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[Hrdiv_net] Call for Papers: Organizational Trust

Nicole Gillespie n.gillespie at
Thu Dec 2 22:45:23 EST 2010

Call for Papers

European Group of Organization Studies (EGOS)

Gothenburg, Sweden, July 7-9, 2011

Subtheme 2: 

Organizational Trust: Challenges and Dilemmas


The subtheme convenors Rosalind Searle, Reinhard Bachmann, Nicole
Gillespie and Antoinette Weibel invite you to submit your short paper of
3000 words by January 16. 

Details of the submission process can be found:


Call for Papers


Trust in organizations is necessary for their long term survival and is
a key source of competitive advantage (Barney & Hansen, 1994). A number
of studies have shown employee trust to be a critical variable affecting
the effectiveness and efficiency of organizations (Mayer & Davis, 1999;
Searle et al., 2009). In the context of inter-organizational
relationships, trust has been identified as essential to save costs and
foster innovation (Bachmann, 2001). Blau (1964) suggests that trust is
central to social exchange processes and empirical work has confirmed
that trust fosters desirable work-related behaviours, commitment,
discretionary effort and increased cooperation (Dirks & Ferrin, 2002).
In contrast, those who do not trust their organization often reduce
effort, engage in counterproductive behaviour, such as obstruction or
seeking revenge or decide to leave the organization after a short period
of employment. If trust is missing in inter-organizational
relationships, this can seriously jeopardise firms' performance and

The current global crisis has made even more salient the issue of trust
in and between organizations, crystallizing it within a wide ranging
context and a broad number of stakeholder groups. For example, customers
and shareholders lost trust in once pivotal organizations such as banks
and, more broadly, the public lost trust with the current economic
system, and it is highly questionable whether we can tackle this problem
by merely translating our relatively well developed knowledge of the
dynamics of trust relationships at the individual level to
organizational and societal trust.

Despite recognition that trust operates at multiple levels (see Rousseau
et al., 1998; Janowicz & Noorderhaven, 2006) the area remains
fragmented; some social science disciplines are slow to conceptualise
trust at the institutional and organizational levels, while others have
not incorporated interpersonal dimensions into their insights into trust
at the collective level. Generally, not enough attempts have been made
to capture the essence of impersonal trust (for foundational work see:
Barber, 1986; Shapiro, 1987; Zucker, 1986; Lane & Bachmann, 1996; for
recent work see Gillespie & Dietz, 2009) and to get to grips with how
macro and micro level forces influence trust dynamics at the
institutional level. This track now takes trust in organizations and
institutions as its central focus and seeks to promote a cross-
disciplinary dialogue to unpack systematically this hitherto
under-researched area.

This track, therefore, aims to advance our conceptual understanding of
trust at the macro level, and critical reflection on its nature,
dynamics, processes, antecedents and consequences. The track will be
wide-ranging, including not only empirical research, but also
theoretical papers and insightful reviews of existing relevant theory
and research. We actively encourage a trans-disciplinary dialogue that
aims to contrast and complement different approaches to micro-orientated
research and more macro-based analyses of trust in private, public and
not-for-profit sectors, and governance institutions. Papers are expected
to have a clear ambition towards first-rate publication, and accepted
papers will be encouraged to submit for the forthcoming Special Issue of
Organizational Studies on 'Trust in Crisis: Organizational and
Institutional Trust, Failures and Repair' (deadline December 2012).

Examples of relevant questions to be addressed include the following:

1.	How can organizational trust be defined?
2.	How does trust at the interpersonal and the macro level differ
and inter-relate?
3.	Are trust and trustworthiness to be modelled differently at
different levels of analysis (individual, group, organizational,
inter-organizational, societal) or can they be assumed to operate in
similar ways?
4.	What are the antecedents of organizational and institutional
5.	How are organizational and institutional trust linked to firms'
performance and innovativeness?
6.	What are the dimensions of macro-level trust? Are they the same
as the dimensions typically found at interpersonal levels (for example
ability, benevolence, integrity, predictability)?
7.	What are the processes and dynamics of trust at the
organizational and institutional levels (e.g., formation, maintenance,
dissolution and repair/restoration)?
8.	To what extent do antecedents and processes of trust vary across
different stakeholder groups (e.g. employees, customers, investors,
suppliers, legislators, etc.)? How can organizations deal with
incompatible expectations from various stakeholder groups?
9.	Do antecedents and processes of trust vary across different
organizational, institutional and cultural contexts?


For more background information, please click here
<> .


Bachmann, R. (2001): Trust, Power and Control in Trans-Organizational
Relations. Organization Studies, 22 (2), 337.

Barber, B. (1983): The Logic and Limits of Trust. New Brunswick, NJ:
Rutgers University Press.

Barney, J., & Hansen M. (1994): Trustworthiness as a Source of
Competitive Advantage. Strategic Management Journal, 15 (S1), 175-190.

Blau, P. (1964): Exchange and Power in Social Life. New York: Wiley.

Dirks, K.T., & Ferrin, D.L. (2001). The role of trust in organizational
settings. Organization Science, 12 (4), 450-467.

Dirks, K.T., & Ferrin, D.L. (2002): Trust in leadership: Meta-analytic
findings and implications for research and practice. Journal of Applied
Psychology, 87 (4), 611-628.

Gillespie, N., & Dietz, G. (2009): Trust repair after an
organization-level failure. Academy of Management Review, 34 (1),

Lane, C., & Bachmann, R. (eds.) (1998): Trust Within and Between
Organizations. New York, NY: Oxford University Press.

Mayer, R.C., & Davis, J.H. (1999): The effect of the performance
appraisal system on trust for management: A field quasi-experiment.
Journal of Applied Psychology, 84, 123-136.

Rousseau, D.M., Sitkin, S.B., Burt, R.S., & Camerer, C. (1998): Not so
different after all: A cross-discipline view of trust. Academy of
Management Review, 23 (3), 393-404.

Shapiro, D. (1987): The Social Control of Impersonal Trust. American
Journal of Sociology, 93, 623-658.

Zucker, L.G. (1986): Production of trust: Institutional sources of
economic structure, 1840-1920. In: B.M. Staw & L L. Cummings (eds.):
Research in Organizational Behavior. Greenwich, CT: JAI, 53-111.



Rosalind Searle is Senior Lecturer in Org. Psychology, the Open
University, UK. She specialises in recruitment and selection, trust and
HRM, and political trust. She has published in journals such as the
British Journal of Management, the European Journal of Work &
Organizational Psychology, Long Range Planning, Personnel Review). She
is the lead convenor of a UK ESRC seminar series on 'Trust & HRM' and
she is a member of the editorial board of the Journal of Trust Research.

Reinhard Bachmann holds a Chair in Strategy at the University of Surrey.
His research interests focus issues of trust and power, specifically in
inter-organizational relations. He has published in journals such as
Organization Studies, Cambridge Journal of Economics, British Journal of
Sociology. With Akbar Zaheer he has co-edited the 'Handbook of Trust
Research'. He is Deputy Editor-in-Chief of the Journal of Trust Research
and serves on the Editorial Board of Organization Studies. 

Nicole Gillespie is Senior Lecturer in Management at the University of
Queensland. Her research focuses on organizational trust and trust
repair, and appears in leading journals (e.g. Academy of Management
Review, Journal of Management) and books (e.g. Organizational Trust: A
cultural perspective, Cambridge University Press). She is co-guest
editor of the special issue of Organization Studies on 'Trust in Crisis'
and on the editorial board of the Journal of Trust Research. 

Antoinette Weibel holds a Chair in Management and Public Administration
at the University of Konstanz. Her research focuses on motivation,
happiness and trust and appeared in leading journals (e.g. Public
Administration Research and Theory, Group and Organization Management)
and books (Control in organizations: New directions in theory and
research, Cambridge University Press). She is president of FINT, the
First International Network of Trust Research and on the editorial board
of Journal of Trust Research. 


Best regards,



Dr. Nicole Gillespie

UQ Business School

University of Queensland

Brisbane QLD 4072 Australia

Ph: (+61) 7 3346 8076

Email: n.gillespie at


Co-Convenor EGOS Standing Working Group on 'Organizational Trust' 



Guest Editor: special issue of Organization Studies on 'Trust in Crisis:
Organizational and Institutional Trust, Failures and Repair'  Deadline
for paper submission December 2012.


Recent book:

M. Saunders, D. Skinner, G. Dietz, N. Gillespie, & R.J. Lewicki (Eds.)
(2010). Organizational Trust: A cultural perspective. Cambridge:
Cambridge University Press. 





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