Linking organizational trust and performance through ambidexterity (original) (raw)
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Business Research Quarterly, 2022
This article investigates the influence of specific key organizational factors (i.e., enabling formalization, coercive formalization, and trust) as antecedents of ambidexterity. Moreover, we propose a new way of operationalizing ambidexterity, under a holistic vision, including the synergies between exploration and exploitation. The study has been developed in the Spanish organic agro-food industry; a total of 239 usable responses were received from two respondents from each company-the general manager and the quality manager. The findings show that enabling formalization and organizational trust are positively related to ambidexterity, but contrary to our predictions, we found no evidence to show that coercive formalization is related to ambidexterity. In turn, we found different results for trust as a moderating factor on the types of formalization and ambidexterity.
Trust as a mechanism to improve organizational performance
Cuadernos de Administración, 2020
This paper designs and contrasts a relational model between the trust of collaborators in organizations and the performance of the company, mediated by the organizational commitment to learning and the commitment of employees to the company. As key objectives, a double mediation model is tested in the relationship between intra-organizational trust and the firm’s performance, through the organization’s commitment to learning and the commitment of collaborators to the company. Using a 31-item survey, the goodness of the model was evaluated with a sample of 161 individuals from different organizations in southwestern Colombia. The proposed model and its respective adjustment indexes were tested by using structural equations (SEM) modeling and the AMOS software package. The results demonstrate the empirical evidence, by statistically contrasting the model that posits the existence of relationships among the variables of the relational model. The findings made it possible to set paramet...
Management and Production Engineering Review, 2014
The purpose of this study was to propose a theoretical model and empirically measure whether trust impacts organizational performance. This study focused on three constructs: management trust (MT); organizational trust (OT); and organizational performance (OP). Specifically, the results of this study determined whether management trust (MT) significantly and positively contributes to organizational trust (OT) and whether organizational trust (OT) significantly and positively contributes to organizational performance (OP). Based on the findings, recommendations were made for building and sustaining a culture that will lead to improved organizational performance).
The relationship between inter-organizational trust and performance
Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 2013
The article deals with an investigation of the relationship between inter-organizational trust and performance. Using data obtained in a questionnaire survey in 373 organizations with more than 20 employees with their seat in the Czech Republic, we found the relationship between interorganizational trust and supplier performance, mediated by the level of confl ict. Also, the statistically signifi cant negative relationship between inter-organizational trust and costs of negotiation and the statistically signifi cant positive relationship between supplier performance and perceived performance were confi rmed. The hypothesis on the statistically signifi cant relationship between inter-organizational trust and negotiating costs was not confi rmed. The structural equation modelling technique was used in the calculations. The calculated model fi t indices (CFI, NFI, NNFI) with values over 0.9 demonstrate a very good quality of the model.
2013
This study sought to investigate whether there is a positive contribution of organizational trust (OT) on organizational performance (OP) in various enterpri ses from the Province of Mazovia in Poland. The in strument used in this study included two parts that were use d to measure the constructs of OT and OP. The instr ument was then administered to 469 managers from 287 companie s. A total of 468 usable data was entered into ana lyses using SPSS. Reliability test was conducted to determine internal consistency among the items for both OT an d OP. Principal component analysis with Varimax rotation was conducted to determine the number of valid ite ms in both OT and OP. Correlation procedure was then conducte d to explore positive linear relationship between O T and OP. Finally, regression analyses were conducted to see if there is positive contribution of OT on OP. The analyses were followed by results, discussion, and implication fo r future research.
Trust in organizations: Frontiers of theory and research
1996
The resource-based view of the firm regards knowledge as one of the most important organizational assets and a key strategic resource that contributes unique value to organizations. The acquisition, absorption and internalization of external knowledge are central to an organization's innovative capabilities. This ability to evaluate, acquire and integrate new knowledge from its environment is referred to as a firm's absorptive capacity (AC). This research in progress paper explores the link between interorganizational Social Networks (SNs) and a firm's Absorptive Capacity (AC). Based on an in-depth literature survey of both concepts, four propositions are proposed that explain the link between AC and SNs. These propositions suggest that SNs are key to a firm's AC. A qualitative research method is proposed to test the set of propositions in the next stage of this research.
A considerable amount of research has examined trust since our 1995 publication. We revisit some of the critical issues that we addressed and provide clarifications and extensions of the topics of levels of analysis, time, control systems, reciprocity, and measurement. We also recognize recent research in new areas of trust, such as affect, emotion, violation and repair, distrust, international and cross-cultural issues, and context-specific models, and we identify promising avenues for future research. As we wrote our 1995 paper on trust (Mayer, Davis, & Schoorman, 1995), we were struck by the relative scarcity of research in the mainstream management literature focusing directly on trust. This led us to several bodies of literature , including management, psychology, philosophy , and economics. We found that scholars from diverse disciplines were presenting many insightful views and perspectives on trust but that many of them seemed to talk past one another. Our goal was to integrate these perspectives into a single model. This work came to fruition at about the same time as several other works on trust. Papers on trust by Hosmer (1995) and McAllister (1995) were also published in Academy of Management journals that year, followed the next year by a book edited by Kramer and Tyler (1996). The con-fluence of these works, fueled by practical concerns raised by now infamous government and corporate scandals over the next decade, produced a groundswell of interest in understanding this basic and ubiquitous construct. Since we were drawing perspectives from multiple disciplines as inputs to the model, we wanted to provide a model that was generally applicable and would be used across multiple disciplines. We were gratified to find in a recent search that our paper has been cited over 1,100 times (according to Google Scholar). In addition to management and general business, it has been cited in such diverse areas as marketing, sociology, health care, and agribusiness. We would like to use this opportunity to revisit some of the issues raised by our 1995 paper and review how the field has dealt with them. We will also discuss the new concerns and opportunities for future research on trust.
A holistic overview on the antecedents of organizational trust: Aggregated theoretical framework
International Journal of Accounting, Finance, Auditing, Management and Economics, 2021
The recent interest of management researchers in the issue of organizational trust is mainly based on its indispensable role in efficient and effective management focused on human capital. Organizational trust is thus a phenomenon of uncertainty minimization, and the embodiment of a work climate that is worthy of the name. While organizational trust is understood as central to any exchange relationship, it has not been studied in a pre-birth approach to understand how it occurs in an organizational context. This paper aims to clarify the concept of organizational trust through different dimensions and forms, and to present a holistic overview of its antecedents levels taking into consideration all the variables that can directly or indirectly lead to organizational trust. The enrichment of the understanding of organizational trust is achieved by drawing on the affective and cognitive dimension of trust to clearly identify all the potential elements that can lead to organizational trust. Obviously, the theory mobilized in this research work is the theory of the social exchange which has been greatly shaken to study the exchange relations between the organization and its employees. For this purpose, various backgrounds are examined in this paper, including individual-level antecedents (Personality traits, propensity to trust), organizational-level antecedents (Organizational support, organizational effectiveness and Human resources policy), and cultural-level antecedents (Values, power distance, individualism/collectivism). The discussion and analysis of the different relationships with various antecedent levels of organizational trust has allowed us to propose a global theoretical framework in order to fundamentally identify multiple areas of future research and to contribute to the knowledge of the topic.
Understanding organizational trust - foundations, constellations, and issues of operationalisation
2000
This paper gives an overview of major issues in trust research, identifying common foundations and multiple constellations of organizational trust. In doing so, the paper also addresses important implications of theory development and empirical research. First, it provides a historical sketch of different approaches to understanding the phenomenon of trust, drawing upon various social science disciplines. Second, it discusses different
AN INTEGRATIVE MODEL OF ORGANIZATIONAL TRUST
Scholars in various disciplines have considered the causes, nature, and effects of trust. Prior approaches to studying trust are considered, Including characteristics of the tnistor, the trustee, and the role of risk. A definition of trust and a model of its antecedents and outcomes are presented, which integrate research from multiple disciplines and differentiate trust from similar constructs. Several research propositions based on the model are presented.