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This study aims to empirically examine how the perception of social capital in work teams motivates individuals to proactively seek tacit knowledge from teammates and the subsequent impact on individual creative performance. In addition, it offers an empirical validation of interrelationships between the different sub-dimensions of social capital.

A questionnaire-based survey was used, and data were collected from 437 professionals working in the information technology (IT) sector. Structural equation modelling (SEM) using AMOS 22 was used for hypothesis testing.

As per the findings of the study, all social capital dimensions, except shared language and benevolence-based trust, demonstrate a significant positive influence on tacit knowledge-seeking behaviour of employees. The results also provide evidence that point to a significant positive relationship between tacit knowledge-seeking behaviour and the creative performance of employees. Further, a significant positive interrelationship between different social capital dimensions is confirmed.

As per the findings of the study, all social capital dimensions, except shared language and benevolence-based trust, demonstrate a significant positive influence on tacit knowledge-seeking behaviour of employees. The results also provide evidence that point to a significant positive relationship between tacit knowledge-seeking behaviour and the creative performance of employees. Further, a significant positive interrelationship between different social capital dimensions is confirmed.

The main purpose of this paper is to investigate the effect of benevolence-based, competence-based and integrity-based trust in peers on the employees’ voluntary knowledge contribution and knowledge seeking with them. In addition, this study aims to explore how engaging in knowledge-contribution and knowledge-seeking behavior with peers influences an individual’s creative performance at work.

A questionnaire-based survey was used and data were collected from 401 professionals working in information technology companies. Structural equation modeling was used to test the hypotheses.

Benevolence-based trust and competence-based trust positively influence the extent to which individuals voluntarily engage in knowledge contribution and knowledge seeking with peers. Contrary to expectations, integrity-based trust has a negative effect on knowledge-seeking behavior at workplace. The results also provide evidence for a significant positive relationship between both types of knowledge sharing behavior and employees’ creative performance.

The present study differs from existing studies by offering a theoretical model that integrates different types of knowledge sharing, its antecedents and the differential impact on employee creativity. The model incorporates the knowledge-seeking dimension of individual knowledge sharing behavior, which has received relatively less attention in extant literature, and provides a conceptual comparison of different behavioral contexts in a single study. While prior studies have predominantly explored the antecedents of knowledge sharing, this study is among the few that have simultaneously looked into the outcomes of knowledge sharing at individual level.

The continuous impact of the pandemic and the downturn of the global economy have brought new challenges to the tourism industry. In this context, effectively attracting consumers and improving user stickiness are the top priorities of tourism platform companies. This study explores the impact of ethical concerns raised by new issues under the multi-governance environment on user stickiness. Based on the trust theory, the authors provide solutions for tourism platforms.

This study adopted a quantitative approach, gathering survey data via an online platform. A total of 400 participants were investigated, and 356 valid questionnaires were returned, with a recovery rate of 89%. Questionnaires that did not meet the inclusion criteria were excluded, leaving 298 valid responses.

Studies have found that consumers' ethical concerns about platform companies are key factors affecting user stickiness, and among these, consumer trust plays a mediating role. They have found that corporate social responsibility (CSR) behaviours help alleviate ethical concerns and improve trust in enterprises. At the same time, enterprises should properly control the number of platform collaborators, and excessive platform cooperation negatively moderates the impact of consumer ethical concerns on competence-based trust.

This study complements the deficiency of previous research with regard to ethical concerns in a multi-governance environment. These findings indicate that subject diversity exacerbates the negative impact of ethical concerns on consumer trust; however, CSR alleviates the impact of ethical concerns on consumer trust.

This study examines the trust-repair practices after organizational change.

Previous research on this topic is limited, so an abductive qualitative research approach was adopted. The data were collected from key informants through focus group discussions and interviews.

Beyond previous research findings, this study identified that employee trust can be repaired after benevolence-based trust violations by enforcing ethical behavior and fostering managers' emotional intelligence and after competence-based violations by fostering the sense-making process and by involving third parties in trust recovery. In addition, transparent information sharing and strong management actions predict positive trust outcomes in a change context.

This paper makes three key contributions to the literature on organizational trust by (1) identifying trust violations after organizational change, (2) proposing a process model on trust repair and (3) extending understanding of trust repair practices by revealing new elements.

This study provides practical information from a real work context and can improve managers' understanding of active trust-repair practices.

This paper outlines active trust-repair practices in an organizational change context and expands the current theory by presenting novel insights into organizational trust repair. In addition, this paper contributes to the trust-repair literature by proposing promising avenues for future trust repair research.

The purpose of this paper is to understand how fairness garners loyalty by breeding trust in the pharmaceutical wholesaler‐pharmacy relationship. Specifically, the paper seeks to understand if the two dimensions of fairness – procedural and distributive – contribute differently in fostering the two types of trust – credibility and benevolence. The paper further aims to examine how the two dimensions of trust mediate the fairness‐loyalty relationship.

Data from 156 retail pharmacies on their relationship with the pharmaceutical wholesalers are used to test the hypotheses. The mediation models are tested using the Barron and Kenny procedure.

The findings of this paper show the importance of both procedural and distributive aspects of fairness on the part of pharmaceutical wholesalers as perceived by the pharmacies. Each aspect of fairness plays a more prominent role for fostering a particular type of trust, which, in turn, leads to loyalty.

Future research may investigate the antecedents to fairness to unearth additional insights as to how organizations can manage their customers' perceptions of fairness and thereby enhance their trust and loyalty.

Pharmaceutical wholesale is a competitive business to retain pharmacies by building loyalty thus balancing pharmacies' dependence on the more powerful pharmaceutical manufacturers in the pharmaceutical supply chain. Given the intense competition, the wholesaler that does a superior job in creating a competitive advantage leveraging fairness to engender trust will get to benefit in recruiting and retaining more pharmacies.

This paper contributes to the fairness‐trust‐loyalty stream of literature by examining the mediation effects at the sub‐dimension level of the fairness and trust constructs. The paper also has practical implications, especially given the low gross margins for pharmaceutical wholesalers and the growing threat of direct distribution of pharmaceuticals or disintermediation by the manufacturers using third party logistics companies, such as united parcel service. The paper shows how wholesalers may be able to build loyalty with the pharmacies by signaling fairness and fostering trust.

The purpose of this paper is to apply insights from social role theory to trust repair, highlighting the underexplored implications of gender. Trust repair may be more difficult following violations that are incongruent with the transgressor’s gender role.

This paper reviews research on trust repair, particularly Kim et al.’s (2004, 2006) discovery that apologizing with internal attributions is best for ability-related violations and denying responsibility is best for integrity-related violations. Propositions about trust repair are grounded in attribution and social role theory.

Trust violations may incur a bigger backlash when they are incongruent with gender roles, particularly for individuals in gender-incongruent professions and cultures with low gender egalitarianism. Men may find ability-related violations more difficult to repair. Women may find repairing benevolence and integrity-related violations more difficult. When apologies are offered, attributions that are consistent with gender roles (internal attributions for men, external attributions for women) may be most effective.

Gender can be a relevant factor in trust repair. Policies and training addressing conflict should consider how these differences manifest.

Gender role differences have largely been overlooked in trust repair. By integrating social role theory and exploring benevolence-based violations, this paper offers a more complete understanding of trust repair.

This paper aims to explore the efficiency of various customer trust repair efforts for high-risk products that are closely related with the safety and health of customers after negative publicity. Many corporations are suffering from the crisis of customer trust after negative publicity in China in recent years.

Taking the Chinese dairy industry as the research context, this research adopted quantitative survey methodology using self-administered questionnaires to collect data of 204 dairy consumers in mainland China. Hypotheses tests were conducted using structural equation modeling.

The results reveal that, for the high-risk products, affective repair has positive effect on benevolence-based trust and integrity-based trust, and informational repair has strong positive relationship with competence-based trust and integrity-based trust. Surprisingly, there are no significant relationship between functional repair and three factors of trust. In addition, all three trust factors positively affect repurchase intention.

This paper is among the first to examine and confirm the efficiency of various customer trust repair efforts for high-risk products after negative publicity. The findings of this paper provide the high-risk product companies with guidance about how to repair customer trust after negative publicity.

In this paper, the authors describe the step-by-step approach used to develop a trust-repair construct and a valid measurement scale for assessing employee perceptions of the most effective employee trust-repair practices.

The initial employee trust-repair scale (ETRS) was completed by 282 employees of a non-profit organization and validated by 101 employees of the administrative unit of the Finnish Army.

The 14-item seven-factor model was found to be reliable, valid and stable across the samples.

This study contributes to the current literature on trust repair by presenting the first validated measure for employee trust repair.

The findings provide a valuable instrument for practitioners to assess the state of employee trust-repair practices.

To the best of the authors’ knowledge, this is the first study in an organizational context demonstrating an operationally valid and comprehensive measure for employee trust-repair practices.

This study aims to explore the combined strategies leading to successful repair of two types of trust in Chinese construction projects and provide an effective guidance and control trust repair in construction projects. During the research period, the author interviewed 150 managers from 50 Chinese construction projects and collected details of 125 violations. The research examines the effect of combined strategy of trust repair in Chinese management scenario.

This study adopted a mixed, quantitative, qualitative and exploratory approach. The author first extracted six strategies, namely, apology, denial, penance, communication, promise and compensation, from the literature review and generalization. Then, the author conducted an interview with 150 managers from 50 China construction projects. And the author analyzed the data through qualitative comparative analysis (QCA).

When competence-based trust is broken, violators should adopt communication and promise, demonstrate their competence and qualification, and change the attributions of competence from the trustor. When integrity-based trust is broken, violators should apologize, actively admit the mistake, show a positive attitude and seek the forgiveness from the trustor. After reconstructing trustors' perceptions of competence or integrity, violators should also make a promise to trustors for the future. The result of this research not only illustrates the sufficiency and necessity of a single strategy for trust repair but also explores the combination of trust repair strategies that rebuild the trust.

This study is limited to 50 construction projects in the Chinese construction context, so conclusions are limited in application. Data used in this research did not provide an in-depth analysis of trust repair failures. Thus, additional research is needed to explore why trust was not repaired. The study is also limited to examining the Chinese construction project organizations only, and future studies should incorporate organizations in other nations and regions.

Compared with using a single strategy, a combined strategy provides a contribution to the future practice of repair broken relationship between construction project organizations. This research helps to organize decisions and benefits managers, from Chinese owners and contractors, in choosing which of these strategies repair trust. The author also provides a specific combination of strategies to repair relationships for international companies that have conflicts with Chinese construction companies.

This research is among the early studies in China that preliminary examines the combined strategy of trust repair between Chinese owners and contractors by using causal attribution theory and QCA. This study makes a valuable contribution toward combined strategy in construction project and the knowledge system of trust repair. Future studies could build on the findings from the current study to develop a cross-cultural research on trust repair.

This paper seeks to add to the research on the role of cognitive and affective trust in promoting knowledge sharing between executives and consequently establishing an organizational learning environment.

This paper examines the influence of one conceptualization of trust, one that has two sub‐constructs – affective (emotional) trust and cognitive (rational) trust – on knowledge sharing among 157 marketing and sales executives.

The results indicate that affective trust is more important than cognitive trust in sharing interpersonal knowledge, but cognitive trust is more important in creating an organizational learning environment.

The scope of this study was limited to the marketing and sales functions in business to consumer companies. Knowledge sharing is an acute issue in this industry and the results may not be completely applicable to less competitive industries or business functions. Therefore, researchers are encouraged to test the proposed propositions further in other industries and business functions.

The results indicate that organizations should focus on organizational processes which promote both affective and cognitive trust. Such processes include job rotation to improve cognitive understanding and employee screening for affective trust traits.

To date, much of the planned organizational learning efforts have been focused on outside interventions (i.e. training seminars, meetings, etc.) that have value but are limited in their ability to generate sustained levels of trust. To increase knowledge sharing and consequent organizational learning benefits, results of this study indicate that organizations should encourage cognitive and affective trust building endeavours.