All we need is trust: trust and human resource management

Purpose This study aims to reveal the necessary human resource management (HRM) teamwork processes for achieving HRM integration. Design/methodology/approach A research survey was carried out among 233 HRM professionals from 29 HRM teams. Findings The findings revealed significant correlation between formal HRM aspects of HRM teams (HRM goals and strategy, formal communication and formalization) and informal HRM aspects (perceived proximity and trust). Another significant correlation was found between trust and HRM integration. Also, trust fully mediated the relationship between informal communication and centralization, on the one hand, and HRM integration, on the other. Originality/value The study contributed to the understanding of formal and informal aspects of HRM team (HRMT) processes.

[1]  Suzanne Wilkinson,et al.  Key practice indicators of team integration in construction projects: a review , 2013 .

[2]  M. Hoegl,et al.  Team member proximity and teamwork in innovative projects , 2004 .

[3]  Michael A. Jones,et al.  An Exploratory Model of Interpersonal Cohesiveness in New Product Development Teams , 2010 .

[4]  Alan D. Smith,et al.  Strategic importance of team integration issues in product development processes to improve manufacturability , 2008 .

[5]  H. Rainey,et al.  Personnel Formalization and the Enhancement Of Teamwork: A public–private comparison , 2014 .

[6]  G. Dietz,et al.  Editorial: Trust and HRM: Current insights and future directions , 2012 .

[7]  Alain Pinsonneault,et al.  A Model of Organizational Integration, Implementation Effort, and Performance , 2005, Organ. Sci..

[8]  M. Aiken,et al.  Relationship of centralization to other structural properties. , 1967 .

[9]  D. Bowen,et al.  Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System , 2004 .

[10]  David K. Wetzel,et al.  Using a Structural Model to Diagnose Organizations and Develop Congruent Interventions , 2000 .

[11]  Don J. Webber,et al.  Culture, participative decision making and job satisfaction , 2012 .

[12]  E. Salas,et al.  Group dynamics and shared mental model development. , 2001 .

[13]  Timothy T. Baldwin,et al.  The Social Fabric of a Team-Based M.B.A. Program: Network Effects on Student Satisfaction and Performance , 1997 .

[14]  Gareth R. Jones,et al.  The experience and evolution of trust: Implications for cooperation and teamwork , 1998 .

[15]  Isabelle Dostaler,et al.  Combining old and new tricks: ambidexterity in aerospace design and integration teams , 2013 .

[16]  Joe Krasman.  Do my staff trust me? : The influence of organizational structure on subordinate perceptions of supervisor trustworthiness , 2014 .

[17]  Bruce Fortado.  A Field Exploration of Informal Workplace Communication , 2011 .

[18]  J. H. Davis,et al.  An Integrative Model Of Organizational Trust , 1995 .

[19]  Aviv Kidron,et al.  Internal integration within human resource management subsystems , 2013 .

[20]  Robert Dewar,et al.  An examination of the reliability and validity of the Aiken and Hage scales of centralization, formalization and task routineness / BEBR No. 387 , 1977 .

[21]  Benson Rosen,et al.  ASSESSING THE INCREMENTAL VALIDITY OF TEAM CONSENSUS RATINGS OVER AGGREGATION OF INDIVIDUAL‐LEVEL DATA IN PREDICTING TEAM EFFECTIVENESS , 2001 .

[22]  Dale E. Zand.  Trust and Managerial Problem Solving , 1972 .

[23]  J. Pinto,et al.  Antecedents and consequences of project team cross-functional cooperation , 1993 .

[24]  Ronald F. Piccolo,et al.  Explaining the justice-performance relationship: trust as exchange deepener or trust as uncertainty reducer? , 2012, The Journal of applied psychology.

[25]  James N. Baron,et al.  Consistent Human Resource Practices , 1999 .

[26]  Robert A. Roe,et al.  Trust within teams: The relation with performance effectiveness , 2001 .

[27]  Christopher Grey,et al.  Trust, Control and Post-Bureaucracy , 2001 .

[28]  S. Kozlowski,et al.  From Micro to Meso: Critical Steps in Conceptualizing and Conducting Multilevel Research , 2000 .

[29]  Fernando Martín‐Alcázar,et al.  Human Resource Management as a Field of Research , 2008 .

[30]  Paul Iles,et al.  Achieving Strategic Coherence in HRD through Competence‐based Management and Organization Development , 1993 .

[31]  Karen E. Mishra,et al.  The role of mutual trust in effective downsizing strategies , 1994 .

[32]  Y. Baruch,et al.  HRM in Israel: new challenges , 2007 .

[33]  Susan Y. McGorry.  Measurement in a cross‐cultural environment: survey translation issues , 2000 .

[34]  C. Fulmer,et al.  At What Level (and in Whom) We Trust , 2012 .

[35]  N. Lehmann-Willenbrock,et al.  Promoting multifoci citizenship behavior: Time-lagged effects of procedural justice, trust, and commitment. , 2013 .

[36]  G. Johns.  The Essential Impact of Context on Organizational Behavior , 2006 .

[37]  M. Piña,et al.  Teams in organizations: a review on team effectiveness , 2008 .

[38]  J. Meijerink,et al.  Value creation through HR shared services: towards a conceptual framework , 2012 .

[39]  Jane Webster,et al.  Relational Outcomes of Multicommunicating: Integrating Incivility and Social Exchange Perspectives , 2011, Organ. Sci..

[40]  Donald L. Ferrin,et al.  Special Issue: Trust in an Organizational Context: The Use of Rewards to Increase and Decrease Trust: Mediating Processes and Differential Effects , 2003, Organ. Sci..

[41]  Charles R. Emery.  A cause-effect-cause model for sustaining cross-functional integration , 2009, Bus. Process. Manag. J..

[42]  Ajay K. Kohli,et al.  Reducing marketing’s conflict with other functions: The differential effects of integrating mechanisms , 2000 .

[43]  P. Blau.  Exchange and Power in Social Life , 1964 .

[44]  Fred O. Walumbwa,et al.  Understanding transformational leadership–employee performance links: The role of relational identification and self-efficacy , 2011 .

[45]  John A. Pearce,et al.  Linking technology and structure to enhance group performance. , 1989 .

[46]  N. Anderson,et al.  Measuring trust in teams: Development and validation of a multifaceted measure of formative and reflective indicators of team trust , 2011 .

[47]  Eric Carlström,et al.  Models of teamwork: ideal or not? : A critical study of theoretical team models , 2012 .

[48]  Brent M. Wren,et al.  Reconsidering organizational structure: A dual perspective of frameworks and processes. , 1998 .

[49]  R. Keller,et al.  Predictors of the Performance of Project Groups in R & D Organizations , 1986 .

[50]  Clint Chadwick,et al.  Theoretic insights on the nature of performance synergies in human resource systems: Toward greater precision , 2010 .

[51]  Ana Cristina Costa,et al.  Work team trust and effectiveness , 2003 .

[52]  S. Ghoshal,et al.  Internal differentiation within multinational corporations , 1989 .

[53]  J. Hair.  Multivariate data analysis , 1972 .

[54]  Jeffrey A. Alexander,et al.  Embedded Intergroup Relations in Interdisciplinary Teams , 1997 .

[55]  K. Dirks.  The effects of interpersonal trust on work group performance. , 1999, The Journal of applied psychology.

[56]  Peter R. Monge,et al.  Measuring Proximity in Human Organization , 1980 .

[57]  C. Burns,et al.  Trust tokens in team development , 2014 .

[58]  M. Konovsky,et al.  Citizenship Behavior and Social Exchange , 1994 .

[59]  Craig L. Pearce,et al.  Confidence at the group level of analysis: A longitudinal investigation of the relationship between potency and team effectiveness , 2002 .

[60]  Deanne N. Den Hartog,et al.  Measuring trust inside organisations , 2006 .

[61]  H. Kelley.  Attribution theory in social psychology , 1967 .

[62]  I. Ajzen,et al.  Attitude-behavior relations: A theoretical analysis and review of empirical research. , 1977 .

[63]  Julia Connell,et al.  Co‐worker trust as a social catalyst for constructive employee attitudes , 2004 .

[64]  Dave Ulrich,et al.  The twenty‐first‐century HR organization , 2008 .

[65]  Julia Connell,et al.  Engendering trust in manager‐subordinate relationships: Predictors and outcomes , 2003 .

[66]  I. Steiner.  Group process and productivity , 1972 .

[67]  B. Gottlieb,et al.  How support‐related managerial behaviors influence employees , 2009 .

[68]  Ajay K. Kohli,et al.  Market Intelligence Dissemination across Functional Boundaries , 1996 .

[69]  Ossi Pesämaa,et al.  More than friendship is required: an empirical test of cooperative firm strategies , 2007 .

[70]  L. Baird,et al.  Proactive Human Resource Management , 1987 .

[71]  Abigail Marks,et al.  Developing ideas and concepts in teamwork research: where do we go from here? , 2012 .

[72]  Eva M. Pertusa-Ortega,et al.  Can formalization, complexity, and centralization influence knowledge performance? , 2010 .

[73]  Ellen M. Whitener,et al.  The impact of human resource activities on employee trust , 1997 .

[74]  G. Hertel,et al.  Many cheers make light the work: how social support triggers process gains in teams , 2011 .

[75]  Claus W. Langfred.  Too Much of a Good Thing? Negative Effects of High Trust and Individual Autonomy in Self-Managing Teams , 2004 .

[76]  K. M. Bartol,et al.  Organizational context and face-to-face interaction: Influences on the development of trust and collaborative behaviors in computer-mediated groups , 2009 .

[77]  Rebecca Weston,et al.  A Brief Guide to Structural Equation Modeling , 2006 .

[78]  S. Robinson.  Trust and Breach of the Psychological Contract , 1996 .

[79]  Michael A. West,et al.  The human team: Basic motivations and innovations , 2001 .

[80]  M. Moreno-Luzon,et al.  TQM and Teamwork Effectiveness: The Intermediate Role of Organizational Design , 2008 .

[81]  Jerald Greenberg,et al.  Determinants of Perceived Fairness of Performance Evaluations , 1986 .

[82]  Annick Willem,et al.  Knowledge sharing in inter-unit cooperative episodes: The impact of organizational structure dimensions , 2009, Int. J. Inf. Manag..

[83]  P. Wright,et al.  Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research , 2002 .

[84]  D. Bowen,et al.  “Service logic”: achieving service system integration , 1995 .