Chapter 8

Question 1

Trust

Answer 1

The willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions.
- One of the most important factors of reputation.

Question 2

Justice

Answer 2

The perceived fairness of an authority’s decision making.
- Can be used to explain why employees judge some authorities to be more trustworthy than others.

Question 3

Ethics

Answer 3

The degree to which the behaviours of an authority are in accordance with moral norms.
- Can be used to explain why authorities decide to act in a trustworthy or untrustworthy manner.

Question 4

Disposition-based trust

Answer 4

Means your personality traits include a general tendency to trust others.
- Used for new relationships

Question 5

Trust propensity

Answer 5

A general expectation that the words, promises, and statements of individuals and groups can be relied upon. Product of both nurture and nature.

Question 6

Cognition-based trust

Answer 6

Trust rooted in a rational assessment of the authority’s trustworthiness.
- Used for most relationships
- We eventually gain enough knowledge to gauge the authority’s trustworthiness – characteristics or attributes of a person that inspire trust, including perceptions of ability, benevolence, and integrity.

Question 7

Affect-based trust

Answer 7

Your trust depends on feelings toward the authority that go beyond any rational assessment.
- Used for few relationships
- More emotional than rational.

Question 8

Ability

Answer 8

The skills, competencies, and areas of expertise that enable an authority to be successful in some specific area.

Question 9

Benevolence

Answer 9

The belief that an authority wants to do good for a trustor, apart from any selfish or profit-centred motives

Question 10

Integrity

Answer 10

The perception that an authority adheres to a set of values and principles that the trustor finds acceptable.

Question 11

Distributive justice

Answer 11

Reflects the perceived fairness of decision-making outcomes.
- Gauged by asking whether decision outcomes, such as pay, rewards, evaluations, promotions, and work assignments, are allocated using proper norms. The proper norm is equity, with more outcomes allocated to those who contribute more input.
- Equity norm, equality norm, need norm.

Question 12

Interpersonal justice

Answer 12

The perceived fairness of the interpersonal treatment received by employees from authorities.
- Fostered when authorities adhere to the respect rule and propriety rule.
* Respect rule - whether authorities treat employees in a dignified and sincere manner.
* Propriety rule - reflects whether authorities refrain from making improper or offensive remarks.

Question 12

Procedural justice

Answer 12

The perceived fairness of decision-making processes.
- Fostered when authorities adhere to rules of fair processes.
* Voice rule - giving employees a chance to express their opinions and views during the course of decision making.
* Correctability rule - providing employees with a chance to request an appeal when a procedure seems to have work ineffectively.

Question 13

Abusive supervision

Answer 13

The sustained display of hostile verbal and nonverbal behaviours, excluding physical contact.

Question 14

Informational justice

Answer 14

The perceived fairness of communications provided to employees from authorities.
* Justification rule - authorities explain decision-making procedures and outcomes in a comprehensive and reasonable manner.
* Truthfulness rule - communications be honest and candid.

Question 15

Prescriptive ethics

Answer 15

Scholars debate how people ought to act using various codes and principles.
- Dominant lens for legal, medical, and much of economical ethics

Question 16

Descriptive ethics

Answer 16

Scholars rely on scientific studies to observe how people tend to act based on certain individual and situational characteristics.
- Dominant lens in psychology.

Question 17

Merely ethical behaviour

Answer 17

Behaviour that adheres to some minimally accepted standard of morality.
- Ex. obeying labour laws and complying with formal rules and contracts.

Question 18

Especially ethical behaviours

Answer 18

Ones that exceed some minimally accepted standard of morality.
- Ex. Charitable giving or whistle-blowing – employees’ exposing illegal or immoral actions by their employers.

Question 19

Four-component model

Answer 19

A model that argues that ethical behaviours result from the multistage sequence of moral awareness, moral judgement, moral intent, and ethical behavior.

Question 20

Moral Awareness

Answer 20

Recognition by an authority that a moral issue exists in a situation.

Question 21

Moral intensity

Answer 21

The degree to which an issue has ethical urgency.
Dimensions of moral intensity:
- Magnitude of consequences
- Probability of effect
- Temporal immediacy
- Concentration of effect
- Social consensus
- Proximity

Question 22

Moral attentiveness

Answer 22

The degree to which people chronically perceive and consider issues of morality during their experiences.

Question 23

Moral judgement

Answer 23

The process people use to determine whether a particular course of action is ethical or unethical.

Question 24

Cognitive moral development

Answer 24

People’s movement through several states of moral development, each more mature and sophisticated than the prior one.
* Preconventional stage – right versus wrong is viewed in terms of the consequences of various actions for the individual.
* Conventional stage – right versus wrong is referenced to the expectations of one’s family and one’s society.
* Principled (or postconventional) stage – Right versus wrong is referenced to a set of defined, established moral principles.

Question 25

Moral intent

Answer 25

An authority’s degree of commitment to the moral course of action.

Question 26

Relationship between trust and job performance and organizational commitment

Answer 26

Trust has a moderate positive effect on job performance.

Trust has a strong positive effect on organizational commitment.

Question 27

Economic exchange

Answer 27

Work relationships that resemble a contractual agreement by which employees fulfill job duties in exchange for financial compensation.

Question 28

Social exchange

Answer 28

Work relationships characterized by mutual investment, with employees willing to engage in “extra mile” sorts of behaviours because they trust that their efforts will eventually be rewarded.
- Social exchange relationships develop as trust increases.

Question 29

Corporate social responsibility

Answer 29

A perspective that acknowledges that the responsibility of a business encompasses the economic, legal, ethical, and citizenship expectations of society.