Apologies for cross positing

Please find details below of this PDW at the academy

Title: Revisiting Trust: new reviews, directions and emergent challenges

PDW accepted at Academy of Management Annual Meeting

Atlanta, Georgia, August 2017

5^th August 8 – 11 Hilton Atlanta meeting room 3

Submission no 11282

Primary Sponsor:  Organizational Behaviour (OB)

Other relevant AOM divisions:   

Critical Management Studies (CMS), Conflict Management (CM),Human Resources (HR), Managerial and Organizational Cognition (MOC), Organizational Development and Change (ODC), Organization and Management Theory (OMT). 

Abstract

The proposed PDW builds on and complements past and current AoM workshops on trust. First it has broad appeal. For experienced scholars it has a strong focus on identifying current cutting-edge work and approaches. Further, for those less familiar with trust research it reviews key areas of study with implications for not only trust research but also research in other domains into which trust could be an important added variable or context. This is important given the growth of trust research in recent years. Second, the PDW is structured to provide an opportunity for scholars with an interest in incorporating trust into their own research in new ways to discuss those ideas and approaches with experts in the field trust as well as well with peers interested in the same pursuits.

Rationale and Focus for PDW

The proposed PDW builds on and complements past and current workshops on trust in two ways.  First, existing workshops have been aimed building a core community of trust researchers by focusing on current cutting edge work.  In contrast, this PDW will be aimed at informing those less familiar with trust research by reviewing key areas of work and their implications for not only trust research but also research in other domains for which trust could be an important added variable or context.  Thus, this PDW will not be exclusively relevant to trust researchers (who know their area of trust well but may be less familiar with the status of other subareas since the body of work has grown so rapidly in recent years), but also will be of interest to those in other domains.  Second, the PDW will be structured to provide an opportunity for scholars with an interest in incorporating trust into their own research in new ways to discuss those ideas and approaches with experts in trust as well as well with peers interested in the same pursuits.

These topics will be relevant to scholars working across the domains of a number of AOM Divisions. Trust research includes a board array of topic areas, contexts and levels of analysis. In particular, we point to some important emergent issues and trends apparent in a field that is maturing but also identifying some key gaps and challenges. Hence, the theme is intended to provide value for those seeking to be at the forefront of research, not only through exploring these emergent issues, but also through discussion and analysis of some further overarching trends. Our aim in this PDW is to advance scholarship by supporting participants in developing robust and cutting edge trust research questions, designs, measurement that results in the collection of appropriate data, the generation of insightful analysis, and the publication of findings in leading journals

Overview of the Structure and Panelists for the PDW

Structure

In addition to an introduction and conclusion, the core of this PDW is organized in two parts, one focusing on a series of panels summarizing work in the field and its implications, and a second focusing on roundtable discussions and report outs on how to apply insights from the first part to current and future research activities of PDW participants.

Panelists

We have also obtained agreements to participate from a very diverse and distinguished group of international scholars, indicative of the potential importance and timeliness of this proposed topic.  They are listed below in our description of the specific activities they will lead during the PDW, and also in the more detailed schedule for the PDW.

Program Structure and Timing

(Total time: 3 hours)

Part 1:  Welcome and overview of workshop (10 minutes)

Part 2:  Trust Research Panels (105 minutes)

Panel 1: Trust fundamentals: Conceptions of trust relations

Panelists: Antoinette Weibel (U of St. Gallen, Switzerland),  Kathleen Sutcliffe (Johns Hopkins U, USA), Peter Kim (U of Southern California, USA), Nicole Gillespie (U of Queensland, Australia), Laurie Barclay (Wilfrid Laurier U, Canada) (5 min each)

Discussion: Guido Mollering (Witten/Herdecke University, Germany) (10 min)

Panel 2: Trust processes

                                        Panelists: Audrey Korsgaard (U of South Carolina, USA), Trenton

Williams (Indiana U, USA, USA), Ann-Marie Nienaber (Coventry U, UK), Chris Long (Georgetown U, USA), (5 min each)

                                        Discussion: Rosalind Searle (Coventry U, UK) (10 min)

Panel 3: Conceptions of trust relations

                                        Panelists: Audrey Korsgaard (U of South Carolina, USA), Trenton

Williams (Indiana U, USA, USA), Ann-Marie Nienaber (Coventry U, UK), Chris Long (Georgetown U, USA), (5 min each)

                                        Discussion: Sabina Siebert (U of Glasgow, UK) (10 min)

Part 3: Table Discussions of Application to Current Research (55 minutes)

This session builds on the platforms developed in Session 1 and provides opportunity for dialogue of how to incorporate the fundamental issues and the identification of new research agendas.  To kick off this session, Roy Lewicki (Ohio State U., USA) will reflect on some crosscutting opportunities and challenges raised by the panels, and pose some further issues for consideration. 

Introductory Comments (Roy Lewicki)

Round table discussion on themed tables

Round Table discussion leaders:

Nicole Gillespie, Audrey Korsgaard, Ann-Marie Nienaber, Ashley Fulmer,  Kathleen Sutcliffe, Peter Kim, Laurie Barclay, Chris Long, Trenton Williams, Michael Bear, Deanne den Hartog.

Table Report Out (Facilitator: Rosalind Searle)

Part 4:  Wrap up reflections (10 minutes)

Best wishes

Ros

Prof. Rosalind Searle Ph.D. MBA,  Registered Psychologist (Occupational), Chartered Psychologist, Ast. Fellow BPS 

skype rossearle

twitter ProfSearle 

POSTAL ADDRESS – Coventry University, Centre for Trust, Peace and Social Relations

Innovation Village Building No. 5

Cheetah Road

Coventry

CV1 2TL

Secretary General

Alliance for Organisational Psychology  - http://www.allianceorgpsych.org/

Latest publications:

Searle, R.H., A. Nienaber, D. Price, & M. Hofeditz. (in press). Lone star or team player? The interrelationship of different identification foci and the role of self-presentation concerns. Human Resource Management.

Weibel, A., D.N. Den Hartog, N. Gillespie, R.H. Searle, D. Skinner and F. Six. (2016). The Role of Control In Organizational Trust And Trustworthiness. Human Resource Management, 55(3), 437–462. 437-462.DOI:10.1002/hrm.21733

Sniderman, P, M. Fenton-O'Creevy, and R.H. Searle. (2016). Effects of Managerial Communication as Moderated by LMX and Trait NA. Journal of Managerial Psychology

Nienaber, A., Romeike, P., Searle, R.H. and Schewe, G. (2014). What makes the glue sticky? A qualitative meta-analysis of antecedents and consequences of trust in supervisor-subordinate relationships, Journal of Managerial Psychology 30 (5), 507 - 534  

Nienaber, A., M. Hofeditz, and R.H. Searle. (2014) Do regulations play a significant role in the financial sector? Results of a meta-analysis. Special issue 'Building Trust In Financial Services' International Journal of Bank Marketing 32, 5, 367- 407 – selected for award by journal of  Highly Commended Paper for 2014

Searle, R.H., Erdogan, B., Peiró, J. M., Klehe, U-C. (2014) What We Know about Youth Employment: Research Summary and Best Practices. Alliances for Psychology, SIOP, EAWOP White Paper Series. http://www.siop.org/article_view.aspx?article=1331

Searle, R.H., Legood. A. and Teoh, K. (2014). Trust Boards and governance:  Composition and Behavioural Styles. Chapter in Implementing Culture Change within the NHS: Contributions from Occupational Psychology.  British Psychological Society's Division of Occupational Psychology (DOP). Occupational Psychology in Public Policy. To get a free copy - visit: http://shop.bps.org.uk/publications/briefing-papers-and-reports/implementing-culture-change-within-the-nhs-contributions-from-occupational-psychology.html via the BPS shop. Although it isn't immediately obvious from the website, the report is freely available to non-BPS members, it just requires them to register as members of the BPS shop to access the report. Or from Clinical Human Factors Group website (: http://chfg.org/articles-films-guides/articles/how-culture-change-could-be-achieved-in-the-nhs-occupational-psychology-report-launched)