The role of trust climate in virtual teams

By Taiga Brahm, Florian Kunze. 2012

119 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/4aa67d7b397fcabf9094bc969549c6f17096655a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. M. Maynard
2. Lucy L. Gilson

In Organizational Behavior and Human Resource Management

1. Fang Liu
2. Xiaoyi Wu
3. Qian Ling
4. Lucy L. Gilson
5. Matti Vartiainen
6. M. Maynard
7. Jan G Langhof
8. Stefan Güldenberg

In Social Psychology

1. M. Maynard
2. Lucy L. Gilson
3. Marko Hakonen
4. Matti Vartiainen
5. Fang Liu
6. Nicole C. Jones Young
7. Xiaoyi Wu
8. Qian Ling

Citations in the corpus

• Virtual Teams Research (2015, background): “However, to date, work on transition processes has mainly focused on goal setting and the resulting benefits associated with allocating time to arriving at goals (e.g., Brahm & Kunze, 2012; Forester et al., 2007; Quigley et al., 2007).”
• Servant Versus Authentic Leadership (2017, background): “Extensive research demonstrates that trust climate increases employees’ job satisfaction and supervisory fairness, promotes organizational citizenship behaviors (Wech, 2002), and improves job performance (Brahm & Kunze, 2012).”