The Sales Manager as a Role Model: Effects on Trust, Job Satisfaction, and Performance of Salespeople

Rich, Gregory A.

doi:10.1177/0092070397254004

Cited by 358 publications

(279 citation statements)

References 39 publications

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“…These two job outcomes were found to demonstrate the strongest relationships with trust in leadership in the metaanalysis review (Dirks & Ferrin, 2002). Number of studies has established an empirical relationship between trust and job satisfaction (Brashear, Boles, Bellenger, & Brooks, 2003;Driscoll, 1978;Lagace, 1991;Rich, 1997) as well as employee turnover intention (Aryee, Budhwar, & Chen, 2002;Costigan, Ilter, & Berman, 1998; H. Tan & C. S. Tan, 2000). Recent research has further supported that increased trust in supervisors is negatively related to employee turnover intention.…”

Section: Mediating Role Of Trust On Conflict Management Styles (Cms)mentioning

confidence: 97%

Managers’ conflict management styles and employee attitudinal outcomes: The mediating role of trust

Chan

Huang

2007

Asia Pacific J Manage

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This study examines the mediating effects of trust on the relationships between manager's conflict management styles (CMS) and employee attitudinal outcomes, as well as identifies the potential deviations in the areas of CMS and trust from the west in Chinese culture. One hundred sixty-nine employees in Guangzhou of China participated. As predicted, Integrating CMS of managers is found significantly correlated to trust and subordinates' job satisfaction and turnover intention. Trust fully mediates the link between Integrating CMS and subordinates attitudinal outcomes. Results also support the expectations concerning the deviations on the impacts of the uncooperative CMS on subordinates under Chinese culture. Discussion and implications are presented.Keywords Conflict management styles . Trust . Turnover intention . Job satisfaction . Chinese culture Conflict is part of organizational life. Managers spend up to 20% of their time in the workplace dealing with conflict or its aftermath (Schermerhorn, Hunt, & Osborn, 1998;Thomas & Schmidt, 1976). Conflict is considered to be a "natural process between people and, as such, is an inevitable aspect of a manager's job" (Markowich Asia Pacific J Manage DOI 10.1007/s10490-007-9037-4 The authors appreciate the valuable comments of the editor and the two anonymous reviewers on an earlier version of this paper. We would also like to thank the research committee of the University of Macau for funding this project.

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Section: Mediating Role Of Trust On Conflict Management Styles (Cms)mentioning

confidence: 97%

Managers’ conflict management styles and employee attitudinal outcomes: The mediating role of trust

Chan

Huang

2007

Asia Pacific J Manage

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“…Yönetim ve örgüt yazınında güven kavramı; iş arkadaşlarına güven, yönetime güven, amire güven, kurumsal güven gibi çok çeşitli boyutlar ile incelenmiştir (McCauley ve Kuhnert, 1992: 261). Lidere güven takım performansı (Dirks, 2000), genel performans (Rich, 1997), görevin içselleştirilmesi ve görevi başarabilmek için çabalama (Oldham, 1975),örgütsel bağlılık (Podsakoff vd., 1996), tatmin (Rich, 1997), örgütsel vatandaşlık (Pilai vd., 1999) ve örgütsel ses (Gao vd., 2011) gibi değişkenlerle ilişki olması nedeniyle önem kazanmıştır. Yöneticilere/lidere duyulan güvenin hangi yönetici/lider davranışları ile şekillendiği (Whitener vd., 1998;Burke vd., 2007) yönetim yazınında oldukça ilgi çeken bir konu haline gelmiştir.…”

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The effects of paternalistic leadership on organizational identification: the mediating role of trust in leader

Ciraklar¹,

Uçar²

2016

Pressacademia

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Leadership as a topic holds an important place in literature in the area of organization and management. Despite the research on managerial approaches and practices based on the cultural characteristics of western societies is abundant, the research reflecting cultural characteristics of eastern societies in the same field is scarce. On the other hand, recent research has frequently demonstrated that the leadership model based on paternalism phenomenon which reflects the dominant cultural characteristics of eastern societies is highly effective in those societies (Pellegrini et al., 2010). As substantial amount of studies show paternalistic leadership phenomenon is also a positive cultural value in our country. It is important to investigate the effects of this phenomenon on different affective and cognitive mechanisms that lead to positive employee behaviours. Regarding this, the purpose of this study is to examine the mediating role of trust in the leader on the effect of paternalistic leadership on organizational identification. The data is collected from 148 employees who work in three different industries in İzmir. The path analysis findings indicated that trust in leader mediates the relationship of benevolent leadership and identification. These findings compatible with hypothetical model. PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ ÖZETÖrgüt ve yönetim araştırmalarının temel çalışma alanlarından birini teşkil eden liderlik araştırmaları alan yazında önemli bir yer tutmaktadır. Ancak, batı toplumlarının kültürel özelliklerine dayalı etik bağlamdaki yönetsel anlayış ve uygulamalara ilişkin araştırmalar yaygın olmasına karşın, doğu toplumlarının kültürel özelliklerini yansıtan emik araştırmalar oldukça yetersizdir. Bununla birlikte son yıllardaki araştırmalarda, doğu toplumlarının baskın kültürel özelliğini yansıtan paternalizm olgusuna dayalı bir liderlik modelinin bu toplumlarda daha etkili olduğu sıklıkla ifade edilmektedir. Ülkemizde de olumlu bir kültürel değeri yansıttığı bir çok araştırmada ortaya konan paternalist liderlik olgusunun, işgörenleri olumlu iş davranışları sergilemeye yönlendiren farklı duyuşsal, bilişsel ve tutumsal mekanizmaları ne yönde etkilediğinin araştırılması bu açıdan önem arz etmektedir. Bu bağlamda çalışma, paternalist liderliğin örgütsel özdeşleşme üzerindeki etkisinde lidere güvenin aracılık rolünü incelemeyi amaçlamaktadır. Araştırmada veriler, İzmir ilindeki üç farklı endüstrideki 148 çalışan üzerinden kolayda örnekleme yöntemi ile toplanmıştır. Araştırma amacı doğrultusunda, path (yol) analizi bulguları, paternalist liderlik boyutlarından yardımseverlik ile özdeşleşme ilişkisinde varsayımlanan modele uygun olarak lidere güvenin aracılık rolü olduğunu göstermektedir.

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“…Several studies analyzing the bosssubordinate relationship have also found that trust has a direct effect on job satisfaction (Lagace, 1991;Brashear et al, 2003). Examples include Rich (1997), who shows that sales personnel are more satisfied with their jobs if they have honest bosses in whom they can place their trust; or Flaherty and Pappas (2000) who analyze the salespersonmanager relationship and conclude that trust has a major repercussion on job satisfaction. Likewise, in an empirical study in two firms Goris et al (2003) find that interpersonal trust is a determinant factor in job satisfaction.…”

Section: Insert Figure 1 ------------------------mentioning

confidence: 99%

Interpersonal trust, stress and satisfaction at work: an empirical study

2014

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STRUCTURED ABSTRACTPurpose. Due to the divergent conclusions about the effects of interpersonal trust on job satisfaction, the study aims to look more deeply into this relationship by introducing job stress as a mediator variable. Findings. Our findings show that interpersonal trust has a positive effect on job satisfaction, and that job stress partially mediates this relationship. Furthermore, interpersonal trust is negatively related to job stress, which in turn is negatively related to job satisfaction.Research limitations/implications. Despite the pertinence and size of the database used in the study, it is very heterogeneous. Future research might delimit the database by organization size or sector. Qualitative studies may also improve our understanding of the relationships studied and enable other concepts to be included. 2Practical implications. Cultivating a climate of trust may provide organizations with a strategy to improve levels of mental well-being and satisfaction among their employees.Originality/value. This research explains why interpersonal trust has a positive effect on job satisfaction. Our conceptualization of trust implies risk assumption and low risk perception; low perception of risk is presumed to reduce job stress, and in turn, increase job satisfaction. We also put forward reasons for why 'excessive' interpersonal trust has been related to negative effects on job satisfaction. 'Excessive' trust might infer high risk perception, which might increase job stress, and in turn decrease job satisfaction.

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The Sales Manager as a Role Model: Effects on Trust, Job Satisfaction, and Performance of Salespeople

Cited by 358 publications

References 39 publications

Managers’ conflict management styles and employee attitudinal outcomes: The mediating role of trust

Managers’ conflict management styles and employee attitudinal outcomes: The mediating role of trust

The effects of paternalistic leadership on organizational identification: the mediating role of trust in leader

Interpersonal trust, stress and satisfaction at work: an empirical study

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