Developing and Maintaining Trust In An Organization Based on Relationship Between Personality, Managerial Practice and Employee Performance.
Trust determines the quality of the relationship between people. The elements of trust are essential for organization to successful. When the employer and the employees interact with openness, honesty, tolerances, and respect, they make each others confident and secure. Thus, it will build the trust...
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HD28-70 Management Industrial Management HD61 Risk Management |
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HD28-70 Management Industrial Management HD61 Risk Management Wan Asma Hanim, Wan Mustapha Developing and Maintaining Trust In An Organization Based on Relationship Between Personality, Managerial Practice and Employee Performance. |
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Trust determines the quality of the relationship between people. The elements of trust are essential for organization to successful. When the employer and the employees interact with openness, honesty, tolerances, and respect, they make each others confident and secure. Thus, it will build the trust among the employees in the
organization. If trust is not present in a relationship, a large amount of energy is wasted in the form of redundancy and rework. Fueled by doubt, a person invests time and energy in checking up the job again to make sure the job will fulfill the requirement and achieve quality of work. This energy can be use for more positive action if the element of trust is exists between them. Thus, trust is important for the human and the organization. Outside the organization, there have a lot of treat and opportunity to expand the business. The more connected or trusting in the
organization will create more freely among the members to share the ideas, the employees can teach each other the new skills, energize one another, share resources, and spark each other's creativity and abandon concern that someone else gets the credit for an idea. Thus, anybody couldn't deny the importance's of trust. This study
tries to examine on how to develop and maintaining trust in the organization with hoping that the findings of this study will provide useful inputs to both the manager and the employees in developing and maintaining the trust among them. |
| format |
Thesis |
| qualification_name |
masters |
| qualification_level |
Master's degree |
| author |
Wan Asma Hanim, Wan Mustapha |
| author_facet |
Wan Asma Hanim, Wan Mustapha |
| author_sort |
Wan Asma Hanim, Wan Mustapha |
| title |
Developing and Maintaining Trust In An Organization Based on Relationship Between Personality, Managerial Practice and Employee Performance. |
| title_short |
Developing and Maintaining Trust In An Organization Based on Relationship Between Personality, Managerial Practice and Employee Performance. |
| title_full |
Developing and Maintaining Trust In An Organization Based on Relationship Between Personality, Managerial Practice and Employee Performance. |
| title_fullStr |
Developing and Maintaining Trust In An Organization Based on Relationship Between Personality, Managerial Practice and Employee Performance. |
| title_full_unstemmed |
Developing and Maintaining Trust In An Organization Based on Relationship Between Personality, Managerial Practice and Employee Performance. |
| title_sort |
developing and maintaining trust in an organization based on relationship between personality, managerial practice and employee performance. |
| granting_institution |
Universiti Utara Malaysia |
| granting_department |
College of Business (COB) |
| publishDate |
2006 |
| url |
https://etd.uum.edu.my/92/1/wan_asma_hanim.pdf |
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1747826841763184640 |
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my-uum-etd.922013-07-24T12:05:33Z Developing and Maintaining Trust In An Organization Based on Relationship Between Personality, Managerial Practice and Employee Performance. 2006-10-22 Wan Asma Hanim, Wan Mustapha College of Business (COB) Faculty of Business Management HD28-70 Management. Industrial Management HD61 Risk Management Trust determines the quality of the relationship between people. The elements of trust are essential for organization to successful. When the employer and the employees interact with openness, honesty, tolerances, and respect, they make each others confident and secure. Thus, it will build the trust among the employees in the organization. If trust is not present in a relationship, a large amount of energy is wasted in the form of redundancy and rework. Fueled by doubt, a person invests time and energy in checking up the job again to make sure the job will fulfill the requirement and achieve quality of work. This energy can be use for more positive action if the element of trust is exists between them. Thus, trust is important for the human and the organization. Outside the organization, there have a lot of treat and opportunity to expand the business. The more connected or trusting in the organization will create more freely among the members to share the ideas, the employees can teach each other the new skills, energize one another, share resources, and spark each other's creativity and abandon concern that someone else gets the credit for an idea. Thus, anybody couldn't deny the importance's of trust. This study tries to examine on how to develop and maintaining trust in the organization with hoping that the findings of this study will provide useful inputs to both the manager and the employees in developing and maintaining the trust among them. 2006-10 Thesis https://etd.uum.edu.my/92/ https://etd.uum.edu.my/92/1/wan_asma_hanim.pdf application/pdf eng validuser masters masters Universiti Utara Malaysia Antonakis, J.. Cianciolo. A. T. & Strenberg, R. J. (2004). The Nature of leadership, Sage Publications; United States. Barrick, M. R., & Mount, M. K. (1991). The personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26. Bodwell, D.J (2003) "Trust, Respect and Support " http://ptcpartner.com/Team/hpt_trst.htm Brooks, P.W. (1998). Contextual trait measurement of leadership effectiveness: A field study of the retail industry. Dissertation Abstracts International, 58 (UMI No.9817220). Cavana, R. Y., Delahaye, B. L. & Sekaran, U. (2001). Applied Business Research: Qualitative and Quantitative Methods; John Wiley & Sons Inc., Australia. Charlton, G. (2000). Human Habits of Highly Effective Organizations, Van Schailsc, Pretoria. Costa, A. C. (2003). "Work Team Trust an Effectiveness". Personal Review, Volume 32, Number5. Comstock, D, & Fox, S. (1995). "Computer conferencing in a learning community: opportunities and obstacles". http://www.seattleantioch.edu/VirtualAntioch/compconf.htm. Connelly, M. S., Gilbert, J. A., Zaccaro, S.J., Threlfall, K. V., Marks, M.A., & Mumford, M.D. (2000). Exploring the relationship of leadership skills and knowledge to leader performance. Leadership Quarterly, 11, 65-86. Crant, J. M., & Bateman., T.S. (2000). Charismatic Leadership viewed from above: The impact of proactive personality. Journal of Organization Behavior, 21 , 63-75. Digman,J.M.(1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 41,417-440. Edmondson, A., (1999). "Psychological safety and learning behavior in work teams, Administrative Science Quarterly, 44,4, 350-83. Erdem, F. & Ozen, J. (2003). "Cognitive and affective dimensions of trust in developing team performance" Team Performance Management: An international Journal Volume 9 Number 5/6 Fukyama, F. (1996). "Trust", United States: Free Press PaperBacks Gambetta, D., (1988). "Can we trust trust?". Gambetta, D., Trust: Making and Breaking Cooperative Relations, Basil Blackwell, Oxford, 213-37. George, J.M & Jones, G.R., (1999). 2nd ed. Understanding and Managing Organizational Behavior, Addison-Wesley: United States. Hersey, P., Blanchard, K. H. & Johnson, D.E., (1996). 7th ed. Management of Organizational Behavior; Utilizing Human Resources, Prentice Hall: United States. Ivancevich, J. M & Matterson, M. T., (1999). 5th ed. Organizational Behavior and Management, McGraw-Hill: Singapore. Jarvanpaa, S., Knoll, K., & Leidner, D.E., (1998). "Is anybody out there? Antecedents of trust in global virtual teams", Journal of Management Information Systems, 14, 4,29-64. Judge,T. A., Bono,J.E., Illies,R., & Gerhardt,M.W.,(2002). Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87,765-780. Kreitner, R. & Kinicki, A.(1995), Organizational Behavior, Irwin, Chicago, IL. Martins, N., Watkins, M., Von Der Ohe, H. and De Beer, M. (1997), "Unisa: trust audit. Summary report", unpublished report, Unisa, Pretoria. Marshall, E.M.(2000)." Building Trust at the Speed of Changes". America Management Association , United States. Mayer, C.R., Davis, J. H and Schoorman, F.D. (1993), "An integrated model of organizational trust", Academy of Management Review, vol 20 No. 30, pp. 703-34 McShane S.L & Von Glinow M.A (2000). "Organisational Behavior". McGraw-Hill Irwin: United States. McShane S.L, & Von Glinow M.A (2003). "Organisational Behavior". 2nd Edition. McGraw-Hill Irwin: New York. Merry, P.(2003). "Developing Trust on Line" In http://www. genderdiversity.cgiar.org/DevelopingTrustOnlineMerry2.doc 0'Brien, R.C.(2001) "Trust Releasing the Energy to Succeed", John Wiley & Sons Ltd, England Politis, J.D.(2003). " The Connection Between Trust and knowledge Management : What Are its Implication for Team Performances" Journal of Knowledge Management. Volume 7, number 5. Rankin, J.(1998). "'Building Trust- The Essential Ingredient in Partnering to Improve Business Result ". Empowerment In Organization Volume 6. Number 5 Robbins, S.P and Judge, T. A (2007). Organizational Behavior. 12th ed. Pearson Education, New Jersey. Rogers, R.W (1995). "The Physological Contract of Trust Part II". Executive Development Volume 08, Number 2. Salgado, J. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-40. Sekaran,U.(2000). Research Method For Business (3rd ed) Southern Illinois University at Carbonadale. Shaw, R.B ((1997), Trust in The Balance, Jossey-Bases, San Francisco, CA. Steven, C. D., & Ash, R. A. (2001). Selecting employees for fit: Personality and preferred managerial style. Journal of Managerial Issues, 13, 500-517. Stoner,J.A.F., Freemen,A.E., and Gilbert, JR. D.A. (1995). Management. 6th ed. Prentice Hall Inc. United States. Tracy D. and Morin E.J (2001) "'Trust, Trust, and Bottom Line: 7 Step to Trust-Based Management", Chicago: Financial Publishing Inc. Willard, (1999). "Building Trust: The relationship between trust and high performance." at http://home.pacifffier.com |