This study examines the effects of social tie strength, value fit and affect-based trust of overseas workers on their cultural knowledge acquisition in foreign countries. Based on the assumption that cultural knowledge is acquired through social interactions, the research model encompassed 3 social-related independent variables and tested empirically from 536 interpersonal relationships reported by 136 respondents. The results revealed that social tie strength and value fit have positive impacts on cultural knowledge acquisition not only directly but also indirectly, through the mediation role of affect-based trust. However, the mediation effect differs between relationships with local nationals and relationships with non-local nationals. Specifically, affect-based t rust is essential for the effect of social tie strength to local nationals instead of that to non-local nationals; moreover, the mediation effect is sufficient on value fitted non-local nationals but is incomplete on value fitted local nationals. The implications of the findings and the need for future research were also discussed.

The COVID-19 pandemic resulted in a rapid and significant change in the work settings of many organizations. Today, many businesses have adopted a hybrid way of working as opposed to returning to the traditional way. Due to this topic being relatively new, there is little research done within the area. Furthermore, knowledge and, by extension, knowledge sharing are two of the most important resources or procedures for an organization to remain long-term competitive. One major factor influencing knowledge sharing is trust, therefore, this study aims to investigate how knowledge sharing and trust within project teams have been impacted by the hybrid context. Further, four aspects of trust, benevolence, competence, openness, and integrity, will also be studied to see how the hybrid context has influenced them. This master’s thesis is based on a case study with an exploratory approach. Qualitative interviews and literature research were conducted, which together form the basis for the analysis and conclusions. It has become evident that the hybrid context has had an impact on all factors considered, in other words, knowledge sharing, trust, and the aspects of trust. One significant finding was that it appears to be difficult and more time-consuming to establish social relationships in the hybrid context, and this has had a negative impact on all variables examined. Despite the negative consequences, the research findings also show that the hybrid context has some positive impacts in regard to benevolence, openness, and integrity. The findings in this master’s thesis contribute to the research by providing further understanding of how the hybrid context has affected knowledge sharing and trust, including its aspects. Practitioners will get valuable insights into trust and knowledge sharing, both of which are critical to the success of teams and organizations. Further, a set of managerial implications are given.

This study was initiated for the purpose to further understand the theoretical relationship between followers trust of the closest bound perceived servant leader and the predictability of the  followers organizational citizenship behavior (OCB). Specifically, this study looked at the modifying effect of the followers prosocial motivation—the desire to benefit other people (Grant, 2008) on multilevel dimensions of trust (i.e. affect- and cognition-based trust) and how this could possibly predict if at all followers OCB. There is far less research specifically about servant leaders than those implementing transformational leadership theory (Joseph & Winston, 2005; van Dierendonck & Nuijten, 2011). There are numerous studies using transformational leadership based on the well-defined parameters that are proven to be a relatively strong predictive variable in a variety of theoretical fields (N. Eva, Sendjaya, & Prajogo, 2015). Zhu and Akhtars’ (2014) study on transformational leadership behavior and multi-levels of trust is the inspiration to the current research project. The current research project is a close replication of Zhu and Akhtars’ (2014) model with the replacement of transformational leadership with servant leadership. Data were collected from 39 followers and four leaders from seven different facilities in the greater Stockholm area. The results showed that affect-based trust mediated the relationship between servant-based leadership and followers OCB. In addition, affect-based trust mediated the relationship between servant leadership and followers OCB only with those with high prosocial motivation. As for cognition-based trust, there seems to be some interaction between cognition-based trust and the relationship between servant leadership and followers with low prosocial motivation. These results strengthen the conclusions of the original study by Zhu and Akhtar (2014). Finding that servant leadership does not predict follower’s organizational citizenship behaviors alone. To reach a better understanding on followers OCB and their interaction within a servant leadership organization one must look at the individual followers’ level of trust and prosocial motivation variables to further our understanding on how to encourage OCB.

Tant auprès des chercheurs que des praticiens, la socialisation organisationnelle semble représenter un sujet d’intérêt à l’heure actuelle (Fang, Duffy, & Shaw, 2011). Dans cette lignée, la présente thèse cherche à approfondir notre compréhension de la socialisation organisationnelle, afin d’en dresser un portrait plus complet et étayé, mais aussi d’y arrimer des pratiques porteuses pour les organisations et leurs employés. Plus précisément, les aspects relationnels inhérents au vécu des nouveaux employés, largement ignorés à ce jour dans la documentation (Ashforth, Sluss, & Harrison, 2007), sont examinés à partir de données recueillies à trois temps de mesure distincts auprès d’un échantillon de 224 nouveaux employés. Avec comme point de départ la théorie de l’échange social (Blau, 1964) et le concept de confiance affective (McAllister, 1995), le premier des deux articles qui composent la thèse démontre que, par rapport aux approches dites classiques (i.e., exprimant une vision cognitive de la socialisation organisationnelle), une approche relationnelle de la socialisation organisationnelle permet de mieux rendre compte du lien psychologique qui s’établit entre les nouveaux employés et l’organisation, alors que les approches cognitives classiques sont davantage explicatives de la performance des employés. Les deux approches semblent donc complémentaires pour expliquer l’adaptation des nouveaux employés. Le second article s’appuie sur la démonstration effectuée dans le premier article et cherche à approfondir davantage les aspects relationnels inhérents au vécu des nouveaux employés, de même que leur influence sur l’adaptation de ces derniers. À cette fin, la théorie de la conservation des ressources (Hobfoll, 1989) est considérée et l’engagement affectif (Meyer & Herscovitch, 2001) est mis de l’avant comme concept focal. Les résultats suggèrent que l’engagement affectif envers le supérieur compense pour un déclin de l’engagement affectif envers l’organisation, tel qu’il résulte d’un bris de la relation avec l’organisation. Les relations semblent donc, dans certaines circonstances, avoir une portée qui dépasse leurs protagonistes directs. La présente thèse démontre donc que les aspects relationnels inhérents au vécu des nouveaux employés ont une influence distincte, prépondérante et complexe sur leur adaptation en emploi. Ce faisant, elle s’insère dans un courant de recherche visant à remettre à l’avant-plan et mieux comprendre la sphère relationnelle dans les organisations (Ragins & Dutton, 2007). Les implications théoriques et pratiques qui en découlent seront discutées. / Both among researchers and practitioners, organizational socialization seems to be a topic of interest nowadays (Fang, Duffy, & Shaw, 2011). Along this line, the present thesis seeks to deepen our understanding of organizational socialization in order to provide a more complete and documented picture of it, but also to develop useful practices for organizations and their employees. Specifically, the relational aspects inherent to the experience of newcomers, largely ignored so far in the literature (Ashforth, Sluss, & Harrison, 2007), are examined using data collected at three points in time among a sample of 224 newcomers. Using social exchange theory (Blau, 1964) as a background and the concept of affective trust (McAllister, 1995), the first of the two articles that comprise the thesis shows that, compared with conventional approaches (i.e., expressing a cognitive view of organizational socialization), a relational approach to organizational socialization can better reflect the psychological bond that is established between newcomers and organizations, while conventional approaches are more explanatory of employee performance. The two approaches thus seem complementary to explain newcomer adjustment. The second article draws from the evidence reported in the first article and seeks to further deepen the relational aspects inherent to the experience of newcomers, as well as their influence on adjustment. To this end, conservation of resources theory (Hobfoll, 1989) is considered and affective commitment (Meyer & Herscovitch, 2001) is put forward as the focal concept. Results suggest that affective commitment to the supervisor compensates for a decline in affective commitment to the organization as resulting from a breach to individuals’ relationship with the organization. Relationships thus seem, under certain circumstances, to have an impact that goes beyond their direct protagonists. This thesis therefore demonstrates that the relational aspects inherent to the experience of newcomers have a distinct, prevailing and complex influence on their adjustment. In doing so, it is part of a research stream that tries to put forward and better understand the relational dynamics within organizations (Ragins & Dutton, 2007). Theoretical and practical implications will be discussed.

Tant auprès des chercheurs que des praticiens, la socialisation organisationnelle semble représenter un sujet d’intérêt à l’heure actuelle (Fang, Duffy, & Shaw, 2011). Dans cette lignée, la présente thèse cherche à approfondir notre compréhension de la socialisation organisationnelle, afin d’en dresser un portrait plus complet et étayé, mais aussi d’y arrimer des pratiques porteuses pour les organisations et leurs employés. Plus précisément, les aspects relationnels inhérents au vécu des nouveaux employés, largement ignorés à ce jour dans la documentation (Ashforth, Sluss, & Harrison, 2007), sont examinés à partir de données recueillies à trois temps de mesure distincts auprès d’un échantillon de 224 nouveaux employés. Avec comme point de départ la théorie de l’échange social (Blau, 1964) et le concept de confiance affective (McAllister, 1995), le premier des deux articles qui composent la thèse démontre que, par rapport aux approches dites classiques (i.e., exprimant une vision cognitive de la socialisation organisationnelle), une approche relationnelle de la socialisation organisationnelle permet de mieux rendre compte du lien psychologique qui s’établit entre les nouveaux employés et l’organisation, alors que les approches cognitives classiques sont davantage explicatives de la performance des employés. Les deux approches semblent donc complémentaires pour expliquer l’adaptation des nouveaux employés. Le second article s’appuie sur la démonstration effectuée dans le premier article et cherche à approfondir davantage les aspects relationnels inhérents au vécu des nouveaux employés, de même que leur influence sur l’adaptation de ces derniers. À cette fin, la théorie de la conservation des ressources (Hobfoll, 1989) est considérée et l’engagement affectif (Meyer & Herscovitch, 2001) est mis de l’avant comme concept focal. Les résultats suggèrent que l’engagement affectif envers le supérieur compense pour un déclin de l’engagement affectif envers l’organisation, tel qu’il résulte d’un bris de la relation avec l’organisation. Les relations semblent donc, dans certaines circonstances, avoir une portée qui dépasse leurs protagonistes directs. La présente thèse démontre donc que les aspects relationnels inhérents au vécu des nouveaux employés ont une influence distincte, prépondérante et complexe sur leur adaptation en emploi. Ce faisant, elle s’insère dans un courant de recherche visant à remettre à l’avant-plan et mieux comprendre la sphère relationnelle dans les organisations (Ragins & Dutton, 2007). Les implications théoriques et pratiques qui en découlent seront discutées. / Both among researchers and practitioners, organizational socialization seems to be a topic of interest nowadays (Fang, Duffy, & Shaw, 2011). Along this line, the present thesis seeks to deepen our understanding of organizational socialization in order to provide a more complete and documented picture of it, but also to develop useful practices for organizations and their employees. Specifically, the relational aspects inherent to the experience of newcomers, largely ignored so far in the literature (Ashforth, Sluss, & Harrison, 2007), are examined using data collected at three points in time among a sample of 224 newcomers. Using social exchange theory (Blau, 1964) as a background and the concept of affective trust (McAllister, 1995), the first of the two articles that comprise the thesis shows that, compared with conventional approaches (i.e., expressing a cognitive view of organizational socialization), a relational approach to organizational socialization can better reflect the psychological bond that is established between newcomers and organizations, while conventional approaches are more explanatory of employee performance. The two approaches thus seem complementary to explain newcomer adjustment. The second article draws from the evidence reported in the first article and seeks to further deepen the relational aspects inherent to the experience of newcomers, as well as their influence on adjustment. To this end, conservation of resources theory (Hobfoll, 1989) is considered and affective commitment (Meyer & Herscovitch, 2001) is put forward as the focal concept. Results suggest that affective commitment to the supervisor compensates for a decline in affective commitment to the organization as resulting from a breach to individuals’ relationship with the organization. Relationships thus seem, under certain circumstances, to have an impact that goes beyond their direct protagonists. This thesis therefore demonstrates that the relational aspects inherent to the experience of newcomers have a distinct, prevailing and complex influence on their adjustment. In doing so, it is part of a research stream that tries to put forward and better understand the relational dynamics within organizations (Ragins & Dutton, 2007). Theoretical and practical implications will be discussed.

Aim: The aim of this study is to understand how trust influence quality Guanxi in the Chinese business context.   Method: An inductive qualitative research method is adopted in this study; a single case study, interview questions and semi-structured interviews are applied to collect primary data.   Result & Conclusions: Quality Guanxi needs to build deep trust by combining cognition- and affect-based trust together in Chinese business context.  Meanwhile, Renqing gradually builds Ganqing (affection) through reciprocal behavior and empathy, and eventually leads to affect-based trust in Guanxi networks. Furthermore, cognition-based trust could be understood as initial trust in Guanxi networks.   Suggestions for future research: Due to the limited number of interviews, the result and conclusion of this study is based on only one company (Vigor) and one country (China) perspective. Therefore generalization cannot be achieved. For further studies on this field, it is necessary to increase the scope and number of interviews, such as different industries, different positions, etc.   Contribution of the thesis: This study contributes to the further understanding of Guanxi as a unique way of developing business relationships in China from the perspective of trust.  It shows how the quality Guanxi can be developed by deep trust relying on cognition- and affect-based trust. / 目标：本文主要解析了在中国的商业环境中信任是如何影响优质关系的。   方法：本文采用归纳定性研究方法； 应用单一案例研究、访谈问题和半结构化访谈来收集主要数据。   结果/ 结论：在中国的商业活动中，只有通过结合基于认知的信任和基于情感的信任，从而建立深度信任，才能最终建立优质关系。同时，人情通过互惠行为和同理心逐步建立感情，最终建立关系网络中基于情感的信任。而基于认知的信任又可以理解为关系网络中的初始信任。   对未来研究的建议：由于访谈数量有限，本文的结果和结论仅基于一个公司(上威集团)和一个国家(中国)的视角，因此不能泛化。为了进一步研究这一领域，有必要增加其访谈的范围和数量，如不同行业、不同职位等。   本文的贡献：本文有助于从信任的角度进一步认识关系，这种作为发展中国商业关系的一种独特方式。并说明了如何依靠基于认知的信任和基于情感的信任，从而建立深度信任来发展优质关系。 / Objetivo: El objetivo de este estudio es entender como la confianza influencia la calidad del Guanxi en el contexto de negocios Chino.   Método: Para este estudio un método inductivo y cualitativo ha sido adoptado. Preguntas de entrevista y entrevistas semi-estructuradas han sido aplicadas en la recolección de la información primaria.   Resultado y Conclusiones: Para lograr calidad en la red Guanxi se necesita construir confianza “profunda” mediante la combinación de confianza cognitiva y afectiva en el contexto de negocios chino. Renqing puede construir gradualmente Ganqing a través del comportamiento reciproco y la empatía, lo cual con lleva eventualmente a la generación de confianza afectiva en la red de contactos Guanxi. Además, la confianza cognitiva puede ser considerada como la confianza inicial en las redes de contactos Guanxi.   Sugerencias para investigaciones futuras: Debido al número limitado de entrevistas, los resultados de este estudio solamente están basados en una compañía (Vigor) y un país (China). Por lo tanto, la generalización de los resultados a otros países no es aconsejable. Para futuras investigaciones en este campo, es necesario aumentar el número de entrevistas de empleados de diferentes empresas pertenecientes a diversas industrias y países.   Contribución de la tesis: Este estudio contribuye al mayor entendimiento del concepto chino “Guanxi” como una forma única de construir relaciones de negocios en China, mediante el desarrollo de la confianza “profunda”. Para ello, se muestra como la calidad del Guanxi puede ser desarrollado mediante la confianza profunda la cual se basa en la confianza cognitiva y afectiva.