Trust and being “worthy” – the key to creating wealth

Caldwell, Cam; Ndalamba, Ken Kalala

doi:10.1108/jmd-09-2016-0169

Cited by 9 publications

(11 citation statements)

References 26 publications

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“…When leaders define their purpose as including earning their employees' trust, they are on the road to creating a Win-Win relationship. Leaders whose actions then mirror that announced purpose are increasingly likely to be perceived as worthy of being trusted (Caldwell & Ndalamba, 2017).…”

Section: Clarify Your Purposementioning

confidence: 99%

Thriving as a Win-Win Commitment: Helping Employees and Organizations to Flourish

Jamali

Caldwell²

2023

BMR

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The process of decision-making and problem solving is often ineffective because leaders and organizations fail to collaborate to pursue options that positively benefit all parties. This paper identifies five decision-making alternatives and describes their characteristics. It emphasizes the importance of the Win-Win decision philosophy advocated by Stephen R. Covey and identifies seven guidelines for implementing this approach to problem solving.

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Section: Clarify Your Purposementioning

confidence: 99%

Thriving as a Win-Win Commitment: Helping Employees and Organizations to Flourish

Jamali

Caldwell²

2023

BMR

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“…Facts have proved that trust plays a vital role in the development and maintenance of close personal relationships [20], as well as anonymous transactional relationships [21]. Correspondingly, trust will promote social cooperation [22], create value for the organization [23], and enhance compliance with government policies [24]. During the epidemic prevention and control period, attach importance to individual responsibility, enhance community cooperation, and comply with epidemic prevention policies.…”

Section: Trust Gamementioning

confidence: 99%

The Influence of Social Class on University Students’ Prosocial Behavior Based on the Game Perspective

Ding

Zhu

2021

Complexity

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In the present research, based on the game research paradigm, the research tools are the dictator game and the trust game, and the research objects are Chinese university students. We adopt 2(self-social class: high, low) × 2(target social class: high, low) between-subjects design experiment to investigate the influence of social class on university students’ prosocial behavior. Across the experimental study, we find that (1) in the two situations of dictator game and trust game, self-social class has no significant influence on university students’ prosocial behavior; (2) in the situation of dictator game, target social class has a significant influence on university students’ prosocial behavior, and it is regulated by self-social class. Under the condition of low self-social class, the higher the target social class, the more prosocial behavior of university students, which confirms the perspective of status and negates “if you are poor, you will be good for yourself.” Under the condition of high self-social class, the lower the target social class, the more prosocial the behavior of university students, which confirms the perspective of fairness and echoes “if you are good, you will be good at the world”; (3) in the context of the trust game, target social class has a significant influence on university students’ prosocial behavior, and there is no interaction effect with self-social class.

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“…In short, person-based trust involves attributions about the skills, integrity and genuine concern of other people. Caldwell and Ndalamba (2017) emphasize that whenever leaders need sustenance of their organization and serve its members, he needs to establish high trust by giving importance to caring, commitment, and competence. Trust has a positive effect on openness in communication within the group (Zand, 1972), positive expectation in an inter-organizational relationship (Smith and Barclay, 1997), the accuracy of information shared with superior (Mellinger, 1959) and amount of information sent to superiors (Roberts and O'Reilly, 1974).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Selective incivility, trust and general well-being: a study of women at workplace

Rawat

Bhattacharjee

Ganesh³

2019

JIBR

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Purpose The purpose of this paper is to study if trust on team members and leaders leads to an experience of civil behavior in the workplace or reduced incivility at the workplace. The study was conducted on women employees and therefore termed as selective incivility. Design/methodology/approach In the study, the relationship between team trust and leader trust was the antecedent variables and general well-being was the consequent variable. Civil behavior in the workplace was the mediating variable. The research was conducted on 228 working women in different sectors of the Indian organization. Trust (in leaders and on teams) and general well-being were measured by established scales. Selective incivility scale was developed based on the qualitative inputs from working women. Data were analysed on SPSS and AMOS version 20. Findings The study showed that trust (between leader and subordinates and among team members) led to an experience of civil behavior at workplace, and experience of civil behavior led to an experience of general well-being. Research limitations/implications This research has contributed to both theoretical and managerial aspects. On the theoretical front, this research has emphasized the role of trust in building a civil environment in the workplace. On the managerial front, it has contributed to showing how low incivility encourages inclusivity and maintains the general well-being of employees, and therefore advocates the practice of civil behavior. Practical implications The study is relevant in managing politics at workplace. With an environment of trust, the insecurity and doubt in the minds of employees are reduced. This leads to higher well-being of employees. In the modern times, workplaces are becoming more diverse. There are not only gender differences but also differences in age, sexual orientation and persons with disabilities. Presence of low incivility can go a long way in encouraging an inclusive workplace. It is thus relevant in managing workplace diversity and for creating a more inclusive environment. Social implications Diverse workplace constituting women and minority race have experienced more workplace incivility (Cameron and Webster, 2011). Also, presence of higher percentage of men in the workforce composition enhanced incivility toward women (Trudel and Reio, 2011). As the paper indicates that low incivility leads to general well-being, it also tries to point out that overall health of organization also improves. It should not be ignored that it is not only the employee who is exposed to incivility who gets affected but also the other employees who are witness to such situation. Originality/value This study investigates the mediating effect of civil behavior at the workplace between trust, both team member and leader, and general well-being.

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Trust and being “worthy” – the key to creating wealth

Cited by 9 publications

References 26 publications

Thriving as a Win-Win Commitment: Helping Employees and Organizations to Flourish

Thriving as a Win-Win Commitment: Helping Employees and Organizations to Flourish

The Influence of Social Class on University Students’ Prosocial Behavior Based on the Game Perspective

Selective incivility, trust and general well-being: a study of women at workplace

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