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This study aims to examine whether and how voluntary accounting disclosures can repair individual donors’ trust in a charity after negative events.

The authors adopt a qualitative research approach and conduct 32 semi-structured interviews with active Australian individual donors, with a hypothetical vignette design. Hypothetical negative events and corresponding accounting disclosures are presented to participants during interviews.

Three types of individual donors are identified based on their decision-making patterns after negative events and primary trust relations with a charity-reasoned donor (giving-decision based on their analysis of the situation, competence-based trust), generalist donors (giving-decision based on trust in the charitable sector, institution-based trust) and emotional donors (giving-decision based on feelings and emotions about the charity, integrity-based trust). The research suggests that accounting disclosures can repair trust damage for reasoned donors and support institution-based trust for generalist donors, but do not seem able to repair trust damage for emotional donors and can potentially damage trust further.

Overall, the findings suggest that a one-size-fits-all approach to communicating with individual donors after negative events is not likely to be very effective in repairing trust. Instead, charities may need to adapt disclosures to their different types of individual donors.

While prior accounting studies have largely focussed on how charity managers themselves grapple with accountability or how negative events impact charitable donations, the authors demonstrate how accounting disclosures can play different roles in the trust-repairing process for different types of individual donors.

Although a great deal of research has focused on the effect of trust on conflict, little research has examined the impact of conflict on trust. The purpose of this paper is to present a model that investigates the relationship between conflict types (task, relationship and process), conflict features (intensity and duration), communication openness (CO) and workplace trust.

Data were collected from 510 employees from public sector organizations. The authors tested the direct effects of the hypothesized links with linear regressions while the mediation effects were tested using the Sobel test. Finally, the authors followed Kenny and Baron's procedure to test the moderation effects.

Results from the regression analyses confirm that conflict features (intensity and duration) fully mediated the link between conflict types (task, relationship and process) and trust, while CO moderated the relationship between conflict features and trust. In addition, prolonged conflict duration was linked with trust. Implications of the findings are discussed.

The study is cross sectional and some of our scales have few items. In future, more robust scales in a longitudinal study should be used to further deepen our understanding of the association between the variables in our model. In addition, we have studied the concept of trust as perceived by the employees without distinguishing between high‐ and low‐trust perceptions. Future studies should compare levels of trust associated with the different types of conflict and especially varying magnitude of conflict intensity (e.g. low, mid and high) at different times.

The study provides new insights into the influence that conflict (task, relationship and process) may have on trust and the moderating role of CO in the link between conflict and trust. The paper also offers a practical assistance to group members and leaders that are interested in building trust especially in the presence of conflict.

This paper aims to identify a typology of corporate misconduct affecting trust; to test the relative ability of individual misconducts to reduce trust and; to explain differences in how individuals respond to corporate crises.

The main research design uses conjoint analysis. Respondents (n = 404) rated eight combinations of six types of misconduct, identified from prior work on trust as likely to reduce trust. Initial levels of trust were established by varying both country of origin and product type.

The importance ranking for the six types was consistent across most conditions, with “bending the law” and “not telling the truth” as the most salient and “acting unfairly” and “acting irresponsibly” as the least salient in damaging trust. The characteristics of the respondent influenced the effect size.

As loss of trust represents loss of reputation, understanding how and when the framing of misconduct damages trust is important in managing reputation risk. The impact of any report of misconduct can be moderated if attributed by a company, the media or the individual, to a type that is less damaging to trust.

This study adds to our understanding as to why individuals respond differently to corporate misconduct, and contributes to prior work on reputation damage. The typology of corporate misconduct developed and tested here offers a different framework for researchers and practitioners with which to explore loss of trust and to develop existing crisis communication theory.

Trust within hawala networks (HN) (a type of deeply embedded informal value transfer network) has been associated with minimal bureaucracy, relationship versatility and low operational costs. In the absence of formal governance structures, HN business relationships largely depend on trust as a control mechanism that brings operational efficiency and transactional effectiveness. However, a basic and a static view of HN business trust has been reported. This paper aims to track the progress and development of trust within HN. More specifically, this paper charts HN relationship trust transformation from inception to maturity. Social exchange theory (SET) and Dwyer et al. (1987) topology of formal business relationship development were used as conceptual frameworks to study development of trust within HN.

Twenty-five in-depth interviews were conducted with HN members in the South Asia region. Chain referral sampling was used to contact and recruit suitable respondents within the semiscattered HN. The data were collected from practicing and retired HN members from Qatar, Saudi Arabia and Pakistan. The data were analyzed using keyword categorization and further substantiated, and validated, by NVivo analysis.

Four types of trust (i.e. calculative, verifiable, reciprocal and earned) were identified in HN relationships. It was revealed that trust progressed in a stepwise fashion from calculative trust (basic trust form) to earned trust (ultimate trust form). SET explained the progression of trust in terms of key drivers of different trust types at various stages of HN exchanges and relationships. In addition, it was observed that HN trust development followed Dwyer et al. (1987) topology of business relationship development.

This study extended the oversimplistic treatment of trust within HN by looking into its different types and its transformation over time. More specifically, this research provided an insight into how various types of trust were used within deeply embedded informal business networks to maintain and nurture business exchanges.

The purpose of this paper is to examine the mediating effect of trust on the relationship between the type of information exchange (IE) and information disclosure (ID) on social networking web sites (SNWs).

Constructs were developed for type of IE and trust. To understand the mediating role of trust a mediation analysis was conducted. To test for mediation effects, the four step procedure of partial mediation analysis was used.

There was found to be a partial mediating effect of trust on the relationship between the type of IE and ID on SNWs.

Since the basis of formation of the communities is similarities, when there is trust amongst the community members they would not post false profiles but real profiles and the extent of ID would be higher.

In most of the studies it is suggested that the type of exchange and trust is dependent upon information disclosure, as against the study in which we found that it is the type of exchange and the trust which lead to increased ID.

Considering the significance of customer satisfaction and commitment in the competitive banking industry of developing countries, the purpose of this paper is to investigate the alternative relationships of satisfaction with various types of commitment, benefits, quality and trust. It also attempts to identify the interrelationships among three types of trust, namely, competence, contractual and goodwill, as well as affective, calculative and normative commitment.

Structural equation modelling (AMOS-based) is used to analyse data collected from a survey of 212 bank customers in Bangladesh.

Findings show that satisfaction has a significant impact on affective, calculative and normative commitment, as well as on competence, contractual and goodwill trust. While core and relational service qualities, and confidence and social benefits influence the level of satisfaction, tangible service quality and special treatment benefit seem to have no significant effect on satisfaction. Finally, all three types of trust are found to have a strong influence on affective commitment; however, contractual trust and competence trust are found to have no impact on calculative and normative commitment.

The paper provides insights for bank management in order to understand the relative importance of each type of trust, commitment, quality and benefit, and their relationships with satisfaction.

It is the first to take the initiative to test a large range of relationships in a single study to better understand customer satisfaction in the banking industry in a developing country context.

The purpose of this paper is to examine consumer attitudes and purchase intentions toward three major retail types within China‐department stores, independent specialty stores, and franchising/chain specialty stores. Of particular interest is perceived risk of purchase, the relative importance of frontline sales staff, trust, and the relationships among satisfaction, trust, and customers' commitment to the salesperson.

Data were obtained by a street intercept personal interview survey from 554 Chinese consumers to test hypotheses about consumer behavior and attitudinal reactions to the three types of retail store formats. Personal interviews were conducted in four urban cities, each in a different region of China. Two measures of trust were studied – affective trust and cognitive trust.

There was a difference in perceived risk in purchasing from the different types of stores, but the importance of the frontline salesperson's influence on consumers did not differ. Increased satisfaction by consumers with the salesperson leads to a higher level of both cognitive and affective trust. Intention to maintain a relationship with the salesperson is positively related to both types of trust.

This study is the first to examine three major types of retail institutions in China and how trust in retailer salespersons is linked to customer satisfaction.

This article examines the differential effects of two types of trust (affect based and cognition based) and two types of feelings (ganqing and jiaoqing) on different knowledge-sharing processes (seeking, transfer, and adoption) among Chinese employees. The influences of these different types of trust and feelings on Chinese employeesʼ propensities to seek, transfer, and adopt explicit and tacit knowledge are also analyzed and discussed. The analysis shows affect-based trust increases knowledge transfer, while cognition-based trust is more important to knowledge seeking and adoption. Affect-based trust alone can facilitate the different processes of sharing explicit knowledge. Effective sharing of tacit knowledge, on the other hand, requires the simul-taneous support from affect-based trust and cognition-based trust. Ganqing and jiaoqing are also important in knowledge transfer and adoption. Either feeling may increase the likelihood to seek, transfer, and adopt explicit knowledge by itself. The influences of both feelings on tacit knowledge seeking, transfer, and adoption hinge on the presence of cognition-based trust.

The purpose of this paper is to study how different types of trust develop and change over time in the collaboration between an organization and its board.

This paper is a response to a recent call to apply the concept of trust in understanding the collaboration between a public organization, its board, and other stakeholders. Here, the authors study a single case, and based on a longitudinal in-depth case study method covering the period of 2003–2015, the authors have conducted 27 interviews, including the CEO and all the board members.

The authors introduce and advance the concept of trust in the public sector literature on board work. This paper shows that trust is complex and multidimensional at different units of analysis. The types of trust discussed in this paper are cognitive, affective, contractual, competence, and goodwill. Different types of trust are developed to make the collaboration between a governed organization and its board to work.

Because this paper uses the case study method and only studies one single case, the findings of this paper might be questioned on the issue of generalization.

The authors conceptualize and adopt trust as a multidimensional, dynamic concept, and with different units of analyses, capture the nature of the collaboration between a public organization and its board, and its complexity.

This paper aims to answer following three important but not well-answered or unanswered questions in the extant trust literatures: What is the true magnitude that trust impacts on performance? Is there any consistency among the effects of trust on performance at different levels? How does vertical distance affect the trust-performance relationship?

It captures the law between trust and performance at different levels by conducting a meta-analytic examination consisting of 238 independent empirical studies, 586 effect sizes and 110,576 independent samples.

It makes a periodic conclusion that trust significantly promotes performance. Specifically, trust not only has stronger positive correlation with team performance than individual and organizational performance inside organization, but also strongly facilitates organizational performance between organizations. Moreover, consistency exits in the effects of trust on performance at different levels. On one hand, trust has stronger positive correlation with performance of contextual type than performance of innovative type than performance of task type at different levels. On the other hand, promotion effect of trust on performance strengthens when the vertical distance between trustors and trustees diminishes. Additionally, three potential moderators including publication status, measurement tool and common method variance moderate the focused relation, but moderating effect is not thorough for regional culture. Moderating directions of the above four potential moderators are highly consistent.

This paper answers the three important but not well-answered or unanswered questions.