Trust is one of the interconnecting links that nurture ongoing interactions between
individuals. Trust is the crucial component of organisational effectiveness and is also
viewed as an elementary aspect on developing communication relationships and
satisfaction in the workplace.
The purpose of this study was to investigate the differences in employee intended
response towards untrustworthy behaviour by immediate supervisors. Untrustworthy
behaviour by immediate supervisor results in confusion, worry, and fear, which at the
end slows the wheels of progress and profit.
A major finding in this study indicates that employees can intend to respond to
untrustworthy behaviour by immediate supervisor in a number of ways, which might be
formal as well as informal. A group of South African white collar employees intended to
respond to untrustworthy behavior, through direct communication with supervisors,
before invoking more formal procedures. These employees intend to respond stronger
by declaring a CCMA dispute when faced with untrustworthy behaviour. There were no
significant differences in intended response of employees from different gender and age
groups. There are significant differences in the intensity of response of African and
white employees. African employees intend to respond stronger to untrustworthy
behavior by immediate supervisor than white employees. / Thesis (MBA) North-West University, Mafikeng Campus, 2011
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:nwu/oai:dspace.nwu.ac.za:10394/14791 |
| Date | January 2011 |
| Creators | Bosiane, Josephine |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
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