Directives, expressives, and motivation

When an agent’s motivation is sensitive to how his supervisor thinks about the agent’s competence, the supervisor has to take into account both informational and expressive contents of her message to the agent. This paper shows that the supervisor can credibly express her trust in the agent’s ability only by being un- clear about what to do. Suggesting what to do, i.e., “directives,” could reveal the supervisor’s “distrust” and reduce the agent’s equilibrium effort level even though it provides useful information about the decision environment. There is also an equilibrium in which directives are neutral in expressive content. However, it is shown that neologism proofness favors equilibria in which directives are double- edged swords

AN INVESTIGATION ON RELATION AND PREDICTION OF PERCEIVED ORGANIZATIONAL SUPPORT (POS) ACCORDING TO 15 FOLD ORGANIZATIONAL VARIABLES

The aim of this article is to study the relation between perceived organizational support(POS) with 15 fold variables including cooperation in decision making, servicing the public, job vision, trust to supervisor, satisfaction with salary, promotion opportunity, inner provocation, quality of supervising, desire to remain, leaving the job, organizational trust, job interest, satisfaction with supervisor and satisfaction with colleagues. In order to achieve the foregoing aim, there were 198 people selected from all employed personnel in Rahpooyan Company and answered the questionnaires. The document related to validity and reliability of this investigation means were in an acceptable level. The data collected from these questionnaires was analysed via coefficient of Pierson correlation, analysis of step by step regression, analysis of structural equation (path analysis). The results indicate there was a significant correlation between perceived organizational support and including cooperation in decision making, servicing the public, job vision, trust to supervisor, satisfaction with salary, promotion opportunity, quality of supervising, desire to remain, leaving the job, organizational trust, satisfaction with supervisor and satisfaction with colleagues. But there was no significant correlation between inner provocation and job interest with perceived organizational support. In analysis of step by step regression, it was also indicated that cooperation in decision making, promotion opportunity, trust to supervisor, job interest and organizational trust can specify about 56% of the perceived organizational support variance. The results of the path analysis also indicated that cooperation in decision making, promotion opportunity, trust to supervisor, job interest have a coefficient of direct path on perceived organizational support

Antecedents of trust across foci: a comparative study of Turkey and China

Instead of importing Western models of interpersonal trust, we adopted a qualitative approach to understand trust relationships from indigenous cultures' perspectives. We examined trust relationships directed at different foci in the organization (supervisor, peer, and subordinate) in two different countries, Turkey and China. Semi-structured interviews were conducted with 30 Turkish and 30 Chinese employees working for a variety of large-scale organizations located in Istanbul, Turkey and Shenzhen, China. We report the content analysis of trust-building critical incidents narrated by the respondents. While the general antecedents of Ability, Benevolence, and Integrity were found to exist in both countries, Benevolence, with its culture-specific manifestations, played a very important role in trust-building across multiple foci in both countries. We also found that trust relationships in these two contexts tended to go beyond the professional domain, and to involve sharing of personal time, information, and space. Drawing on this evidence, we propose a trust-building process that is more affective in nature and which straddles both work and non-work domains

Leader Fairness and Employees’ Trust in Coworkers: The Moderating Role of Leader Group Prototypicality

In this article, the association between perceived supervisor fairness and trust in coworkers as a collective entity is studied. Based on identity-related theories on fairness, trust and leader effectiveness it was hypothesized that perceived supervisor distributive, procedural and interactional fairness are positively and more strongly related to employee trust in their coworkers if the supervisor is highly group prototypical rather than less group prototypical. An empirical study, conducted with 176 employees within 30 work groups, supported this hypothesis. Fairness of a less group prototypical supervisor was not associated with trust in coworkers, whereas especially unfairness of the group prototypical supervisor was detrimental for trust in coworkers. The study concludes that leader’s prototypicality might not work as a substitute for fairness, as some recent studies have suggested, when the outcome is not directly related to the assessment of the leader. Thus, leaders should not count on the trust they earn by being group prototypical but they should also aim at fairness. Implications for collective distrust theory (Kramer, 1994; 1998) are also discussed.Peer reviewe

Reducing Employee Turnover by Improving Trust in Organization Through Supervisory Support

This paper highlights the significance of organizational trust in the relationship between supervisory support and employee turnover. This review is imperative as an employee’s well-being encompasses many fundamental dimensions of employment, several of which can be significantly affected by an immediate supervisor. A survey of previous literature reveals perceived supervisor support associated with employee turnover intention. Previous studies also suggest that an employee’s trust in the organization should enhance retention, and found evidence that this variable had a clear negative relationship with organizational turnover rates. Additionally, in other studies, the quality of supervision was found to influence turnover intention. The current study proposes that trust in organization mediates the relationship between supervisory support and intention to turnover. The findings of this study will assist managers in building supportive job conditions needed to enhance employee trust in the organization, and researchers in further investigating the impact of trust in organization on employee turnover intentions

HUBUNGAN FAMILY SUPPORTIVE SUPERVISORY BEHAVIORS DAN TRUST IN SUPERVISOR DENGAN EMPLOYEE ENGAGEMENT: Studi Korelasional Pada Karyawan BUMN dan BUMS

Penelitian ini bertujuan untuk mengetahui hubungan Family Supportive Supervisory Behaviors dan Trust In Supervisor dengan Employee Engagement pada karyawan BUMN dan BUMS. Peneliti tertarik melakukan penelitian ini karena banyaknya permasalahan yang terjadi sebagai akibat dari konflik antara pekerjaan dan keluarga. Supervisor yang dipercaya harus mampu menerapkan kebijakan dan memberikan dukungan terhadap isu-isu di luar pekerjaan salah satunya isu keluarga menunjukkan dampak yang positif dan membawa manfaat bagi outcomes individu secara keseluruhan termasuk didalamnya engagement karyawan. Penelitian ini menggunakan pendekatan kuatitatif yang berfokus pada penelitian korelasional dan menggunakan kuesioner sebagai alat pengumpul data. Pengambilan sampel dilakukan dengan sampling purposive. Sampel dalam penelitian ini yaitu 238 karyawan yang bekerja di perusahaan BUMN dan BUMS. Adapun teknik analisis data yang digunakan ialah korelasi Spearman’s Rho. Hasil penelitian menunjukkan adanya perbedaan hasil antara karyawan BUMN dan BUMS. Hasil uji korelasi FSSB dengan Employee Engagement pada karyawan BUMS menunjukkan korelasi yang rendah antara keduanya (rs=0,376), sedangkan pada karyawan BUMN tidak terdapat korelasi antara keduanya (rs=0,063). Hasil uji korelasi Trust In Supervisor dengan Employee Engagement pada karyawan BUMN menunjukkan korelasi rendah (rs=0,230), sedangkan pada karyawan BUMS menunjukkan korelasi yang cukup tinggi (rs=0,465) pada kedua variabel. Penelitian ini juga menghasilkan korelasi yang tinggi antara FSSB dengan Trust baik pada karyawan BUMN (rs=0,698) maupun karyawan BUMS (rs=0,822). Dengan demikian, dapat disimpulkan bahwa Employee Engagement dapat ditingkatkan melalui dukungan dari pemimpin dan kepercayaan karyawan terhadap pemimpinnya, sedangkan Family Supportive Supervisory Behaviors akan tercipta ketika karyawan memiliki kepercayaan pada pemimpinnya. ----------- This research aims to find out the relationship between Family Supportive Supervisory Behaviors & Trust in Supervisor and Employee Engagement among BUMN and BUMS workers. The researcher is interested in doing this research because there are many problems that happen as the impact of the conflict between the worker’s jobs and their families. The trusted supervisor has to be able to make a right policy to give support for the issues such as family issue and show a positive impact also bring advantages for individual outcomes including workers engagement. The methodology which is used in this research is quantitative method which focuses on a corellation research and uses questionnaire to collect the data. The sample is taken with sampling purposive. The sample for this research is 238 BUMN and BUMS workers. The technique which is used to analyze the data for this research is correlation Spearman’s Rho. The research shows different result between BUMN and BUMS workers. The result of FSSB correlation with Employee Engagement of BUMS workers shows low correlation (rs=0,376), meanwhile there is no correlation between the two among BUMN workers (rs=0,063). The result of correlation Trust In Supervisor with Employee Engagement among BUMN workers shows low correlation (rs=0,230), on the other hand, among BUMS workers there is high correlation (rs=0,465) between the two variables. This research also shows the high correlation between the FSSB and Trust In Supervisor among BUMN workers (rs=0,698) as well as BUMS workers (rs=0,822).. Thus, it can be concluded that Employee Engagement can be increased through the support from the leaders and the trust of the workers towards their leaders. Meanwhile, Family Supportive Supervisory Behaviors will be created when the workers put their trust in their leaders

A qualitative meta-analysis of trust in supervisor-subordinate relationships

Purpose: – Interpersonal trust is often considered as the “glue” that binds supervisors together with their subordinates, and creates a positive organisational climate. The purpose of this paper is to investigate factors affecting subordinates’ trust to their supervisor, and the consequences of such a trusting relationship. Design/methodology/approach: – The authors conducted a qualitative meta-analysis of the trust literature between 1995 and 2011, to identify 73 articles and review 37 theoretical propositions, 139 significant model parameters and 58 further empirical findings. Findings: – Four distinct clusters of trust antecedents are found: supervisor attributes; subordinate attributes; interpersonal processes and organisational characteristics. Similarly, the authors identify three categories of trust consequences: subordinates’ work behaviour; subordinates’ attitude towards the supervisor; and organisational level effects. Research limitations/implications: – The authors find a bias towards studying supervisor attributes and interpersonal processes, yet a dearth of attention on subordinate attributes and organisational characteristics. Similarly, the conceptual attention on trust between supervisors and subordinates has been limited, with empirical work reporting predominantly significant findings. Social exchange has dominated as the theoretical perspective, and cross-section as the main research approach. In order to advance this important field more heterogeneity is needed, utilising a range of different theoretical schools and employing different methodologies. Originality/value: – This seems to be the first qualitative meta-analysis explicitly directed to understanding trust between supervisors and subordinates. The authors contribute to the field of trust by revealing current gaps in the literature and highlighting potential areas of future research

Employee Perception on Commitment Oriented Work Systems

Human resource management (HRM) does matter! Prior empirical research, summarized and classified in the work of Delery and Doty (1996), Guest (1997) and Boselie et al. (2000), suggests significant impact of HRM on the competitive advantage of organizations. The mainstream research on this topic reveals encouraging results on organizational level. Further research on the perception of the individual employee may reveal new insights in the effectiveness of HRM in organizations. Now we have the opportunity to study recent empirical data of a Dutch employment agency. These data on individual employee level provide us new insights in the perception of commitment oriented HR systems and their relationship with perceived job security and employee trust. High scores on employee participation, payment system, training and development, information sharing, and support of the direct supervisor result in employee trust and high scores on perceived job security.human resource management;performance;commitment (versus control) systems;employee trust;perceived job security

Challenges in Collaborative HRI for Remote Robot Teams

Collaboration between human supervisors and remote teams of robots is highly challenging, particularly in high-stakes, distant, hazardous locations, such as off-shore energy platforms. In order for these teams of robots to truly be beneficial, they need to be trusted to operate autonomously, performing tasks such as inspection and emergency response, thus reducing the number of personnel placed in harm's way. As remote robots are generally trusted less than robots in close-proximity, we present a solution to instil trust in the operator through a `mediator robot' that can exhibit social skills, alongside sophisticated visualisation techniques. In this position paper, we present general challenges and then take a closer look at one challenge in particular, discussing an initial study, which investigates the relationship between the level of control the supervisor hands over to the mediator robot and how this affects their trust. We show that the supervisor is more likely to have higher trust overall if their initial experience involves handing over control of the emergency situation to the robotic assistant. We discuss this result, here, as well as other challenges and interaction techniques for human-robot collaboration.Comment: 9 pages. Peer reviewed position paper accepted in the CHI 2019 Workshop: The Challenges of Working on Social Robots that Collaborate with People (SIRCHI2019), ACM CHI Conference on Human Factors in Computing Systems, May 2019, Glasgow, U