Further information on publisher's website:http://dx.doi.org/10.1111/j. 1748-8583.2005.tb00154.x Publisher's copyright statement:The denitive version is available at www.blackwell-synergy.com Additional information: Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details. AbstractWe present an overview of what we believe to be every empirical research article into the linkages between human resource management and performance published in pre-eminent international refereed journals between 1994 and 2003 (n=104). The analysis covers the design of the study, including the primary level of analysis and the identity of the respondent; the dominant theoretical framework(s) informing the article; how HRM is conceived and operationalised; how performance is conceived and operationalised, and which control and/or contingency variables are incorporated. Finally, the article examines how each study depicts the so-called "black box" stage between HRM and performance. We report wide disparities in the treatment of these components, but also some welcome commonalities and indicative trends that point toward a gradual convergence on how future research into this complex relationship might usefully be conducted. The findings are compared with previous reviews of the literature. The analysis should illuminate the ongoing debate about the linkages between HRM and performance and prove valuable for future research designs.

The full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details.

The full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details. PurposeThe purpose of this paper is to examine the extent to which measures and operationalisations of intraorganisational trust reflect the essential elements of the existing conceptualisation of trust inside the workplace. Design/ methodology/ approachThe paper provides an overview of the essential points from the rich variety of competing conceptualisations and definitions in the management and organisational literatures. It draws on this overview to present a framework of issues for researchers to consider when designing research based on trust. This framework is then used to analyse the content of fourteen recently published empirical measures of intra-organisational trust. We note for each measure the form that trust takes, the content, the sources of evidence and the identity of the recipient, as well as matters related to the wording of items. FindingsThe paper highlights where existing measures match the theory, but also shows a number of 'blind-spots' or contradictions, particularly over the content of the trust belief, the selection of possible sources of evidence for trust, and inconsistencies in the identity of the referent. Research implicationsIt offers researchers some recommendations for future research designed to capture trust among different parties in organisations, and contains an Appendix with fourteen measures for intra-organisational trust. ValueWe consider the value of the paper to be twofold: it provides an overview of the conceptualisation literature, and a detailed content-analysis of several different measures for trust. This should prove useful in helping researchers refine their research designs in the future. KeywordsTrust, intra-organisational, measurement, content validity, review 2 "MEASURING TRUST INSIDE ORGANISATIONS". IntroductionThe organisational and management literature on trust is now extensive, and includes several key articles (e.g. Mayer, Davis and Schoorman, 1995;Robinson, 1996;Whitener, 1997;Kramer, 1999), four significant compendiums of papers (Gambetta, 1988;Kramer and Tyler, 1996; Lane and Bachmann, 1998; Nooteboom and Six, 2003), and several dedicated journal editions (including Academy of Management Review, 1998, 23:3; Organization Studies, 2001, 22:2; Organization Science, 2003, 14:1; International Journal of Human Resource Management, 2003, 14:1, and Personnel Review, 2003, 32:5).Despite this resurgence of interest the treatment of trust remains extremely "fragmented" (McEvily et al., 2003: 91). Firstly, there are three broad st...

ABSTRACT:This paper presents a holistic, contextualised case study of reintegration and trust repair at a UK utilities firm in the wake of its fraud and data manipulation scandal. Drawing upon conceptual frameworks of reintegration and organizational trust repair, we analyze the decisions and actions taken by the company in its efforts to restore trust with its stakeholders. The analysis reveals seven themes on the merits of proposed approaches for reintegration after an integrity violation (including open investigations, accurate explanations, apologies, penance, and systemic reforms), and novel insights on the role of organizational identity, “changing of the guard” and cultural reforms alongside procedural modifications. The case further supports the dynamic nature of stakeholder salience across the reintegration process. The study both supports propositions from existing frameworks and suggests novel theoretical extensions for future research.

Trust is typically portrayed as beneficial to all concerned; something which is inherently good. In this article we focus on interpersonal trust and argue that, while there are undoubted benefits, trust can also be problematic; there are circumstances in which it can become a 'poisoned chalice' for one or other of the parties involved. We question whether the potential for negative experiences in relation to trust has been fully explored and argue that its true dark side lies within the dynamics of the trust relationship. From this stance we use the social exchange and gift giving literatures to re-appraise trust in a way that highlights the importance of expectation and intent and demonstrates the circumstances in which trust may not be beneficial for one of the parties involved. We conclude with a research agenda which we believe will further develop our understanding of this complex human interaction. KeywordsDark side of trust, manipulation, trust and gift-giving, trust relationships, unwanted obligation Trust has long been depicted as an inherently positive experience and a desirable quality which should be sought after in relationships (Fukuyama, 1995). Interpersonal trust is considered a vital social resource that can facilitate cooperation and enable co-ordinated social interaction and