Organizational Trust: What It Means, Why It Matters

By Pamela Shockley-Zalabak, Kathleen Ellis, Gaynelle R. Winograd. 2000

473 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/72c43e813b4879afad745f41bcf03215ca67ce77

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Citations in the corpus

Ethical Leadership and Corporate Social Responsibility in China: A Multilevel Study of Their Effects on Trust and Organizational Citizenship Behavior (2017, background): “Moreover, the trustor may experience high or low value congruence with the organization (Mishra 1996; Shockley-Zalabak et al. 2000).”
At What Level (and in Whom) We Trust (2012, background): “At the organizational level, some researchers defined trust as an attribute of the context (Gibson & Birkinshaw, 2004) or climate (Shockley-Zalabak et al., 2000).”
Special Issue: Trust in an Organizational Context: Levels of Organizational Trust in Individualist Versus Collectivist Societies: A Seven-Nation Study (2003, background): “Internal trust is the climate of trust within an organization, defined as positive expectations that individuals have about the intent and behaviors of multiple organizational members based on organizational roles, relationships, experiences, and interdependencies (Shockley-Zalabak et al. 2000).”
A correlation of servant leadership, leader trust, and organizational trust (2005, background): “, 2002; Velez, 2000), and organizational trust (Armstrong-Stassen et al., 2001; Courtney, 1998; Daley and Vasu, 1998; Gilbert and Tang, 1998; Shockley-Zalabak et al., 2000).”
Servant leadership as antecedent of trust in organizations (2010, background): “…2010 pp. 643-663 q Emerald Group Publishing Limited 0143-7739 DOI 10.1108/01437731011079673 the literature on trust concerns the process of trust development in interpersonal and (hence) organizational settings (Atkinson and Butcher, 2003; McEvily et al., 2003a, b; Shockley-Zalabak et al., 2000).”
Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes (2019, background): “The present study has revealed that trust is an important predictor of various organizational desired discretionary behaviors, including cooperation [86], citizenship behavior [87], commitment [88], and loyalty [89].”
Does Trust Matter? The Relationship Between Equity Sensitivity and Perceived Organizational Justice (2005, background): “Contemporary research has found that trust does matter (Shockley-Zalabak et al., 2000), and strate gies for understanding how employees perceive managerial and organizational justice, and how their reactions affect the organization, are required to monitor and (re)build high levels of trust in the o”