This study reviews the burgeoning literature on followership and tests propositions from a recently developed theoretical framework to explore the relationship between follower behaviours, leaders’ perceptions of follower trustworthiness (trusting beliefs), and leaders’ subsequent willingness to be vulnerable to the actions of their followers (trusting intentions). Leaders’ implicit followership theories (IFTs) were examined as a potential moderator of both relationships. Results revealed that passive followership influenced leaders’ trusting beliefs negatively, whereas collaborative followership had a positive influence on leaders’ trusting beliefs as well as leaders’ trusting intentions. The most extreme form of proactive followership, challenging followership, had nonsignificant relationships with leaders’ trusting beliefs and intentions. In addition, leaders’ IFTs did not interact with followership behaviour to produce any change in leaders’ trusting beliefs. However, IFTs were found to moderate the relationship between leaders’ trusting beliefs and trusting intentions. Implications for research and practice are discussed in light of the results.

In recent years, there has been an increased demand by the South African communities and society at large for public institutions to become more accountable. The literature seems to support the view that managerial trust and organisational trust in the public sector is globally acknowledged as a strategic goal. It is imperative for leaders in the public sector to recognise the nature of the business leadership that is required in the South African context. Servant leadership was identified as a leadership style that is most likely to achieve the objective of a trusting public sector.The paper examines the relationship between servant leadership and interpersonal trust, as well as organisational trust in a public sector organisation in South Africa. The sample consisted of 54 employees of the City of Johannesburg Property Company (SOC) Ltd who participated in a survey designed around the Servant Leadership Behaviour Scale developed by (Sendjaya, Sarros&Santora, 2008) along with the Organisational Trust Indicator (Nyhan&Marlowe, 1997).The results of the investigation confirmed what the literature says on servant leadership and trust. It revealed a statistically significant relationship between the opinions of servant leadership with both interpersonal trust and organisational trust. These findings will be discussed in terms of their implications for establishing what kind of leadership model might work in public sector organisations and how this approach might build trust among employees as key stakeholders. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

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Interpersonal trust is dynamic and can be easily changed. Understanding why and how changes in interpersonal trust occur is important because trust affects a wide range of organizational outcomes. Because employees’ attitudes and behaviors in the workplace are apt to change in response to notable events, this dissertation examines what, why, and how events cause changes in trust. More specifically, I first define negative [positive] trust-related events as events that either negatively [positively] disconfirm trustors’ prior expectation or events that confirm trustors’ prior negative [positive] expectation towards trustees, and argue that negative [positive] trust-related events can lead to decreases [increases] in trust. Moreover, building on dual-system theory (Morgeson, Mitchell, & Liu, 2015), affect infusion theory (Forgas, 1994, 1995), and the integrative model of trust (Mayer, Davis, & Schoorman, 1995), I propose that trust-related events trigger changes in trust through both changes in emotional reactions and cognitive assessments of trustees’ trustworthiness. Next, drawing from Monge’s (1990) typology of dynamic processes and event-system theory, I focus on two specific components of changes (i.e., magnitude and permanence) and propose that the effects of events on each component are contingent on the characteristics of the events (e.g., criticality, proximity, and timing). I examine all hypotheses using a trust game-based experimental study (Study 1) and a five-wave longitudinal field study (Study 2). The results of Study 1 suggest that positive trust-related events trigger increases in trust, while negative trust-related events trigger decreases in trust. Both effects are mediated through changes in emotions and trustworthiness evaluations. Further, event confirmation affects the magnitude of changes in trust transmitted through changes in trustworthiness evaluations. Specifically, changes in trust are larger when the events are considered as more disconfirming, unexpected, or surprising. Study 2 partially replicates the findings of Study 1 regarding the effects of positive events, such that trust increases in response to positive events through increases in trustworthiness evaluations. However, Study 2 fails to find support for the impact of negative events, nor the moderating roles of event confirmation or event criticality on the magnitude of change. Study 2 also extends to examine the permanence of changes in trust after trust-related events. The results suggest that the positive influence diminishes over the observed three weeks, and the trends are similar regardless of event criticality, proximity, or timing. This dissertation provides important implications to managers and organizations on how to prevent potential decreases in trust and how to enhance trust. Limitations and future directions are also discussed. / Business Administration/Human Resource Management

先進的科技來自人性，組織的管理從「心」出發。人是組織中的核心元素，而信任是人際關係中所不可或缺的因素。 本研究係以訪談的方式，透過相關理論來探討公務機關組織人際信任的實際情形。經文獻回顧，藉由善意、依賴、風險、心理狀態及倫理等五項構念，進而發展出訪談的題綱。 訪談的結果經由不同構念的分析，發現個案機關組織人際信任的情形為： 1.主管領導風格與善意構念間，無直接關連性。 2.組織內部確實存在並依賴內團體。 3.組織成員願意且能承擔信任的風險。 4.不存在社會交換理論中的利益交換。 5.重視公務倫理勝於專業能力。 6.機關有其獨特性。 在正反合的思辨中，本研究提出對組織及人員的建議，期能對後續研究者有所助益。 / Advanced technology comes from human nature, the administration of organization originates from the mindset. Human being is the key element in the organization, whilst the trust is an indispensable factor in interpersonal relationship. This study, by means of related theory, explores actual status of interpersonal trust in the organizations of the public sector through interviews. After literature review, the contents for interviews are developed by using the 5 constructs that include Benevolence, Dependence, Risk, Psychological State and Ethics. The results of interviews are analyzed by different constructs and the following status are concluded with regard to the interpersonal trust in the organization of the public sector. 1.There is no direct connection between the leadership of command leader and Benevolence Construct. 2.The sub-groups do exist and are mutually depended 3.Members of the organizations are willing and able to undertake the risk of trust 4.The interest exchange of the social exchange theory does not exist. 5.More attention is paid to the Public Ethics than to professional capability in the organization. 6.The organization has its own characteristic. Through repeated dialectic research, this study has come up with suggestions to both organizations and personnel. It is expected that these suggestions are instrumental to the subsequent researchers.

This thesis comprises three main sections: a literature review, research report, and a critical appraisal of the research process. The literature reviewed is the existing research relating to trust as a construct. An attempt is made to clarify the conceptual confusion that exists in the area, by suggesting a comprehensive definition of what is meant by the term trust for the purposes of both the current study and future research. The importance of trust in relation to mental health and therapeutic relationships is discussed. Current measures of the construct are critically examined, and the ‘scientist’ versus ‘humanist’ divide is explored. It is concluded that a new multidimensional trust measure is required to further research efforts in the area. The aim of the research project was to develop a trust measure to form a part of a larger endeavour to operationalise the concept of mental health via key set of basic human emotions and responses. The research reported in Section 2 consists of a Pilot Test, Main Study, and follow up validation study of a new multidimensional measure of trust. Three bases of trust were hypothesised and tested. These were: self trust, interpersonal trust, and environmental trust (that is, trust in wider social, cultural, or political context). A new measure was constructed and validity tested using an inductive approach, and the relationship between trust and trait anxiety was also examined. The results supported the hypothesis that trust is a multidimensional construct, and demonstrated a strong relationship between trust and trait anxiety. It is hoped that this work will rekindle research interest in this important area. The final section is the researcher’s critical appraisal of the research process based on her personal research diary. It is a reflective piece that examines the impact of the research on the researcher (and vice versa) and the critical events in the research process.

Na década de 1990, emergiu uma numerosa literatura abordando os efeitos da confiança interpessoal no crescimento econômico dos países. Teoricamente, a confiança afeta o crescimento econômico por afetar as decisões que envolvem incerteza acerca das ações futuras de outros agentes, como: investimentos, contratações de trabalhadores, inovação, dentre outras. Este trabalho utiliza a metodologia corrente nesta literatura, avaliando o papel da confiança no crescimento econômico em um cross section de países para três períodos, utilizando informações, principalmente, das Penn World Tables, World Values Survey e dados de educação da UNESCO. Aplicando a técnica de least trimmed squares é avaliada a robustez da variável confiança quando se retiram observações aberrantes. Encontra-se que a confiança tem um efeito considerável no crescimento econômico, mesmo quando outliers são removidos. Também são realizados exercícios para a correção de possíveis problemas de endogeneidade da variável de confiança. Além disso, o trabalho analisa os determinantes da confiança individual, utilizando um modelo probit cujas variáveis explicativas são: renda, escolaridade, idade, país, religião, dentre outras. Este exercício também é feito para analisar o caso brasileiro. Encontra-se que a confiança é uma variável que depende mais da sociedade ou do grupo que das características individuais e, para o caso brasileiro, verificou-se que independentemente de gênero, escolaridade ou renda, as pessoas não confiam nos demais. / In the 1990\'s a large number of works came out investigating the effects of interpersonal trust on the economic growth of countries. Theoretically, trust affects economic growth by affecting all decisions that involve uncertainty on future actions of other agents, such as: investments, hire of employees, innovation, among others. This study uses the current literature methodology, tackling the trust importance for economic growth on a cross section of countries for three periods, using informations mainly from the Penn World Tables, World Values Survey and educational data from UNESCO. Applying the least trimmed squares technique it is evaluated the robustness of the trust variable when influential observations are excluded. It is found a remarkable estimated effect of trust on economic growth, even when outliers are removed. Also some studies are made in order to correct for possible endogeneity problems of the trust variable. Moreover, the work analyses the determinants of individual trust, using a probit model with the regressors: income, schooling, age, country, religion, among others. This analysis is also applied for the brazilian case. It is found that trust depends more on the society or group than on individual characteristics and, for the brazilian case, it was observed that, no matter which gender, schooling or income level the person belongs to, people do not trust each other.

Aim: To understand the influence of guanxi and trust on business to business relationships in the Chinese market. Method: This study was conducted based on an inductive qualitative research method with the use of primary and secondary data. A case study, with semi-structured interview questions and open-end questionnaire, were used for the collection of primary data. In total 27employees were interviewed, 13 through an online application and 14 through an online survey. Result & Conclusions: Guanxi and trust are inseparable and complement each other when building B2B relationships. Renqing and ganqing are part of guanxi which can influence guanxi directly. Trust can be divided into interpersonal and organizational trust and both can build B2B relationships. For the creation of a long-term relationship between business partners, both guanxi and trust are essential to maintain and strengthen the relationship. Suggestion for future research: Because of the limited number of interviews and circumstances, the results of this research are based in one company and three of its business partners. All the interviewed employees work in China and are specialized in the pharmaceutical industry. Therefore, the results are difficult to be generalized, but further studies can be conducted in different fields and industries, such as government-owned companies and various business scopes to investigate if the different levels of guanxi and trust influence business relationships or performance. Contribution of the study: This study contributes to the understanding of how guanxi and trust influence relationships between business partners in China. No matter which starts the initial B2B relationship, both trust and guanxi are essential in building, maintain and strengthening B2B relationships.

The purpose of this study is to explore the relationship on career self-efficacy and career satisfaction for human resource practitioners in Taiwan. Besides, this research also explores the moderating effects of of mentoring support and interpersonal trust. One hundred and forty three surveys were received by employees of Taiwanese companies. The data was analyzed by factor analysis, reliability analysis, using the SPSS to measure the relationship amongst the constructs, and we draw some research conclusions as follows. 1. The career self-efficacy of human resource practitioners is significant and positive related to career satisfaction. 2. Though hierarchical regression analysis, the results reveal that Mentoring Support is a moderator of career self-efficacy and career satisfaction. 3. Interpersonal trust has significant and positive influence on between career self-efficacy and career satisfaction.

The role of trust in market exchange has been of consistent interest to marketing researchers over the past decade. Many researches in marketing have shown that customer trust in a company and its representatives can positively influence customer loyalty. However, a customer¡¦s deal with a particular product/service provider can also be influenced by the customer¡¦s trust in the broader marketplace¡Xfor example, trust in those who regulate the market and trust in the professionals who populate the marketplace. Drawing from a number of disciplines in addition to marketing, we identify three types of trust (Institutional Trust, Role Trust, Generalized Trust) in the broader marketplace that might influence trust (interpersonal trust, firm-specific trust) between two exchange partners. Using survey results collected from direct sellers of Taiwan¡¦s direct selling companies, we test competing theories about the influence of this trust. Our results show that the influence of broad-scope trust on customer loyalty is not direct, but is mediated by narrow-scope trust. Because the substitutional view implies a direct relationship between broad-scope trust and customer loyalty, this finding supports the foundational view of the relationship between broad-scope and narrow-scope trust.