The role of organizational trust in ensuring the efficiency and productivity of the activities of a modern organization (experience of foreign research)
Sociology
DOI:
https://doi.org/10.17072/2078-7898/2021-4-654-661Keywords:
trust, organizational trust, organization, efficiency, productivityAbstract
The paper deals with the social phenomenon «organizational trust». The importance of organizational trust as a mechanism for the stable functioning of a modern organization in conditions of the socio-cultural and socio-economic environment being under risk is substantiated. The feasibility of a sociological analysis of trust in an organization with the purpose of enhancing its efficiency and productivity is demonstrated. The essence of «organizational trust» is defined as a phenomenon of positive expectations due to which the principal is ready to ascribe good intentions to the trustees and be confident about their words and actions. Benevolence and competence of trustees are demonstrated to be necessary conditions for the formation of a high level of trust in an organization. Based on the analysis of materials from foreign sociological studies, the types of organizational trust are differentiated: generalized, vertical and horizontal, and their specific characteristics are identified. Generalized trust is found to be based on past experience of interactions, this is the expectation of future gains. It is emphasized that vertical and horizontal organizational types of trust have the property of functionality, i.e. they are limited by the professional roles of employees. The evidence base indicates that employee relationships based on trust are one of the conditions for effective labor activity in a modern organization. It has been found that the trust of employees increases their commitment to the organization and job satisfaction, contributes to strengthening the cooperation and teamwork. The expediency of empirical verification of theoretical propositions is substantiated, in particular of the idea that organizational trust has a positive effect on the efficiency and productivity of the modern organization`s development: the higher the trust in the organization, the higher its ability to achieve its strategic, tactical, operational goals, ensure labor productivity, produce innovations, maintain high staff motivation and a favorable socio-psychological climate.References
References
Adizes, I. (2014). Managing Corporate Lifecycles: How Organizations Grow, Age And Die. Mumbai: Embassy Books Publ., 460 p.
Bijlsma, K. and Koopman, P. (2003). Introduction: trust within organizations. Personnel Review. Vol. 32, no. 5, pp. 543–555.DOI: https://doi.org/10.1108/00483480310488324
Boon, S.D. and Holmes, J.G. (1991). The dynamics of interpersonal trust: resolving uncertainty in the face of risk. Co-operation and Pro-social Behaviour. ed. by R.A. Hinde, J. Groebel. Cambridge, MA: Cambridge University Press, pp. 190–211.
Coleman, J.S. (1994). Foundations of Social Theory. Cambrige: Harvard University Press, 993 p.
Colquitt, J.A., Brent, A., Scott, B.A. and LePine, J. (2007). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. Journal of Applied Psychology. Vol. 92, iss. 4, pp. 909–927. DOI: https://doi.org/10.1037/0021-9010.92.4.909
Cook, J. and Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfilment. Journal of Occupational Psychology. Vol. 53, iss. 1, pp. 39–52. DOI: https://doi.org/10.1111/j.2044-8325.1980.tb00005.x
Costa, A.C. and Peiró, J.M. (2009). Trust and social capital in teams and organizations antecedents, dynamics, benefits and limitations: an introduction. Social Science Information. Vol. 48, iss. 2, pp. 131–141. DOI: https://doi.org/10.1177/0539018409102402
Davis, J.H., Schoorman, F.D., Mayer, R.C. and Tan, H.H. (2000). The trusted general manager and business unit performance: Empirical evidence of a competitive advantage. Strategic Management Journal. Vol. 21, iss. 5, pp. 563–576. DOI: https://doi.org/10.1002/(sici)1097-0266(200005)21:5<563::aid-smj99>3.0.co;2-0
Dirks, K.T. (2000). Trust in leadership and team performance: Evidence from NCAAbasketball. Journal of Applied Psychology. Vol. 85, iss. 6, pp. 1004–1012. DOI: https://doi.org/10.1037/0021-9010.85.6.1004
Ferres, N., Connell, J. and Travaglione, A. (2004). Co-worker Trust as a Social Catalyst for Constructive Employee Attitudes. Journal of Managerial Psychology. Vol. 19, iss. 6, pp. 608–622. DOI: https://doi.org/10.1108/02683940410551516
Gilbert, J.A. and Tang, T.L. (1998). An examination of organizational trust antecedents. Public Personnel Management. Vol. 27, iss. 3, pp. 321–338. DOI: https://doi.org/10.1177/009102609802700303
Kiffin-Petersen, S. and Cordery, J. (2003). Trust, individualism, and job characteristics as predictors of employee preference for teamwork. The International Journal of Human Resource Management. Vol. 14, iss. 1, pp. 93–116. DOI: https://doi.org/10.1080/09585190210158538
Knoll, D.L. and Gill, H. (2011). Antecedents of Trust in Supervisors, Subordinates, and Peers. Journal of Managerial Psychology. Vol. 26, iss. 4, pp. 313–330. DOI: https://doi.org/10.1108/02683941111124845
Krot, K. and Lewicka, D. (2012). The Importance of Trust in Manager-employee Relationships. International Journal of Electronic Business Management. Vol. 10, iss. 3, pp. 224–233.
Luhman, N. (2000). Familiarity, Confidence, Trust: Problems and Alternatives. Trust: Making and Breaking Cooperative Relations, ed. by D. Gambetta. Oxford: University of Oxford Publ., pp. 94–107.
Mayer, R.C., Davis, J.H. and Schoorman, F.D. (1995). An integrative model of organizational trust. Academy of Management Review. Vol. 20, no. 3, pp. 709–734. DOI: https://doi.org/10.2307/258792
McAllister, D.J. (1995). Affect-and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations. Academy of Management Journal. Vol. 38, no. 1, pp. 24–59. DOI: https://doi.org/10.2307/256727
Rousseau, D., Sitkin, S.B., Burt, R.S. and Camerer, C. (1998). Not So Different After All: A Cross-Discipline View Of Trust. Academy of Management Review. Vol. 23, no. 3, pp. 393–404. DOI: https://doi.org/10.5465/amr.1998.926617
Schoorman, F.D., Mayer, R.C. and Davis, J.H. (2007). An integrative model of organizational trust: Past, present, and future. Academy of Management Review. Vol. 32, no. 2, pp. 344–354. DOI: https://doi.org/10.5465/amr.2007.24348410
Simon, H.A. (1957). Models of Man: Social and Rational. N.Y.: John Wiley & Sons Publ., 287 p.
Spencer, H. (1981). The Man Versus the State, with Six Essays on Government, Society and Freedom, ed. by E. Mack. Indianapolis: Liberty Classics Publ., 550 p.
Sztompka, P. (1999). Trust: A sociological theory. Cambridge: Cambridge University Press, 214 p.
Tremblay, M., Cloutier, J., Simard, G., Chênevert, D. and Vandenberghe, C. (2010). The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance. The International Journal of Human Resource Management. Vol. 21, iss. 3, pp. 405–433. DOI: https://doi.org/10.1080/09585190903549056
Tschannen-Moran, M. and Hoy, W.K. (2000). A multidisciplinary analysis of the nature, meaning, and measurement of trust. Review of Educational Research. Vol. 70, iss. 4, pp. 547–593. DOI: https://doi.org/10.3102/00346543070004547
Tyler, T.R. and Kramer, R.M. (1996). Wither Trust? Trust in Organizations: Frontiers of Theory and Research. Thousand Oaks, CA: Sage Publ., pp. 1–15. DOI: https://doi.org/10.4135/9781452243610.n1
Yamagishi, T., Kikuchi, M. and Kosugi, M. (1999). Trust, gullibility, and social intelligence. Asian Journal of Social Psychology. Vol. 2, iss. 1, pp. 145–161. DOI: https://doi.org/10.1111/1467-839x.00030
Zand, D.E. (1972). Trust and Managerial Problem Solving. Administrative Science Quarterly. Vol. 17, no. 2, pp. 229–239. DOI: https://doi.org/10.2307/2393957
Downloads
Published
Issue
Section
License
Copyright (c) 2022 Perm University Herald. Philosophy. Psychology. Sociology
This work is licensed under a Creative Commons Attribution 4.0 International License.
