Organizational trust is an important antecedent and the intermediary variables of employee behavior. From the organizational behavior point of view, in the rapidly changing and uncertain environment, organizations need the employees to redouble efforts, and staffs expect the organizations also to provide more care and trust. Therefore, the good relationship between employees and organizations is very important, and Organizations Trust is the core of this relationship. In this study, quantitative research was adopted with the part-time MBA students of Sun Yat-Sen University as target group, who sent out questionnaires in the form of hard copy or electronic file to their friends or colleagues. The research target was limited to Taiwan citizens and employees working in Taiwan companies. A total of 400 questionnaires were distributed, 150 of which aimed to solicit subordinates¡¦ view on their direct supervisors, 150 associates¡¦ view on their peers, and 100 superiors¡¦ view on their subordinates. The feedback of questionnaires totaled 247, with 102, 91 and 54 from subordinates, associates and superiors respectively. The collected data was analyzed and validated by using descriptive statistics, reliability analysis, validity analysis, and structural equation modeling. The conclusions are summarized below: (1) A high degree of confidence lays the foundation of most Taiwan enterprises, exhibiting various features of organizational structure of trust as defined by Guoduohaochu. A few of them are compliance with commitment, integrity and avoiding deliberations, all of which exist in the target confidence measurements among superiors, peers and subordinates. (2) The corporate trust structure also includes three types of trust intentions, i.e. affective state, cognitive, and intent to behave. These factors prove to be highly related. (3) This study found that executives, colleagues and subordinates hold different views on interpretation of the organizational confidence measurement. The views between superiors and associates, superiors and subordinates, and associates and subordinates differ. The results indicate that Taiwan enterprises, like their counterparts in North America and Italy, display similar defined organizational trust measure dimensions of compliance with commitments, negotiating honestly, and avoiding taking excessive advantage. Likewise, the three types of trust intentions, i.e. affective state, cognitive, and intent to behave, are included in the corporate trust structure, with these factors co-existing in a positive correlative manner in the target confidence measurements among groups of superiors, peers and subordinates. However, views on interpretation of the organizational confidence measurement differ a lot. This study demonstrates that Chinese culture differs from Latino or European culture in their upper and lower relationship, where supervisors always play a role similar to Jun Fu, while subordinates play the role of courtiers. Different specifications of the role lead to different expectations on the role. Similarly, the difference in power causes the shift of focus of concern, which subsequently forms two different trust relationships. In brief, this argument also applies to the business organizations trust assessment in Taiwan.

ABSTRACT Trust is a central component in leadership and has been shown to be associated with employee commitment, motivation and performance. The phenomenon has been investigated at the organisational level and there have been previous studies of trust within the manager/subordinate relationship. However, research in this area within the South African environment has been limited. The present research investigates the trust displayed by employees in relation to their immediate managers and explores this relationship from a gender perspective. As women are still not well represented at management level and as perceptions of male and female managers tend to differ, the purpose of this study is to determine whether perceptions of male and female managers differ in terms of trust. The aims of the study are to assess whether there are differences with regard to the trust that employees place in managers of differing gender, as well as to assess whether there are differences in the trust displayed by employees of differing gender. The methodology of the study is based on analysis of questionnaires distributed within a large company in the retail environment. The instrument used is a Trust measure developed by Daniel McAllister (1995). Initial analyses were undertaken to establish Cronbach Alphas on both sub-scales of the Trust measure. An exploratory factor analysis was conducted to establish whether responses to the questionnaire loaded on the same subscales identified in the original McAllister study. The main analyses were then carried out using t-tests and Analysis of Covariance, in order to control for a number of potentially confounding variables in the study. The results indicate that males and females display an equal propensity to trust. In addition, male and female managers are viewed no differently in terms of trustworthiness. There are also no significant trust differences when same gender relationships were compared to cross gender relationships between managers and employees. However, manager age and the length of time that the employee knows a manager were found to be significant covariates.

Organizations often take trust for granted or ignore it, although trust is important for organizational learning and performance. Organizations must continuously learn if they are to survive, and trust facilitates individual and organizational learning. However, many authors either mention the importance of trust, or assume trust is present, and then discuss other topics as if little can be done to better understand the antecedents of trust or to improve trust in an organization. In particular, prior to this study, researchers had not explored the influence of adult attachment and disclosiveness on organizational trust. Human resources development professionals can play a vital role by helping leaders in their organizations attain strategic goals, however, no research study done previously has focused on how trust in an organization is influenced by adult attachment and disclosiveness. There is a need to better understand organizational trust because in today's global economy, an organization's ability to survive may depend in part on individual and organizational learning facilitated by trust. This study focused on a main research question "What portion of the variance in employees' perceptions of organizational trust do employees' adult attachment and disclosiveness explain?" During this research, a revised instrument for measuring organizational trust was developed. The findings of this study showed that disclosiveness did not have a statistically significant influence on organizational trust. In contrast, fearful attachment, in particular was shown to have a modest, statistically significant, and negative influence on organizational trust. / Ph. D.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: The last decade has seen a continuing erosion of trust in business. Companies inability to realise trust in practice has created public cynicism and mistrust. This eruption of mistrust compelled business to ask why trust has become as issue of concern and how one can re-establish trust in commerce. The study will investigate the functioning of the concept of trust in business. Our hypothesis is that a move from mistrust to trust in the current business environment is only possible through a change in our understanding of ethics. A mere change in business processes or a tightening of corporate governance and compliance will not help us to move away from the culture of suspicion that is negatively influencing our business environment. We will propose the work of Emmanuel Levinas as an ethical alternative to the de-ontological and teleological approaches that are currently dominating our understanding of business ethics. Using some of his key concepts we construct what we call an 'embodied trust'. This form of trust is grounded in responsibility towards the other, and not in the rational sentiments of the egotistical subject. We complement this more philosophical approach to trust by building a business case for it by looking at the way it functions in various business instances. We acknowledge that a lot of what we have discussed is already an implicit part of what is happing in the business community. By looking at issues such as integrity, transparency I leadership, corporate culture, stakeholders, corporate social responsibility, branding and corporate governance, we highlight the existing forms of trust that already adhere to the discussed ethical requirements, and indicate the direction that business needs to take to cultivate this kind of trust in all its business processes. We conclude our study by giving two examples that will serve as illustration of our argument. The first being Regal Bank as an example of 'embodied mistrust' and the second being Allan Gray as an illustration of 'embodied trust'. / AFRIKAANSE OPSOMMING: Die laaste dekade is gekenmerk deur 'n voortdurende erosie van vertroue in die sakewereld. Maatskappye se onvermoe om in die praktyk vertroue te skep, het verder bygedra tot openbare sinisme en wantroue in sakepraktyke. Hierdie ontploffing van wantroue het organisasies genoop om te besin oor waarom vertroue so 'n belangrike kwessie is, en oor hoe om dit te herstel. Hierdie studie . ondersoek die wyse waarop die konsep van vertroue in besigheid funksioneer. Dns hipotese is dat die verskuiwing van wantroue na vertroue in die heersende besigheidsomgewing aileen moontlik is deur 'n veranderde begrip van etiek. Die blote verandering in besigheidsprosesse of 'n verskerping van korporatiewe beheer en nakoming van reels sal cns nie help om weg te beweeg van 'n kultuur van agterdog wat besig is om cns besigheidsmilieu negatief te be"(nvloed nie. Ons stel die werk van Emmanuel Levinas as 'n etiese alternatief voar om die de-ontologiese en teleologie5e benaderings te vervang wat tans cns beg rip van besigheidsetiek oorheers. Deur van sy sleutelbegrippe te gebruik, konstrueer ons wat ons noem 'n 'beliggaamde vertroue'. Hierdie vorm van vertroue is gegrond in verantwoordelikheid teenoor die ander en nie in die rasionele trekke van die egotisiese subjek nie. Ons komplementeer ons filosofiese benadering tot vertroue met 'n praktiese kyk op hoe dit funksioneer in verskillende besigheidsprosesse. Baie van dit wat ons bespreek, is reeds implisiet deel van dit wat gebeur in die bre;; besigheidsgemeenskap. Deur te kyk na sake soos integriteit, deursigtigheid, leierskap, korporatiewe kultuur, belanghebbendes, korporatiewe sosiale verantwoordelikheid, handelsmerke en korporatiewe beheer, wys ons uit hoe bestaande vorme van vertroue reeds voldoen aan ons voorgestelde etiese voorwaardes. Hiermee saam gee ons ook die rigting aan waarin besigheid moet ontwikkel om die tipe vertroue deel te maak van al sy besigheidsprosesse. Ons sluit die studie af deur twee voorbeelde te gee ter illustrasie van ons argument. Die eerste is die van Regal Bank as 'n voorbeeld van ' beliggaamde wantroue' en die tweede is die van Allan Gray as 'n illustrasie van 'beliggaamde vertroue'.

Abstract From the viewpoint of Micro politics in school organizations, the purpose of this study is to investigate the relevancies between the perceptions of micro politics strategies and the levels of organizational trust among the teachers with variable backgrounds in school organizations in Pingtung County. The research method being adopted in this study is Questionnaire Survey and the research tool being utilized is ¡§The Questionnaire Survey on the Perceptions of micro politics Strategies and the Levels of Organizational Trust in School Organizations in Pingtung County¡¨, developed by the researcher himself. After reviewing relevant research documents and analyzing the results of the questionnaire survey, the conclusions of this study include: 1.There is obvious existence of micro politics strategies in the relationship operations in school organizations. 2.Among teachers and schools of different backgrounds, there are notable differences in the perceptions of micro politics strategies in school organizations. 3.Among teachers and schools of different backgrounds, there are notable differences in some aspects in the levels of organizational trust in school organizations. 4.It is shown that there is a low positive correlation between the perceptions of micro politics and the levels of organizational trust in school organizations.

Recently, researchers in the organizational behavior have continued their research on the related issues in the perception of organizational politics in the hope to promote organizational trust, and thus achieve the competitive advantages of the organization. Therefore, this study is based on the revised model of the perception of organizational politics, proposed by Ferris et al. (2002), to explore the relation between the perception of organizational politics and organizational trust, and to use SPSS 17.0 and the structural equation model as verification. To re-analyze the research information provided by the research team led by Professor Chin-Ming Ho in the perception of organizational politics, there are discoveries as follows: 1. the dimension of "general political behavior" in the perception of organizational politics has a negative impact to the dimension of "trust manager" in the organizational trust. 2. the dimension of "general political behavior" in the perception of organizational politics has a negative impact to the dimension of "trust organization" in the organizational trust. 3. the dimension of "general political behavior" in the perception of organizational politics has a negative impact to the dimension of "trust colleagues" in the organizational trust. 4. the dimensions of "remain silent, waiting for the benefits" and "difference between policies and practices" in the perception of organizational politics has significantly positive impact to each dimension in the perception of organizational trust.

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The concept of trust in human relationship has gained much attention over the past decade. The majority of the trust literature focuses on the definition of trust and the development and maintenance of trust. Most scholars agree that trust is developed and maintained through dialogue and socialization, including verbal and nonverbal social cues. The literature suggests that individuals share information and build communities with persons they trust. Within an organizational environment, higher degrees of trust enhance the discovering processes and, ultimately, the ability of groups and organizations to fully function. A "sense of community" is created in environments that encourage open and honest communication among their members. Despite the research supporting a link between socialization, communication, and trust, there is almost no research that specifically addresses the relationship between communication technologies that eliminate face-to-face interaction and organizational trust and sense of community. E-mail, a tool that enables members of an organization to communicate with one another despite differences in time and location, is used by a vast majority of corporations to communicate with its organizational members. While e-mail communication provides many advantages, the literature in this area suggests that this tool may limit the amount of "human moments" at work, which may relate to decreased levels of trust and feelings of community in the workplace. This study was aimed at learning more about this phenomenon. Using a questionnaire developed that included three valid and reliable instruments of trust and sense of community, responses were collected from members of selected teams within a large, international organization to examine the relationships between trust, community, and e-mail communication. Other demographic and organizational data was also collected. Although no relationship was found between e-mail use, organizational trust, and psychological sense of community in the workplace, the results suggest that factors other than communication medium influence feelings of trust and community. Implications of the findings as well as recommendations for practice and future research are provided. / Ph. D.

Academia and industry both report benefits to forming and maintaining collaborative research partnerships. As organizations come together to participate in these partnerships, each brings their own set of operational norms and strategic goals. Some of these norms and goals are complementary, but others can be conflicting. University-industry research partnerships (UIRPs) in particular are susceptible to conflicts for at least four major reasons: 1) there are strategic differences in the purposes of industry and academia that can result in misalignment of goals and unrealistic expectations; 2) each organization has different operational norms and discord can arise from misunderstandings among participants; 3) many UIRPs function as virtual teams and are susceptible to miscommunication that arises when face-to-face communications are missing; and, 4) UIRPs are knowledge-based organizations meaning that their primary purpose is to translate research into applicable technology that is a largely intangible process and therefore, difficult to manage. The conflicts that can arise from these misalignments, misunderstandings, miscommunications, and mismanagement can deteriorate trust and can become detrimental to a partnership. Trust has been cited as being a factor in adequately addressing conflict and reducing the potentially detrimental effects of each characteristic. This makes the need to proactively cultivate trusting relationships in UIRPs critical. The purpose of this study was to empirically investigate the role of trust in university-industry research partnership performance. The study was designed as a convergent parallel mixed methods research design utilizing an online questionnaire administered to boundary role spanning academic and industry UIRP participants for the quantitative study and interviews of the academic-industry leadership teams for the qualitative study. Following independent analyses of each study, an integrative discussion of the results of both studies more holistically described the role of trust in UIRPs. The research results enhance our understanding of the role of trust in UIRPs and suggest empirically-based guidelines for managing trust and sustaining positive, long-term UIRP performance. / Ph. D.

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.