At What Level (and in Whom) We Trust Trust Across Multiple Organizational Levels

Researchers have discovered inconsistent relationships between prosocial motives and citizenship behaviors. We draw on impression management theory to propose that impression management motives strengthen the association between prosocial motives and affiliative citizenship by encouraging employees to express citizenship in ways that both “do good” and “look good.” We report 2 studies that examine the interactions of prosocial and impression management motives as predictors of affiliative citizenship using multisource data from 2 different field samples. Across the 2 studies, we find positive interactions between prosocial and impression management motives as predictors of affiliative citizenship behaviors directed toward other people (helping and courtesy) and the organization (initiative). Study 2 also shows that only prosocial motives predict voice—a challenging citizenship behavior. Our results suggest that employees who are both good soldiers and good actors are most likely to emerge as good citizens in promoting the status quo.

Good soldiers and good actors: Prosocial and impression management motives as interactive predictors of affiliative citizenship behaviors.

Data quality management, data usage experience and acquisition intention of big data analytics

More than a quarter century ago, organizational scholars began to explore the implications of prosociality in organizations. Three interrelated streams have emerged from this work, which focus on prosocial motives (the desire to benefit others or expend effort out of concern for others), prosocial behaviors (acts that promote/protect the welfare of individuals, groups, or organizations), and prosocial impact (the experience of making a positive difference in the lives of others through one's work). Prior studies have highlighted the importance of prosocial motives, behaviors, and impact, and have enhanced our understanding of each of them. However, there has been little effort to systematically review and integrate these related lines of work in a way that furthers our understanding of prosociality in organizations. In this article, we provide an overview of the current state of the literature, highlight key findings, identify major research themes, and address important controversies and debates...

The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations

Although the organisational literature is increasingly converging on common definitions and theoretical conceptualisations of trust, it is unclear whether the same is true for the measures used to operationalise trust. In this paper, we review the organisational literature to assess the degree of sophistication and convergence across studies in how trust has been measured. Our analysis of 171 papers published over 48 years revealed that the state of the art of trust measurement is rudimentary and highly fragmented. In particular, we identified a total of 129 different measures of trust. Moreover, in only 24 instances were we able to verify that a previously developed and validated measure of trust had been replicated verbatim, and 11 of these replications were by the same authors who originated the measure. In addition to the limited degree of replication, the measurement of trust in the organisational literature is characterised by weak evidence in support of construct validity and limited conse...

Measuring trust in organisational research: Review and recommendations

The impact of employees' collective perceptions of being trusted by management was examined with a longitudinal study involving 88 retail stores. Drawing on the appropriateness framework (March, 1994; Weber, Kopelman, & Messick, 2004), the authors develop and test a model showing that when employees in an organization perceive they are trusted by management, increases in the presence of responsibility norms, as well as in the sales performance and customer service performance of the organization, are observed. Moreover, the relationship between perceptions of being trusted and sales performance is fully mediated by responsibility norms.

Trust that binds: The impact of collective felt trust on organizational performance.

There has been growing scholarly interest in understanding individual-level antecedents of counterproductive workplace behavior (CWB). While researchers have found a positive relationship between individuals’ negative affect and engagement in CWB, to date, our understanding of the factors which may affect this relationship is limited. In this study, we investigate the moderating roles of moral disengagement and gender in this relationship. Consistent with our hypotheses, we found that individuals with a greater tendency to experience negative emotions were more likely to engage in CWB when they had a higher propensity to morally disengage. Moreover, we found that this interacting relationship varied across men and women. We discuss the theoretical and practical implications of our findings and offer avenues for future research.

Negative affect and counterproductive workplace behavior: The moderating role of moral disengagement and gender.

In this article, we seek to contribute to research on organizational citizenship behavior (OCB) by adopting a psychological evolutionary perspective that offers a novel way of interpreting such behaviors Specifically, drawing on the handicap principle in evolutionary biology, we propose that by demonstrating the ability to bear the burden associated with costly OCBs, organizational members can credibly signal their otherwise unobservable capabilities to others We develop a model that explores antecedents and outcomes of engaging in costly OCBs and offer avenues for future research within this framework Copyright © 2006 John Wiley & Sons, Ltd

OCB as a handicap: an evolutionary psychological perspective

Perceived trustworthiness is a critical antecedent of interpersonal trust, yet researchers have a limited understanding of how such perceptions are generated. The authors used 2 competing perspectives within the relational demography literature--similarity-attraction and relational norms--to empirically examine the effect of demographic differences. Whereas the similarity-attraction account suggests that subordinates will perceive their managers as more trustworthy when managers and staff are similar in demographic attributes, the relational norms account proposes that subordinates will perceive their managers as more trustworthy when their demographic differences follow normative expectations. Data collected from a field study of 178 manager-subordinate dyads in Hong Kong and Macau support the relational norms account in terms of education and organizational rank. The authors discuss the theoretical and practical implications of the study.

The impact of relational demographics on perceived managerial trustworthiness: similarity or norms?

While the consideration of negative affect as an influence of innovative behaviour has yielded conflicting results in the organisational science literature, the current study sought to consider the influence of the discrete emotion of shame on innovative behaviour. Research outside of the domain of organisations suggests that shame enacts withdrawal behaviour, the negative form of engagement. Based in Kahn's (1990) suggestion that engagement is comprised of psychological availability, psychological safety and psychological meaningfulness, this study aimed to investigate work shame as a compromise to innovative behaviour, while considering the pathways acting as the mediating mechanism. Employees and managers from two organisations in different industries were surveyed. Through the use of path analysis, findings suggest that work shame exerts an indirect effect on innovative behaviour through psychological availability. Implications for both emotions and innovative behaviour research are considered.

Sabrina Deutsch Salamon

Papers

Trust that binds: The impact of collective felt trust on organizational performance.

Negative affect and counterproductive workplace behavior: The moderating role of moral disengagement and gender.

OCB as a handicap: an evolutionary psychological perspective

The impact of relational demographics on perceived managerial trustworthiness: similarity or norms?

Compromising Innovative Behaviour with Work Shame