A Nienaber

A qualitative meta-analysis of trust in supervisor-subordinate relationships

Purpose – Interpersonal trust is often considered as the “glue” that binds supervisors together with their subordinates, and creates a positive organisational climate. The purpose of this paper is to investigate factors affecting subordinates’ trust to their supervisor, and the consequences of such a trusting relationship. Design/methodology/approach – The authors conducted a qualitative meta-analysis of the trust literature between 1995 and 2011, to identify 73 articles and review 37 theoretical propositions, 139 significant model parameters and 58 further empirical findings. Findings – Four distinct clusters of trust antecedents are found: supervisor attributes; subordinate attributes; interpersonal processes and organisational characteristics. Similarly, the authors identify three categories of trust consequences: subordinates’ work behaviour; subordinates’ attitude towards the supervisor; and organisational level effects. Research limitations/implications – The authors find a bias towards studying sup...

Vulnerability and trust in leader-follower relationships

Purpose – Vulnerability is a concept that lies at the core of the most prevalent academic trust definitions. Accordingly, a vast amount of scholars refers to vulnerability when studying trust. Surprisingly, there is almost no conceptual nor empirical work explicitly directed at understanding vulnerability itself. The purpose of this paper is to summarize and critique the existing base of knowledge of vulnerability with a particular focus on the leader-follower relationship and to open avenues for future research. Design/methodology/approach – In the process of a very systematic literature search, the authors identified 49 studies that refer to vulnerability when studying trust at the interpersonal level. The authors coded the literature into conceptualizations, antecedents and consequences of vulnerability – with a particular focus on the leader-follower relationship. Findings – The authors introduce a theoretical framework which allows the authors to structure the rather fuzzy discussed concept of vulner...

ENHANCING TRUST OR REDUCING PERCEIVED RISK, WHAT MATTERS MORE WHEN LAUNCHING A NEW PRODUCT? ¤

Using a collection of data among 490 participants from different companies in the field of medical engineering market, we contribute to the role of contact intensity by a business partner when launching new products by introducing trust as a mediator to the concept of perceived risk reduction to enhance the relationship commitment. The findings show that the common concept of risk reduction to enhance the relationship commitment is overrated. In detail, the results show first, that the influence of trust on the relationship commitment is decisive instead of reducing perceived risk by the customer. The contact intensity is only important to enhance trust which influences the relationship commitment in a positive way. Hence, managers should concentrate on the development of trust and not on the reduction of perceived risk of the customer. Second, our findings demonstrate that the attitude whether the customer is averse of affine towards innovations has no influence on the relationship between contact intensity and relationship commitment. This is obviously the opposite of the findings of most researchers in literature who usually state customers need different contacts of the seller to purchase a new product depending on their attitude towards innovations.

A CLIMATE OF PSYCHOLOGICAL SAFETY ENHANCES THE SUCCESS OF FRONT END TEAMS

This paper contributes to the discussion about initiative in teams at the front end of new product development processes (innovative teams). In contrast to the general opinion presented in the literature, this study points out that unstructured innovative teams are as much initiative in developing new ideas or in finding quick solutions when compared to structured innovative teams. Therefore we analyse the relationship between teamwork quality and team initiative in structured and unstructured teams at the front end of a new product development process and, in particular, we focus on a climate of psychological safety. To examine this relationship, data were collected by surveying 100 team members from different departments in a multinational company. It has been pointed out in the literature previously that where a team leader provides little structure at the micro level for team members there is a negative effect on the displays of initiative in the very early stages of the innovation process. However we can demonstrate that this effect can be reduced by a climate of psychological safety. Thus, it can be stated that unstructured teamwork combined with a climate of psychological safety is the way for teams at the front end of a new product development process to be successful.

Solving the matchmaking dilemma between companies and external idea contributors

Most of the innovation management literature refers to the benefits of external knowledge. It follows then that companies invest a great deal of effort and resources in developing instruments to motivate people to submit ideas; however, external contributors are often not willing to submit their ideas because they are afraid that they will not be compensated for them afterwards. Thus, the question arises as to how companies can profit from the good ideas of external contributors without being accused of intellectual property (IP) theft in cases where it already knows about the ideas being presented. For this paper, we have taken the findings from trust research into account and discuss several practical methods for overcoming the obstacles that arise when both companies and idea contributors want to profit from ideas. Finally, we develop a trust-based intermediary model for knowledge transfer in the innovation management field.

How differences in perceptions of own and team performance impact trust and job satisfaction in virtual teams

ABSTRACT Employees frequently engage in social comparison processes and tend to perceive their own performance as superior compared to that of their peers. We expect this to be particularly salient in virtual teams where employees receive few cues upon which the comparison with other members of their team can be based. With reliance on social comparison and social exchange theory, we propose that such “perceived overperformance” has negative effects on job satisfaction, which is mediated by trust in the team. We confirm this with a sample of field-service employees (n = 753) using structural equation modeling with bootstrapping. We corroborated our findings in focus groups, which suggest the need for performance indicators that are easily communicated to and comprehended by employees to maintain trust and satisfaction.

What’s important for trustful communication with customers? An empirical analysis

Trust is very important and essential for relationships. Such statements can be observed in scientific as well as practically-oriented journals. But what is trust and how can it be developed or strengthened? To date, information on this is rather vague. Therefore, this study analyses the different characteristics of trust in a business relationship. In order to answer the research question, an empirical survey has been developed here. The Kano-analysis is used as the methodological approach. It can be shown that three different dimensions of trust can be identified: basic factors are a prerequisite of any relation and have a fundamental character in long-term relationships. The customers expect such factors to be an unquestionable part of any business relationship (e.g. honesty), while attractive factors always strengthen the stability of trust in the relationship (e.g. sympathy). One-dimensional factors not only stabilise trust if implemented, but can cause the relationship to deteriorate if ignored (e.g. timeliness).

Eine Überdosis an kooperation vermeiden! Empirische Erkenntnisse zum Erfolg der Supply-Chain-Organisation

ZusammenfassungAufgrund der niedrigen Umsatzmargen europäischer Einzelhändler wurde in der betriebswirtschaftlichen Forschung der vergangenen Jahre zunehmend die Effizienz von Supply-Chain-Kooperationen in den Fokus gerückt. Der Nutzen solcher Kooperationen wird jedoch von den unterschiedlichen Parteien, dem Handel und der Industrie, kontrovers bewertet. Dieser Aufsatz will aus der Perspektive des Einzelhandels zeigen, welchen Einfluss eine Supply-Chain-Kooperation zwischen Einzelhandel und Konsumgüterhersteller auf den Supply-Chain-Erfolg des Händlers hat, welche Faktoren die Intensität der Supply-Chain-Kooperation beeinflussen und welche Handlungsempfehlungen sich für das Supply-Chain-Management eines Einzelhändlers ableiten lassen. Hierfür wird in diesem Aufsatz ein Wirkungsmodell zur Supply-Chain-Kooperation des Einzelhandels mit seinen Herstellern hergeleitet. Die Ergebnisse der kausalanalytischen Auswertung der empirischen Untersuchung des europäischen Einzelhandels weisen darauf hin, dass Supply-Chain-Manager einen offenen Informationsfluss zwischen den Transaktionspartnern etablieren und informelle Aspekte wie Vertrauen und persönlichen Kontakt beachten sollten, um einen größeren Erfolg des Kooperationsprojektes zu erzielen. Gleichzeitig zeigt die Untersuchung auf, dass eine enge Zusammenarbeit über den Informationsaustausch hinaus zwischen den Transaktionspartnern zu einer deutlichen Verringerung der Supply-Chain-Leistung führen kann und dass bei einer hohen Komplexität eine intensive Kooperation der gemeinsamen Prozesse auf ein geringes Niveau zu senken ist.SummaryScholars in the field of business administration have recently shifted their focus towards the efficiency of supply-chain co-operations. This development is mainly due to the low sales margins a wide variety of European retailers have been exhibiting. However, both the retail and the manufacturing industry have rather controversial views of the value of such co-operations. Focusing on the point of view of the retail industry, this paper is going to examine the influence of supply-chain co-operations between the retail industry and consumer goods makers. In this context their impact on the supply-chain success of retailers, as well as the kind of variables that have an impact on the intensity of supply-chain co-operations, and the kind of recommendations that can be derived for the supply-chain management of a retailer are analyzed. This paper derives an effect model of the supply-chain co-operation between the retail industry and its manufacturers. The results of the causal analytical interpretation of the empirical analysis of European grocery stores and drugstores have several indications. Supply-chain managers should try to establish an open flow of information to improve the success of such co-operative ventures. Furthermore the analysis emphasizes on the importance the factor social competence has with regard to this success. Simultaneously, the examination shows that a close co-operation between the parties involved in the transaction that exceeds the boundaries of simply exchanging information can also lead to a significant reduction of the supply-chain performance. Ultimately, it could be demonstrated that an intensive co-operation with regard to mutual processes should reduced to a minimum in cases where high complexities prevail.

The Routledge Companion to Trust

By facilitating cooperation and enhancing stability, trust is an essential yet extremely fragile commodity in organizations. In this chapter, we explore how trust and distrust can play a significant role in shaping forgiveness in the aftermath of workplace offenses. In a review of the literature, we highlight how trust can enable, and distrust can disable, forgiveness processes. Further, we argue that some offenses may create so much distrust that forgiveness is not even a possibility, and thus alternative approaches must be considered. By leveraging conflict management approaches that have been identified in organizational behaviour as well as in other literatures, we outline alternatives to forgiveness that can emerge when people have varying degrees of trust or distrust in the offender (e.g. peaceful coexistence, detente, separation). We also argue that forgiveness can serve as a contextual factor that can shape the restoration of trust. We conclude with a call for new directions in theory and research examining the interplay between trust, distrust, and forgiveness in organizational settings.

The role of organizational control systems in employees’ organizational trust and performance outcomes

This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee–supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.