Our task is to adopt a multidisciplinary view
of trust within and between firms, in an effort to
synthesize and give insight into a fundamental
construct of organizational science. We seek to
identify the shared understandings of trust
across disciplines, while recognizing that the
divergent meanings scholars bring to the study
of trust also can add value.

Not So Different After All: A Cross-Discipline View Of Trust

Despite the concern that has been expressed about potential method biases, and the pervasiveness of research settings with the potential to produce them, there is disagreement about whether they really are a problem for researchers in the behavioral sciences. Therefore, the purpose of this review is to explore the current state of knowledge about method biases. First, we explore the meaning of the terms “method” and “method bias” and then we examine whether method biases influence all measures equally. Next, we review the evidence of the effects that method biases have on individual measures and on the covariation between different constructs. Following this, we evaluate the procedural and statistical remedies that have been used to control method biases and provide recommendations for minimizing method bias.

Sources of Method Bias in Social Science Research and Recommendations on How to Control It

A separate and distinct interaction with both the actual e-vendor and with its IT Web site interface is at the heart of online shopping Previous research has established, accordingly, that online purchase intentions are the product of both consumer assessments of the IT itself-specifically its perceived usefulness and ease-of-use (TAM)-and trust in the e-vendor But these perspectives have been examined independently by IS researchers Integrating these two perspectives and examining the factors that build online trust in an environment that lacks the typical human interaction that often leads to trust in other circumstances advances our understanding of these constructs and their linkages to behavior

Our research on experienced repeat online shoppers shows that consumer trust is as important to online commerce as the widely accepted TAM use-antecedents, perceived usefulness and perceived ease of use Together these variable sets explain a considerable proportion of variance in intended behavior The study also provides evidence that online trust is built through (1) a belief that the vendor has nothing to gain by cheating, (2) a belief that there are safety mechanisms built into the Web site, and (3) by having a typical interface, (4) one that is, moreover, easy to use

Trust and TAM in online shopping: an integrated model

The authors integrate theory developed in several disciplines to determine five cognitive processes through which industrial buyers can develop trust of a supplier firm and its salesperson. These p...

An Examination of the Nature of Trust in Buyer–Seller Relationships:

The field of organizationa l justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizationa l justice.

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Justice at the millennium: a meta-analytic review of 25 years of organizational justice research

Increasing competition resulting from the global and technological nature of markets has heightened the need for businesses to rely on cross-functional new product teams to produce innovations in a...

https://www.jstor.org/stable/pdfplus/3069415.pdf

Maximizing cross-functional new product teams' innovativeness and constraint adherence: A conflict communications perspective.

Business on a Handshake

There has been an increasing amount of research conducted on issues of procedural justice. Although this research has demonstrated that the type of procedure used to allocate outcomes has an independent influence on people's judgments of the fairness of a decision, there is growing empirical evidence that such judgments are influenced by the enactment of the procedure as well. Fairness concerns raised about the propriety of a decision maker's behavior during the enactment of procedures are representative of a desire forinteractional justice. In this paper, we present three studies that examine the effects of giving acausal account, or a justification, versus not providing a justification, on judgments of interactional fairness and endorsement of a decision maker's actions. In Study I, a laboratory study, ratings of interactional fairness and support for a manager were higher when subjects received a causal account that claimed mitigating circumstances for a manager's improper action than when they did not receive such a causal account. A second laboratory study replicated the same pattern of findings in two different organizational contexts. In addition, it was found that the perceived adequacy of the causal account was a critical factor explaining its effect. In Study 3, a field setting, ratings of both interactional fairness and procedural fairness were higher when a manager provided anadequate causal account to justify the allocation of an unfavorable outcome. The discussion focuses on the implications of these findings for research on interactional and procedural justice.

Interactional fairness judgments: The influence of causal accounts

Using a field survey of 461 self-managing work team members in four countries, we examined: (1) whether employee resistance to such teams mediated the relationships between employee cultural values and job attitudes and (2) whether the value-resistance relationships were stronger in some countries than in others. Results show that resistance mediated the cultural value-job attitude relationships, sometimes fully and sometimes partially, depending on which type of resistance (to teams or to self-management) and which type of cultural value was being examined. Theoretical and practical implications are discussed.

The impact of cultural values on job satisfaction and organizational commitment in self-managing work teams: The mediating role of employee resistance.

The article discusses a study which examines whether voice and justification affect unfavorable decisions in job recruitment and budget decision-making. A discussion is presented about the influenc...

Debra L. Shapiro

Papers

Maximizing cross-functional new product teams' innovativeness and constraint adherence: A conflict communications perspective.

Business on a Handshake

Interactional fairness judgments: The influence of causal accounts

The impact of cultural values on job satisfaction and organizational commitment in self-managing work teams: The mediating role of employee resistance.

Voice and justification: Their influence on procedural fairness judgments.