Conditions for the Development of Trust between Managers & Union Representatives in a Context of Innovation

Defines various types of trust, distinguishing particularly between identity-based trust ,seen as emotional , & value-based trust seen as rational. Examining the development of trust between managers & union representatives is described as being of particular interest since it falls into the...

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Bibliographic Details
Published in:Relations industrielles (Québec, Québec) Québec), 2008-01, Vol.63 (1), p.85-107
Main Authors: Laplante, Normand, Harrisson, Denis
Format: Article
Language:fre
Subjects:
Butler, Judith
Innovations
Managers
Questionnaires
Trust
Unions
Variables
Workplaces
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Summary:Defines various types of trust, distinguishing particularly between identity-based trust ,seen as emotional , & value-based trust seen as rational. Examining the development of trust between managers & union representatives is described as being of particular interest since it falls into the latter category which is rarely studied. Concludes by identifying factors that can contribute to this type of trust in a context of innovation. Trust relationships are seen to improve or fail to improve depending on how the process of innovation is approached. This is more important than the type of innovations in question. Further, concludes the cognitive, rational type of trust is more readily developed in the workplace than the identity-based variety. Methodology includes the use of four dimensions of the Butler scale as measures of trust, the use of questionnaires filled out by managers & union representatives from a thousand firms, & factoring in various dependent variables. Both trust relationships & degree of improvement in such relationships are charted. Tables, Figures, References. R. Ruffin
ISSN:0034-379X
DOI:10.7202/018123ar