be due to both an inefficient allocation of funding across industries and poor selection of investments within industries. Venture capital organizations with more experience tend to outperform those with less experience.     

The Direct and Mediating Effects of Transactional and Transformational Leadership: A Comparative Approach

SUMMARY

The purpose of this study is to test a comprehensive model of relationships between transactional and transformational leadership trust in organizations, organizational justice, intention to leave and organizational citizenship behavior. The data were collected from 179 middle and direct levels managers in 17 private Egyptian organizations. The data were analyzed using regression analysis and structural equations analysis. The latter analysis provides the potential of examining the complex model as a whole. The focus of the analysis was on the direct and mediating effects of the leadership variables. The study results showed that transformational leadership has an influence over the outcome variables above and beyond the influence of the contextual variables. The implications, limitations and the future research directions were discussed.     

Gainsharing and knowledge sharing: the effects of labour–management co-operation

We compare patterns of employee knowledge sharing in the form of suggestions for reducing costs and improving productivity submitted as part of a gainsharing reward system in two organizations. Combining insights from recent studies that use employee risk sharing and organizational learning frameworks to understand how gainsharing programmes work, we propose that employees' willingness to share high-risk (second-order-learning) knowledge with management is affected by the degree of labour–management co-operation and trust. Specifically, we hypothesize that union support and involvement in gainsharing affects employee knowledge sharing by increasing employees' initial acceptance of the compensation risk associated with gainsharing and by facilitating employee willingness to take on additional compensation and employment risk over time. We test these hypotheses using time series data on employee suggestions and gainsharing performance at two locations with similarly structured gainsharing plans but different levels of labour–management co-operation. The results generally support our hypotheses. We conclude by considering the implications of these results for gainsharing design and implementation as well as the broader implications of the effect of HR practices on employee knowledge sharing and knowledge management in organizations.     

产学研间的信任关系与合作模式选择——基于多案例的比较研究

为了克服新进入缺陷和青春期缺陷,新创企业倾向于选择产学研合作,作为其进入市场和获取竞争优势的重要途径。从产学研多元主体间的信任关系与合作模式的匹配角度入手,本文提出了基于算计型信任的点对点式合作模式、基于知识型信任的双向链式互动合作模式和基于认同型信任的协同共生网络化合作模式。并以菁茂生态、长征药业和阳明化工3家典型企业为案例研究对象,比较分析了三种匹配模式在实践应用中的差异性,最后,就新创企业产学研合作模式匹配的动态性提出了三大关注点,包括从经济契约到信任嵌入的演化方向、从个体信任到团队信任的扩散效应、从认知型信任到情感型信任的升华过程。     

The complexity and embeddedness of grief at work: A social-ecological model

Grief – a physical, emotional, and psychological reaction to loss – reflects a fundamental human experience with significant implications for organizations. Although there is a voluminous research literature reflecting the complexity of grief, I argue more could be done to integrate existing work into organizational theory and practice. Grief is not a unidimensional construct and yet research suggests the ways in which organizations support grieving employees often fail to recognize the varieties of their experiences. Effective grief support therefore requires a better understanding of the complex interplay between the individual, interpersonal, organizational, and societal factors that shape the experience of loss. This paper embeds the multi-level forces that influence grief into a social-ecological framework and subsequently applies it to advance the idea that flexibility within social systems is needed to optimize support for grieving employees.     

Supplier empowerment: Mediating situational factors and perceived performance

The understanding of the behavioral and cognitive factors that affect organizations' performance has attracted increasing attention of scholars and practitioners. Based on the literature of psychological empowerment at the individual and the team levels, this study develops the concept of supplier empowerment in the context of purchasing and supply management. Further, this study proposes a research model that explores the role of supplier empowerment as a cognitive concept in mediating the relationship between situational factors (a supplier's process modularity and the mutual trust with its customers/buyers) and the supplier's perceived performance in its operations and customer service. This model is tested with 208 responses from automotive industry suppliers. The findings highlight the importance of empowered suppliers in decreasing inventory levels and increasing order fulfillment performance.