Integrating distrust antecedents and consequences in organizational life

• Autores: María Pilar Camblor Fernández, Carlos María Alcover de la Hera
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 35, Nº 1, 2019, págs. 17-26
• Idioma: inglés
• DOI: 10.5093/jwop2019a3
• Títulos paralelos:
  • Integración de antecedentes y consecuencias de la desconfianza en la vida organizacional
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• Dialnet Métricas: 1 Cita
• Resumen
  • español

    RESUMEN Esta investigación sobre la experiencia de la desconfianza en la vida organizacional busca dibujar un marco integrado de los antecedentes de la desconfianza relacionados con sus consecuencias conductuales percibidas por personas legas; adicionalmente, compara las diferencias entre dos focos, personas y organizaciones. El estudio exploratorio cualitativo y cuantitativo aplica el método Delphi con 38 participantes procedentes de diversos países que trabajan en diferentes organizaciones. Sus opiniones se han clasificado y comparado cuantitativamente. Los antecedentes describen un mapa más amplio que los modelos clásicos de confianza y desconfianza, al tiempo que organizan la miríada de antecedentes específicos reportados en la literatura. Las consecuencias en los planes de conducta abarcan toda la gama de grados de insatisfacción laboral. Estos resultados resaltan áreas que las organizaciones deben cuidar para construir y mantener el nivel apropiado de confianza. Por último, el marco integrado encontrado revela una importante estructura interna y diferencias entre ambos focos.

  • English

    ABSTRACT This research on the experience of distrust within organizational life is aimed firstly at drawing an integrated framework of distrust antecedents linked to behavioral consequences as perceived by naive people; and, secondly, at comparing differences between two foci, individuals and organizations. A mixed qualitative to quantitative exploratory study uses the Delphi method with 38 participants from diverse countries working for a variety of organizations. Their opinions are classified and quantitatively compared. Antecedents depict a broader map than classical trust/distrust models while they organize the extant specific antecedents reported in the literature. Consequences on behavior intentions span over the full range of job dissatisfaction levels. These results highlight areas that organizations should watch for in order to build and sustain the appropriate level of trust. Finally, the integrated framework found reveals a meaningful internal structure and differences between the two foci.

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