Perceived Trustworthiness Within The Organization: The Moderating Impact Of Communication Frequency

By M. Becerra. 2002

331 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/c501ae2387dda7beb7e923c353298f13733f1e21

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In Communication

In Organizational Behavior and Human Resource Management

Citations in the corpus

Relying on Trust in Cooperative Inter-Organizational Relationships (2006, result): “Becerra and Gupta’s (2003) findings support these conclusions and Weaver and Dickson (1998) demonstrate that among IORs involving SMEs, parties were more likely to assume trustworthiness than not.”
Interorganizational Trust, Governance Choice, and Exchange Performance (2008, background): “Although scholars have identified antecedents of trust in dyadic relationships between senior managers (e.g., Becerra and Gupta 2003), very few have investigated the effects of trust on the governance costs or performance of intrafirm exchanges (Eccles and White 1988, Gulati et al. 2005).”
It hurts both ways: How social comparisons harm affective and cognitive trust (2012, background): “…that can foster trust between colleagues, such as increased dependence on each other (Weber, Malhotra, & Murnighan, 2004), frequent communication (Becerra & Gupta, 2003), and reciprocal positive behaviors (Blau, 1964; Rempel et al., 1985), we postulate that social comparisons can have a…”
Toward Contextualized Theories of Trust: The Role of Trust in Global Virtual Teams (2004, background): “, Becerra and Gupta 2003). This study provides systematic empirical evidence using a relatively large number of global virtual teams. According to Dirks and Ferrin (2001), trust is likely to have the greatest effect in situations or conditions with weak structure, some effect in situations with mode”
At What Level (and in Whom) We Trust (2012, background): “Research can also expand on the range of outcomes to examine the aggregate level of employee attitudinal and behavioral outcomes (e.g., commitment and turnover).”
Getting to Know You (2017, unknown): “Furthermore, as communication frequency in a dyad increases, propensity to trust becomes less important (Becerra & Gupta, 2003).”
Revisiting the Foundations of Organizational Distrust (2017, unknown): “Trust or distrust in relationships may unfold over time through various processes, as explained by social exchange theory (Becerra and Gupta, 2003; Whitener et al., 1998),”