This study examines the consequences of emerging human resource management (HRM) practices for employees' trust in their managers from a combination of the theory of exchange and a resource‐base perspective. Using a national sample of 230 respondents, the research reported here portrays the paths which link the consequences of emerging HRM practices to employees' trust in their managers. In this framework, HRM consequences represent a proxy in which managers' actions, behaviours, and procedures affect employees' trust in their managers. The results indicate a significant and positive influence of empowerment, organisational communication and procedural justice as determinants of employees' trust in their managers. Using structural equation analysis, findings also indicate that procedural justice mediates the impact of employee development on their trust in their managers. Implications for strategic HR policies in organisations and suggestions for future research are discussed.

This study examines team performance as affected by various trusting relationships: trust between team members and the team's trust in their direct manager and in top management. Data for the study were collected from a survey of 690 professional elite athletes (belonging to 59 different sports clubs) playing in the regular, top professional Spanish leagues. The model was tested at the team level. Findings reveal that team member trust with respect to the different foci has both a direct and indirect effect on team performance, and that team player trust and cohesion play a mediating role. This study illustrates the dynamic relationship within teams, and, as such, trust among teammates mediates the relationship between trust in the coach as well as team cohesion in determining team performance. The implications for managing teams in other contexts are also evaluated.

This study investigates the conceptual and psychometric properties of trust in organizations. Critical review of recent literature led to the conclusion that there is no single agreed upon definition of trust and that controversy exists as to its construct validity. We present empirical results based on a complex procedure for scale development, which includes a design made up of four separate stages of research. The construct of trust in employment relationships was ultimately refined to entail three dimensions: harmony, reliability, and concern (HRC). The final results of this study led to the development of a standardized 16‐item instrument that can be used to measure trust in the context of employment relationships. Evidence of the scale’s reliability, factor structure, and validity is also presented.

Abstract:In this paper, we investigate a large-scale financial statement fraud to better understand the process by which individuals are recruited to participate in financial statement fraud schemes. The case reveals that perpetrators often use power to recruit others to participate in fraudulent acts. To illustrate how power is used, we propose a model, based upon the classical French and Raven taxonomy of power, that explains how one individual influences another individual to participate in financial statement fraud. We also provide propositions for future research.

Music is present in every known society, yet varies from place to place. What is universal to the perception of music? We measured a signature of mental representations of rhythm in 923 participants from 39 participant groups in 15 countries across 5 continents, spanning urban societies, indigenous populations, and online participants. Listeners reproduced random ‘‘seed’’ rhythms; their reproductions were fed back as the stimulus (as in the game of “telephone”), such that their biases (the prior) could be estimated from the distribution of reproductions. Every tested group showed a prior with peaks at integer ratio rhythms, suggesting that discrete rhythm “categories” at small integer ratios are universal. The occurrence and relative importance of different integer ratio categories varied across groups, often reflecting local musical systems. However, university students and online participants in non-Western countries tended to resemble Western participants, underrepresenting the variability otherwise evident across cultures. The results suggest the universality of discrete mental representations of music while showing their interaction with culture-specific traditions.

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The goal of the article is to present the results of an exploratory study that analyses a sample of business students from two geographically separated regions (the North-East and the South-West) in Spain, to establish if different sub-cultures can be detected within one country, taking into account work and life values. Measures of culture (defined by a set of work and life values) were constructed, and data were obtained from 653 business students in these two distinct geographical locations. Results suggested in an indirect manner that the universal theory of culture as proposed by Hofstede and other colleagues was not entirely confirmed in the Spanish context. Variances along the set of eight value factors emerging as the underlying structure of culture (four work values and four life values) were widely spread, and significant differences in values were found for the two locations. Moreover, an individual difference, gender, was found to play a major role in attributing importance to various work and life values. Findings emphasize the importance of diverse sub-cultures within a single country (Spain), and the article explores the implications for management practices and research

This study focuses on a comparative evaluation of traditional selection procedures (e.g., selection interviews) with static and dynamic assessment techniques of an assessment center. The latter were designed to help identify officer potential of women applicants for commissioned service in the military. One hundred ninetythree applicants were assessed, employing all the selection procedures compared here. All were admitted to officer's school, regardless of the assessment achievements obtained prior to arrival at the assessment center. The final score attained in officer training by the applicants served to evaluate the predictive validity of all selection procedures compared.A high multiple correlation (R = .50) was found between assessment center predicting measures and final score in officer training. Moreover, it was found that this validity was substantially higher than that attained in relation to the same subjects using traditional predictors (e.g., selection interviews). Implications of these findings are discussed in regard to selection of applicants for female officer training.