Trust in Leaders: Existing Research and Emerging Issues.
By Kurt T. Dirks, D. Skarlicki. 2004
163 citations recorded by the source corpus.
View Paper: https://www.semanticscholar.org/paper/7904bbc69d39c7ef4275e274bf621e5bc4a3ed57
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- Katinka M. Bijlsma-Frankema
- Finian Buckley
- Gerhard G. van de Bunt
- A. Chughtai
- C. Fulmer
- William Raines
- Stephanie von Numers
- Ethan Wieselthier
Citations in the corpus
- Heed, a missing link between trust, monitoring and performance in knowledge intensive teams (2008, background): “…control by colleagues and supervisors (Henderson and Lee 1992), no study so far is known to have simultaneously studied trust and monitoring in lateral and hierarchical relations as antecedents of team performance, despite recent recommendations in the trust literature (Dirks and Skarlicki 2004).”
- Work Engagement and its Relationship with State and Trait Trust: A Conceptual Analysis (2008, background): “…the supervisor (such as job performance) and the organization (such as organizational commitment); whereas, trust in co-workers might lead to positive outcomes for the co-workers such as sharing information with co-workers and helping co-workers in need of assistance (Dirks and Skarlicki, 2004).”
- Behavioral Integrity: How Leader Referents and Trust Matter to Workplace Outcomes (2012, background): “For example, supervisory trust predicted jobrelated attitudes such as job performance; in contrast, trust in senior management was the key to organizationally focused attitudes such as organizational commitment (for reviews see Dirks and Ferrin 2002; Dirks and Skarlicki 2004).”
- Affective Trust in Chinese Leaders (2014, unknown): “We chose to focus on trust due to its pivotal role in explaining leadership effectiveness (Dirks & Skarlicki, 2004; Yang & Mossholder, 2010; Yang, Mossholder, & Peng, 2009).”
- At What Level (and in Whom) We Trust (2012, background): “Dirks and Skarlicki (2004), for example, suggested that the magnitude of the relationship between trust in leaders and performance at the team level may be stronger than that at the individual level.”