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The definition of trust as a belief in something or a confident expectation about something [76] eliminates the notion of risk because it does not include whether the expectation or belief is favorable or unfavorable. For example, to expect a friend to arrive to dinner late because she has habitually arrived late for the last fifteen years is a ...
Swift trust is a form of trust occurring in temporary organizational structures, which can include quick starting groups or teams. It was first explored by Debra Meyerson and colleagues in 1996. In swift trust theory, a group or team assumes trust initially, and later verifies and adjusts trust beliefs accordingly. [1]
Trust is a container concept used in a broad variety of disciplines. Much work has been done in the field of psychology, sociology, economics, political sciences, philosophy, anthropology and management sciences. Simply defining "trust" is a milestone in the management sciences.
The continuance of employee trust in the organization and the organization continuing to meet the employee's expectations of fairness creates the reciprocal relationship between trust and organizational justice. [16] Research has found that procedural justice is the strongest predictor of organizational trust.
Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations."
In organizational behavior and industrial and organizational psychology, organizational commitment is an individual's psychological attachment to the organization. Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them.
Rempel's trust scale [6] and Rotter's scale [7] are quite popular in determining the level of interpersonal trust in different settings. The Organizational Trust Inventory (OTI) [8] is an example of an exhaustive, theory-driven survey that can be used to determine the level of trust within the organisation.
In industrial and organizational psychology, organizational citizenship behavior (OCB) is a person's voluntary commitment within an organization or company that is not part of his or her contractual tasks. Organizational citizenship behavior has been studied since the late 1970s.