Call for Papers
Trust in organizations is necessary for their long term survival and is a key source of competitive advantage (Barney & Hansen, 1994). A number of studies have shown employee trust to be a critical variable affecting the effectiveness and efficiency of organizations (Mayer & Davis, 1999; Searle et al., 2009). In the context of inter-organizational relationships, trust has been identified as essential to save costs and foster innovation (Bachmann, 2001). Blau (1964) suggests that trust is central to social exchange processes and empirical work has confirmed that trust fosters desirable work-related behaviours, commitment, discretionary effort and increased cooperation (Dirks & Ferrin, 2002). In contrast, those who do not trust their organization often reduce effort, engage in counterproductive behaviour, such as obstruction or seeking revenge or decide to leave the organization after a short period of employment. If trust is missing in inter-organizational relationships, this can seriously jeopardise firms' performance and innovativeness.
The current global crisis has made even more salient the issue of trust in and between organizations, crystallizing it within a wide ranging context and a broad number of stakeholder groups. For example, customers and shareholders lost trust in once pivotal organizations such as banks and, more broadly, the public lost trust with the current economic system, and it is highly questionable whether we can tackle this problem by merely translating our relatively well developed knowledge of the dynamics of trust relationships at the individual level to organizational and societal trust.
Despite recognition that trust operates at multiple levels (see Rousseau et al., 1998; Janowicz & Noorderhaven, 2006) the area remains fragmented; some social science disciplines are slow to conceptualise trust at the institutional and organizational levels, while others have not incorporated interpersonal dimensions into their insights into trust at the collective level. Generally, not enough attempts have been made to capture the essence of impersonal trust (for foundational work see: Barber, 1986; Shapiro, 1987; Zucker, 1986; Lane & Bachmann, 1996; for recent work see Gillespie & Dietz, 2009) and to get to grips with how macro and micro level forces influence trust dynamics at the institutional level. This track now takes trust in organizations and institutions as its central focus and seeks to promote a cross- disciplinary dialogue to unpack systematically this hitherto under-researched area.
This track, therefore, aims to advance our conceptual understanding of trust at the macro level, and critical reflection on its nature, dynamics, processes, antecedents and consequences. The track will be wide-ranging, including not only empirical research, but also theoretical papers and insightful reviews of existing relevant theory and research. We actively encourage a trans-disciplinary dialogue that aims to contrast and complement different approaches to micro-orientated research and more macro-based analyses of trust in private, public and not-for-profit sectors, and governance institutions. Papers are expected to have a clear ambition towards first-rate publication, and accepted papers will be encouraged to submit for the forthcoming Special Issue of Organizational Studies on 'Trust in Crisis: Organizational and Institutional Trust, Failures and Repair' (deadline December 2012).
Examples of relevant questions to be addressed include the following:
- How can organizational trust be defined?
- How does trust at the interpersonal and the macro level differ and inter-relate?
- Are trust and trustworthiness to be modelled differently at different levels of analysis (individual, group, organizational, inter-organizational, societal) or can they be assumed to operate in similar ways?
- What are the antecedents of organizational and institutional trust?
- How are organizational and institutional trust linked to firms’ performance and innovativeness?
- What are the dimensions of macro-level trust? Are they the same as the dimensions typically found at interpersonal levels (for example ability, benevolence, integrity, predictability)?
- What are the processes and dynamics of trust at the organizational and institutional levels (e.g., formation, maintenance, dissolution and repair/restoration)?
- To what extent do antecedents and processes of trust vary across different stakeholder groups (e.g. employees, customers, investors, suppliers, legislators, etc.)? How can organizations deal with incompatible expectations from various stakeholder groups?
- Do antecedents and processes of trust vary across different organizational, institutional and cultural contexts?
For more background information, please click here.
Bachmann, R. (2001): Trust, Power and Control in Trans-Organizational Relations. Organization Studies, 22 (2), 337.
Barber, B. (1983): The Logic and Limits of Trust. New Brunswick, NJ: Rutgers University Press.
Blau, P. (1964): Exchange and Power in Social Life. New York: Wiley.
Dirks, K.T., & Ferrin, D.L. (2001). The role of trust in organizational settings. Organization Science, 12 (4), 450-467.
Dirks, K.T., & Ferrin, D.L. (2002): Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87 (4), 611-628.
Gillespie, N., & Dietz, G. (2009): Trust repair after an organization-level failure. Academy of Management Review, 34 (1), 127-145.
Lane, C., & Bachmann, R. (eds.) (1998): Trust Within and Between Organizations. New York, NY: Oxford University Press.
Mayer, R.C., & Davis, J.H. (1999): The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84, 123-136.
Rousseau, D.M., Sitkin, S.B., Burt, R.S., & Camerer, C. (1998): Not so different after all: A cross-discipline view of trust. Academy of Management Review, 23 (3), 393-404.
Shapiro, D. (1987): The Social Control of Impersonal Trust. American Journal of Sociology, 93, 623-658.
Zucker, L.G. (1986): Production of trust: Institutional sources of economic structure, 1840–1920. In: B.M. Staw & L L. Cummings (eds.): Research in Organizational Behavior. Greenwich, CT: JAI, 53-111.