Organizational Trust

Trust influences charitable-giving behavior. However, prevailing theoretical discussion and empirical study of the effects of trust suffer from confusion over different dimensions of trust. In addition to the distinction between particularistic trust in individual organizations and generalized trust in unknown others, we differentiate generalized trust in strangers, institutions, and charitable organizations writ large. An empirical analysis concentrates on the latter two, finding that charitable confidence directly influences charitable giving while institutional trust does not. We assert that the influence of charitable confidence on giving may help explain how individuals previously unaware of particular organizations or brands may be susceptible to cold calls and solicitations.

The integration of distributed renewable resources relies increasingly on 'smart' solutions, requiring data to schedule, control and plan the operation of distributed assets within future energy systems. Such data can include household and even personal information. Personal location data can give valuable insights with relevance for energy consumption. Movement patterns and occupancy states help with scheduling of appliances, heating loads or storage, and other applications may yet emerge. Many smart home business models rely on data for their service provision. The potential upsides from the use of personal location data are met with growing concerns over information privacy. We present results from a representative UK survey on attitudes towards location data sharing. Our findings suggest that many of the resulting service benefits are widely appreciated. However, trust in the organisations delivering them is low and may inhibit their uptake. Less than 20% of people are were willing to share their location data with an energy utility. In addition, the sense of control over location data appears low. Only 15% claim to understand who had access to their location data and 70% of participants feel that these settings are outside their control. These findings pose challenges for policy and regulation of data access. We make policy recommendations that seek to ensure smart solutions are not inhibited by a lack of public trust. In some cases this may require default settings that better match public expectations of data sharing defaults.

The intensity of competition emerging in each area with globalization directly affects businesses. In order to  be  able  to  sustain  their  continuity  in  this  intense  competitive  environment,  enterprises  have  to understand  their  organizational  structures  and  increase  their  employees'  satisfaction.  Businesses  can increase the satisfaction of their customers as long as their employees keep the pleasure they have at the top  level.  Increased  customer  satisfaction  leads  to  a  competitive  advantage  by  providing  directprofitability  to  the  business.  The  sympathy  that  employees  have  against  their  businesses  is  generally confronted  as  organizational  trust.Transparency  in  administration,  equality  of  justice  and  equality, identification, organizational  culture, loyal commitment, organizational citizenship behavior increase the belief that is givento the organisation. The constant change of the staff for the business is seen as one of the  biggest  obstacles  to  the  establishment  of  organizational  trust.Personnel  circulation has  a  direct negative  impact  on  co-existence  when  considering  the  adaptation  of  new  staff,  the  evaluation  of  work efficiency, the analysis of skills, and the improvement of work efficiency. Employees who are directly in contact  with  customersincrease  profitability,attitudes  and  activities.  Since  employees  are  directly  in contact  with  profitable  customers,  they  are  able  to  represent  their  attitudes  and  activities.  Businesses should  identify  and  increase  their  organizational  trust  and  job  satisfaction  in  order  to  create  a  steady growth  and  competitive  advantage.  In  this  study,  organizational  trust  and  job  satisfaction  are  examined and it is aimed to investigate the effects of organizational trust on job satisfaction. The main purpose of working in this direction is to learn the organizational trust and job satisfaction that the  employees  in  public  and  private  banks  in  Kastamonu  province  and  surrounding  provinces  are perceived.  The  universe  of  the  research  is  the  public  and  private  banks  in  the  provinces  and districts  of Kastamonu.  A  face-to-face  survey  was  conducted  between  16.11.2017  and  01.01.2018  in  order  to determine the perceived organizational trust and job satisfaction. The obtained data will contribute to the establishment of the strategies that will be formed within the scope of organizational trust and employees' job satisfaction of the enterprises and it will contribute to the determination of the analytical information necessary for providing better quality services by increasing satisfaction in the service areas.

Although principals are ultimately held accountable to student learning in their buildings, the most consistent research results have suggested that their impact on student achievement is largely indirect. Leithwood, Patten, and Jantzi proposed four paths through which this indirect influence would flow, and the purpose of this special issue is to examine in greater depth these mediating variables. Among mediating variables, we assert that trust is key. In this paper, we explore the evidence that points to the role that faculty trust in the principal plays in student learning and how principals can cultivate trust by attending to the five facets of trust, as well as the correlates of trust that mediate student learning, including academic press, collective teacher efficacy, and teacher professionalism. We argue that trust plays a role in each of the four paths identified by Leithwood, Patten, and Jantzi. Finally, we explore possible new directions for future research.

The relationship between two variables in a team - interpersonal trust and team performance – was examined. Working teams (N-26) comprising 181 persons (84 female, 97 male) of several organizations participated in this study. It was predicted that higher level of interpersonal trust among team members will lead to high team performance while lower interpersonal trust will lead a team to poor team performance resulting in a positive correlation between the given two variables. Pearson product-moment correlation (Pearson’s r) method was used. Interpersonal trust among team members had a significant positive effect on overall team performance. This study suggested that working teams in organizations can achieve their goal more easily if team members are high in interpersonal trust compared to teams who lack it.

Keywords: teams, interpersonal trust, team performance, team dynamics

This presentation is based on the Reputation Management Certificate Program of the Public Relations Society of America (PRSA) 2017

More info the PRSA Program: http://apps.prsa.org/Learning/Calendar/display/7574/Reputation_Management_Certificate_Program#.WYMbDoSGPIU

This paper employs comparative longitudinal case study research to investigate why and how strong dyadic interfirm ties and two alternative network architectures (a ‘strong ties network’ and a ‘dual network’) impact the innovative capability of the lead firm in an alliance network. I answer these intrinsically cross-level research questions by examining how three design-intensive furnishings manufacturers managed their networks of joint-design alliances with consulting industrial design firms over more than 30 years. Initially, in order to explore the sample lead firms’ alliance behavior, I advance an operationalization of interorganizational tie strength. Next, I unveil the strengths of strong ties and the weaknesses of a strong ties network. Finally, I show that the ability to integrate a large periphery of heterogeneous weak ties and a core of strong ties is a distinctive lead firm’s relational capability, one that provides fertile ground for leading firms in knowledge-intensive alliance networks to gain competitive advantages whose sustainability is primarily based on the dynamic innovative capability resulting from leveraging a dual network architecture.

I diritti di riproduzione e di adattamento anche parziale della presente opera (compresi i microfilm, i CD e le fotocopie) sono riservati per tutti i Paesi. Le riproduzioni totali, o parziali che superino il 15% del volume, verranno perseguite in sede civile e in sede penale presso i produttori, i rivenditori, i distributori, nonché presso i singoli acquirenti, ai sensi della L. 18 agosto 2000 n. 248. È consentita la fotocopiatura ad uso personale di non oltre il 15% del volume successivamente al versamento alla SIAE di un compenso pari a quanto previsto dall'art. 68, co. 4, L. 22 aprile 1941 n. 633. Printed in Italy Stampato in Italia LUIGI NONNE LA FIDUCIE NEL CODICE CIVILE DEL QUÉBEC COME COMPETITORE DEL TRUST SOMMARIO: 1. Introduzione. -2. Genesi e struttura della Fiducie québecoise. -3. Problemi applicativi. -4. Un percorso alternativo nella recezione del Trust angloamericano: il Louisiana Trust. -5. Il Trust e il negozio di destinazione in Italia. -6. La Fiducie québecoise: un modello trapiantabile nel sistema italiano? 1 Cfr. sotto il profilo metodologico le riflessioni di R. ZIMMERMANN, «Double Cross»: ss. 2

Volatile economic conditions are painful for most firms. Firms struggle to survive when market demand is sluggish, uncertainties are high, and credit conditions are tight. Therefore, maintaining and strengthening partnerships, retaining existing customers or finding new ones through innovation, and finding external finance are extremely vital to keep firms alive during volatile economic conditions. In this chapter we argue that trust plays a key role in protecting strong relationships with partners, customers, suppliers, and other actors or when developing new relationships. Trust might help to protect partnerships and establish collaborative relationships by mitigating asymmetric information and free-rider problems, allowing for more open and honest information sharing and restraining opportunistic behaviour.

The terms decentralized organization and distributed organization are often used interchangeably, despite describing two distinct phenomena. I propose distinguishing decentralization, as the dispersion of organizational communications, from distribution, as the dispersion of organizational decision-making. Organizations can be distributed without being decentralized (and vice versa), and having multiple management layers directly affects only distribution – not decentralization. This proposed distinction has implications for understanding the growth of digital platforms (e.g. amazon.com), which dominate the global economy in the 21st century. While prominent platforms typically use machine learning as their core technology to transform inputs (e.g. data) into outputs (e.g. matchmaking services), blockchain has emerged as an alternative technological blueprint. I argue that blockchain enables platforms that are both decentralized and distributed (e.g. Bitcoin), whereas machine learning fosters centralized communications and the concentration of decision-making (e.g. Facebook Inc.). This distinction has crucial implications for antitrust policy, which, I contend, should shift both its analysis and its target of action away from the corporate level and focus instead on the data level. Based on this essay’s framework, I make several predictions regarding the future of competition between centralized and decentralized platforms, the evolution of government regulation, and broader implications for managers in the digital economy and for the business schools charged with their education. I conclude with reflections on the opportunity to revive cybernetic thinking for preventing a dystopian future dominated by a handful of platform behemoths.

This paper provides a general overview of different perspectives and studies on trust, offers a definition of trust, and provides factors that play a substantial role in developing social trust, and shows from which perspectives it can be fostered. The results showed that trust is playing an important role in success for organizations involved in cross-national strategic partnerships. Trust can reduce transaction costs, promotes inter-organizational relationships, and improve subordinate relationships between managers.

Calling All Business Leaders!

Business strategy and information technology are not providing sustainable competitive advantage anymore!

If You Want your Organizational Culture to be a Strategic Weapon You Must Read This Book!

We are well into the 21st century, but we are still running many of our businesses in autocratic ways that are reducing employee engagement, stifling innovation, and lowering financial performance.

Standard of Trust Leadership is about leveraging your business culture through purpose, performance, and relationship capital to flourish in a hyper-connected and hyper-transparent business world.

There is a business case that Leaders in the 21st century must become Relationship Capital Leaders that integrate results and relationships. The majority of a business organization's assets are intangible and earning "relationship capital" is foundational to your success.

Distinguish your business organization and your ecosystem of clients/customers, partners, and suppliers by becoming a standard of trust.

If You Want your Organizational Culture to be a Strategic Weapon You Must Read This Book
Your Organization's Culture Can Be a Competitive Weapon...Is It Today?

Do You Proactively Look Out for Your Stakeholders Interests?
Do you currently measure the ability of your employees to Do-The-Right-Thing in all their client/customer interaction?
Do your Clients/Customers Trust You?

Does Your Business Attract and retain the Star Performing Talent?
Scroll up and grab a copy today.
About the Author
The author Rob Peters is the founder and CEO of the Standard of Trust Group. He has 25+ years of business and business development Leadership experience with such global services leaders IBM and Capgemini. Rob is considered by many to be a trusted resource for assessing and leveraging relationship capital for competitive advantage. In 2002, Rob collaborated with DePaul University to conduct a 5 year study of Chief Information Officers across multiple industries. 98% of 150 CIOs stated that they did not do a good job building relationships with their peers in their companies.

The research findings were so profound that it inspired Rob's purpose and mission to not only find answers on "how" to build high performing social relationships, but also how do you assess, capture, and measure the quality of relationships in this digital and hyper-connected world. His company, the Standard of Trust Group's mission is to free the energies of leaders and their for-profit business teams through the assessment, capture, measurement, and utilization of the greatest asset you can earn in this hyper-connected and morally-interdependent world: "Relationship Capital (RC)". Individual and organizational success has always been greatly determined by the quality of the social relationships offline

Now, in this transparent world, how leaders and business teams connect, collaborate, deepen loyalty, engender trust, and earn relationship capital with their stakeholders is now the source of sustainable competitive advantage.

Rob is also a well-known as a speaker and creator of the Relationship Capital Commitment Platform.

Urban schools are under significant pressure to change. Pressures to reduce dropout rates and improve student achievement, increase graduation and college eligibility rates, and revamp curricular offerings have intensified amid threats of closure, state takeover, and competition for enrollments created by school choice policies. Add to these, state and federal policies inducing teacher merit pay and effectiveness measures, and budget cuts that have significantly hampered district financing, urban schools (and many other schools) face increased uncertainty and instability. The intensification of such vulnerability and uncertainty produce a context within which teachers and principals make decisions that are more or less risky—and can enhance or compromise their trust in each other. This chapter examines trust amid the diverse urban settings in which vulnerabilities figure heavily into the daily operation of schools. We use professional identity as a lens through which we examine the sa-lience of threats and risks that reflect vulnerabilities in these settings. Specifically, we develop a conceptual exploration of how principals' professional identities influence the cultivation of trust in the context of relationships between principals and teachers, given uncertainties related to major reform, accountability policies, threats of school closure, and students and families who navigate stressful living conditions associated with poverty. The chapter begins with a review of the three major bodies of literature, professional identities, trust, and elements of contemporary urban school settings, which inform our conceptual discussion and formulations of how identity is a lens for understanding and cultivating school trust. We next present this formulation of the interaction between professional identity and trust, considering three specific elements of trust and the role of emotions in the identity-trust relationship. We end the chapter with a discussion of the implications for practice, preparation, and future research. LITERATURE REVIEW

Der Text fasst die bisher vorliegende Forschung zu Transparenz im Journalismus zusammen: 1.) stelle ich eine Systematisierung der Instrumente vor, mit denen Journalisten ihre Arbeit transparent machen (können); 2.) diskutiere ich die möglichen positiven und negativen Konsequenzen der Nutzung solcher Transparenz-Elemente; 3.) bewerte ich auf der Grundlage bisher vorliegender empirischer Erkenntnisse das Potenzial von Transparenz-Initiativen, das verlorene Vertrauen des Publikums zurückzugewinnen.

Die aktualisierte Version erscheint in:
Haller, Michael (Hg.) (2017, im Erscheinen): Öffentliches Vertrauen in der Mediengesellschaft. Köln: Herbert von Halem:

Polarisierung der politischen Meinungen, Misstrauen gegenüber den Informationsmedien, Angst vor sozialen Konflikten, Rückzug in die Community: Den Umfragen zufolge schwindet Vertrauen und Verunsicherung breitet sich aus. Ist öffentliches Vertrauen ein notwendiges Ferment für den gesellschaftlichen Zusammenhalt? Zerfällt dieses Vertrauen in der digitalisierten Mediengesellschaft? Oder geht es doch nur um persönliches Vertrauen, wie es derzeit in den Kommunikationsräumen der sozialen Medien neu entsteht? Die Autoren dieses Buches untersuchen das Konstrukt "öffentliches Vertrauen" und beschreiben die Bedingungen für Vertrauen in der digitalen Gesellschaft. Kommunikations- und Medienwissenschaftler, Informatiker und Marktforscher befassen sich mit den Einflussgrößen und fragen nach der Messbarkeit des öffentlichen Vertrauens. Sie diskutieren aber auch die Bedingungen, die in den Zeiten des Web 2.0 für den Prozess der Vertrauensbildung ausschlaggebend sind.

Inhaltsverzeichnis

Vorwort des Herausgebers

Erster Teil: Kann man dem ‚Öffentlichen Vertrauen‘ vertrauen?

1. Was wird aus der digitalisierten Medienwelt? – Überlegungen zu einer Neubestimmung der Theorie des öffentlichen Vertrauens von Michael Haller

2. Die Theorie öffentlichen Vertrauens und aktuelle empirische Befunde von Patricia Grünberg

3. Soziale Onlinenetzwerke und Vertrauenszuweisung in Communities von Axel Maireder

Zweiter Teil: Publikum – Medien – Journalismus: ein Vertrauensverhältnis?

4. Medienzyniker und Medienfans - Merkmale eines gespaltenen Publikums von Nikolaus Jackob, Tanjev Schultz, Marc Ziegele, Christian Schemer & Oliver Quiring

5. Vertrauen durch Transparenz? Potentiale und Probleme journalistischer Selbstoffenbarung von Julius Reimer

6. Vertrauen für ein Online-Projekt aufbauen. Das Beispiel detektor.fm von Christian Bollert

Dritter Teil: Digitale Medien: Ist öffentliches Vertrauen quantifizierbar?

7. Grundlagen und Anwendungsmöglichkeiten des Text Mining von Gerhard Heyer

8. Vertrauen und Protest. Eine exemplarische Analyse des Demonstrationsgeschehens mit Hilfe von Text Mining in diachronen Zeitungskorpora von Gregor Wiedemann

Vierter Teil: Der digitale Markt und die neue Bedeutung des Objektvertrauens

9. Das Vertrauenskonstrukt in der Marketingwissenschaft – theoretische Reflexionen und empirische Evidenz von Manfred Kirchgeorg und Martin Wiedmann

10. Die Interdependenz von Social Media, redaktionellen Medien und Unternehmensreputation bei Stakeholdern – Kommunikationscontrolling im digitalen Zeitalter von Steffen Hermann

Aussichten: Über das Vertrauen in der Krise

11. Vertrauen in der Krise: Vom Feudalismus 2.0 zur Digitalen Aufklärung von Clemens H. Cap

Anhang

Autorenverzeichnis

Introduction to the book chapter:
Interest in trust amongst both human resource management (HRM) scholars and practitioners has grown significantly in recent decades. While studies have identified a range of benefits for both employees and organizations, in general terms trust acts as a lubricant, facilitating cooperation and collaboration and strengthening performance (Searle and Skinner, 2011). It is the connection of trust to positive behaviours supporting the achievement of organizational goals which resonates with the central premise of HRM, it being concerned with structuring human interactions within an organizational context in order to maximize performance (Tzafrir, 2005; Tzafrir et al., 2004). Research suggests that organizations with high trust cultures not only attract the best talent, but also are in a position to pay them more, trust promoting superior levels of performance (Hughes et al., 2018; Zak, 2017). Not surprisingly, the importance of trust in the employment relationship has been widely reported, researchers highlighting it as an integral part of the psychological contract (Guest, 2004), being crucial to the success of relationships both within and between organizations (Herriot et al., 1998), and enabling employees to be more engaged, productive and aligned to the organization’s purpose (Zak, 2017). We begin this chapter by defining trust and outlining key trust models which explain its development. We then discuss the different trust relationships within the organizational context before highlighting the benefits of trust and its importance to HRM and the management of people at work. We conclude by discussing areas where knowledge is more limited, particularly in relation to virtual teams and distrust, outlining opportunities for further development of theory and arguing for a more epistemologically pluralist future.

Stakeholder paradigm has been gaining currency over the past few decades and technological breakthroughs have been influential in building its momentum. Hyper-Transparency is emerging as a building block and as an indispensable concomitant of stakeholder paradigm. The crux of a Hyper-Transparent organization is trust. The new paradigm requires substituting translucent and opaque business practices with fully transparent ones under which lasting trust can be built between the organization and its stakeholders. However, the nub of the stakeholder paradigm is the changes inside the organizations as well as changes in relation to their external environment, and transparency is both a driver and a resultant of these changes. Transparency is an integral part of corporate social responsibility debate and an eristic issue for the stakeholders. Moreover, Hyper-Transparency empowers the stakeholders to considerably influence the decision making sphere. In this chapter, transparency, its drivers and tools as well as the power of stakeholders in the new age of Hyper Transparency alongside a number of case studies are presented.

Research has revealed service industries’ benefits from customer trust including positive effects on commitment, loyalty, sales effectiveness, and collaborative, cooperative, and successful exchange relationships. Yet, despite the relevance of customer trust, gaps remain in our understanding regarding its implications and effective management. Commencing with a consideration of the theoretical foundations of trust, this theoretical review paper highlights the key trust theories synthesising service industries and management literatures on trust, its levels, development, violations and repair. Drawing on this, recommendations are offered for scholars regarding future research, and for service firms and their representatives regarding enabling customer trust.

Les débats sur le lien entre la responsabilité sociale et la performance organisationnelle sont
presque si vieux et trouvent leurs origines dans le champ « Business et Society ». En ce sens,
cet article explore les différents mécanismes par lesquelles la RSE est susceptible d’influencer
positivement la performance de l’entreprise. Notre objectif est de combler le déficit théorique
en proposant un modèle de recherche synthétisant les différentes relations entre les principaux
concepts par le biais de deux mécanimes d’échange social à savoir : le soutien et la confiance
organisationnelle.

There are frequent calls to enhance citizens' trust in government to pave the way towards a new paradigm of participatory governance and strong citizen support for government. In various realms, citizens may directly or indirectly engage with the government through various available mediums, even though, despite the availability of various policies and services provided by the government, citizens are generally passive and adamant in trusting the public sector. While many studies have explored a set of determinants that influence citizens' trust in government (i.e., central government, local government, parliament, and the legal system), few studies have ascertained the relationship and the role of social trust, happiness, governance, and political systems. These are critical factors that may influence trust in government. To address this gap, this study draws on the theoretical lens of social capital theory, proposing that cognitive social trust and citizen happiness—environment and performance—are the most likely predictors of citizen trust in government. This study assumes that citizens' perceptions of governance and political systems will moderate the effect of social trust and happiness on trust in government. Using data from the Asia Barometer Survey 2007, and focusing on data collected from the Philippines, this study tests a latent model employing the structural equation modelling technique. It finds that happiness negatively predicts trust in the central government and the legal system, while all other predictors do not have a significant effect. The findings also show that the political system moderates the impact of social trust and happiness on trust in government. Finally, this article points out its theoretical, empirical, and practical implications and provides directions for future research.

The purpose of this article is to investigate the impact of internal CSR on Employee Engagement through a mediation-moderation mechanism in a developing country, using social exchange theory. In this empirical study, 300 self-reported questionnaires were randomly distributed among the employees of 25 companies, from the FMCG and Telecom sectors of Pakistan. Data collected from these employees were further analyzed through confirmatory factor analysis using the structural equation modeling technique, using the latest available version of software Smart PLS 3. The results of confirmatory factor analysis prove the hypothesized direct effects of corporate social responsibility on employee engagement. The findings also indicate the positive mediating role of trust in the relationship between internal corporate social responsibility and employee engagement. However, the moderator Leader-Member exchange did not demonstrate any effect. The study encourages practitioners to focus on building trust in employees for improved participation in the firm's processes, use new ways of conveying the concerns to employees through various human resource interventions and leader-member exchange mechanisms. However, since the research has been conducted in a single country, i.e. Pakistan, with a limited number of respondents, therefore, it cannot be generalized, whereas research in different countries with a larger sample may bring interesting/contrasting results.

Coaching as a form of professional development holds great promise for schools. Coaching is relatively new to education, but its growth has exploded over the last decade. The current study reviewed various approaches to coaching in education, and then focused on educational leadership coaching. Educational leadership coaching aims to improve instruction through metacognition, trust, and shared leadership. In this qualitative study, 16 coaches and one coaching consultant were interviewed; data were analyzed and themes emerged. Trained coaches shared their perceptions that coaching impacted shared leadership on the surface level. Although communication improved, the coaches perceived that the coaching conversations often felt forced and, due to leading questions, some conversations were perceived as top-down manipulations. Overall, the coaches believed that instructional decisions had improved somewhat, but they shared that coaching’s promise was not completely fulfilled. Lastly, coaches saw coaching as an avenue to improve relationships, especially among team members. The participants were reflective and metacognitive in their responses, indicating that with a greater level of adherence to coaching philosophy trust developed, especially between colleagues of similar assignment.

The aim of Corporate Social Responsibility (CSR) is to restore one of the most critical resources for businesses’ sustainability: trust. However, the current practice of CSR begs the question whether CSR initiatives restore trust or simply relieve mistrust in the marketplace. Because people do not really understand what trust implies, they often use CSR activities as publicity stunts, trying to please the public. In particular, they perceive trust as a means of supporting organisational activities rather than a goal of its own. Following Rabbi Elchanan Wasserman, we trust those who fully commit to their goals and are ready to take responsibility for all consequences. Trust is a voluntary and altruistic act and independent of society. Trust, ethics and leadership are interlinked. Leadership requires choosing between two good options according to our Theta-Lambda worldview. Thetas are socially-motivated and seek affiliation and security whereas Lambdas are personally-motivated and seek challenge and achievement. Pursuing these worldviews helps us get closer to the ethical truth, and it is this self-investment in pursuing truth which builds trust.A review of various CSR theories shows that organizational CSR seeks a similar outcome, that is to demonstrate the responsibilities which the organisation is ready to assume.

This article argues that the use of sexual infiltration by police and criminal collaborators represents a strategic deployment of surveillance technology by the state with the aim of creating Foucault’s “docile bodies” through the development of totalising omnipresence. The insertion of police into the private sphere of activists’ sexual relationships – a site presumed to be outside of state gaze – serves to not only disrupt the target communities but also to reverberate throughout social networks and create inactivity. By exposing informants from within one’s own “family”, the state is able to collect intelligence, spread insecurity and display totalising disciplinary power to the social movement under observation.

Abstract 1. In research on trust in the organizational context, there is some agreement evolving that trust should be measured with respect to various foci. The Workplace Trust Survey (WTS) by Ferres (2002) provides reliable assessment of coworker, supervisor, and organizational trust. By means of a functionally equivalent translation, we developed a German version of the questionnaire (G-WTS) comprising 21 items. A total of 427 employees were surveyed with the G-WTS and questionnaires concerning several work-related ...

This study attempts to understand job satisfaction (JS) and organizational citizenship behaviour (OCB) in relation to procedural justice (PJ). It also studies the mechanism through which PJ is likely to influence the dependent variables. On the basis of existing literature, organizational trust is identified as the mediating instrument through which PJ may affect JS and OCB. A survey-based design was used to collect data from 204 employees in the National Capital Region of Delhi. The respondents were working in organizations that broadly encompass the tourism industry. Correlation, regression and hierarchical multiple regression were used to test the model in the study. The mediation model was also tested using the bias-corrected percentile method with 5000 bootstrap samples. The results of the study corroborated with the previous findings and the stated hypotheses, with the exception that organizational trust was found not to mediate the relation between PJ and OCB. Some significant implications for managers and organizations can be gauged from this study. Managers must work towards establishing fair procedures in all aspects of organizational functioning. They should also decipher the attributes of organizational trust which are perceived as valuable by the employees.

The roles of organizational and relational factors in regard to professional learning communities (PLCs) have been investigated by many, yet none have considered enabling school structures, trust, and collective efficacy as variables. We take a deeper look at the formal or organizational aspects of the school represented by enabling school structures, and the relational aspects characterized by collegial trust, trust in principal, and collective efficacy. Our empirical findings demonstrate the importance of establishing enabling school structures as an antecedent of PLCs. It is essential that school leaders provide enabling school structures in the form of leadership opportunities, shared decision making, and a hierarchy that supports teachers performing their jobs more effectively, as well as promoting healthy collegial interaction for teachers. statement of Purpose Many studies have investigated the roles of organizational and re-lational factors in regard to professional learning communities (PLCs), however none have considered the role of enabling school structures, trust, and collective efficacy in the development of PLCs. We argue that there is enough research to date to give credence to the view that the formal aspects of the school, rules, regulations, and the hierarchy of authority that enable teachers to do their jobs, along with the informal aspects of the organization, such as collegial trust, trust in principal, and collective efficacy , are essential to the development and maintenance of PLCs. Furthermore , this study lends empirical data to support the explanatory framework. While the theory represents what we know, the empirical extends the knowledge to the real world and thus the practical. Although a relatively new concept, research about PLCs conducted by Hord, McLaughlin, Louis, Kruse, Bryk, and their colleagues demonstrates the positive influence this approach can have for teachers' sense of professionalism, participation in shared decision-making, and vision for the school, and trust in colleagues (

Public crisis communication aims to fill and solve very practical crisis management related tasks and issues, but also to uphold core democratic ideas and values. 2 The topic of this chapter, ethical crisis communication, centers on how information and communication are used to facilitate good crisis management and to support democratic functions and ideas under difficult circumstances. The actors considered are public managers, political and administrative, as they set out to manage and communicate about crises that affect the public and public governing institutions.

Bu çalışmanın amacı, dönüşümsel liderlik (DL) ve alt boyutlarının örgütsel güven (ÖG) ve örgütsel vatandaşlık davranışı (ÖVD) üzerindeki etkisini ve DL ve alt boyutları ile ÖVD arasındaki ilişkide ÖG’nin aracı (mediator) rolünü incelemektir. Dönüşümsel liderlik, yapılan keşifsel faktör analizinde iki boyutta ortaya konmuş, analizlerde DL ve “karizmatik motivasyon” ile “geliştiren ilgi” adı verilmiş olan iki alt
boyut bağımsız değişken olarak alınmıştır. Sonuçta, DL ve saptanan alt boyutları ile örgütsel güven ve ÖVD arasında pozitif ve anlamlı ilişki bulunmuştur. Yapılan analizler, örgütsel güvenin dönüşümsel liderlik ve onun alt boyutlarının ÖVD’ye olan etkisinde kısmi olarak aracılık ettiğini (partial mediation) göstermektedir.

This study investigated the mediating effect of on-the-job embeddedness on the relationship between trust in supervisor and turnover. Survey data were collected among 471 employees of a restaurant chain in Indonesia. Results showed that job embeddedness mediated the relationship between trust in supervisor and turnover intentions. Turnover intentions were positively correlated with actual voluntary turnover 15 months later. The results confirmed that the trustworthiness of supervisors affects the quality of the relationships between supervisors and employees. Hence, low levels of trust must be addressed as soon as possible in order to maintain a healthy environment in which employees are able to develop their job embeddedness.

Trust and collective learning are useful features that are enabled by effective collaborative leadership of e-learning projects across higher and further education (HE/FE) institutions promoting lifelong learning. These features contribute effectively to the development of design for learning in communities of e-learning practice. For this, reflexivity, good leadership and the capacity to engage in innovation is crucial to team performance. This paper outlines a serendipitously useful combination of innovative models of collaboration emerging from two 2005–06 UK e-learning pilots: the Joint Information Systems Committee (JISC) e-Learning Independent Study Award (eLISA) and JISC infoNet Collaborative Approaches to the Management of e-Learning (CAMEL) projects. The JISC-funded eLISA Distributed e-Learning (DeL) project set up a collaborative partnership among teachers to try out LAMS and Moodle using study skills in e-learning. Simultaneously, the JISC infoNet CAMEL project developed a model of collaborative approaches to e-learning leadership and management across four UK HE/FE institutions. This paper proposes two new theoretical collaborative team leadership and operational models for e-learning projects, including indices of trust, reflexivity and shared procedural knowledge, recommending that these models are further developed in future communities of e-learning practice in institutions promoting lifelong learning.

The purpose of the present study is to determine the relationship between organizational support and organizational trust of teachers. Organizational support is recognizing the contribution of employees, appreciating and paying attention to them in the organizations. Organizational trust refers to an organizational climate that the employees behave each other in an honest, realistic, helpful and coherent way. The study sample involves 470 primary school teachers working in Tuzla during 2013-2014 educational year. In the present study, the data was collected through the perceived organizational support scale and trust scale. SPSS 21.00 programs were used in analysis of the data. The relationships was tested by Pearson Moments Product Correlation Coefficient. Regression Analysis was used for testing predictive power. Positive, low-level and significant correlations were found towards perceived organizational support and sub-dimensions with organizational trust. Regression analyzes revealed that organizational trust was positively predicted from educational support, administrative support and justice variables. Educational support predicts a high part of the variance. These three variables explain the 10 % of the organizational trust.

Although cooperation between groups is not unusual, most forms of human cooperation are in-group bounded and, sometimes, motivated by the desire to ward-off and subordinate rivaling out-groups. Building on evolutionary perspectives and models, we propose that humans evolved a capacity for parochial cooperation, which entails (i) in-group love: the tendency to cooperate with and extend trust towards others that are similar, that are familiar rather than unfamiliar, and that belong to one’s own group, and (ii) out-group hate: a willingness to fight against rivaling out-groups. This chapter reviews our own work, and that of others, showing that parochial cooperation (i) emerges especially when it benefits individuals’ within-group reputation, (ii) affects one’s within-group status, (iii) is more prominent among individuals with chronic pro-social rather than pro-self value orientation, and (iv) is sustained and motivated by oxytocin, an evolutionary ancient hypothalamic neuropeptide pivotal in social bonding, pair-bond formation, and empathic responding. Across the board, findings resonate well with relatively recent evolutionary theory on (inter)group relations and add to classic theory in social psychology.

The loss of trust within and between organizations has become serious worldwide, especially in China. In this study, we seek to explain why as well as how leaders at two different levels (i.e., the top management and the supervisory levels) affect employees' trust in leadership at the two levels distinctively, especially in the context of China as an emerging economy. Adopting the perspective of multi-level social exchanges within organizations, we develop a dual-level model with perceived organizational support and leader-member exchange as two major mediating mechanisms for the distinctive effects of transformational leadership behaviors on employees' trust in leadership at both top management and supervisory levels, respectively. The empirical evidence based on a sample of 357 Chinese employees and their supervisors supports the proposed model. Both theoretical and practical implications of our findings are discussed.

This study aims to determine the effect of psychological contracts as a mediator in the relationship between supervisor support, organizational trust and workplace deviant behaviour. For this purpose, a total of 350 lecturers in seven Private Higher Education Institutions (IPTS) around Selangor and Kuala Lumpur were selected as research respondents. The questionnaire was distributed to respondents using instruments taken from the original source. This study found that organizational trust influences workplace deviant behaviour, while supervisor support does not affect workplace deviant behaviour. The study also found that supervisory support and organizational trust influence psychological contracts and psychological contracts influence workplace deviant behaviour. Finally, for mediation analysis, psychological contracts significantly influence the relationship between supervisor support, organizational trust and workplace deviant behaviour at work. This study concludes that supervisory support and organizational trust increase psychological contracts and thus reduce the workplace deviant behaviour among lecturers.

Researchers in the field of business ethics have assumed organizational trust as the connecting puzzle piece between organizational theory and philosophical ethics (Hosmer, 1995). Organizational identification has gained a lot of momentum in the attempt to explain how trust emerges and develops within organizations (Ashforth & Mael 1989). However there is scarce empirical evidence suggesting whether there is an association between organizational trust and organizational identification across multiple organizational levels. Using the framework of social identity theory, this research aims to illustrate the dynamic relationship between trust and identification within organizations and present a model of the predictors of organizational trust.
Employing a quantitative research design and using a large student sample (N=222), this study issued cross-sectional surveys to measure organizational trust, organizational identification, team trust, and team identification while controlling for the effects of team size, team type, age, gender and culture. The results of the multiple regression analysis show a significant relationship between the predictors and the outcome variable, organizational trust (r2=.54, p<.05). The findings are supportive of a predictive model of organizational trust and of its importance to the functioning of teams and organizations. Organizational trust appears strongly related with team member’s attitudes towards the organization.
These results have extensive implications for human resources departments, for managing teams, fostering trust and organizational identification within organizations, thus ultimately improving organizational performance.

Keywords: organizational trust, organizational identification, business ethics.