Trust in Supervisors and Trust in Customers: Their Independent, Relative, and Joint Effects on Employee Performance and Creativity

By Nora Y. Madjar, R. Ortiz-Walters. 2009

124 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/fc5d3953f4588c296a8cbb90576ac27247850d81

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. Deog-Ro Lee
2. Tae-Yeol Kim
3. Hoa Do
4. Mark Loon
5. Kecia M. Thomas
6. Jing Zhu
7. Lisa van der Werff
8. Yaping Gong

In Sociology and Political Science

1. Hoa Do
2. Deog-Ro Lee
3. Mark Loon
4. Kecia M. Thomas
5. Lisa van der Werff
6. Yaping Gong
7. S. Downey
8. Charmi Patel

Citations in the corpus

• Knowledge Sharing: Influences of Trust, Commitment and Cost (2012, background): “Affect-based trust in colleagues lowers perceived uncertainty, fosters risk-taking behavior, and promotes collaboration (Choi, 2006; Lin, 2007; Madjar and Ortiz-Walters, 2009).”
• A Multilevel Model of Team Goal Orientation, Information Exchange, and Creativity (2013, background): “…exchanging ideas and creative behaviors involve risk, trust, which captures the willingness to take risk (Mayer, Davis, & Schoorman, 1995; Rousseau, Sitkin, Burt, & Camerer, 1998), is critical if such behavior is to occur (Collins & Smith, 2006; Madjar & Ortiz-Walters, 2009; Tsai & Ghoshal, 1998).”
• The role of diversity practices and inclusion in promoting trust and employee engagement (2015, background): “…of outcomes including job attitudes, such as commitment, satisfaction and turnover intentions (Dirks & Ferrin, 2002), employee in role and extra role performance (Mayer & Davis, 1999; Madjar & Ortiz-Walters, 2009) and organizational sales and profits (Davis, Schoorman, Mayer, & Hwee Hoon, 2000).”
• Relationship between innovation‐led HR policy, strategy, and firm performance: A serial mediation investigation (2018, background): “…motivates them through a positive work environment are expected to ‘make individuals work more, produce higher quality work and feel more comfortable engaging in behaviors that put them at risk, such as suggesting creative ideas that violate expected norms (Madjar & Ortiz-Walters, 2009, p. 130).”