Why don't I trust you now? An attributional approach to erosion of trust

Attribution Errors by People and Intelligent Machines

OBJECTIVE

To explore the ramifications of attribution errors (AEs), initially in the context of vehicle collisions and then to extend this understanding into the broader and diverse realms of all forms of human-machine interaction.

BACKGROUND

This work focuses upon a particular topic that John Senders was examining at the time of his death. He was using the lens of attribution, and its associated errors, to seek to further understand and explore dyadic forms of driver collision.

METHOD

We evaluated the utility of the set of Senders' final observations on conjoint AE in two-vehicle collisions. We extended this evaluation to errors of attribution generally, as applicable to all human-human, human-technology, and prospectively technology-technology interactions.

RESULTS

As with Senders and his many other contributions, we find evident value in this perspective on how humans react to each other and how they react to emerging forms of technology, such as autonomous systems. We illustrate this value through contemporary examples and prospective analyses.

APPLICATIONS

The comprehension and mitigation of AEs can help improve all interactions between people, between intelligent machines and between humans and the machines they work with.

Building and rebuilding trust in higher education institutions (HEIs). Student's perspective

Purpose

The importance of trust in student–university relations is relevant not only for the quality of the educational process and the satisfaction with studying achieved by students, but also for the importance of positive evaluation of HEIs to others. Therefore, the aim of this study is to identify the stages and mechanisms that build trust in student–university relations, the causes of trust violation and trust repair practices.

Design/methodology/approach

Public university students from Poland (16) and Germany (12) took part in the study based on semi-structured interviews. The research procedure followed an inductive approach. In addition, the critical events technique was used to identify trust violation and trust repair practices.

Findings

The study identifies the stages of the HEIs trust building process and the mechanisms upon which it is built. It attempts to catalogue trust violations, distinguishing three groups of “perpetrators” and categories of their differentiation in terms of their impact on trust. The study indicates ad hoc, informal methods of trust repair applied at HEIs and their conditions.

Practical implications

This study provides useful guidance for managers on how to build and maintain trust in HEIs.

Originality/value

The issue of trust building in HEIs is relatively new and therefore has not been sufficiently recognised to date. This study is the first to the author's knowledge to comprehensively address the problem of trust building, pointing out the mechanisms on which the formation of trust in HEIs is based. This study provides a novel contribution to the limited literature on trust violation and trust repair in HEIs.

Trust violation at work: Lived experiences of American, Indian, and Chinese employees

Despite decades of research establishing that trust is critical to successful collaboration, the experience of trust violation is poorly understood independent of trust repair. Furthermore, despite increasing globalization, most organizational research on trust violation is heavily Westernized. This semi-structured interview study explored subjective experiences of trust violation at work across 23 individuals from the United States, India, and China to better understand similarities and differences in the unfolding reactions to trust violations across cultures. Our inductive thematic analysis identifies some trust violation triggers common to all three nationalities (i.e., psychological contract breach, professional attack, lack of work ethic) and some triggers unique to certain nationalities (i.e., lack of acknowledgment for Indian workers; excessive monitoring and injustice perceptions for Chinese workers). Regarding reactions to trust violations, American workers emphasized a central reaction of anger, Indian workers described more varied emotional and behavioral reactions possibly reflecting cultural complexity, and Chinese workers described reactions of emotion suppression and behavioral avoidance that align with theories of face. For American and Indian workers, violations damaged both interpersonal relationships and attitudes towards one’s job, whereas for Chinese workers, violations damaged only the focal interpersonal relationship. We discuss the implications of our descriptive, nationality-specific unfolding models of trust violation for advancing cross-cultural research on trust violations at work.

Artificial agents’ explainability to support trust: considerations on timing and context

Strategies for improving the explainability of artificial agents are a key approach to support the understandability of artificial agents’ decision-making processes and their trustworthiness. However, since explanations are not inclined to standardization, finding solutions that fit the algorithmic-based decision-making processes of artificial agents poses a compelling challenge. This paper addresses the concept of trust in relation to complementary aspects that play a role in interpersonal and human–agent relationships, such as users’ confidence and their perception of artificial agents’ reliability. Particularly, this paper focuses on non-expert users’ perspectives, since users with little technical knowledge are likely to benefit the most from “post-hoc”, everyday explanations. Drawing upon the explainable AI and social sciences literature, this paper investigates how artificial agent’s explainability and trust are interrelated at different stages of an interaction. Specifically, the possibility of implementing explainability as a trust building, trust maintenance and restoration strategy is investigated. To this extent, the paper identifies and discusses the intrinsic limits and fundamental features of explanations, such as structural qualities and communication strategies. Accordingly, this paper contributes to the debate by providing recommendations on how to maximize the effectiveness of explanations for supporting non-expert users’ understanding and trust.

Interorganizational Trust and Effectiveness Perception in a Collaborative Service Delivery Network

This study presents the determinants of trust in light of the scientific literature on trust and governance networks. The theoretical analysis focuses on differentiation of various types of trust and its determinants at both for-profit and nonprofit organizations. Moreover, the idea of a network is presented with the main attention given to the performance of collaborative service delivery networks. On the basis of theoretical study, a longitudinal analysis was performed at institutions providing services to the homeless people in Warsaw, Poland. During the periods of 2013 and 2017 to 2018, two cohorts of field questionnaire studies were conducted among employees of 18 social welfare centers (sample based on 18 Warsaw districts) and homeless shelters run by nonprofit organizations (samples of 19 and 22, respectively). These local government institutions and nonprofit organizations comprised the collaborative service delivery network under study. Mixed-method research was applied at welfare centers and nonprofit organizations (NGOs) where both frontline and management level employees were interviewed, and some data were statistically evaluated. The research was conducted using the same questionnaires at both points in time. The research showed that, from the perspective of social welfare centers, interorganizational trust in relation to other social welfare centers and to nonprofit organizations is positively correlated with perceived interorganizational effectiveness of other actors in the network (measured by the possibility of obtaining information, promptness, commitment, completeness and correctness of documents, and assessment of employees’ knowledge). The same results were obtained from the perspective of NGOs. In addition, these correlations remained almost unchanged over time, although the research was repeated after many years using the same variables. Finally, there is no basis to state that trust is correlated with outcome perception when considering the most difficult and complex social services.

Why Do Leaders Express Humility and How Does This Matter: A Rational Choice Perspective

The utility of leader humility expressing behavior has been examined by several studies across multiple levels. However, our knowledge about why leaders express humility continues to be sparse. Drawing on rational choice theory, this paper proposes a model examining whether followers' capability triggers leader's humility expressing behavior and how followers' interpretations of it influence its effectiveness. Results from 278 leader-follower dyads from a time-lagged research design showed that followers' capability as perceived by the leader is positively related to leader-expressed humility and, in turn, this behavior would conditionally enhance follower trust, that is, followers will trust the humble leader less when they attribute leader's expressed humility more to serving impression management motives. Several theoretical and practical implications of this observation are discussed in this study.

Factors affecting desire to negotiate again

Purpose

The purpose of this paper is to investigate the effects of negotiation process and outcome on an individual’s desire to negotiate again with the same counterpart.

Design/methodology/approach

Data were collected from 115 dyads representing two companies negotiating an eight-issue property leasing agreement via e-mail. Desire to negotiate again was regressed on demographic/personality, process, and outcome measures.

Findings

Reaching an agreement was found to be significantly related to desire to negotiate again, while the number of messages exchanged and the mean number of competitive tactics employed were positively and negatively associated with reaching an agreement, respectively. Further, perceived honesty of self and counterpart were also associated with an individual’s desire to negotiate again.

Originality/value

This study focuses on an aspect of real negotiations often overlooked by researchers – the likelihood of future encounters with the same party – and examines three categories of factors that could affect a party’s desire to negotiate with a counterpart again – demographic/personality, process, and outcome (actual and perceived).

Understanding Teamwork in the Provision of Cancer Care: Highlighting the Role of Trust

Team science research has indicated that trust is a critical variable of teamwork, contributing greatly to a team's performance. Trust has long been examined in health care with research focusing on the development of trust by patients with their health care practitioners. Studies have indicated that trust is linked to patient satisfaction, adherence to treatment, continuity of care, and improved outcomes. We explore the construct of trust using a case example of a patient who received a surgical procedure for a precancerous polyp. We apply the principle of trust to the case as well as present the literature on trust and key definitions for understanding trust. Additionally, we apply the definitions presented to the specific case example by highlighting moments where trust is developed or violated. Lastly, we offer insights to health care practitioners on the development of trust in their own patient interactions to improve care.

Demographic influences on employee trust towards managers

Purpose

The purpose of this study is to explain demographic influences on employee trust towards managers.

Design/methodology/approach

Drawing upon a data set of over 5,000 responses from the Australian workforce, this paper examines demographic influences on employee trust in their managers.

Findings

The findings show that demographic influences have an effect on employee trust towards managers. Employees who are male, older, public sector, permanent, longer tenured and unionised were found to be less likely to trust managers.

Practical implications

Relevant to human resource practice, the findings offer potential for the development of trust by identifying employees who are less likely to trust managers. The expected outcome is that such employees can be selected for programmes and practices aimed at improving trust, such as increased managerial contact, consultation and support.

Originality/value

There has been a general decline of employee trust in managers over the past two decades. Research on the antecedents of trust has been reported to lag behind theory, with a paucity of research relating to demographic influences on employee trust towards managers. This study fills this research gap and offers potential for the targeted development of trust towards managers among employees.

Towards an Industry-Tailored Management Approach: A Study of Retail Employee Attitudes

The ubiquity of retail employment makes it one of the most important sectors in the economy but economic downturn, foreign competition, and looming technological developments threaten to diminish the employment opportunities it offers. In consideration of the workforce-related adjustments that retail businesses are likely to experience from changes in the sector, this study examines attitudinal differences between retail employees and the general workforce. The theoretical perspective of this study is that employees from different industries have unique attitudes toward the work environment, given industry-specific environmental and situational influences. The empirical analysis uses data obtained from a survey of over 6000 Australian workers to test attitudinal work environment variables between retail employees and non-retail employees. The findings reveal that retail employee attitudes are dissimilarfrom that of the general workforce, which implies that employee attitudinal profiles differ between industries, and general management programmes and practices should therefore be tailored accordingly.

It’s the act that counts: minimizing post-violation erosion of trust

Purpose

– The purpose of this paper is to examine the effects of damage incurred by the trustor as a result of a trust violation and the impact of different levels of post-violation trust repair behaviours by the trustee on the subsequent erosion of trust.

Design/methodology/approach

– Data were collected from 232 middle to senior level managers using a two-part scenario-based experimental design to test the impact of damage incurred (avoided) and post-violation repair behaviour. Respondents’ levels of trust were measured pre- and post-violation as well as forgiving and a range of demographic variables.

Findings

– Results showed that trust eroded independent of the level of damage that may have been caused. Further, post-violation trust repair behaviour by the trustee led to a significantly lower erosion of trust as compared to not engaging in such behaviours. Furthermore, erosion of trust was minimized, when the trustee engaged in increasing levels of trust repair behaviour. Results also showed that trustors who were relatively more forgiving were less likely to lose trust in the trustee after a violation.

Research limitations/implications

– In this study we focused on two key factors influencing the erosion of trust. Further factors need to be identified and empirically tested in order to get a more holistic view on how trust erodes. The results serve as one step towards building an integrated model of trust erosion.

Practical implications

– For practicing managers, the results imply that the actual incurrence or avoidance of damages from a trust violation appears to be peripheral – trustors are more concerned about the violation as a principle and a harbinger of similar future incidents. Further, quickly engaging in trust repair behaviours, such as offering an a good explanation, a heartfelt apology, and appropriate remedy, helps minimize the erosion of trust.

Originality/value

– This paper addresses an under-investigated facet of trust research in organizations – erosion of trust – which is especially crucial in light of the growing awareness that most organizational relationships actually start off with high levels of trust rather than low trust. Thus, this study offers insights into maintaining (as opposed to building) trust.

“Why did You Hurt Me?” Victim's Interpersonal Betrayal Attribution and Trust Implications

In this paper, I propose an attribution-based typology of betrayal. Specifically, incidental betrayal occurs when the trustee (perpetrator) violates the pivotal trust expectations of the trustor (victim) in the course of pursuing other goals; intentional betrayal occurs when the goal of the perpetrator is to violate the critical trust expectations of the victim in order to cause harm to him or her. Incidental betrayal is further categorized into egoistic betrayal and ideological betrayal, whereas intentional betrayal is further categorized into personalistic betrayal and reciprocal betrayal. In addition, I explicate how these various types of betrayal differentially affect the victim's perception of the perpetrator's trustworthiness.