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1
Pirson, Michael. "Facing the trust gap measuring and building trust in organizations /." Hannover : Univ. of St. Gallen, 2007. http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=35635134&site=ehost-live.
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Warren, Jimmie S. "Trust in immediate supervisor, trust in top management, organizational trust precursors| Predictors of organizational effectiveness." Thesis, University of Phoenix, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3583299.
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<p> The quantitative correlational research study addressed the problem of a lack of knowledge on the predictive nature or strength of the independent variables; trust in immediate supervisor, trust in top management, and organizational trust precursors for producing organizational effectiveness (OE) that can also lead to a sustainable competitive advantage. The study was conducted on a research division of a federal government agency via electronic survey format. The study revealed that in addition to significant and positive correlations among the trust and OE variables, the results of a multiple regression analysis for the model as a whole showed an adjusted R<sup>2</sup> value of .6630, indicating that 66.3% of the variation in the dependent variable, OE, was explained by the independent variables. An <i>F</i>-value of 134.8, significant at the .05 level (<i>p</i>-value < .0001), indicated that the overall regression model was a good fit. All three levels of trust experienced by subordinate employees were positive and significant predictors of OE. Hierarchical multiple regression also showed that organizational trust precursors (<i>B<sup>a</sup></i> = .379, β<sup>b</sup> = .573, <i>t</i>-value = 8.310, and <i>p</i>-value < .0001), and not trust in top management (<i>B<sup>a</sup></i> = .096, β<sup>b</sup> = .128, <i>t</i>-value = 1.970, and <i> p</i>-value = .0508) or trust in immediate supervisor (<i>B<sup> a</sup></i> = .120, β<sup>b</sup> = .245, <i>t</i>-value = 5.370, and <i>p</i>-value < .0001) was a stronger positive predictor of OE. Managers and supervisors will be able to gain practical knowledge that will aid in positive and productive interactions with subordinate employees within organizations.</p>
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Freund, Ron. "Determining the effects of employee trust on organizational commitment." Thesis, Pepperdine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3622264.
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<p> An employee's trust in their leadership is an important antecedent to organizational commitment. It is commonly believed that committed employees will work harder to achieve organizational objectives, so organizations often try to foster commitment in their employees to achieve improved organizational performance. The purpose of this qualitative study was to examine the relationship between trust and organizational commitment. The population consisted of 31 employees from 3 high-technology organizations in the United States. The study consisted of 2 research instruments and 5 demographic questions that were administered to employees of 3 high-technology organizations. The survey instrument used to measure trust was Cummings and Brimley's Organizational Trust Inventory. This instrument separates trust into the 3 dimensions of keeping commitments, negotiating honestly, and not taking advantage. The survey instrument used to measure organizational commitment was Meyer and Allen's Three Component Model. This second instrument separates organizational commitment into the 3 dimensions of affective commitment, normative commitment, and continuance commitment. The study revealed a strong positive correlation (r =.38) between an employees' total trust and their total organizational commitment. The study revealed that 12 of the 16 possible correlations between trust and organizational commitment were positively correlated. The study findings indicate that leadership skills are critical to increasing trust levels that enable organizational commitment. By improving the leadership and organizational antecedents that promote a trustworthy environment, employees become more committed and organizational performance improves.</p>
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Zanini, Marco Tulio. "Trust within organizations of the new economy a cross-industrial study /." Wiesbaden : Dt. Univ.-Verl, 2007. http://dx.doi.org/10.1007/978-3-8350-5410-3.
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Toumi, Khalifa. "A trust framework for multi-organization environments." Phd thesis, Institut National des Télécommunications, 2014. http://tel.archives-ouvertes.fr/tel-00997693.
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The widespread of inexpensive communication technologies, distributed data storage and web services mechanisms currently urge the collaboration among organizations. Partners are participating in this environment motivated by several advantages such as: (1) the ability to use external and professional resources, services and knowledge, (2) the reduction of time-consuming requirements and (3) the benefaction of experts experience. However, this collaboration is not perfect since several problems can arise such as the misuse of resources, disclosure of data or inadequate services. Therefore, security is an important concern of the participants. In particular trust management and access control are one of the major security issues for an organization. This thesis addresses these two areas in particular. It proposes a novel and comprehensive trust framework for Multi-Organization Environments. Our approach is organized in four parts. First, we propose a vector based model approach for defining trust vectors. These vectors evaluate a set of requirements, under conditions, and provide a degree of confidence. In our approach, we consider two different types of vectors. On the one hand, a vector that links a user to an organization and, on the other hand, a vector that links two organizations. We also show how these vectors are evaluated and shared among the different organizations, and how we combine the provided trust information in order to enhance the security. Second, the TRUST-OrBAC model was designed to add the previous trust approach to the ORBAC model. Moreover, this solution was applied with a real collaboration network between companies. Third, we present a trust ontology methodology based on access control concepts. This ontology will be used to share the trust beliefs between participants and to make equivalence between their trust objectives. How to define this trust relationship, how to understand the trust objective of a requester, and how to evaluate the recommendation value is addressed in this thesis. Fourth, we improve our work by designing a passive testing approach in order to evaluate the behavior of a user. This contribution is based on the monitoring tool MMT. Finally the entire architecture of our system is proposed
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Eberl, Peter, Daniel Geiger, and Michael S. Aßländer. "Repairing Trust in an Organization after Integrity Violations: The Ambivalence of Organizational Rule Adjustments." Sage, 2015. https://tud.qucosa.de/id/qucosa%3A35352.
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This paper investigates how an organization attempts to repair trust after organizational-level integrity violations by examining the influence of organizational rules on trust repair. We reconstruct the prominent corruption case of Siemens AG, which has faced the greatest bribery scandal in the history of German business. Our findings suggest that tightening organizational rules is an appropriate signal of trustworthiness for external stakeholders to demonstrate that the organization seriously intends to prevent integrity violations in the future. However, such rule adjustments were the source of dissatisfaction among employees since the new rules were difficult to implement in practice. We argue that these different impacts of organizational rules result from their inherent paradoxical nature. To address this problem, we suggest managing an effective interplay between formal and informal rules.
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Phelps-Jones, Tara L. "An examination of organizational trust, interpersonal trust, and gender in a religious organization in the midwestern region of the United States." Thesis, Indiana Wesleyan University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10129763.
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<p> Organizational trust is an important element of an organization’s success, as it is a central component of effective work relationships. This mixed-methods study examined the relationships between the perceived levels of trust that pastors have in a religious organization in the Midwestern region of the United States and for their current male regional bishops as the organizational leaders. Additionally, this research examined the difference between organizational trust and interpersonal trust based on gender. This study used the Organizational Trust Inventory (OTI) developed by Nyhan and Marlowe (1997) and qualitative interviews to measure trust. Results from the sample of 25 pastors revealed that there was a high level of organizational trust and interpersonal trust. When factoring in gender, the triangulation of data implied that the gender does not have a significant effect on the perceived level of organizational trust or interpersonal trust.</p>
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Smith, Amber Rose. "Communication Strategies Used During Organizational Change in a Health Care Organization." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4561.
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More than 4.9 million businesses exist in the United States, and leaders within these businesses have to acclimate to change. Clear and effective communication is vital to the success of an organization. According to scholars and health care leaders focusing on strategies to communicate change during organizational change is a critical aspect of sustainability and profitability. The conceptual framework of this study was communication theory. The purpose of this single case study was to explore successful strategies that some health care leaders used to communicate during organizational change in a health care organization in El Paso, Texas. The data collection process consisted of collecting data from semistructured interviews and organizational documents, and the analysis process included grouping key words and reconstructing data into themes. The 4 key themes that emerged from this process included building trust through organizational communication is critical during change, the use of technologies, as a tool for communication is key during change, 2-way communication needs to occur during organizational change, and communication about change is vital through comprehensive organizational meetings. Health care leaders provided insights on management and communication strategies and responsibilities leaders and employees go through during organizational change. The implications for positive social change include strategies to improve communication that could help health care leaders with their employees and their patients during organizational change, which could increase the profitability of the organization and potentially generate a more thriving and healthy community.
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Gilmore, Cliff W. "Perceived characteristics of the trust relationship between the U.S. military and the public| A Delphi study." Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10251210.
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<p> Trust is consistently identified as a key factor in the success of organizations. Despite its importance, public trust of U.S. institutions has fallen steadily over six decades. One exception is public trust of the U.S. military, which has increased. This qualitative Delphi study sought to answer the question: What are the perceived characteristics of the trust relationship between the U.S. military and the general public at the point interface where senior military leaders, their public affairs advisors, and national-security media representatives directly facilitate the relay of information between the military and the public? This study also sought to identify which, if any, of those perceived characteristics are unique in the literature, or if they are uniquely prioritized in the trust relationship between the U.S. military and the general public. The purpose of the study was to explore a favorable trust relationship in an effort to identify characteristics that might be beneficial to other leaders in their effort to establish, preserve, or strengthen public trust in their own institutions. The Delphi methodology was used to achieve consensus of opinion among three groups of subject matter experts who, in accordance with joint U.S. doctrine, act as a point of direct interface between the military and the public. Retired senior military officers, retired or former military public affairs officers (PAOs), and journalists who cover the national-security beat for national and international media organizations participated in the study. During three survey rounds, members of two independent groups identified, prioritized, and defined characteristics they perceived as contributing most to the favorable trust relationship between the U.S. military; anonymously reviewed input from other group members; and modified their own input. Overall consensus was reached among these two groups of subject-matter experts that prioritization of honesty, integrity, and credibility contributes most to a favorable trust relationship. Summative content analysis of the respective group’s definitions of those terms revealed key themes of open communication and the critical importance of an organization’s members doing and saying the right thing, regardless of consequences.</p>
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Tirelli, Andrew. "Exploring the Relationship between Organizational Learning Capability, Trust, and Politics: An Empirical Study." Thèse, Université d'Ottawa / University of Ottawa, 2011. http://hdl.handle.net/10393/20104.
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A lack of research surrounding the contextual factors that either facilitate or impede the progress of developing learning capabilities in organizations suggests that researchers have yet to examine such issues. Indeed, despite a plethora of information on the trust, politics, and learning constructs, researchers have yet to explore these variables in conjunction with one another. While literature regarding organizational learning has grown substantially over the last decade, studies continue to investigate a common set of established factors that support the development of this practise. This study will explore the complex relationships between trust, politics, and learning, as well as the influence on building employee commitment and reducing turnover intentions. Results from the study provide the basis for the development of an integrative framework that illustrates how contextual factors influence organizational learning capability and in turn, the effects that developing learning capability can have on other organizational processes.
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DeShaw, Michèle. "Trust, collegiality, and community /." dissertation online, 2009. http://pqdtopen.proquest.com/#abstract?dispub=3379005.
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Hardy, Catherine L. (Catherine Louise) Carleton University Dissertation Geography. "Community land trusts for affordable housing; a case study of the Burlington Community Land Trust." Ottawa, 1992.
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Ahmadi, Kamilia. "Decision Making Using Trust and Risk in Self-Adaptive Agent Organization." DigitalCommons@USU, 2014. https://digitalcommons.usu.edu/etd/2159.
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Self-organizing, multi-agent systems provide a suitable paradigm for agents to manage themselves. We demonstrate a robust, decentralized approach for structural adaptation in explicitly modelled problem-solving agent organizations. Based on self-organization princi- ples, our method enables the agents to modify their structural relations to achieve a better completion rate of tasks in the environment. Reasoning on adaptation is based only on the agent's history of interactions. Agents use the history of tasks assigned to their neighbors and completion rate as a measure of evaluation. This evaluation suggests the most suitable agents for reorganization (Meta-Reasoning). In the rst part of this research we propose Selective-Adaptation method. Our Selective-Adaptation has four different approaches of Meta-Reasoning, which are 1) Fixed Approach, 2) Need-Based Approach, 3) Performance- Based Approach, and 4) Satisfaction-Based Approach along with a Reorganization method, which needs less data but makes better decisions. Interaction between agents is one of the key factors in Multi-Agent societies. Using interaction, agents communicate with each other and cooperatively execute complex tasks which are beyond the capability of a single agent. Cooperatively executing tasks may endanger the success of an agent by selecting poor choices for peers. Therefore, agents need to have a better evaluation mechanism in selecting peers. Trust is one of the measures commonly used to evaluate the effectiveness of agents in cooperative societies. Since all of the interactions are subjected to uncertainty, the risk behavior of agents is considered as a contextual factor in decision making. In the second part of this research we propose the concept of adaptive risk and the use of recommendation-based trust in our adaptive society. We also introduce the agent's strategy and propose an algorithm which helps agents to make decision in an adaptive society using adaptive risk and recommendation-based trust.
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Sonnenwald, D. H. "Managing cognitive and affective trust in the conceptual R&D organization." Idea Publishing, 2003. http://hdl.handle.net/10150/106248.
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In today's knowledge-based and competitive economy, research and development (R&D) efforts are increasingly geographically distributed across multiple institutions. This chapter explores the management of cognitive and affective trust and distrust within a new type of geographically distributed and multi-institutional R&D organization, called the conceptual organization. Both cognitive and affective trust are important to the conceptual organization because it relies on collaboration among individual members to achieve its goals, and collaboration is not possible without cognitive or affective trust. Data from a 2-year case study of a conceptual organization illuminates how the organization's structure, use of power and information and communications technology (I&CT) shape and are shaped by cognitive and affective trust. Tightly coupled collaboration appears to only emerge in situations where high cognitive and affective trust simultaneously exist, and no collaboration will emerge in situations with high cognitive and affective distrust exist. In comparison, limited collaboration emerges when affective trust and cognitive distrust exist concurrently, and competitive collaboration appears to emerge when cognitive trust and affective distrust exist concurrently. Different mechanisms to manage the collaboration emerged in these situations. These results help inform our understanding of cognitive and affective trust and distrust, and their management in R&D.
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Breysse, Cox Molly. "The Trust Decoder™: An Examination of an Individual's Developmental Readiness to Trust in the Workplace." Antioch University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1573205689457604.
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Hildebrandt, Lina Maria. "The relationship between scheduling type and conflict level in caregiving organization teams." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45746.
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Today flexibility is an important part of organizational work. This study investigated the relationship between level of flexibility in scheduling and conflict level in caregiving teams, while controlling for team cohesion, team trust, age, team size and how long they have been in the team. The study was conducted in two small towns in the southeast of Sweden in elderly care and handicap care organizations. The ages of participants varied from 16 to 65 years. Out of 109 participants who filled out questionnaires 61 worked with an adapted (flexible) schedule and 48 with the ordinary schedule. Results showed no significant difference between the scheduling types and the conflict level, even after controlling for the named variables. Overall, it was found that team trust and team cohesion were more important for conflict level than scheduling type.<br>Today flexibility is an important part of organizational work. This study investigated the relationship between level of flexibility in scheduling and conflict level in caregiving teams, while controlling for team cohesion, team trust, age, team size and how long they have been in the team. The study was conducted in two small towns in the southeast of Sweden in elderly care and handicap care organizations. The ages of participants varied from 16 to 65 years. Out of 109 participants who filled out questionnaires 61 worked with an adapted (flexible) schedule and 48 with the ordinary schedule. Results showed no significant difference between the scheduling types and the conflict level, even after controlling for the named variables. Overall, it was found that team trust and team cohesion were more important for conflict level than scheduling type.
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Grover, Ira Ann. "Can Leaders Influence a Learning Organization? An Exploratory Study of the Relationship Between Leadership, Organizational Learning Capability and the Mediating Role of Trust." Thèse, Université d'Ottawa / University of Ottawa, 2012. http://hdl.handle.net/10393/23255.
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The purpose of this research is to study how organizations maintain their competitive advantage in today’s turbulent and highly competitive business environment, by striving to become a learning organization. The impact of factors such as leadership (both transformational and transactional leadership) and trust on an organization’s learning capability is empirically examined. This research adds to the existing body of literature in two ways. First, it argues that a transactional leadership style can influence learning, despite research spanning the last decade that has focused on transformational leadership theory as the dominant model of effective leadership. Therefore, the importance of both leadership styles, each having valuable differential effects is emphasized in this study. Second, the previously untested role of trust as mediating the relationship between leadership and organizational learning capability is examined. It is argued that without supervisor trust, the opportunities for a learning organization to reach its full potential and to subsequently develop learning capabilities is reduced. Findings from this study support the influence of both leadership styles on learning. Trust in one’s supervisor was also found to fully mediate the relationship between leadership and learning.
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Schmelzer, Anthony Andrew. "Increased Trust: The Effect of Disaggregated Financial Statements on Potential Nonprofit Donations." Ohio University Honors Tutorial College / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1524840768351006.
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Armour, Colin Edward. "An Evaluation of Individuals' Construction of Personal Trust in Organizations." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2435.
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Trust is in decline within organizations resulting from poor management and ethical indifference. Failing to address trust perceptions has led to stress between management and employees. Researchers have studied organizational trust as a constant quality within groups but have neglected the uniquely individual constructs of trust that inhibit trust-building efforts. The purpose of this quantitative study was to evaluate how personal constructs of trust may affect outcomes at the organizational level among workers and managers in hierarchal structured organizations. The topics of the research questions addressed the extent which cultural values and the relative trust situation affected individuals' perceptions of the state of trust in organizations. The recruitment strategy included 92 managers and workers over the age of 18 from the Survey Monkey Audience participation pool. The theoretical framework was Glidden's structuration and Bandera's social cognitive theories. The data analysis strategy involved implementing Pedhazur and Schmelkin's procedures for multiple regressions along with effect coding. The study included a survey instrument composed of Hofstede's Values Survey Module 2013 and Chathoth's Trust and Employee Satisfaction Survey. The results indicated an association between social-cultural values and trust. The results from Chathoth's Trust and Employee Satisfaction Survey indicated that the variables of integrity, commitment, and dependability all had a significant statistical association with the demographic role in the organization and with Hofstede's quality of individualism. To enact positive social change, organizational leaders would benefit from evaluating the managerial and worker relationships indicated in the study and incorporate them into trust-building programs.
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Bretan, Pedro Luis Accioli Nobre. "Essays on industrial organization." reponame:Repositório Institucional do FGV, 2010. http://hdl.handle.net/10438/8447.
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Previous issue date: 2010-12-23<br>This thesis is comprised of three essays with a common goal: expand the theories about what drives the shape of an industry and its consequences. All three are theoretical and applied, in the sense of being detailed studies about the inner workings of industries and their impact on the shape of the latter. In the first chapter I model how the interplay among institutional quality, trust and contract incompleteness affects firms' decisions about their international mode of organization. Second second chapter also concerns industries' ownership choices, but in a complete different perspective, focusing in information transmission between the different parts that constitute a supply chain. Finally, third chapter uses industrial organization modeling to show how the internal structure of an industry influence the risk of payroll-backed loans.<br>Esta tese compõe-se de três ensaios que versam sobre o formato, em termos de estrutura de governança, das indústrias e como a estrutura interna das mesmas influenciam esses formatos e seus produtos. O primeiro capítulo apresenta um modelo de como a qualidade institucional, confiança e incompleteza contratual afetam as decisiões das firmas sobre a melhor forma de se organizarem internacionalmente. O segundo capítulo vai na mesma direção de explicar a organização das indústrias, mas com foco no efeito da transmissão de informação entre as unidades constituintes das organizações sobre o formato ótimo das mesmas. Ambos trabalhos usam modelos dinâmicos. O terceiro capítulo se utiliza da modelagem de organização industrial para mostrar como a estrutura interna de uma indústria influencia no risco de crédito consignado.
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Zayim, Merve. "Investigating The Relationship Between Primary And Secondary Level Public School Teachers." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612345/index.pdf.
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The purpose of this study was to investigate the relationship between teachers&rsquo<br>intentional, emotional, and cognitive readiness for change and perceived faculty trust in colleagues, in principal, and in clients (students and parents).The study was designed as a correlational study and the participants comprised of 603 teachers working at primary and secondary level public schools selected from the four school districts in Ankara via cluster sampling. For the data collection, newly developed Readiness for Change Scale and Turkish adaptation of Omnibus T-Scale were utilized. Both descriptive and inferential statistics techniques (Canonical Correlation) were used for the data analysis. Confirmatory factor analysis for Readiness for Change Scale and Omnibus T-Scale were also performed within the scope of this study. Descriptive and inferential statistical analyses were performed by the software PASW Statistics 18 while the confirmatory factor analysis was performed by the software AMOS 4. The results of the study revealed that teachers&rsquo<br>readiness for change and perceived organizational trust were significantly correlated with each other in a way that intentional, emotional, and cognitive readiness for change were all associated with teachers&rsquo<br>readiness for change and contributed significantly in perceived organizational trust. Conversely, the results indicated that perceived faculty trust in colleagues, in principal, and in clients (students and parents) are all correlated with perceived organizational trust, and contributed significantly in teachers&rsquo<br>readiness for change. Consequently, the results of this study revealed that organizational trust is an essential internal context variable, which is correlated with teachers&rsquo<br>readiness for change. In this respect, the decision-making body of educational organizations, MONE, and schools should undertake necessary precautions to empower trust-based relationship within the teacher, principal and client (students and parents) triangulation for effective implementation and desired outcomes of the change interventions.
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Diep, Lisa, and Amanda Stedt. "In HOs we trust : how crises affect brand image and trustworthiness in humanitarian organizations." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12736.
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During the past five years the Red Cross has been involved in two different internal crises. All of them can be related to trustworthiness and brand image. Why would someone keep donating money to an organization that has been involved in fraud and suspicion of corruption? The purpose of this dissertation is to explore how non-governmental (NGO) and non-profit (NPO) organizations rebuild their brand image and trustworthiness after a crisis. We will look at the problem from both the organization’s and the public’s point of view. The dissertation is based on theories about brand image, trustworthiness and crisis management. For the theoretical framework a model was created from these different theories. This study is conducted as a qualitative case study with a realistic philosophy. The findings and analysis shows that the Red Cross has an elaborated crisis management with a good base that can be adapted to suit each situation. However, there are some miscommunications between the organization and the public. Therefore, we suggest three improvements that can be made: communicate directly to the public, investigate immediately when suspicions occur, communicate the internal functions to the public. The first conclusion is that their form of reactive crisis management is that they have a weak pre-emptive crisis management, which consists of diffuse guidelines. After the crisis, these guidelines are adapted to the crisis. The second conclusion is that the organizations brand image and trustworthiness was affected negatively directly after the crisis occurred. However, today both the brand image and the trustworthiness have become stronger than before the crisis. Recommendation for future research is that it can be conducted in another area and include the behavior aspects of the respondents. In addition, the crisis communication team could be investigated.
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Wamble, Carl D. "Emotional and spiritual enablers for building trust within churches for organizational effectiveness." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6699.
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Over the last 3 decades, religious organizations have been embroiled in scandals that
have diminished public trust in the ecclesiastic community.The purpose of this study was
to examine church leaders and members emotional intelligence and spiritual leadership
behavioral characteristics that cultivate trust, and enhance organizational effectiveness,
and establish a baseline database to facilitate perpetuating positive social change. The
theoretical framework for this study used three models: Chathoth Trust Model; the Wei,
Liu and Allen Emotional Intelligence (EI) model, and the Fry Spiritual Leadership
Theory (SL) model. Survey instruments for each model were used to determine
perspectives within the church that could support building trust. The key research
questions considered whether there was a correlation between EI, SL, and trust and if
there was any impact of trust on organization effectiveness (OE) in the sample of church
leaders and members. A sample of 364 church leaders and members provided the data
via opportunity sampling. Correlation, regression, and factor analyses were conducted
between EI, and SL (predictor variables), and trust (primary outcome variable) and OE
(secondary outcome variable). The results indicated a significant, positive relationship (a)
between EI and trust, (b) between SL and trust, and (c) with trust influencing OE. Positve
social change for both followers and leaders within an ecclesiastic community may be
experience, if leadership find value in the current outcomes and apply what has been
learned to further positive organizational transformation and trust.
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Tikanmaki, Anna K. "The impact of person-organization fit and perceptions of justice on employee organizational commitment, job satisfaction, and trust towards management after an acquisition." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ61611.pdf.
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Grundberg, Johanna, and Markus Magnusson. "Sanning med modifikation : En kvalitativ studie om Polisens förtroendearbete på Facebook." Thesis, Mittuniversitetet, Avdelningen för medie- och kommunikationsvetenskap, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-24671.
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The purpose of our study is to see how an organization, and also a administrative authority, communicates by using social media. The organization in this case is the Swedish Police, because of their paradoxical problem with confidentiality versus openness and transparency. The Police has over a hundred Facebook-accounts, where they try to have a open dialogue with their publics without breaking the law of secrecy. Our general purpose of the study is also to see what the pros and cons are of having a own media channel, instead of the traditional media and their often anticipation twists. The result of the study showed that the three different police precincts, which we investigated in our essay, are working in three different ways. The gap may affect their overall reputation and trust gained by their publics. Both traditional media and social media often occur to the administrative authorities, and the police are working hard on maintaining the truth, before the publics create their own trueness. So far they’re not using Facebooks fully potential as a network of dialogues, and the gap between different police precincts are way to deep for them to fully functional as one authority. But on the positive side, all of them are working in the same direction, which may help them to become more alike in their communication.
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Oquendo, Mirtha Iris. "The effects of trust in Brazilian PNPs: interpersonal and interorganizational trust in the cultural sector social organizations in São Paulo, Brazil." reponame:Repositório Institucional do FGV, 2012. http://hdl.handle.net/10438/9951.
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Previous issue date: 2012-06-06<br>This study seeks to evaluate how enterorganizational and interpersonal trust affects the degree of State interference in the operations of public-nonprofit partnerships (PNPs). We conducted a qualitative case study in two Brazilian PNPs, Projeto Guri and Orquestra Sinfônica do Estado de São Paulo, through documental analysis and semi-structured interviews. Content analysis of the data yielded a trust framework that begins to explain how a variety of factors, including the protective qualities of the management contract and the strength of the board, moderate the relationship between interpersonal and interorganizational trust in PNPs. The study reveals that unlike Zaheer et al (1998), interpersonal trust had a unique and prominent effect on State interference and types of collaboration in PNPs. Parting from the suggestions by previous authors to contextualize PNP literature findings, the framework takes into account the highly personalistic qualities of Brazilian culture as well as historical and institutional context while highlighting the crucial role of interpersonal trust in Brazilian PNPs.<br>Este estudo busca avaliar como a confiança interpessoal e a confiança interorganizacional afeta o grau de interferência estatal na operação das parcerias estabelecidas entre o Estado com o terceiro setor. Conduzimos um estudo de caso qualitativo em duas organizações sociais brasileiras (OS), Projeto Guri e Orquestra Sinfônica do Estado de São Paulo, por meio de análise de documentos e entrevistas. A análise dos dados coletados gerou um modelo que explica como uma série de fatores, incluindo as qualidades do contrato de gestão e o poder dos conselhos das organizações sociais, moderam a relação entre confiança interpessoal e interorganizacional nas parcerias. O estudo revela que ao contrário de Zaheer et al (1998), a confiança interpessoal influenciou expressivamente o nível de interferência do Estado e o padrão de colaboração observado nas parcerias do Estado com o terceiro setor. Outros autores sugerem que as teorias sobre parcerias com o terceiro setor sejam contextualizadas. Desta forma, o modelo considera o contexto histórico e institucional do Brasil. Além disso enfatiza a importância do personalismo na cultura brasileira ao mesmo tempo em que destaca a proeminência da confiança interpessoal.
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Viklund, Axel. "Filmbranschen och den virtuella organisationen : Kunskap från tre filmproducenter." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-408724.
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Trender som globalisering och digitalisering har gjort det möjligt för organisationer att sammankoppla specialister globalt utspridda. Detta för att samarbeta mot ett gemensamt mål med hjälp av information-och kommunikationsteknologi. Organisationer med denna struktur kallas för virtuella organisationer. Filmbranschen har lång erfarenhet av att jobba som en virtuell organisation. Genom att intervjua tre aktiva filmproducenter om kultur och tillit undersöker jag med denna studie om det finns kunskap att hämta från hur filmbranschen arbetar med kultur och tillit som kan användas på andra virtuella organisationer. Resultatet visar vikten av att virtuella organisationer rekryterar medarbetare som delar dess värderingar därtill visar studien vilken betydelse en gemensam målbild har för organisationens förmåga att skapa tillit.
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Ianaguivara, Carla Magna Gonçalves dos Anjos. "Confiança do empregado na organização : revalidação de instrumento de medida." Universidade Federal de Uberlândia, 2011. https://repositorio.ufu.br/handle/123456789/17138.
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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.<br>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.<br>Mestre em Psicologia Aplicada
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Lynch, Steven. "An Exploration of the Organization-Public Relationship Through Online Media: The Case of the Tampa Bay Rays." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4362.
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ABSTRACT
Organizations are working to establish and maintain relationships with their target publics using a wide variety of communication tools. How they work at developing this organization-public relationship (OPR) is open to the organization, but previous research suggests there are measurement scales that can indicate what factors an organization may be doing right and those they may need to improve on.
This study examines relationship building efforts of the Tampa Bay Rays organization and the representation it has demonstrated through online content. Utilizing a content analysis, sample articles were collected and coded to examine if relationship components could be found through the organization's affiliated website and the target public's local newspaper. The structure and development of this study was created based on the relationship indicators that were established by Hon and Grunig (1999) and Huang (2001).
Based on the analysis of the results, it was discovered that OPR indicators were being used by the Tampa Bay Rays. Examples of commitment, satisfaction, and control mutuality were the most frequent indicators throughout the online content. Trust and face and favor were the two remaining indicators that showed the lowest frequency of representation through the online content.
From the study, the results revealed: (1) that differences in framing exist; (2) a representation of frequent OPR material and topics does occur; (3) there are thematic patterns on the part of the source; and finally, (4) the organization perspective of what may show up from online content may differ from the outside perspective.
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Meixner, Timothy. "The Role of Trust in Building Effective Virtual Teams: A Mixed Methods Study in a Large Public Sector Organization." Franklin University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=frank1551994734525517.
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Smith, Lindsay C. "A quantitative assessment of internal publics perception of their relationship with the organization." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001131.
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Hedberg, Per Henrik. "Interpersonal society : essays on shared beliefs, trust, mnemonic oppression, distributive fairness, and value creation." Doctoral thesis, Handelshögskolan i Stockholm, Institutionen för Marknadsföring och strategi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-1761.
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Ahmadi, Soma, and Oscar Bauer. "Predicting quality in leader-member exchange relations : The role of Impersonal Trust in predicting LMX-quality." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105879.
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The aim of this study is to test if the impersonal trust sub-constructs serve aspredictors of quality in LMX-relations. By performing structural equation modelingwith empirical data, a model was developed that optimally predicts quality in LMXrelations. A cross-sectional survey was designed in order to gather data fromemployees in Kalmar municipality (N=574) and was analyzed by Analysis ofMoment Structures (AMOS). The result suggests that the sub-construct of HRMpractices predicts quality in LMX-relations while simultaneously being regressed bythe sub-construct management of business and people and organizing theoperational activities. Additionally, the result indicates that the sub-constructmanagement of business and people correlate with other sub-constructssustainability, fair play and communication. This study indicates the importance ofHRM-practices, managerial capability and the organizing the operational activitiesin order to predict quality in LMX-relations by increasing the impersonal trust.
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Hjelm, Elin. "Platt eller hierarkisk? : en jämförande studie mellan olika förskoleorganisationer." Thesis, Södertörns högskola, Lärarutbildningen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-34474.
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Förskolor organiseras på olika sätt som påverkar förskollärarens arbetsmiljö och relationen till organisationen. Det är därför intressant att jämföra hur förskollärares arbetsförutsättningar ser ut i en platt eller hierarkisk organisationsstruktur. Detta görs genom att undersöka vilka ramfaktorer som påverkar relationen mellan förskolläraren och organisationen. För att kartlägga ramfaktorerna intervjuas förskollärare från fyra förskoleorganisationer – två kommunala, hierarkiska förskolor och två fristående, platta organisationer som styr som föräldrakooperativ och personalkooperativ. De ramfaktorer som framkommer ur studien är strukturella faktorer, faktorerna beslutsfattande och påverkan samt faktorerna tillhörighet och tillit. I diskussionen analyseras resultatet utifrån de olika ramfaktorerna. Resultatet av studien visar att de finns skillnader mellan platta och hierarkiska organisationer vad gäller relationen till organisationen. De hierarkiska organisationerna har större svårigheter att kommunicera och ge förskollärarna insyn i organisatoriska frågor. Det medför även styrkor vad gäller kompetens, stöd och nätverk runt pedagogerna. I de platta organisationerna finns större insyn i verksamhetens beslutsfattande, förskollärarna har större möjlighet att själva påverka organisatoriska beslut. I diskussionen om de platta organisationerna ifrågasätts även beslutsfattarnas makt utifrån deras kompetens. I slutstadiet av studien diskuteras huruvida dessa resultat beror på organisationernas uppbyggnad eller snarare på olika kompetenser och roller i organisationen.<br>Pre-schools are organized in several separate ways that affect the preschool teacher's working environment and the relationship with the organization. It is therefore interesting to compare how pre-school teachers’ working conditions look like in a flat or hierarchical organizational structure. This is done by examining the framework factors that affect the relationship between the preschool teacher and the organization. To map out the framework factors, preschool teachers from four preschool organizations are interviewed - two municipal, hierarchical preschools and two independent, flat organizations that act as parent cooperative and employee cooperative. The framework factors that emerge from the study are structural factors, decision-making factors and influence, as well as the factors of belonging and trust. The discussion analyzes the results based on the different framework factors. The result of the study shows that there are differences between flat and hierarchical organizations regarding the relationship with the organization. The hierarchical organizations have greater difficulties communicating and giving preschool teachers insight into organizational issues. It also brings strengths in terms of competence, support and network around the educators. In the flat organizations there is greater transparency in the decision-making process of the business, the preschool teachers have greater opportunity to influence organizational decisions themselves. In the discussion of the flat organizations, the power of decision makers is also questioned based on their competence. The final stage of the study discusses whether these results depend on the organization's structure or rather on different skills and roles in the organization.
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Leuhusen, Caroline, and Sanda Gagic. "Communicating for donations : Do you give with the heart or with the brain?" Thesis, Linköpings universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-94535.
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The non-profit sector is growing, where NPOs compete for scarce resources. Meanwhile, innovation in communication technology requires resources and creativity. Can social media work as an efficient tool for communicating organizational goals and values and how does it enhance trust in NPOs relationship with donors? How do NPOs use ICT and social media in communication to donors and how do they implement functional and emotional communication online? The research area is approached through a deductive, qualitative, and constructivist perspective. Interviews with two leading NPOs were held, as well as a number of interviews with potential donors. The theoretical framework builds upon Morgan and Hunts and MacMillan et al’s models of trust and commitment. Functional and emotional communication was developed through various theories on online communication. The main findings of this thesis are that Swedish NPOs mainly focus on emotional communication in order to obtain emotional commitment before further developing trust, which is created from functional communication. The investigated NPOs use functional communication to a very little extent.
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Porath, Sophie, and Eliin Nyströmer. "INTERAKTION I EN OFFENTLIG ORGANISATION : Hur bedömer medarbetarna kommunikationen med sina chefer och vad blir förtroendet för chefen till följd av detta?" Thesis, Högskolan i Skövde, Institutionen för hälsa och lärande, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-10189.
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Ett stort förtroende för sin närmaste chef är inte alltid en självklarhet. Många olika faktorer påverkar vilket förtroende medarbetare inom en organisation känner för chefen, och denna studie har fokuserat på olika faktorer relaterade till kommunikation; uppföljning, uppskattning, feedback, tydlighet, meningsfullhet samt hantering av konflikter/relationer. Det kan också skilja sig åt mellan hur män och kvinnor värderar dessa faktorer, och att studera detta ingår också i syftet för denna undersökning. Tidigare forskning på området har visat på tydliga skillnader mellan hur kvinnor och män upplever och värderar kommunikation. Även denna studies resultat visar på att det finns kommunikativa skillnader mellan kvinnor och män, samt att de värderar faktorerna på olika sätt. Kvinnor känner sig nöjdare med den kommunikation de har, men korrelationen mellan förtroende och samtliga studerade kommunikationsfaktorervar starkare för män. Med hjälp av det socialpsykologiska perspektivet symbolisk interaktionism har undersökningens resultat analyserats och diskuterats. Generellt visar vår studie ett starkt samband mellan de studerade kommunikationsfaktorerna och förtroendet för närmaste chefen. Studien har en kvantitativ ansats och har utförts genom en enkätundersökning i en kommunorganisation där alla medarbetare getts möjligheten att värdera kommunikationen med den närmaste chefen samt deras tillit till denna.<br>Great confidence in their immediate manager is not always a given. Many factors can affect the confidence that the employees in an organization feel for the manager and this study focuses specifically on factors related to communication; follow-up, appreciation, feedback, clearness, meaningfulness and management of conflicts/relationships. It can also differ between how men and women evaluate these factors and how this is related to their trust for their manager. To study this is one part of the purpose of this examination. Previous research in this area has revealed differences between how men and women perceive and value communication. Similarly this study's results show that there are communication differences between men and women, and that they value the factors differently. Women are more satisfied with the communication they are having, but the correlation between trust and all of the studied communication factors was stronger among men. By using the social psychological theoretical perspective of symbolic interactionism we have analyzed and discussed these results. In general ourstudy shows a correlation between all of the selected communication factors and their impact on trust in the immediate manager. The study has a quantitative approach that has been carried out through a questionnaire survey in a public organization where all employees have been given the opportunity to evaluate how they assess communication by the different factors as well as trust in their manager.
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Rodrigues, Yesika Carolina Fernandes. "Quão virtuais somos?: o efeito da virtualização na confiança organizacional." Master's thesis, Universidade de Évora, 2016. http://hdl.handle.net/10174/18320.
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Esta investigação estuda o efeito da virtualização na confiança interpessoal, intraorganizacional e interorganizacional. Participaram 202 colaboradores de diferentes empresas portuguesas. A informação foi obtida através de quatro instrumentos: (1) Questionário Grau de Virtualização; (2) Questionário Confiança Interorganizacional; (3) Questionário Confiança Intraorganizacional e, (4) Questionário Confiança Interpessoal. Para testar as nossas hipóteses recorreu-se a modelos de regressão linear múltipla e hierárquica verificando que existe um efeito do Grau de Virtualização sobre a Confiança Interpessoal e Intraorganizacional. Mas a Dimensão da Organização emergiu como fator moderador dos efeitos da virtualização na Confiança Interpessoal e Confiança Intraorganizacional. O estudo confirma o papel da virtualização em contexto de trabalho na dinâmica e construção de várias dimensões da confiança nas organizações; How Virtual are we?
The effect of virtualization on organizational trust.
Abstract:
This research studies the effect of virtualization on Interpersonal, Intra-organizational and Inter-organizational trust. It counted with the participation of 202 employees from different Portuguese companies. The data was obtained from four tools: (1) Degree of Virtualization Survey; (2) Inter-organizational trust Survey; (3) Intra-organizational Survey and (4) Interpersonal Trust Survey. To test our hypothesis, multiple linear regression model and hierarchical models were applied, showing a connection between the Virtualization Degree and both Interpersonal and Intra-Orgazinational Trust. The Organization Dimension emerged as a moderating factor of the virtualization effects on Interpersonal and Intra-Orgazinational Trust. This study confirms the role that virtualization has in an work environment, either on the building and the dynamics of the several trust dimensions, in organizations.
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Ibrahim, Sabir M. "Assessing the impact of micro-lending programmes in the informal sector in Cape Town. A case study, The Nations Trust Organization." University of the Western Cape, 2003. http://hdl.handle.net/11394/7810.
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Magister Artium (Development Studies) - MA(DVS)<br>The promotion of widespread entrepreneurship through the setting up of
small and medium sized enterprises (SMMEs ) is crucial for the
transformation to a market economy and the democratisation of society in
\the new South Africa. SMMEs are recognized as an engine of economic
\
\growth and a source of sustainable development. Within this sector micro
,
1nd small enterprises are of special importance because they are considered
as the cradle of entrepreneurship, particularly in environments facing high
ketllPIQYII'1:en!and poverty,. as j!) the case ~~.South Africg,
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Takei, Ayaka. "The Jewish people as the Heir : the Jewish successor organizations (JRSO, JTC, French Branch) and the postwar Jewish communities in Germany /." Electronic version of summary Electronic version of examination, 2004. http://www.wul.waseda.ac.jp/gakui/gaiyo/3837.pdf.
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Chen, Ming Jen, and 陳明仁. "A Study of Leadership Style、Organization Justice、Organization Trust and Organization Citizenship Behavior." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/59458377630501111852.
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碩士<br>樹德科技大學<br>經營管理研究所<br>97<br>ABSTRACT
What 21 centuries’army leader face is a brand-new electronics to fight to fight the times with information. The government pursues actively is small (the troops is few) toward the establishment amount of (quality excellent), the modern army target of the strong(the whole war capability is strong) of stroke power moves forward.
So in spite of the army will face the troops decrease,resource to reduce in the future,the environment change,organizes the structure change, how under the limit of the resource,complete more mission.
One of this research studies: The superior’s leadership style mode for organization whether will produce the equity,trust to then
Reach to organize the citizen behavior.Inquire into it two:What style leader emerge to can reach to organize the citizen behavior.Inquire into it three:In this difficult times, the employee can still support to organize the citizen behavior, is the leader decisive role.
Therefore, its purpose wants to understand to lead the style to the relation that organize the equity;lead the style to the relation of the organization trust;lead the style to the relation of the organization citizen behavior;Orangize the equity to the relation of the organization citizen behavior;Organize to trust to organization the relation of the citizen behavior;Whether leading style then affects to organize the citizen behavior through the relation of the organization ewuity or not; Whether leading style then affects to organize the citizen behavior through the relation of the organization trust or not.
After explaining according to the above,this research draws up is certain to maintain the skill of the factory with the N solder frequently the sergeant and technicians carry on the overall questionnaire census method, issuing 620 questionnaireses, the valid recovery questionnaire adds up to 403, recovering rate 65%.
With the edition that statistics the software spss12.0 carries on the questionnarire data analysis tool,the convariance of the usage analyzes method account:believing and analysis,effect analysis,description statistics analysis, the independent sample to examination, single factor variation counts analysis, factor analysis, regression analysis etc.
The origin studies the result and suggesion: its result is to lead the style to the organization the equity is obvious;lead the style obvious to the organization trust; lead the style obvious to organization citizen behavior;organize the equity obvious to organization citizen behavior; the organization trusts to the organization the citizen behavior is obvious;whether leading style then affect to organize the citizen behavior to is obvious through the relation of the organization equity or not;whether leading style then affect to organize the citizen behavior to is obvious through the relation of the organization trust or not .
So the suggestion is in the aspects of leading; The leader must can let employee the decision of the clear understand company, employee for not the work in also compares the meeting willingness to participate to complete. In the aspects of organizing: Canning provide the industry to be fair system of good organization is to contribute to the employee for the built-up trust.In employee’s aspect: The employee who is the basis level must hold body chance in basis level more, is interactive with colleage and supervisor and the organization that learn operates the mode, the some other day is the supervisor, will be advantageous to the expansion organization citizen behavioral.
Key word: Leadership Style、Organization Justice、Organization Trust and Organization Citizenship Behavior
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Lin, HsiuYing, and 林秀英. "The Relationship of Organization Justice, Organization Trust and Workplace Well-being." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/66916188334026625019.
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碩士<br>國立臺北大學<br>企業管理學系碩士在職專班<br>103<br>The objective of this study is to investigate the relationship among organizational justice, organizational trust, and workplace well-being. With corporate globalization on the rise, companies are faced with increasing challenges in regards to organizational complexity; how to establish a fairness organizational framework, how to develop a harmonious mutual-trust environment, how to address psychological and social well-being concerns.
Organizational justice, trust, and well-being in the workplace is a crucial subject that will continue to increase in importance. The study structure takes organizational justice and organizational trust as independent variables, and workplace well-being as a dependent variable, to study its individual relationship and affects of cross action.
The questionnaire contains three parts: (1) organizational justice based on Niehoff & Moorman (1993). (2) organizational trust based on Cook & Wall (1980). (3) workplace well-being modified by Keys & Magyar-Moe (2003). An analysis was conducted using 235 valid samples collected from general company workers.
The results of the research indicate the following:
1. Organizational justice has positive impact on organizational trust.
2. Organizational trust has positive impact on workplace well-being.
3. Organizational justice has positive impact on workplace well-being.
4. Organizational trust has mediating effect on the relationship of organizational
justice and workplace well-being.
5. The interaction of organizational justice and organizational trust has positive
impact on workplace well-being.
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Wu, Chiou-Shiang, and 吳秋相. "The Study of Trust Relationship of Virtual Organization." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/78247913581543002589.
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碩士<br>國立成功大學<br>高階管理碩士在職專班<br>94<br>Abstract
According to the fast expand of IT, Internet became the most important part of our daily life and changed the traditional commercial model of the physical world. The convenience of the IT also brought some side effect caused by the conflict between the reality and virtual activities. The issue of trust became a topic after the changes of interactive communication method caused by the prevailing of Internet. This study discusses the characteristics and the factors of trust relations between the virtual organizations by interviewing specific companies. Finding that the virtual organization can be a combination of different domain and industrial field by various mission in different target market. The virtual organization could be a flexible without specific structure and interactively communicate with each other by IT tools and system. The virtual organization can prevail and maintain the progress of the virtual organizational performance by means of the build of trust relationship.
The strategic concept of the virtual organizations is more important than a physical structure of the organization and contain more width than the strategic alliance. A virtual organization should evaluate and create a generally accepted norm to be a learning organization. Not only learning new technology but to learn how to mutually respect the organizational culture of each other. The member of a virtual organization need to communicate, develop, and share their own professional capacities by admittance to cooperation and strengthen of communication and development of technology. The leader also needs to play a coordinate role to strengthen a stronger trust relationship between virtual organization.
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Lin, Chen-Yi, and 林真伊. "The study of Organization Justice and Organization Trust on Authoritarian Leadership – by Union Identification and Organizational Commitment of intermediary." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/38727452811862977682.
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碩士<br>健行科技大學<br>國際企業管理研究所<br>101<br>As Amendments to Taiwan Trade Union Law officially came into force on May 1st, 2011, labors can adopt considerable liberal structure restriction while striving for rights and interests in the trade union in the future so as to be used as the guarantee of implementation of trade union officials and inappropriate labor practice (Han Shixian, 2011). The first point of interaction of trade union organizational strength and members points out that labor (member) number in the trade union is rapidly increased due to their active participation, and trade union activities are generally valued by members to make it stronger so as to make members share the trade union and participate in its activities (Liu Hancheng, 2013). The development and prosperity of Taiwan Trade Union don''t lie in the successful and smooth development operation and recognition of every professional trade union or industrial trade union. In the 1st quarter of 2013, there are 4061 professional trade unions and 89 industrial trade unions in Taiwan with a total of about 2,836,000 (General Accounting Office, Council of Labor Affairs).
The research is to explore whether authoritarian leadership, union identification, organizational commitment and organizational trust have an influence on organizational justice. The level of authoritarian leaders may affect members to think whether organization is justice or not, union identification, organizational commitment and organizational trust are good or not to know the influence of every aspect and intermediating effect between union identification and organizational commitment. Therefore, taking members in the trade unions from relatives and friends as research subjects, this research distributed over 300 questionnaires based on snowball sampling, with 288 ones recovered. Eliminating incomplete and obviously contradictory questionnaires, it obtained 263 valid ones with the recovery rate of 78.27%. The result shows that authoritarian leadership has no significant influence on organizational commitment while organizational commitment has no intermediating effect on authoritarian leadership and organizational justice. However, it has significant influence on the rest ones. Besides, union identification also has intermediating effect on authoritarian leadership and organizational justice.
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Wei, Hsiao-Yun, and 韋孝昀. "A Study of Organization Trust, Organization Citizenship Behavior and Knowledge Sharing in Five-Star Hotels－Organizational Support as a Moderator." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/95232753307947244543.
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碩士<br>輔仁大學<br>餐旅管理學系碩士班<br>102<br>This research aim to explore the relationship between five-star hotel organization trust, organization citizenship behavior and knowledge sharing (knowledge sharing willing and knowledge sharing behavior) in Taiwan. Reasearch questionaire was chosen form past literature and modified for suitable version through discussion with professor .Questionnaire survey method was used to collect data through convenience sampling. The samples of this research are employees who have worked in each department of five-star hotel in Taiwan for at least 6 months. There were 550 questionnaires be distributed to staff, and 422 valid questionnaires were received, with a response rate of 76.7%; There were 110 questionnaires be distributed to supervisor, and 94 valid questionnaires were received, with a response rate of 85.5%. The result showed that: 1. Organization trust has positive impact on organization citizenship behavior 2. Organization trust has positive impact but not significant on knowledge sharing (knowledge sharing willing); Organization trust has positive impact on knowledge behavior. 3. Organization citizenship behavior has positive impact on knowledge sharing (knowledge sharing willing and knowledge sharing behavior).4. Organization citizenship behavior has mediation effect on the relationship between organization trust and knowledge sharing (knowledge sharing willing and knowledge sharing behavior). 5. Organizational support has moderation effect on the relationship between organization trust and organization citizenship behavior; Supervisor support has moderation effect on the relationship between organization trust and organization citizenship behavior; Organizational support has moderation effect on organization citizenship behavior and knowledge sharing; Peer support has effect on the relationship between organization citizenship behavior and knowledge sharing behavior. 6. Different marital status of knowledge sharing (knowledge sharing willing) are highly associated; Different average monthly salary of knowledge sharing is highly associated; Different seniority in hotel of organization citizenship behavior and knowledge sharing behavior are highly associated; Different total years in hospitality services of organization citizenship behavior is highly associated; Different job department of knowledge sharing is highly associated ; Different rank of organization citizenship behavior is highly associated. This study expect that result can provide the reference to five-star hotels for development direction, and create the best interests for hotels. Five-star hotels to realize that the importance of organization trust and care about organization citizenship behavior and knowledge sharing, and create the best interests for hotels.
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LIN, HSIU-HSIA, and 林秀霞. "A STUDY ON THE INFLUENCE RELATIONSHIP OF ORGANIZATION INTERDEPENCE, TRUST, OPPORTUNISM AND ORGANIZATION COOPERATION." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/32706142952465248234.
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碩士<br>國立臺北大學<br>企業管理學系碩士在職專班<br>93<br>The purpose of this study is to research the manufacturers of upstream and downstream of our country, which include the distributors of electronic components to be the research object, to probe into the interdependence and cooperation among the electronic organizations and the influence of opportunism behavior and organization trust on the cooperated relationship of organizations through the practical perspective, and proposes a theoretical model to analyze the key construct empirically. This study hopes to put forward one simplify feasible theoretical model, in order to let future management levels of our country can have one accurate and simple judgment basis while making the administrative decision of distribution.
This study derives from the literatures that the depth of organization interdependent situation will influence cooperation, at the meanwhile, the opportunism and trust will influence cooperation of organization too. So, in order to launch favorable empirical research, this study refers to the analytical content of theoretical literatures to include interdependence, trust, opportunism and cooperation of organizations in a model for verification.
This study takes 171 electronic organizations of midstream and downstream of Taiwan distributed industry as the research object and adopts Linear Structural Relation (LISREL) as the analytical method, to prove the rationality of the theoretical model that include the interdependence, trust, opportunism and cooperation of midstream and downstream distributors. This study constructs six proposed paths and the results show that: organization interdependence and organization cooperation have positive relationship; organization interdependence and organization trust have positive relationship; organization interdependence and opportunism have positive relationship; organization trust and organization cooperation have positive relationship; opportunism and organization trust have negative relationship; and lastly, opportunism and organization cooperation have negative relationship. After empirical analysis, the linear structural theoretical model that is designed and developed by this study can infer a wholly fitted model. Those mention-above demonstrate that besides organization interdependence can influence organization cooperation directly, organization trust and opportunism can influence the performance of organization cooperation through the effect of mediator indirectly too.
The constructed theoretical model which include interdependence, trust, opportunism and cooperation of organizations of this study, is brought into the logical idea of economic exchange and social exchange of organizations exactly, this study believes that this kind of counteractive theoretical thinking, and consideration of interaction between ‘buyer and supplier’, really exists a theoretical model to weigh ‘organization trust’ and ‘vulnerability under opportunism’, it is one that accord with the true phenomenon of management practice in the world, and can offer to the high-order administrator for carrying out decision practically.
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Wang, Chien-I., and 王健益. "A study of between trust in organization、organization learning、knowledge sharing and innovation performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/p7u72q.
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碩士<br>銘傳大學<br>國際企業學系碩士班<br>100<br>With the advent of the era of global competition, the degree of innovation in enterprises have to faster and faster, the organization must be to accept a variety of different challenges, so, the organization have to reinforcing the differentiation of the enterprises.
In addition, in order to survive and gain an advantage, companies must constantly learning and applying new knowledge, and with industry, environment change, the future to determine the key factors of competitiveness of enterprises will depend on the innovation of enterprises.
Therefore, this study further explored the following three questions: (1)Whether Trust in organization will affect knowledge sharing or not? (2) Whether organizational learning will affect knowledge sharing or not? (3) Whether knowledge sharing will affect innovation performance? The general manufacturing and high-tech manufacturing in this research, there are total 152 valid samples, through questionnaires survey and data analysis, the following results were found:
1.The trust in organization significantly positive effect relationship knowledge sharing.
2.The organization learning significantly positive effect relationship knowledge sharing.
3.The knowledge sharing significantly positive effect relationship innovation performance.
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Liao, Min-Yun, and 廖敏妘. "Trust and physician-patient interaction styles in healthcare organization." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/98700743421549316174.
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碩士<br>國立嘉義大學<br>生物事業管理學系研究所<br>99<br>The National Health Insurance (NHI) of Taiwan was implemented since March 1, 1995. It brought the public great convenience to freely choose medical organization and physician. Kao et al., (1998) pointed out patients having a choice of physicians trust physicians more. However, some problems gradually follow the NHI system. For example, the Capitation system make medical organization and physician just attach importance to patient quantity and neglect medical quality. Researchers represented that after the NHI was implemented, slack physician-patient relationship and mistrust of patient to physician were emerged (Chiang and Yen, 2003).
Physicians are focal human capital of healthcare organizations and the primary providers of healthcare service. Their capability has a great effect on patient perception of service provided. According to that a trusting physician-patient relationship will increase patient loyalty to healthcare service providers, this study examine the relation between patient trust and patient loyalty to their regular physicians under the consideration of physicians’ human capital. Besides, due to physician-patient interaction styles have an effect on revisit intention of patients, this study explores the relation between three kinds of interaction styles (Paternalism, Clarification and Participation) respectively and patient loyalty under the consideration of physicians’ human capital as well.
This result of this study confirms that patient trust is significantly associated with patient loyalty in the healthcare organization and the interaction between participation style and specialized training of physician has significantly effect on patient loyalty. To predict patient revisit intention, this study suggests that such institutions should actively understand the status of patients’ trust in their regular physician through a simple and convenient questionnaire. Moreover, healthcare organizations need to focus on education and training plans of physicians.
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Wu, Shang-He, and 吳尚和. "An exploratory investigation of trust in the virtual organization." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/38008541122076617289.
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碩士<br>南華大學<br>資訊管理學系碩士班<br>90<br>This research explores the factors of creating and managing the virtual organizations. The factors are highlighted by a framework of maintaining virtual organizations based on trust. We integrate recent literature and propose four factors related to trust: (1) information communication technology (2) business understanding (3) business ethics (4) culture. The questionnaires are sent to major industries in Taiwan and analyzed by the MCA technique. The results suggest that virtual organizations may experience 4 different forms of cooperation: (1) team (2) project (3) temporary (4) permanent. We also provide the future development of virtual organizations.
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Wu, Tsai-Hsuan, and 吳寀瑄. "A Study on the Relationship between Personal Attributes, Personal Interaction, Personal Trust and Organization Trust." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/01683568849695490480.
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碩士<br>國立臺北商業技術學院<br>國際商務系碩士班<br>101<br>Under the background of globalization and rapidly changing environment, the competition between companies is becoming increasingly fierce. In the view of this, development and establishment of long-term and mutual benefit relations with customers is extremely important based on the aim of sustainable development. The development of insurance market in Taiwan runs smoothly from the beginning, and has entered a mature phase with a steady build-up of fierce competition between peers in recent years. Under this condition, companies are supposed to pay more attention to the importance of how “relationship” enhances the competitiveness of enterprises. Furthermore, to maintain good relations between enterprises and customers, the employees who get in touch with customers directly play a irreplaceable role. Basing on the theory of relationship marketing as well as taking sales representation of insurance industry /financial commissioner of backing industry as contextual study, this paper tries to research two dimensions :(1) to research personal attributes and personal interaction of sales representations or financial commissioner by compiling
literatures. (2) tries to have further researching on the effect of consumers on the trust of sales representations, as well as on the trust of enterprises.
The research methodology is empirical study by the method of questionnaires. By this way, 355 valid questionnaires were collected and several main conclusions are generated as follows:
1. To personal attributes of sales representative/ financial commissioner, the elements of professional ability, consistent attitude and appropriate manners could have a positive effect of customers on trust of sales representative /financial commissioner.
2. To personal interaction by sales representative/ financial commissioner, the elements of smilar preference, interactive communication and shared values could have a positive effect of customers on trust of sales representative/ financial commissioner.
3. The trust level of customers on sales representative/ financial commissioner could have a positive effect on the trust level of customers on enterprises.
Last but not least, the conclusions of this study could offer many walks of references and improvement to sales representative/ financial commissioner of enterprises.
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Liu, Jia-Hung, and 劉家桓. "A Relation of High Performance Work System and Team Performance－Use Organization trust, Manager trust & Team trust As Mediator." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/64263574675285900991.
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碩士<br>銘傳大學<br>企業管理學系碩士班<br>100<br>Most literature was separately study high performance work system to performance or trust to performance, rare literature was study two topic together. Therefore, in this study focus does trust could have effect when team member apply high performance work system for team performance. In study was use organization trust, manager trust and team trust as the mediator for high performance work system to team performance in this model. Effective questionnaires were 101 groups, then use linear regression test and Sobel test to analysis the model. Result to display organization trust, manager trust and team trust were available mediator in this model. In towered, we suggest when practice of high performance work system should consider trust relationship of organization members, it will significant impact on practice effect.