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<p><b><font face="Times New Roman"> <p align="left">As organisations struggle to meet the demands placed on them by contextual challenges, they place more emphasis on relationships for effective organisational functioning. Trust is a critical component of workplace relationships and has been linked to numerous beneficial organisational outcomes. However, as trust is difficult for organisations to influence directly, Perceived Organisational Support may encompass a set of actions organisations can take that directly create workplace trust. The aim of this study was to elucidate the relationship between workplace trust and Perceived Organisational Support. Workplace trust was examined as a three-dimensional model, with the trust referent (Organisation, Immediate Manager, Co-Workers) forming each dimension. Perceived Organisational Support was examined as a two-dimensional model, based on performance-reward expectancies (&ldquo / Contribution&rdquo / ) or socio-emotional need fulfilment (&ldquo / Well-being&rdquo / ). A multi-method survey methodology yielded n = 212 participants in a South African organisation. The consolidated questionnaire sought biographical information from the sample as well as their responses to the Workplace Trust Survey and the Survey of Perceived Organisational Support. The reliability coefficients of the Workplace Trust Survey, Survey of Perceived Organisational Support and each of the dimensions were established as sufficient. Next, Confirmatory Factor Analysis confirmed that a three-dimensional factor structure for workplace trust and a two-dimensional factor structure for Perceived Organisational Support can&nbsp / and should be used in a South African sample. Correlation analysis indicated a significant, positive relationship between each dimension of workplace trust and both of the dimensions of Perceived Organisational Support. Regression analysis confirmed that Perceived Organisational Support contributes to a significant proportion of the variance in workplace trust. However, there was one exception: The Contribution dimension of Perceived Organisational Support did not contribute significantly to Trust in Co-workers. This research, based on a South African sample, confirms much of the previous international research into the relationship between Perceived Organisational Support and workplace trust. In addition, it makes two new contributions to the field. First, it found that Perceived Organisational Support can and should be considered a two-dimensional construct in a South African sample. This is in contrast with international studies that indicate a uni-dimensional construct for Perceived Organisational Support. Second, by using the two-dimensional Perceived Organisational Support construct, it found that only the Well-being, and not the Contribution, dimension of Perceived Organisational Support had a significant, positive impact on workplace trust.</p> </font></b></p>

<p><b><font face="Times New Roman"> <p align="left">As organisations struggle to meet the demands placed on them by contextual challenges, they place more emphasis on relationships for effective organisational functioning. Trust is a critical component of workplace relationships and has been linked to numerous beneficial organisational outcomes. However, as trust is difficult for organisations to influence directly, Perceived Organisational Support may encompass a set of actions organisations can take that directly create workplace trust. The aim of this study was to elucidate the relationship between workplace trust and Perceived Organisational Support. Workplace trust was examined as a three-dimensional model, with the trust referent (Organisation, Immediate Manager, Co-Workers) forming each dimension. Perceived Organisational Support was examined as a two-dimensional model, based on performance-reward expectancies (&ldquo / Contribution&rdquo / ) or socio-emotional need fulfilment (&ldquo / Well-being&rdquo / ). A multi-method survey methodology yielded n = 212 participants in a South African organisation. The consolidated questionnaire sought biographical information from the sample as well as their responses to the Workplace Trust Survey and the Survey of Perceived Organisational Support. The reliability coefficients of the Workplace Trust Survey, Survey of Perceived Organisational Support and each of the dimensions were established as sufficient. Next, Confirmatory Factor Analysis confirmed that a three-dimensional factor structure for workplace trust and a two-dimensional factor structure for Perceived Organisational Support can&nbsp / and should be used in a South African sample. Correlation analysis indicated a significant, positive relationship between each dimension of workplace trust and both of the dimensions of Perceived Organisational Support. Regression analysis confirmed that Perceived Organisational Support contributes to a significant proportion of the variance in workplace trust. However, there was one exception: The Contribution dimension of Perceived Organisational Support did not contribute significantly to Trust in Co-workers. This research, based on a South African sample, confirms much of the previous international research into the relationship between Perceived Organisational Support and workplace trust. In addition, it makes two new contributions to the field. First, it found that Perceived Organisational Support can and should be considered a two-dimensional construct in a South African sample. This is in contrast with international studies that indicate a uni-dimensional construct for Perceived Organisational Support. Second, by using the two-dimensional Perceived Organisational Support construct, it found that only the Well-being, and not the Contribution, dimension of Perceived Organisational Support had a significant, positive impact on workplace trust.</p> </font></b></p>

Recent organisational changes have refocused attention on the productivity and performance of sales representatives and consequently brought about a re-evaluation of the QWL these employees experience, as well as their trust in the organisation to support them. Responses to an internet-based survey methodology were analysed using quantitative techniques and structural equation modelling. Results confirm a positive relationship between Managerial Practices and Organisational Trust, and a lower relationship between the dimensions of Personality and Organisational Trust. A positive relationship was noted between QWL and Managerial Practices, and a lower relationship between QWL and the Personality constructs. This study accentuates the importance of management to be aware of the trust employees have in the organisation as well as their experience of QWL, as it seems as though the Personality traits and Managerial Practices of managers influences both the trust relationship and QWL experienced by employees. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The aim of this study was to unify a South African model of organisational trust with the globally accepted Integrative model of organisational trust on a theoretical and empirical level. The antecedents of trust in direct supervisors represented by five personality dimensions and four managerial practices were used to extract the facets of trustworthiness of ability, benevolence and integrity to create a unified trust model. Based on literature, a methodology was developed to re-assign the various dimensions on an item level into three new scales representing the antecedents of trust. Data gathered between 1995 and 2013 in South African organisations by means of the Trust Relationship Audit was used and subject matter experts reassigned the items into the three antecedents of trust. Structural equation modelling was employed to replicate the Martins (2000) model and to test the measurement and structural regression models, arriving at a five-factor model. A unified model of trust in supervisors was fitted to the data and validated. This unified model emphasises the importance of the affective component as an antecedent of trust towards supervisors in organisations in an African context. Managerial concern, based on benevolent managerial practices and communication, was found to have the biggest impact on trust. Integrity as a personality trait was the only other component that had a positive impact on trust. Contrary to most studies, ability had a minimal or negative impact on interpersonal trust in direct superiors, but is a prerequisite for high integrity and benevolence as facets of trustworthiness. Managerial ability and, to a lesser degree, a benevolent personality are necessary but not sufficient for trust to develop. Being very agreeable and competent is not sufficient to be perceived as trustworthy; managers or supervisors also need to exhibit high levels of concern and integrity. In this study the author responds to the calls in the literature that a common terminology be used in trust research. The multitude of measures causes a situation where studies and concepts cannot be compared and therefore no basis exists upon which to build trust research. Future researchers can now with confidence apply the South African model of organisational trust within the context of a globally accepted model. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

Trust related studies have proliferated in national and foreign literature. However, regarding the measurement of employee trust in the organization only one instrument was identified in the brazilian literature. Considering the possibility of refinement of this measure, this study aimed to validate the Employee s Trust Scale. The scale consists of items from the original scale and other items produced with support from the literature. The final version of the scale consisted of 61 statements in Likert format, which was answered by 554 employees of different organizations, with a minimum of six months of work. These data were subjected to factor analysis using principal axis method with oblique rotation and a factor loading greater than 0.50. The results indicate three factors that together explain 49.63 percent of variance, namely ethical components, organizational competence and opportunism, with Cronbach's alpha of 0.96, 0.92 and 0.84, respectively. The identified factor structure differs from the former scale in number of factors, although the content, at most, is present in the current composition. The content of the instrument appears to be aligned with the literature in relation to sustaining confidence in ethical bases and competence. This paper has the merit of adding the empirical contributions of the first scale to the theoretical basis of literature. It is concluded that the psychometric characteristics of the instrument recommend its use in research and even for diagnosis in the organizational context. / Os estudos relativos à confiança têm proliferado na literatura nacional e internacional. Contudo, no que se refere à mensuração da confiança do empregado na organização somente um instrumento foi identificado na literatura brasileira. Considerando a possibilidade de refinamento desta medida, este estudo teve por objetivo revalidar a Escala de Confiança do Empregado na Organização. O conteúdo da escala constituiu-se de itens da escala original e outros elaborados com respaldo da literatura. A versão final da escala compôs-se de 61 afirmativas em formato Likert, a qual foi respondida por 554 trabalhadores de diversas organizações, com tempo mínimo de seis meses de trabalho. Os dados obtidos foram submetidos a análises fatoriais utilizando-se o método dos eixos principais com rotação oblíqua e carga fatorial superior a 0,50. Os resultados indicaram três fatores, que juntos explicam 49,63 por cento de variância, a saber, componentes éticos, competência organizacional e oportunismo, com Alpha de Cronbach de 0,96, 0,92 e 0,84, respectivamente. A estrutura fatorial identificada difere da escala anterior em número de fatores, embora o conteúdo, em sua maior parte, esteja presente na atual composição. Nota-se que o conteúdo do instrumento mostra-se em consonância com a literatura no que se refere à sustentação da confiança em bases éticas e relativas à competência. O estudo tem o mérito de somar as contribuições empíricas da primeira escala com as bases teóricas da literatura. Conclui-se que as características psicométricas do instrumento recomendam sua utilização em pesquisa e, mesmo, para diagnóstico no contexto organizacional. / Mestre em Psicologia Aplicada

Submitted by Joel de Lima Pereira Castro Junior (joelpcastro@uol.com.br) on 2017-06-05T21:41:30Z No. of bitstreams: 1 Dissertação - Mariana Aylmer.pdf: 1237418 bytes, checksum: 22377ea65a133ce40be2285e5cef6435 (MD5) / Approved for entry into archive by Biblioteca de Administração e Ciências Contábeis (bac@ndc.uff.br) on 2017-06-06T20:17:24Z (GMT) No. of bitstreams: 1 Dissertação - Mariana Aylmer.pdf: 1237418 bytes, checksum: 22377ea65a133ce40be2285e5cef6435 (MD5) / Made available in DSpace on 2017-06-06T20:17:24Z (GMT). No. of bitstreams: 1 Dissertação - Mariana Aylmer.pdf: 1237418 bytes, checksum: 22377ea65a133ce40be2285e5cef6435 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Esta dissertação buscou expandir a compreensão a respeito da dinâmica de confiança entre o jovem e seu líder. Para isso, dentre as categorias de confiança interpessoal de Reina e Reina (2006) analisaram-se quais eram as mais utilizadas pelos jovens entrevistados na relação com seus superiores, no contexto dos bancos públicos e privados brasileiros. O primeiro capítulo introduziu a problemática da pesquisa, a delimitação do tema, os objetivos e as suposições do estudo, e sua relevância. No segundo capítulo, revisou-se a literatura pertinente. Apresentouse o conceito de confiança interpessoal e suas características, os fatores associados à sua construção e sua quebra, e as categorias do estudo (confiança transacional e confiança transformadora). Em seguida, debateu-se sobre a juventude e a confiança no contexto brasileiro, discorre-se sobre o conceito de coorte geracional e os desafios de um ambiente de trabalho multigeracional, sobre as gerações no ambiente de trabalho brasileiro; também sobre o processo de socialização dos jovens recém-chegados e o papel do líder no mesmo. A revisão da literatura se encerra com a discussão sobre os bancos brasileiros, seu contexto, e as questões decorrentes da reestruturação do sistema bancário na década de 1990, seus efeitos sobre o sistema de trabalho, o ambiente de trabalho, e sobre o trabalhador bancário, além da questão do conflito geracional nos bancos brasileiros. No terceiro capítulo, apresenta-se a metodologia do estudo, que, em quatro bancos brasileiros, encontrou dez jovens nascidos após 1980, sendo cinco de bancos públicos e cinco de bancos privados. A coleta de dados se realizou com a combinação de três técnicas: entrevista semiestruturada, CIT (Critical Incident Technique) e LSP ( Lego® Serious Play). A codificação e análise do material coletado se deu sob as diretrizes de Saldaña (2013), e seu enfoque principal foram as expressões e os valores usados pelos próprios sujeito. Dentre os padrões observados, destacou-se a distinção nas percepções da confiança transacional e transformadora entre os bancos públicos e privados; as perspectivas sobre as ações do chefe, e quais comportamentos geram construção e quebra de confiança; a relação entre o cargo de chefia e o distanciamento da equipe nos bancos públicos; a empatia como um fator catalisador da construção de confiança; e a relação entre confiança e faixa-etária no discurso dos sujeitos entrevistados. / This research aimed to broaden the understanding on the dynamics of trust between the young and their leader. For that, we analyzed, among Reina & Reina’s (2006) categories of interpersonal trust, those that were most used by the young workers of public and private banks interviewed. The first chapter presents the research’s problem, the delimitation of the subject, goals and assumptions of the study as well as its relevance. In the second chapter, the theoretical basis is discussed. Initially the concept of interpersonal trust is presented, along with its main aspects; then, the factors associated with its construction and breaches; and the categories of the study are exposed (transactional trust and transformative confidence). Further, we debate youth and trust in the Brazilian context, discussing the concept of generational cohorts, and the challenges of a multigenerational workplace; and the socialization process of young newcomers in the workplace, its relation to trust building and the leader’s role in the process. The theoretical framework finishes with the discussion of Brazilian banks, and the issues arising from the restructuring of the banking system in the 1990’s, and from generational conflict in the Brazilian banks. The third chapter presents the methodology of the study, through which ten young people born after 1980 were interviewed, five from public banks and five from private ones, in four Brazilian institutions. Data was collected with the combination of three techniques: semi-structured interview, CIT (Critical Incident Technique) and LSP (Lego® Serious Play). The coding process of the material was taken under the guidelines of Saldaña (2013), and its main focus was in the expressions used by the subjects themselves, and the values present in his speeches. Among the observed patterns, a few are worth highlighting: the distinction in perceptions of transactional trust and transforming between public and private banks; the perspectives on the actions and behaviors of the leader that generate construction and breaches of trust; the relation between the leadership position and the detachment of the team in public banks; empathy as a catalyst factor of building trust; and the relationship between trust and age in the speech of the participants.

Magister Commercii (Industrial Psychology) - MCom(IPS) / As organisations struggle to meet the demands placed on them by contextual challenges, they place more emphasis on relationships for effective organisational functioning. Trust is a critical component of workplace relationships and has been linked to numerous beneficial organisational outcomes. However, as trust is difficult for organisations to influence directly, Perceived Organisational Support may encompass a set of actions organisations can take that directly create workplace trust. The aim of this study was to elucidate the relationship between workplace trust and Perceived Organisational Support. Workplace trust was examined as a three-dimensional model, with the trust referent (Organisation, Immediate Manager, Co-Workers) forming each dimension. Perceived Organisational Support was examined as a two-dimensional model, based on performance-reward expectancies (“Contribution”) or socio-emotional need fulfilment (“Well-being”). A multi-method survey methodology yielded n = 212 participants in a South African organisation. The consolidated questionnaire sought biographical information from the sample as well as their responses to the Workplace Trust Survey and the Survey of Perceived Organisational Support. The reliability coefficients of the Workplace Trust Survey, Survey of Perceived Organisational Support and each of the dimensions were established as sufficient. Next, Confirmatory Factor Analysis confirmed that a three-dimensional factor structure for workplace trust and a two-dimensional factor structure for Perceived Organisational Support can and should be used in a South African sample. Correlation analysis indicated a significant, positive relationship between each dimension of workplace trust and both of the dimensions of Perceived Organisational Support. Regression analysis confirmed that Perceived Organisational Support contributes to a significant proportion of the variance in workplace trust. However, there was one exception: The Contribution dimension of Perceived Organisational Support did not contribute significantly to Trust in Co-workers. This research, based on a South African sample, confirms much of the previous international research into the relationship between Perceived Organisational Support and workplace trust. In addition, it makes two new contributions to the field. First, it found that Perceived Organisational Support can and should be considered a two-dimensional construct in a South African sample. This is in contrast with international studies that indicate a uni-dimensional construct for Perceived Organisational Support. Second, by using the two-dimensional Perceived Organisational Support construct, it found that only the Well-being, and not the Contribution, dimension of Perceived Organisational Support had a significant, positive impact on workplace trust. Recommendations are made for future research, based on limitations of the current study as well as on the research results.

<p>    </p> <p>Social Media Platforms (SMPs) are used by almost 60% of the global population. Along with the ubiquity of SMPs, there are increasing Trust & Safety (T&S) risks that expose users to spam, harassment, abuse, and other harmful content online. <em>T&S Engineering </em>is an emerging area of software engineering striving to mitigate these risks. This study provides the first step in understanding this form of software engineering.</p> <p>This study examines how T&S Engineering is practiced by SMP engineers. I studied two open-source (OSS) SMPs, Mastodon and Diaspora, which comprise 89% of the 9.6 million OSS SMP accounts. I focused on the T&S design process by analyzing T&S discussions within 60 GitHub issues. I applied a T&S discussion model to taxonomize the T&S risks, T&S engineering patterns, and resolution rationales. I found that T&S issues persist throughout a platform’s lifetime, they are difficult to resolve, and engineers favor reactive treatments. To integrate findings, I mapped T&S engineering patterns onto a gen- eral model of SMPs. My findings give T&S engineers a systematic understanding of their T&S risk treatment options. I conclude with future directions to study and improve T&S Engineering, spanning software design, decision-making, and validation. </p>

Dynamic spectrum access enabled by cognitive radio networks are envisioned to drive the next generation wireless networks that can increase spectrum utility by opportunistically accessing unused spectrum. Due to the policy constraint that there could be no interference to the primary (licensed) users, secondary cognitive radios have to continuously sense for primary transmissions. Typically, sensing reports from multiple cognitive radios are fused as stand-alone observations are prone to errors due to wireless channel characteristics. Such dependence on cooperative spectrum sensing is vulnerable to attacks such as Secondary Spectrum Data Falsification (SSDF) attacks when multiple malicious or selfish radios falsify the spectrum reports. Hence, there is a need to quantify the trustworthiness of radios that share spectrum sensing reports and devise malicious node identification and robust fusion schemes that would lead to correct inference about spectrum usage. In this work, we propose an anomaly monitoring technique that can effectively capture anomalies in the spectrum sensing reports shared by individual cognitive radios during cooperative spectrum sensing in a multi-channel distributed network. Such anomalies are used as evidence to compute the trustworthiness of a radio by its neighbours. The proposed anomaly monitoring technique works for any density of malicious nodes and for any physical environment. We propose an optimistic trust heuristic for a system with a normal risk attitude and show that it can be approximated as a beta distribution. For a more conservative system, we propose a multinomial Dirichlet distribution based conservative trust framework, where Josang*s Belief model is used to resolve any uncertainty in information that might arise during anomaly monitoring. Using a machine learning approach, we identify malicious nodes with a high degree of certainty regardless of their aggressiveness and variations introduced by the pathloss environment. We also propose extensions to the anomaly monitoring technique that facilitate learning about strategies employed by malicious nodes and also utilize the misleading information they provide. We also devise strategies to defend against a collaborative SSDF attack that is launched by a coalition of selfish nodes. Since, defense against such collaborative attacks is difficult with popularly used voting based inference models or node centric isolation techniques, we propose a channel centric Bayesian inference approach that indicates how much the collective decision on a channels occupancy inference can be trusted. Based on the measured observations over time, we estimate the parameters of the hypothesis of anomalous and non-anomalous events using a multinomial Bayesian based inference. We quantitatively define the trustworthiness of a channel inference as the difference between the posterior beliefs associated with anomalous and non-anomalous events. The posterior beliefs are updated based on a weighted average of the prior information on the belief itself and the recently observed data. Subsequently, we propose robust fusion models which utilize the trusts of the nodes to improve the accuracy of the cooperative spectrum sensing decisions. In particular, we propose three fusion models: (i) optimistic trust based fusion, (ii) conservative trust based fusion, and (iii) inversion based fusion. The former two approaches exclude untrustworthy sensing reports for fusion, while the last approach utilizes misleading information. All schemes are analyzed under various attack strategies. We propose an asymmetric weighted moving average based trust management scheme that quickly identifies on-off SSDF attacks and prevents quick trust redemption when such nodes revert back to temporal honest behavior. We also provide insights on what attack strategies are more effective from the adversaries* perspective. Through extensive simulation experiments we show that the trust models are effective in identifying malicious nodes with a high degree of certainty under variety of network and radio conditions. We show high true negative detection rates even when multiple malicious nodes launch collaborative attacks which is an improvement over existing voting based exclusion and entropy divergence techniques. We also show that we are able to improve the accuracy of fusion decisions compared to other popular fusion techniques. Trust based fusion schemes show worst case decision error rates of 5% while inversion based fusion show 4% as opposed majority voting schemes that have 18% error rate. We also show that the proposed channel centric Bayesian inference based trust model is able to distinguish between attacked and non-attacked channels for both static and dynamic collaborative attacks. We are also able to show that attacked channels have significantly lower trust values than channels that are not– a metric that can be used by nodes to rank the quality of inference on channels.