This study was a really good read, because it was very relevant towards trust in virtual teams. They conduct interviews with professionals of face-to-face and virtual teams and also look at the context of trust in long-term teams.
What stood out to me were the results on perceived trustworthiness. In 1995, Mayer and Colleagues previously found that ability, benevolence, and integrity we're categories of perceived trustworthiness. This study, sheds light on two more categories that they found to be a part of perceived trustworthiness in a team -- and that was predictability: consistent and regular behavior, and transparency: need for clear and open information exchange within teams. They also found three main categories of risk taking behaviors: disclosure, reliance, and contact seeking.
The taxonomy shown below, can help to create teams with a high climate culture of trust. Some "ways to increase perceived task-related ability are, online profiles, shared data-bases, information in email signatures as well as online feedback systems". Additionally, “a clear description of task responsibilities, feedback about work processes as well as workflow management systems could help to increase the perceived transparency in the team.”
This study was a really good read, because it was very relevant towards trust in virtual teams. They conduct interviews with professionals of face-to-face and virtual teams and also look at the context of trust in long-term teams.
What stood out to me were the results on perceived trustworthiness. In 1995, Mayer and Colleagues previously found that ability, benevolence, and integrity we're categories of perceived trustworthiness. This study, sheds light on two more categories that they found to be a part of perceived trustworthiness in a team -- and that was predictability: consistent and regular behavior, and transparency: need for clear and open information exchange within teams. They also found three main categories of risk taking behaviors: disclosure, reliance, and contact seeking.
The taxonomy shown below, can help to create teams with a high climate culture of trust. Some "ways to increase perceived task-related ability are, online profiles, shared data-bases, information in email signatures as well as online feedback systems". Additionally, “a clear description of task responsibilities, feedback about work processes as well as workflow management systems could help to increase the perceived transparency in the team.”