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首页> 外文学位 >Trust in cross-functional, global teams: Developing and validating a model of inter-personal trust in cross-functional, global teams.
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Trust in cross-functional, global teams: Developing and validating a model of inter-personal trust in cross-functional, global teams.

机译：对跨职能的全球团队的信任：开发和验证跨职能的全球团队的人际信任模型。

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摘要

Globalization, increased competition and the availability of Internet technology are creating distributed teams to achieve goals that require multiple disciplines, such as engineering design, and new product development. Cooperation and problem solving in these teams require more trust than in traditional homogeneous, collocated teams, but geographic distribution and cross-functional team composition makes trust difficult to achieve.; Until recently, there was little agreement about the nature of trust and how it develops. The definition of trust that I use is Trust is the willingness to accept a risk based upon the expectation that another party will perform, regardless of your ability to check. Theories propose that inter-personal trust is based upon shared social categories, roles, third party information, social rules, history of the relationship and the trustor's disposition. Although most of these theories have been tested individually, no model combining these theories has yet been tested.; To tackle this problem, I integrated the theories of trust into a model that identifies the major variables that predict inter-personal trust. In the first year, I observed teams at work in a Problem-Based Learning (PBL) educational environment and developed ways to measure the variables that predict trust in the model. Over the next two years, I surveyed hundreds of global, cross-functional pairs of coworkers and used the information gained to refine, test and validate the model of inter-personal trust.; I found that many of the expected model relationships were confirmed. Perceived trustworthiness and risk predicted trust. My model extensions were also confirmed. Reward predicted trust and perceived performance predicted perceived trustworthiness. Contrary to our expectations, I also found that perceived performance mediates the relationship between perceived trustworthiness and trust. Particularly in distributed dyads, it appears that participants relied on their perceptions of their team members to evaluate the extent to which these team members met expectations. I also found that distributed team members changed their level of trust less than those who were collocated.; In conclusion, the model of interpersonal trust was validated in the context of cross-functional, distributed student teams. The PBL environment used also provided a realistic representation of a work-related sample.
机译：全球化，日益激烈的竞争以及Internet技术的可用性正在创建分布式团队，以实现需要多个学科（例如工程设计和新产品开发）的目标。与传统的同类，并置团队相比，这些团队的合作和解决问题需要更多的信任，但是地理分布和跨职能的团队组成使得信任难以实现。直到最近，关于信任的性质以及信任的发展方式尚无共识。我使用的信任的定义是信任是指根据另一方的期望接受风险的意愿，而不管您是否有能力检查。理论认为，人际信任基于共享的社会类别，角色，第三方信息，社会规则，关系历史和委托人的性格。尽管大多数这些理论已经过单独测试，但是尚没有测试结合这些理论的模型。为了解决这个问题，我将信任理论整合到一个模型中，该模型确定了预测人际信任的主要变量。在第一年，我观察了在基于问题的学习（PBL）教育环境中工作的团队，并开发了测量变量的方法，这些变量可预测对模型的信任度。在接下来的两年中，我调查了数百对全球性，跨职能的同事，并使用所获得的信息来完善，测试和验证人际信任模型。我发现许多预期的模型关系得到了确认。感知的信任度和风险预测的信任度。我的模型扩展也得到了确认。奖励预测的信任和感知的性能预测的感知可信度。与我们的期望相反，我还发现，感知的绩效可以调节感知的可信度与信任之间的关系。尤其是在分布式二元组中，参与者似乎依靠他们对团队成员的看法来评估这些团队成员达到期望的程度。我还发现，分布式团队成员更改信任级别的程度要低于并置团队成员。总之，在跨职能，分散的学生团队的背景下，验证了人际信任模型。使用的PBL环境还提供了与工作相关的样本的真实表示。

著录项

  • 作者

    Zolin, Roxanne V.;

  • 作者单位

    Stanford University.;

  • 授予单位 Stanford University.;
  • 学科 Business Administration Management.; Engineering Industrial.; Sociology Industrial and Labor Relations.; Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2002
  • 页码 p.1514
  • 总页数 197
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;
  • 关键词

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