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The purpose of this article is to provide academicians and practitioners alike with a theory-based framework regarding horizontal collaboration in logistics. The proposed tool is based on an incremental perspective, according to two main dimensions: mutual trust among partners and the extent of the cooperation.

This study used a “synthesising” approach to gauge potential contributions previously spread across different streams of research and disciplines that are now integrated into the framework. We conduct a deep literature review to characterise the horizontal collaboration phenomenon along two levels of analysis. In doing so, we examined relevant literature in the field of horizontal cooperation in logistics to critically appraise aims of, impediments to and existing models for horizontal collaboration. Additionally, we reviewed seminal literature of four organisational theories to assess their potential to contribute to the theoretical foundations of the growing topic of horizontal collaboration. Transaction Cost Economics, Social Exchange, Resource Dependence and Social Dilemma represent the theoretical foundations to cast light to how to design and implement inter-organisational horizontal initiatives.

The proposed tool organises horizontal collaborations within three steps for each of the two levels of classification: trust and extent of the cooperation. The organisational theories reviewed play different roles to help in different stages of the horizontal collaboration. Additionally, for each combination of trust/extent of the cooperation coherent pairs of aims of the collaboration and assets that are to be shared are defined.

The article represents the first attempt to analyse horizontal collaboration from within the discipline itself and from the wider field of SCM through other well-established theoretical lenses. The proposed tool has shed some light into the black box of (un)successful horizontal collaboration, but it is theory based – which represents its main limitations – thus, requiring further testing of the research streams suggested in the paper.

The article not only gives insights into theoretical challenges of horizontal collaborations that needs further investigation but is also useful to companies involved in horizontal collaborations by helping define coherent assets that are to be shared to achieve specific goals. In its more theoretical underpinning, the framework can also inspire the partnership philosophy and help sketch a collaborative evolutionary path.

The lack of a theoretically robust landmark that could help understand, design and implement horizontal collaborations has been defined as a major theoretical and practical shortcoming. The article represents the first contribution aimed at filling that gap.

The purpose of this paper is to assess the effects of two types of trust (vertical and horizontal trust) on knowledge sharing (knowledge donating and knowledge collecting) and the impact of knowledge sharing on innovative work behavior (idea generation and idea realization). The study also explores the mediating role of knowledge sharing.

Partial least squares path modeling and data collected from 252 participants at one large Polish capital group were used to test the research hypotheses.

The results showed that both vertical trust and horizontal trust are positively related to knowledge donating and knowledge collecting. Contrary to knowledge collecting, knowledge donating is significantly related to idea generation, which is highly correlated with idea realization. There is no direct relation between knowledge sharing behavior and idea realization. Knowledge donating mediates the relationship between vertical trust and idea generation.

Self-reports and the cross-sectional nature of the data collection are the main limitations of this study.

The results allow managers to better understand what factors and processes contribute to greater employee innovativeness.

To the best of the author's knowledge, the study is the first to examine the relationships among vertical trust, horizontal trust, knowledge donating, knowledge collecting, idea generation and idea realization in an integrated way. This paper answered the questions (1) which type of trust is more important for knowledge sharing, and (2) which type of knowledge sharing behavior is more important for innovative work behavior. This paper investigated whether differences in the strength of relationships between constructs are significant.

The dominant theorisation of the informal economy views participants as rational economic actors operating in the informal economy when the expected benefits exceed the perceived costs of being caught and punished. Recently, an alternative theory has emerged which views participants as social actors operating in the informal economy due to their lack of vertical trust (in governments) and horizontal trust (in others). The aim of this paper is to evaluate these competing theorisations.

To do so, data are reported from special Eurobarometer surveys conducted in 2007, 2013 and 2019 in eight West European countries (Austria, Belgium, France, Germany, Ireland, Luxembourg, the Netherlands and the United Kingdom).

Using probit regression analysis, the finding is that increasing the expected likelihood of being caught and level of punishment had a weak significant impact on the likelihood of participating in the informal economy in 2007, and there was no significant impact in 2013 and 2019. However, greater vertical and horizontal trust is significantly associated with a lower level of participation in the informal economy in all three time periods.

The outcome is a call for a policy to shift away from increasing the expected level of punishment and likelihood of being caught, and towards improving vertical and horizontal trust. How this can be achieved is explored.

Evidence is provided in a Western European context to support a shift away from a rational economic actor to a social actor approach when explaining and tackling the informal economy.

This study aims to generalize the research findings about the impact of individualism-collectivism, ethical idealism and inter-personal trust on ethically questionable negotiation tactics, such as pretending, deceiving and lying, in a Germanic culture, namely, that of Austria.

Survey questionnaires translated from English to German were collected from 304 respondents. A regression analysis was used to test the contribution of the independent variables to the explanation of negotiators’ attitudes towards questionable negotiation tactics.

The research empirically corroborated a classification of three groups of negotiation tactics, namely, pretending, deceiving and lying, in Austria. Austrian negotiators who scored high on vertical individualism tended to score high on the endorsement of the pretending tactic; those who scored high on horizontal collectivism tended to score low on the endorsement of the deceiving and lying tactics; those who scored high on vertical collectivism tended to score high on the endorsement of the deceiving and lying tactics; and those who scored high on inter-personal trust tended to score low on the endorsement of the pretending negotiation tactic. Idealistic negotiators tended not to endorse the use of pretending, deceiving and lying negotiation tactics.

The study investigated the respondents’ perceptions, rather than their actual negotiation behavior. Findings are limited to Germanic culture.

The study provides negotiators in Austria with a tool that has the potential to predict the extent to which Austrian negotiators would use various ethically questionable negotiation tactics.

This is the first study to present a model of the antecedents of negotiation tactics in a Germanic cultural context, where negotiation studies are limited. This study validates in Austria three questionable negotiation tactics groups of varying severity, which had previously been studied only in non-Germanic cultures. This research significantly contributes to the generalization of a model of the antecedents of the endorsement of questionable tactics across cultures.

The purpose in this paper is to develop a systematic literature review aiming to reveal innovation opportunities associated with the thematic collaboration and trust in the reverse logistics field.

The authors adopted a parallel analysis approach segregating the systematic literature review papers in two groups at NVivo®, collaboration and trust in the supply chain and collaboration and trust in reverse logistics, aiming to explore in the first group of papers insights for innovation on collaboration and trust in reverse logistics. The content analysis strategy was supported by the knowledge exchange theory described in Gravier et al. (2008).

Reverse logistics is hardly dissociated from broader sustainable supply chain management approaches, which make all considerations on collaboration and trust designed for such approaches valuable and valid for reverse logistics. Collaboration and trust concepts in supply chain and in reverse logistics contexts are quite similar, while collaboration/trust is mandatory for managing networks in sustainable approaches and in reverse logistics, as well. Downstream and upstream, the chain disruptive innovation business models may be developed between focal companies and returns system third-party logistics providers, fourth-party logistics providers or end-customers, in a business-to-customer collaboration approach. Several collaboration technologies are listed in three perspectives: knowledge sharing, knowledge generation and knowledge implementation.

This study uses a specific protocol for the systematic literature review, and due to inclusion and exclusion criteria, other protocols can provide different results. The strategy of analysis under the knowledge exchange perspective may give a type of result different from other perspectives.

This research systematizes the existing knowledge on the collaborations and trust, which is a priority basis for reverse logistics, providing insights to researchers and practitioners in the area and identifying an agenda for future studies.

This study aims to investigate the relationship between cooperative and competitive behavioral tendencies and trust of coworkers in organizations. Two main hypotheses were developed. The first hypothesis was that cooperativeness and trust in coworkers is positively correlated. The second hypothesis was that competitiveness and trust in coworkers is negatively correlated.

The sample was 442 Turkish tourism sector employees in a labor-intensive industry. Two scales were used to measure trust in coworkers and cooperativeness/competitiveness. A hierarchical regression analysis was performed to understand how individuals' behavioral tendency affects their coworkers' trust in them.

The findings strongly supported the first hypothesis, in that cooperativeness was positively correlated with trust in coworkers. The second hypothesis was only partially supported because there was no significant relationship between competitiveness and the competency and trustworthiness dimensions of trust. Unselfishness aspect of trust, however, was negatively correlated with competitiveness.

The main contribution of this study is to show that employee cooperativeness and competitiveness can affect trust in coworker relations. However, the measurement of competitiveness and cooperativeness measurement had limitations due to differences in the culture-specific meanings of cooperation and competition. Future research employing mixed methods research is needed to further explain the content of the two tendencies and the relationship between the concepts.

The literature on trust and employee relations tends to focus more on the issue of trust between managers and subordinates while neglecting the complex and multifaceted structure of trust in employee–employer relations. However, new working forms mean that horizontal relations are increasingly important. Therefore, more research is needed to address the tendencies and structures that affect trust in coworkers. This study draws attention to the potential role of cooperative and competitive behaviors in trust in horizontal employee relations.

It is worth focusing on the examination of factors influencing the quality of the work environment. The purpose of this paper is to verify the influence of the HRM system and organisational trust on employee commitment.

The survey was conducted in Poland among 370 employees in organisations from two sectors of the economy: services and industry. The verification of the theoretical model was performed based on structural equation modelling.

Research findings made it possible to successfully verify the model of the relationship between the HRM system (practices, process), organisational trust and commitment. The starting point for trust in an organisation followed by commitment is the HRM system. It seems that the impact of the HRM process on creating organisational trust is higher. Research findings have also confirmed a relationship between each type of organisational trust and calculative commitment based on benefits, which is a strong determinant of affective commitment. Organisational trust is, therefore, an intermediary factor because the organisation must build trust in employees first before they become affectively committed.

Current studies have not examined the issue of a mutual relationship between three constructs: perceived HRM practices and process, organisational trust and commitment. What is more, previous research was confined to the constructs analysed holistically without considering their complexity (different types of trust and commitment). In addition, the authors attempted to enrich Allen and Mayer’s (1991) model with a new aspect of the commitment – calculative, which is linked to the benefits received by employees. The authors also identified the mediating influence of the trust and calculative commitment onto the affective commitment.

The purpose of this paper is to conduct a systematic review of the factors that shape tax morale. A large range of random explanatory variables identified in the literature as determinants of tax morale are synthesised and structured by drawing inspiration from the institutional theory.

To do this, a systematic search has been conducted using a library catalogue which provides access to more than 400 databases.

The finding is that the institutional theory provides a suitable theoretical basis to explore tax morale. Indeed, all the factors until now identified as determinants of tax morale (except the control variables/socio-demographic characteristics) can be categorised either as belonging to formal institutions or to informal institutions. The most salient factor is trust, with both vertical and horizontal trust positively related to tax morale.

The outcome is a call for a more nuanced understanding of not only the effect of formal and informal institutions on tax morale but also how formal and informal institutions interact and alter each other and, consequently, affect tax morale.

The paper seeks to encourage governments to start recognising that as low tax morale arises when a gap exists between formal and informal institutions, they need to design policy measures aimed to reduce this gap, rather than persisting with deterrence measures.

This is the first systematic review of the factors that influence tax morale using an institutionalist lens.

Prior studies argue that social capital is vital for firm growth. Adding to this line of research, this paper provides more evidence regarding the contribution of bonding and bridging social ties to various aspects of small-l and medium-sized enterprise (SME) development. Building on the original data from Russia, this paper investigates the effects of firm-internal and firm-external relational ties on SME performance and geographic expansion. The findings indicate that horizontal bridging ties facilitate specific strategies of SME growth. Thus, this paper supports prior research conducted in the Asian context, and allows for extending the outcomes of bonding and bridging social capital into broader institutional settings. In addition, this study raises the question of relationship between the composition of social capital and distinct organizational characteristics of SMEs. Finally, the paper discusses the implications for future research, and outlines some practical recommendations for SMEs operating in emerging markets.

The purpose of this paper is to examine the mediating role of trust in the relationship of justice and employee engagement (EE) in Indian B-schools.

Multiple regression was carried out on the responses obtained from 320 academics working in different Indian B-schools.

The results showed that vertical trust (VT) partially mediates the procedural justice (PJ) and the EE relationship. Distributive justice, PJ, VT and EE were found to be significantly correlated with each other.

A very important implication from the findings is that the research will help the Indian B-schools engage their employees in a better manner and face the challenging environment. Future research can be carried out on finding the mediating effects of leader member exchange on VT-EE relationships with other levels of higher education.

The current study empirically proved that a good level of PJ leads to a high level of VT and which ultimately results in engaged academics in Indian B-schools.