Nasze serwisy używają informacji zapisanych w plikach cookies. Korzystając z serwisu wyrażasz zgodę na używanie plików cookies zgodnie z aktualnymi ustawieniami przeglądarki, które możesz zmienić w dowolnej chwili. Więcej informacji odnośnie plików cookies.

Obowiązek informacyjny wynikający z Ustawy z dnia 16 listopada 2012 r. o zmianie ustawy – Prawo telekomunikacyjne oraz niektórych innych ustaw.

Wyłącz komunikat



Logowanie za pomocą Centralnej Usługi Uwierzytelniania PRz. Po zakończeniu pracy nie zapomnij zamknąć przeglądarki.

Humanities and Social Sciences (dawna nazwa: Ekonomia i Nauki Humanistyczne)

Humanities and Social Sciences
(dawna nazwa: Ekonomia i Nauki Humanistyczne)
20 (2/2013), DOI: 10.7862/rz.2013.hss.17


Dagmara LEWICKA, Katarzyna KROT
Submitted by: Justyna Stecko

DOI: 10.7862/rz.2013.hss.17


The fact that the problem of trust inside and between organizations as well as on the macro scale is becoming more and more important shows that it is a crucial element of management. A selection of the optimal solution requires having absolute trust in the other party. Trust underlies all business relations in the days of modern technology which facilitate an activity in the geographic space without limits. The research points to the relation between an enterprise’s results, its innovation and competitiveness and the level of corporate trust. This article presents the measurement and analysis of trust in a group of 262 respondents. Eighteen innovative enterprises of different size were selected to do the research. The purpose of the paper was to measure the level of trust in three dimensions in given enterprises. The following dimensions of trust inside organizations were taken into account: institutional, vertical and horizontal trust. It was assumed that the entities under examination should be characterized by a high level of trust especially in vertical and horizontal dimension because of being innovative enterprises. It has been established so far that the trust in relations between a superior and supervisor plays a significant role for creating innovations. Since innovations are most frequently the result of team work, horizontal trust seems to be an important factor in their creation. Different aspects of trust depending on the respondent’s particulars and a represented company were also analyzed.

Full text (pdf)


[1] Buckley, F. Chughtai, A. A. Assessing the effects of organizational identification on in-role job performance and learning behaviour: The mediating role of learning goal orientation. Personnel Review, 2010,No 39, 2, pp.242-258.
[2] Ciancutti, A., Steding, T. Built on trust: Gaining competitive advantage in any organization. Chicago: Contemporary Books.2001.
[3] Grudzewski W.M., Hejduk I.K., Sankowska A., Wańtuchowicz M.: Zarządzanie zaufaniem w przedsiębiorstwie, Oficyna Publishing House, Krakow 2009.
[4] Hosmer, L.T. ―Trust: the connecting link between organizational theory and philosophical ethics‖, Academy of Management Review,1995, No. 20(2), pp. 379-403.
[5] Galford L. Drapeau A.S.The Enemis of Trust, ―Harvard Business Review‖2003 No 8(2), pp 88-95.
27 J. Mishra, M.A. Morrissey, Trust in employee/employer relationships: A survey of West Michigan Managers, Public Management, 1990,Vol. 19 (4), pp. 443-485. Paul D.L.,Mc Daniel R.R.Jr. A Field Study of the Effect of Interpersonal Trust on Virtual Collaborative Relationship Performance MIS Quarterly 2004,Vol. 28, No. 2 ,Jun., pp. 183-227. 28 A.Y. Zhang, A.S. Tsui, L.J. Song, Ch. Li, L. Jia, How do I trust thee? The employee-organization relationship, supervisory support, and middle manager trust in the organization, Human Resource Management, 2008, No. 47 (1), pp. 111–132
The level of trust … 105
[6] Herting S. R., A curvilinear model of trust and innovation with implications for China’s transition, ‖ Chinese Public Administration Review‖ 2002, No 1(2/4) pp.291-306
[7] Lane, C., Theories and Issues in the Study of Trust, in: Lane, C. and Bachmann, R., Trust Within and Between Organizations: Conceptual Issues and and Empirical Applications, Oxford Universiyty Press, Oxford,2000, 1-30.
[8] Leimeister, J. M., Ebner, W., & Krcmar, H. Design, Implementation, and Evaluation of Trust - Supporting Components in Virtual Communities for Patients. Journal of Management Information Systems, 2005, No 21(4) pp. 101-135.
[9] Lewicka D. The importance of employer’s Brand in Employee Acquisition and retention (stabilization) processes, eds. D Lewicka ―Organisation Management. Competitiveness Social Responsibility, Human Capital‖ AGH University of Science and Technology Press, Krakow 2010, pp.585-601.
[10] Loon Hoe, S. ―Is interpersonal trust a necessary condition for organisational learning?‖, Journal of Organisational Transformation and Social Change,2007, Vol. 4 (2), pp. 149–156.
[11] McAllister, D.J. Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 1995,38(1), 24-59.
[12] McElroy, M.W. ―Social Innovation Capital‖, Journal of Intellectual Capital, 2002,Vol. 3 (1), pp. 30–39.
[13] Mishra, J., Morrissey, M.A. ―Trust in employee/employer relationships: A survey of West Michigan Managers‖, Public Management, 1990,Vol. 19 (4), pp. 443-485. Paul D.L.,Mc Daniel R.R.Jr. A Field Study of the Effect of Interpersonal Trust on Virtual Collaborative Relationship Performance MIS Quarterly 2004,Vol. 28, No. 2 ,Jun., pp. 183-227.
[14] Putnam R., "Bowling Alone: The Collapse and Revival of American Community" New York: Simon & Schuster,2000.
[15] Sako M., Does trust Improve Business Performance? in:Organizational Trust eds. R. M. Kramer, 2006,Oxford University Press, Oxford pp.267-292.
[16] Seppanen R., Blomqvist K., Sundqvist S.: Measuring inter-organizational trust—a critical review of the empirical research in 1990–2003, ―Industrial Marketing Management‖, 2007, No 36, pp. 249 – 265.
[17] Shockley-Zalabak, P., Ellis, K., & Winograd, G. ,Organizational trust: what it means, why it matters. Organization Development Journal, 2000,18(4), pp.35-48.
[18] Sztompka, P ―Zaufanie. Fundament społeczeństwa‖, Znak Publishing House, Krakow, 2007.
[19] Tzafrir S. S., Eitam-Meilik M., ―The impact of downsizing on trust and employee practices in high tech firms: A longitudinal analysis‖, Journal of High Technology Management Research,2005,Vol. 16, pp. 193–207.
[20] Tzafrir, S. S. and Gur, A. B. A.: HRM Practices and Perceived Service Quality: The Role of Trust as a Mediator, ―Research and Practice in Human Resource Management‖ 2007, Vol. 15(2), pp. 1-20.
[21] WangR., Rubenstein- Montano B. The Value of Trust in Knowledge Sharing in Knowledge Management: Current Issues and Challenges ed. E. Coakes, IGI Publishing, 2003,Hershey pp.116- 130
[22] Whitener, E. M., Brodt, S. E., Korsgaard, M. A., Werner, J. M., „Managers as initiators of trust: an exchange relationship framework for understanding managerial trustworthy behavior‖, Academy of Management Review, 1998,Vol. 23 (3), pp. 513-530.
[23] Williamson, O. E. ―The Economic Institution of Capitalism‖, Free Press, New York,1985.
[24] Zaheer, A., McEvily, B., Perrone, V. ―Does trust matter? Exploring the effects of interorganizational and interpersonal trust on performance‖, Organization Science, 1998 No. 9 (2), pp. 141-159.

About this Article


Dagmara LEWICKA (1)
Katarzyna KROT (2)

(1) ... (afiliacja nr 1 dla Dagmara LEWICKA)
AGH Akademia Górniczo- Hutnicza, Wydział Zarządzania
(2) ... (afiliacja nr 1 dla Katarzyna KROT)
Politechnika Białostocka, Wydział Zarządzania,

Justyna Stecko

Humanities and Social Sciences
20 (2/2013)

inter-organisational trust, vertical trust, horizontal trust, organization






Publishing House of Rzeszow University of Technology Powstańców Warszawy 12, 35-959 Rzeszow

POLITECHNIKA RZESZOWSKA im. Ignacego Łukasiewicza; al. Powstańców Warszawy 12, 35-959 Rzeszów
tel.: +48 17 865 11 00, fax.: +48 17 854 12 60
Administrator serwisu: