The purpose of this paper is to provide an understanding of the factors affecting consumer foreign online purchase process when taking country of origin, the company’s website and the company itself into account. Four narrative stories were used to describe consumers’ buying process before the purchase, during the purchase and after the purchase. The results show that the website level and country of origin level played a significant role only during the pre-purchase and purchase phase when the factors included in the company level were not known to the consumer. However, when the consumer was familiarized with factors related to the company level, the website level and country level factors lost significance. The factors concerning the company seemed to be the most important during the majority of the foreign online purchase processes.

This study assessed the relationship between leadership trust and work engagement with the ultimate goal of developing a model that would specify which dimension of leadership trust would best predict work engagement. A cross-sectional survey was conducted on a convenience sample (N = 244) representing a response rate of 48.8% from a sample of 500 university employees. The results indicated only reliance-based trust to be a significant predictor of work engagement, but it was not possible to suggest a model for prediction of work engagement from leadership trust. Study limitations were, however, identified and recommendations for institution-specific and future research were made regarding these constructs. / MBA, North-West University, Potchefstroom Campus, 2014

A fuzzy approach for handling uncertain preferences is developed within the paradigm of the Graph Model for Conflict Resolution and new advances in trust modeling and assessment are put forward for permitting decision makers (DMs) to decide with whom to cooperate and trust in order to move from a potential resolution to a more preferred one that is not attainable on an individual basis. The applicability and the usefulness of the fuzzy preference and trust research for giving an enhanced strategic understanding about a dispute and its possible resolution are demonstrated by employing a realworld environmental conflict as well as two generic games that represent a wide range of real life encounters dealing with trust and cooperation dilemmas. The introduction of the uncertain preference representation extends the applicability of the Graph Model for Conflict Resolution to handle conflicts with missing or incomplete preference information. Assessing the presence of trust will help to compensate for the missing information and bridge the gap between a desired outcome and a feared betrayal. These advances in the areas of uncertain preferences and trust have potential applications in engineering decision making, electronic commerce, multiagent systems, international trade and many other areas where conflict is present. In order to model a conflict, it is assumed that the decision makers, options, and the preferences of the decision makers over possible states are known. However, it is often the case that the preferences are not known for certain. This could be due to lack of information, impreciseness, or misinformation intentionally supplied by a competitor. Fuzzy logic is applied to handle this type of information. In particular, it allows a decision maker to express preferences using linguistic terms rather than exact values. It also makes use of data intervals rather than crisp values which could accommodate minor shifts in values without drastically changing the overall results. The four solution concepts of Nash, general metarationality, symmetric metarationality, and sequential stability for determining stability and potential resolutions to a conflict, are extended to accommodate the new fuzzy preference representation. The newly proposed solution concepts are designed to work for two and more than two decision maker cases. Hypothetical and real life conflicts are used to demonstrate the applicability of this newly proposed procedure. Upon reaching a conflict resolution, it might be in the best interests of some of the decision makers to cooperate and form a coalition to move from the current resolution to a better one that is not achievable on an individual basis. This may require moving to an intermediate state or states which may be less preferred by some of the coalition members while being more preferred by others compared to the original or the final state. When the move is irreversible, which is the case in most real life situations, this requires the existence of a minimum level of trust to remove any fears of betrayal. The development of trust modeling and assessment techniques, allows decision makers to decide with whom to cooperate and trust. Illustrative examples are developed to show how this modeling works in practice. The new theoretical developments presented in this research enhance the applicability of the Graph Model for Conflict Resolution. The proposed trust modeling allows a reasonable way of analyzing and predicting the formation of coalitions in conflict analysis and cooperative game theory. It also opens doors for further research and developments in trust modeling in areas such as electronic commerce and multiagent systems.

In the last few years accountancy firms have started to use outsourcing due to market pressure to be competitive. The industry is highly regulated, and outsourcing poses constraints including confidentiality of information, regulatory restriction and ethical implications. The legal and ethical responsibility of any work outsourced remains with the accounting firm that has purchased the outsourcing service, and not with the outsourcer. Since the aim of outsourcing is to make the accounting firm more efficient, it needs to be sure that the benefits of outsourcing will exceeds the costs and risks of the process. As a knowledge-based industry, this gives the sharing of knowledge a central role in outsourcing. Outsourcing in accounting creates a relationship not only between two organisations, but more importantly among those organisations' workers. The main asset of an accounting firm is its staff and their specialist knowledge. Most outsourcing studies focus on the relationship between organisations, with little emphasis on the relationship between workers. A particular quality of accounting is that workers are the owners of their own knowledge, and firms employ these workers without having a definitive right to the sharing of their knowledge. An efficient working environment stems from the workers' ability to share their knowledge (their assets) within the organisation and in an outsourcing process. The objective of this research is to understand the blocks to knowledge-sharing in a medium-sized accounting firm from an individual unit of analysis with focus on its outsourcing operations. This study examines the following research questions: What is the influence of trust and power on knowledge-sharing from the individual perspective? How does accounting outsourcing create a shift in the unit of analysis, and how does it differ from other types of outsourcing? From the perspective of the individuals involved, what are the blocks to knowledge-sharing within the firm and within its outsourcing operations? To be able to study worker relationships and behaviour in detail, data for analysis was gathered using the participant observation method. The study finds that trust and power are important elements that can influence the sharing of knowledge among individuals. The main types of trust that influence knowledge-sharing, particularly in head office, are found to be benevolence and competence trust, while one of the main factors to influence trust within the outsourcing context is communication. Lack of communication creates fear among in-house staff and thus makes outsourcing contractors less trustworthy. Power is mainly driven by specificity of knowledge and individualism; these two factors promote the use of knowledge as a power tool. Trust and power are blocks to knowledge-sharing in the organisation's in-house activities, but are less influential in blocking knowledge in outsourcing, where the two main blockages are: (i) Physical distance and lack of suitable technological platform to share knowledge, and (ii) Gap in knowledge awareness between the accounting firm and the outsourcing provider. Accounting outsourcing is shown to be different from other types because it is the outsourcing of a core competence (known as third generation outsourcing), and also of knowledge-based work. The accounting firm uses outsourcing within its legal and ethical limits, reducing costs indirectly, because it has to negotiate the profession's constraints. In this context there are two types of outsourcing, namely internal and external outsourcing. This research applies participant observation to an original context and shows the importance of using such a method in future management studies.

Electronic government (e-government) diffusion and adoption is a global topic that concerns many developed and developing countries worldwide. However, global efforts to provide e-services to different stakeholders (citizens) differ from one country to another in terms of readiness, challenges, adoptions and diffusions. These differences are due to the variation of technological, political, cultural, economic and social differences. A number of studies on e-government have focused on the technological, economic and political aspects of implementation, while others have examined factors that influence citizens‘ adoption of e-government services, such as availability, accessibility, usability, awareness and trust. This study will focus on the influence of intermediary roles played by third parties in helping diffusion and adoption of e-government. This study will use a qualitative research approach to reflect the roles of intermediaries on e-government realms in the Kingdom of Saudi Arabia. The study will aim to address the research question, "What are the roles of an intermediary in adoption and diffusion of e-government services?" In addition, the study undertaken for this thesis will examine the most salient factors that determine adoption of e-government services in Saudi Arabia and validate the UTAUT model in the Saudi Arabian context, particularly focusing on intermediary organisations. This aspect of the study will use a quantitative approach using a survey to understand citizens‘ perspectives regarding intermediary and e-government adoption. The outcome of this study will create a conceptual model for studying e-government adoption in Saudi Arabia. The theoretical and practical implications of the findings will be discussed, offering recommendations for future research directions.

Background: The concept of relationship marketing is a continuously growing research area in the field of academic research. A topic being widely discussed is which factors builds trust and the importance of having trust in business-to-business (B2B) relationships. However, there is a lack of research in the field of which factors have a negative effect on the level of trust in business relationships. Purpose: The purpose of this study is to explain which factors are crucial to maintain trust in a B2B relationship. Focus: The focus in this study is on trust in B2B relationships. Particularly how it is negatively affected by lacking the building blocks needed in order to have trust in such a relationship. Method: This study made use of a deductive, quantitative approach. By using a survey, the data was gathered through an online questionnaire sent out via e-mail to 700 Swedish B2B companies. Results: In total, answers from 141 were reliable. In SPSS analyses for regression, reliability, and validity were conducted. Out of the five stated hypotheses, three were accepted and two rejected. Conflict handling was shown to have the largest influence on the level of trust together with communication and competence. Commitment and contracts were rejected in the hypotheses testing. Conclusion: A new model is presented where the accepted hypotheses act as influencers on trust. The conclusion of this study is that if there is a lack of conflict handling, communication, and competence it will have a negative effect on trust in a B2B relationship. Due to limitations of the study, other research opportunities derive. It is suggested that future research should explore the differentiation between different industries and/or different kind of actors within the B2B-relation or countries.

Aim: Gain insight into how a relationship occur between trust in a virtual team’s e-leader and the satisfaction of the individual virtual team members. Method: Semi-structured interviews were conducted with ten virtual team members and one e- leader. By the means of grounded theory data from the interviews were analysed. Findings and results are further presented and discussed as distinct themes found in the empirical data. Result & Conclusions: We searched for a relationship between trust in the e-leader and the individual virtual team members’ satisfaction. Our findings show that the individual team members’ trust in the e-leader is influencing the feeling of satisfaction in their working environment. The three cues identified to build trust which in turn yields satisfaction in an organisational setting, first relationship and communication, second team spirit, third individual focus. Suggestions for future research: We suggest a longitudinal approach for further research to understand the long term effects and benefits for the organisation from the relationship between trust and satisfaction. We also believe the result can benefit from studies conducted in other businesses where the competitive landscape and, or setup may differ. Contribution of the thesis: The thesis contributes to an understanding of what trust in the e-leader contributes to in a virtual team in regards to its individual team members and their satisfaction.

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Leadership has attracted a significant amount of scholarly attention in the past few decades. However, most research and theory contributions are to a great extent limited to accounting for leadership practices in the West (Littrell, 2002). This study is designed to develop an effective leadership model that works in the Chinese context. Paternalistic leadership, a dominant leadership style in an Eastern business environment, is compared with transformational leadership, a dominant leadership style in a Western business environment. The notion of transformational leadership was developed under the tutelage of Bernard Bass (1998). Transformational leadership is found to be compatible with collectivistic values (Walumbwa & Lwwler, 2003) and is believed to be appealing and generalizable to Chinese leadership situations (Chen & Farh, 1999). Other researchers have found that within Chinese organizations, leader behaviors are quite distinct from transformational leadership, referring to this leader style as paternalistic leadership (Redding, 1990; Cheng, 1995). The questions are asked, “Transformational or paternalistic leadership, which one is more effective in Chinese organizations? Is one type of leadership superior to the other one in the Chinese culture?” To answer these questions, a model is proposed to clarify the mediating effects of trust and harmony on the relationship between leadership style and its effectiveness, and to interpret the moderating effects of generation on the relationships between both paternalistic and transformational leadership with trust and harmony. Most theories of leadership in organizational behavior originated in the United States and Western Europe and are hypothesized to be universally applicable to non-Western contexts. Departing from this tradition, the current study proposes a Chinese culture-specific leadership theory, built on traditional Confucianism. The principle aim is to examine and articulate a culturally informed and warranted ground for a leadership model in the Chinese context. The results of the study provide a new perspective on leadership in the Chinese context by focusing on three dimensions of paternalistic leadership (authoritative, benevolent, and moral leadership) that are ignored in the Western leadership literature. The results also suggest that trust in the leader and harmonious relationships in an organization are key mechanisms for explaining effective leadership in Chinese organizations regardless of whether paternalistic or transformational leadership is used. What’s more, as the younger generation is becoming the dominant workforce, a successful leader in China should use Western practices and integrate them to fit in Chinese organizations in a way that also acknowledges Chinese traditions.

South Africa’s unique history has produced an organisational climate where race groups forcibly separated in the past, have to now work together in harmony. Limited interaction between the ethnic groups creates a culturally uninformed society where trust between groups is lacking. The objective of this study was to confirm the levels of collectivism for the different race groups, and to determine the relationship between collectivism, propensity to trust and in group trust. A survey was administered to a Business Unit of a South African petrochemical company. 387 responses were obtained from a sufficiently diverse sample. The results confirmed that blacks and Indians are more collectivistic than whites and coloureds. Collectivistic groups had a lower propensity to trust and higher in group trust. This research creates awareness regarding the different aspects of culture and the behaviours these cultural differences drive. Trust development must be approached with a culturally informed view.