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1 – 10 of over 10000Benhua Xu, Feng Xu, Cam Caldwell, Geoff Sheard and Larry Floyd
The purpose of this paper is to examine the nature of trustworthiness at an organizational level. A comparison of Chinese and US perspectives facilitated the identified insight…
Abstract
Purpose
The purpose of this paper is to examine the nature of trustworthiness at an organizational level. A comparison of Chinese and US perspectives facilitated the identified insight into the nature of trustworthiness.
Design/methodology/approach
This paper is an exploratory study of cross-cultural perceptions of trustworthiness at an organizational level. A survey was administered to business school students, faculty members and industrial managers in a major Chinese city. Usable data collected from 398 respondents was analyzed identifying significant factors characterizing organizational trustworthiness.
Findings
Seven factors were identified that characterize organizational trustworthiness. These factors were significant for both US and Chinese respondents, with procedural fairness considered most important of the identified factors.
Originality/value
This paper contributes to trustworthiness literature at the organizational level. Prior empirical research is based on data collected from US business school students. This is the first reported study based on a comparison of data collected from Chinese and US participants. Identifying the seven significant factors characterizing organizational trustworthiness has practical value to international employers who work with the Chinese students who will become tomorrow’s Chinese employees.
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Bradley Olson, Yongjian Bao and Satyanarayana Parayitam
The purpose of this paper is to examine the effects trustworthiness can have on the perception of organizational politics and organizational outcomes. Most studies on…
Abstract
Purpose
The purpose of this paper is to examine the effects trustworthiness can have on the perception of organizational politics and organizational outcomes. Most studies on organizational politics examine the negative effects of organizational politics on organizational outcomes such as organizational commitment. This study focuses on moderators that can decrease these negative effects.
Design/methodology/approach
The organization landscape consists of Chinese organizations, with a total of 249 employees who were surveyed in 2009. Multiple and moderated hierarchical regression were used in the analyses.
Findings
The results show that trustworthiness moderates the negative effects of organizational politics on job satisfaction, affective commitment and normative commitment. These findings support the importance of combating the negative effects that are in most, if not all, organizations.
Originality/value
This study uses as its sample an Asian culture that has been under-represented in organizational politics studies, as the majority of these studies are conducted in North America. Yet, organizational politics likely occurs in organizations worldwide.
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Alper Ertürk and Taner Albayrak
The purpose of this paper is to explore the mechanism through which perceived empowerment practices in a firm influence employees’ organizational identification. Specifically, the…
Abstract
Purpose
The purpose of this paper is to explore the mechanism through which perceived empowerment practices in a firm influence employees’ organizational identification. Specifically, the authors posit the mediating role of leader‒member exchange (LMX) and the moderating role of leader trustworthiness in the relationship.
Design/methodology/approach
Data were collected through survey from 236 white-collar employees working in 20 private companies in Turkey. The authors tested the model using hierarchical regression and conditional process analysis.
Findings
Findings of this study are as follows: first, LMX mediates the relationship between empowerment practices and organizational identification, second, leader integrity, a dimension of trustworthiness, moderates the relationship between empowerment practices and LMX and the relationship between LMX and organizational identification and, third, leader integrity moderates the indirect effect of empowerment practices on organizational identification via LMX. These direct and indirect effects are stronger when leaders have higher integrity than when they have lower integrity.
Originality/value
This study enhances the understanding of the mechanism through which empowerment practices influence employees’ organizational identification.
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Samuel Ogbeibu, Abdelhak Senadjki and Tan Luen Peng
The purpose of this paper is to elicit a conceptual understanding of the moderating effect of trustworthiness on the relationship between organisational culture and employee…
Abstract
Purpose
The purpose of this paper is to elicit a conceptual understanding of the moderating effect of trustworthiness on the relationship between organisational culture and employee creativity.
Design/methodology/approach
This study is theoretical in nature and draws conceptual insights from an integration of theoretical and conceptual underpinnings: the competing values framework, trustworthiness from the integrative model of organisational trust and the componential theory of individual creativity.
Findings
Trustworthiness plays a major role in influencing the degree at which managers engender employee creativity. This study postulates that clan and adhocracy organisational culture dimensions have a positive impact on employee creativity, while market and hierarchy organisational culture dimensions have negative impacts on employee creativity. Employee creativity would be engendered if organisational cultures are tailored towards improving the ability of employees. Engendering of employee creativity is contingent on an acceptable degree of benevolence and integrity expressed between managers and their respective employees.
Originality/value
By integrating several methodological underpinnings to produce a multidimensional model for engendering employee creativity, from the lens of a supportive organisational culture, this study offers novel insights for both managerial practice and actions.
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Cam Caldwell and Linda A. Hayes
The purpose of this research is to propose and empirically test hypotheses concerning the influence of leadership behaviors on interpersonal perceptions of trustworthiness.
Abstract
Purpose
The purpose of this research is to propose and empirically test hypotheses concerning the influence of leadership behaviors on interpersonal perceptions of trustworthiness.
Design/methodology/approach
Survey research is employed to assess the dimensions of leadership behavior and dimensions of trustworthiness and to determine the relationships among the leadership behavior dimensions and trustworthiness dimensions.
Findings
Factor analyses support previous research advocating three dimensions of leadership behavior (relationship development, resource utilization, and image management) and three dimensions of trustworthiness (ability, benevolence, and integrity). A structural model (LISREL), testing the relationship among the three leadership behavior dimensions and the three trustworthiness dimensions, shows that image management influences perceptions of all three dimensions of trustworthiness, and relationship development influences the benevolence dimension of trustworthiness. Using analysis of variance, the research finds that younger individuals view leaders as being more trustworthy than older individuals do.
Research limitations/implications
The limitations of this study include a survey research methodology and a sample of university students.
Practical implications
There are consequences to leaders' actions. This study shows that perceptions of trustworthiness can be influenced by leadership behavior.
Originality/value
Past research suggests that trustworthiness is an important component of a successful organization. This research supports the hypothesis that leadership behavior affects perceptions of trustworthiness, which is important to researchers and managers interested in how the behaviors of leaders influence other areas of the organization.
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Malayka Klimchak, A.K. Ward Bartlett and William MacKenzie
The purpose of this study is to explore factors that help to determine employee trust in and affective commitment toward the organization.
Abstract
Purpose
The purpose of this study is to explore factors that help to determine employee trust in and affective commitment toward the organization.
Design/methodology/approach
Data for this study were collected using surveys administered to employees of a company located in the southeastern United States. The final sample included 391 matched supervisor–subordinate dyads.
Findings
We found organizational signals of trustworthiness led to affective commitment through increased levels of employee trust. Employees and supervisors who perceived HR professionals to be competent, who felt organizational information distributions were of high quality and who felt the organization disclosed relevant information exhibited higher levels of trust in the organization. Employees showed higher affective commitment when they trusted the organization. We found that supervisor trust directly impacted subordinate affective commitment as well.
Originality/value
These findings help extend signaling theory from the attraction of employees to their retention and help researchers and practitioners alike to understand the organizational trust- and commitment-building process.
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Sanjit Kumar Roy and Vaibhav Shekhar
The purpose of this study is to identify the underlying dimensions of trustworthiness of financial service providers in the Indian retail banking sector and to model…
Abstract
Purpose
The purpose of this study is to identify the underlying dimensions of trustworthiness of financial service providers in the Indian retail banking sector and to model trustworthiness as a set of second‐order factors. The study replicates and extends the work of Ennew and Sekhon in the Indian context.
Design/methodology/approach
Using the trustworthiness scale developed by Ennew and Sekhon this study identifies six first‐order factors of trustworthiness for retail bankers in India using exploratory and confirmatory factor analysis. Then the study modeled trustworthiness as a set of three second‐order factors using second‐order confirmatory factor analysis.
Findings
The first‐order factors obtained for trustworthiness of retail bankers are customer orientation, integrity and honesty, communication and similarity, shared values, expertise, and ability and consistency. The second‐order confirmatory factor analysis resulted in three higher order factors namely, competency, openness and benevolence.
Practical implications
The various dimensions of trustworthiness should be viewed as levers for improving a bank's trustworthiness in the minds of its current customers. At the same time, these dimensions will help them in reflecting an image of trustworthiness in the minds of its potential customers. Establishment of trustworthiness as an element of corporate image will provide competitive advantage to the service firms and improve their financial performance.
Originality/value
The research tests for the reliability and validity of the trustworthiness scale of Ennew and Sekhon. This study provides a window to the dimensions on which retail bank customers in an emerging economy such as India perceive a retail bank's trustworthiness. Furthermore, this study is an attempt to model trustworthiness as a set of second‐order factors.
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Most business organisations try to create and maintain trustful relationships with their various stakeholders. Among all, sustaining a trustful relationship with employees has…
Abstract
Purpose
Most business organisations try to create and maintain trustful relationships with their various stakeholders. Among all, sustaining a trustful relationship with employees has been particularly important for organisations. However, due to the multidimensional structure and changing nature of concept across settings, it is difficult to identify what makes an organisation trustworthy for its employees. The purpose of this study is to analyse the concept of organisational trust and identify how employees actually define organisational trust.
Design/methodology/approach
In the study, a survey was conducted on a sample of 104 employees who were working in Turkey. Following a qualitative and quantitative approach, the data were analysed to categorise the definitions of respondents according to the theoretical framework.
Findings
The findings of study closely overlap with the relevant literature, but they also extend the scope of definition with including new factors such as reputation management, strategic management or ethics and values. According to results, the perceptions of employees on organisational trust vary depending on their individual and organisational characteristics.
Practical implications
The study reveals the context depending nature of organisational trust. Developing a wider sense by capturing its full meaning and reflecting the different expectations of employees can increase the trust in organisations.
Originality/value
Based on the detailed review of literature, the study identifies the major dimensions of organisational trust and then reveals the similarities and differences with the literature. The study provides a viable perspective on the concept to capture its meaning in different contexts.
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Sining Kong, Michelle Marie Maresh-Fuehrer and Shane Gleason
Although situational crisis communication theory (SCCT) is centered on rationality and cognitive information processing, it ignores that people are also driven by irrationality…
Abstract
Purpose
Although situational crisis communication theory (SCCT) is centered on rationality and cognitive information processing, it ignores that people are also driven by irrationality and non-cognitive information processing. The purpose of this study aims to fill this gap by examining how gender stereotypes, based on perceived spokesperson sex influence the public’s perceptions of crisis response messages.
Design/methodology/approach
A 2 (industry type: automotive vs daycare industry) × 2 (spokesperson’s sex: male vs female) × 2 (crisis response appeal: rational vs emotional) between-subject online experiment was conducted to examine the effect of gender stereotype in crisis communication.
Findings
Results showed that either matching spokesperson sex with sex differed industry or matching sex differed industry with appropriate crisis response appeal can generate a more positive evaluation of the spokesperson and the organization. The results also revealed under which circumstances, the attractiveness of different sex of the spokesperson can either promote or mitigate people’s perceptions of the organization. Furthermore, when people are aware of a spokesperson’s sex, in a female-associated industry, a mismatching effect of a positive violation of a male-related stereotype overrides a matching effect of a female-related stereotype in crisis communication.
Originality/value
This study is among the first to identify how the gender of a spokesperson and industry type affect publics’ crisis response.
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Mikael Gidhagen and Sabine Gebert Persson
The purpose of this paper is to develop a conceptual model for explaining insurance customers' intentions towards using the internet as a channel for communication and interaction…
Abstract
Purpose
The purpose of this paper is to develop a conceptual model for explaining insurance customers' intentions towards using the internet as a channel for communication and interaction with insurance companies by integrating Technology Acceptance Model (TAM) and trust.
Design/methodology/approach
The paper seeks to conceptually develop an integrated framework for studying and measuring the perceptions of customers towards using the internet as a source of communication and interaction. The TAM model is taken as a point of departure where trust and trustworthiness, being essential in insurance relationships, have been included in the model. Trust is divided into perceived competence, perceived benevolence and perceived integrity, which in turn affect whether the customer will find the firm trustworthy or not. A second dimension that is developed in this paper is the disposition to trust, which is defined as a customer‐related factor. This disposition to trust is in turn affected by the customer's internet knowledge and product knowledge.
Findings
The paper contributes by developing the model for understanding and explaining factors that affect customers' attitudes and intentions towards on‐line interactions. By emphasizing internet‐, customer‐ and Ffrm‐related factors, it would arguably be possible to explain factors that affect trust, and trustworthiness, as well as the customer's attitudes towards the organization and the communication and distribution channel while also integrating the customer‐specific factors.
Research limitations
The model developed in this paper is conceptual and needs to be tested empirically.
Originality/value
The findings of this paper will serve as a basis for further research aiming at answering the research question on what factors affect customers' attitudes towards using the internet as an interface within the financial services sector. It also contributes to practices by identifying and defining factors that can affect trust in relationships as well as the choice of communication and distribution channels depending on customers' attitudes.