Location
Hilton Hawaiian Village, Honolulu, Hawaii
Event Website
https://hicss.hawaii.edu/
Start Date
3-1-2024 12:00 AM
End Date
6-1-2024 12:00 AM
Description
Despite significant interest in employee-employer trust, our current understanding of this phenomenon remains limited. Therefore, this study aims to understand variations in the quality of employee-employer trust within technology-permeated workplaces. We conducted semi-structured interviews with employees (n=15) from two trust cases (calculative vs. identity-based) in technology-permeated workplaces and identified leadership responsibility, employer communication, and organizational culture as critical factors shaping the trust relationships. Our findings reveal that leaders in the identity-based trust case communicate employers' values and purpose during technology deployment more effectively compared to the calculative trust case. Additionally, the responsibility orientation of leaders emerged as a pivotal factor influencing the quality of employee trust. Our data suggests that a stakeholder-oriented approach to responsibility strengthens trust in technology-permeated workplaces, while prioritizing an instrumental responsibility orientation undermines it. We contribute to trust and responsible leadership theory by providing valuable guidance for cultivating employee trust in technology-driven workplaces.
Recommended Citation
Rickert, Alice; Schafheitle, Simon; and Weibel, Antoinette, "Unleashing Employee-Employer Trust: The Uncharted Influence of Responsible Leadership in Technology-Permeated Workplaces"" (2024). Hawaii International Conference on System Sciences 2024 (HICSS-57). 4.
https://aisel.aisnet.org/hicss-57/os/trust/4
Unleashing Employee-Employer Trust: The Uncharted Influence of Responsible Leadership in Technology-Permeated Workplaces"
Hilton Hawaiian Village, Honolulu, Hawaii
Despite significant interest in employee-employer trust, our current understanding of this phenomenon remains limited. Therefore, this study aims to understand variations in the quality of employee-employer trust within technology-permeated workplaces. We conducted semi-structured interviews with employees (n=15) from two trust cases (calculative vs. identity-based) in technology-permeated workplaces and identified leadership responsibility, employer communication, and organizational culture as critical factors shaping the trust relationships. Our findings reveal that leaders in the identity-based trust case communicate employers' values and purpose during technology deployment more effectively compared to the calculative trust case. Additionally, the responsibility orientation of leaders emerged as a pivotal factor influencing the quality of employee trust. Our data suggests that a stakeholder-oriented approach to responsibility strengthens trust in technology-permeated workplaces, while prioritizing an instrumental responsibility orientation undermines it. We contribute to trust and responsible leadership theory by providing valuable guidance for cultivating employee trust in technology-driven workplaces.
https://aisel.aisnet.org/hicss-57/os/trust/4