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|a HD58.7.S44 2005_Seely-TroianoVivian |2 BU-Local |
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|a Seely-Troiano, Vivian M.. |
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|a Leaders' perceptions of the importance of trust in their organization |h [electronic resource]. |
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|a Miami, Fla. : |b Barry University, |c 2005. |
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|a x, 165 leaves : |b ill. ; |c 28 cm |
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|a Barry University Dissertations -- School of Education. |
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|a Thesis (Ph.D.)--Barry University, 2005. |
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|a Includes bibliographical references (leaves 132-142). |
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|a Copyright Vivian M. Seely-Troiano. Permission granted to Barry University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder. |
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|a Purpose: Trust in organizations is important. The truth of this statement has been shown many times in the research literature. Yet, also in the research literature, are many indications that trust is eroding in many organizations. In an effort to better understand why such an apparent discrepancy exists, this study looked at organizational leaders and their perceptions of the importance of trust and what obstructs trust in their organizations. Method: A mixed method, predominantly qualitative case study was used to investigate the research questions. Participants were all graduates from a chamber of commerce leadership program and all supervised a minimum of two people. Data was collected using the Reina Leadership Trust ScaleTM (2002) to measure leaders’ capacity for trust. In-depth one-on-one personal interviews were conducted to further determine the leaders’ perceptions around trust. Major Findings: The data from the study suggests that there are five over-arching concepts which address these issues. The concepts are: conflict, culture, time, fear, and organizational size. Embedded in these concepts are the themes of the study. Theme one: unresolved conflict destroys trust, theme two: organizational cultural norms can breed or prevent trust, theme three: fear of ultimate job loss influences behavior, sub-theme one: trust takes time and conscious effort, and sub-theme two: organizational size influences trust differently. These themes are discussed along with suggestions for future research and implications for practice. |
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|a Electronic reproduction. |c Barry University, |d 2020. |f (Barry University Digital Collections) |n Mode of access: World Wide Web. |n System requirements: Internet connectivity; Web browser software. |
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|a Barry University Archives and Special Collections. |
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|a Organizational behavior |x Psychological aspects. |
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|a Management |x Employee participation |x United States. |
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|a Barry University Digital Collections. |
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|a Theses and Dissertations. |
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|a BUDC |c Theses and Dissertations |
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|u http://sobekcmsrv.barrynet.barry.edu/AA00001254/00001 |y Click here for full text |
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|a https:/budc.barry.edu/content/AA/00/00/12/54/00001/HD58_7 _S44 2005_Seely-TroianoVivianthm.jpg |
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|a Theses and Dissertations |
