The decision of romantic partners to share or keep a secret involves each partner’s perception of the other’s trustworthiness. Indeed, trust may influence how romantic partners enact secrecy in their relationship. This study investigated the willingness of individuals to keep secrets from their partner, the number of secrets that people keep from their partner, individuals’ reports of their reasons for discussing their expectations regarding secrets, and the association between each of these characteristics and partners’ trust. First, the literature regarding secrecy and people’s willingness to keep secrets from a relational partner is investigated. People’s willingness to keep secrets from a relational partner should differ based on their trust in the partner. Secret holders are more likely to disclose to a confidant when they perceive that confidant to be trustworthy (Kelly & McKillop, 1996) and, conversely may not disclose to a confidant who lacks trustworthiness (Wheeless & Grotz, 1977). In light of these findings, it was expected that individuals’ willingness to keep secrets would be negatively related to the degree to which they trusted their partner. In a similar vein, the association between trust and the frequency of discussing expectations regarding secrecy was explored. The literature suggests two possibilities for the association between trust and the frequency of discussing expectations regarding secrecy. The first is that individuals who trust their partner enough may decide to discuss how secrets should be managed, because dyadic trust is associated with increased intimacy of disclosure (Larzelere & Huston, 1980). The second possibility is that people may choose to discuss their expectations of how they should manage secrets, not because of trust, but because a lack of trustworthiness. Research questions explored the associations between the frequency of discussing expectations regarding secrecy and partners’ willingness to keep secrets, the number of secrets they keep, and their trust. Finally, the reasons why individuals might or might not discuss their expectations regarding secrets with their partner, and what these discussions might consist of were explored. / text

First-line supervisors in U.S. retail organizations are unable to resolve nearly 34% of typical daily customer problems for their organizations. The purpose of this single case study was to explore the strategies retail supermarket managers have used to improve 1st line supervisor problem solving abilities within a retail supermarket company in Winston-Salem, North Carolina. The conceptual framework for this study was the skills-based leadership model. Data were collected from semistructured interviews with 4 retail store manager participants with a successful record of improving first-line supervisor problem solving abilities. Additionally, the review of company documents including training guides, training checklists, job descriptions, annual goal setting templates, and company website postings supplemented the semistructured interviews. Data analysis entailed coding, conceptualizing concepts and ideas, identifying themes, and member-checking to ensure the trustworthiness of interpretations. Based on the methodological triangulation of the data collected, 4 themes emerged after the data analysis: (a) the importance of communicating expectations with first-line supervisors, (b) coaching first-line supervisors on performance, (c) first-line supervisor learning and development, and (d) measuring first-line supervisor performance. Findings from this study may contribute to social change by providing insights and strategies that retail store managers can use to improve 1st-line supervisor problem-solving abilities. Improvement in problem-solving abilities may improve employees' lives, communities, and organizational performance.