2009 AHRD  International Research Conference in The Americas<br />The Moderating Impacts of Individualistic-Collectivistic...
Purpose<br />I-C Model<br />Trust<br />To address how an individual’s socio-cultural     value orientation moderates the i...
Literature Review<br />Interpersonal Trust in an Organization<br /><ul><li>Affect-based interpersonal trust</li></ul>    -...
Framework<br />Individualistic-Collectivistic tendency<br />I-C Model<br />Trust<br />Cooperation<br />Organization<br />T...
Hypotheses<br />The effect of affect-based interpersonal trust on cooperation intention will change, depending on levels o...
Methodology<br />Sampling & Data<br /><ul><li> Subject organization</li></ul>    -Two major Korean companies<br /><ul><li>...
Research Methodology<br />Measures<br /><ul><li> Interpersonal trust: 11 items with two factors
 I-C tendency: 8 items with one factor
 Cooperation intention: 3 items with one factor</li></ul>I-C Model<br />Trust<br />Cooperation<br />Organization<br />Team...
 The more collectivistic, the more cooperative
 The moderating effect is statistically significant.</li></li></ul><li>Findings<br />Model 2 (for Hypothesis 2)<br />I-C M...
 The moderating effect is statistically significant.</li></li></ul><li>Findings<br />Illustration of the moderating effect...
Implications<br />Influential mechanism on cooperation <br />I-C Model<br /><ul><li> How to foster cooperative behavior in...
 How to understand and manage team dynamics</li></li></ul><li>Limitations<br />Representativeness-randomness issue<br /><u...
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Kim Song Ahrd2009

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Kim Song Ahrd2009

  1. 1. 2009 AHRD International Research Conference in The Americas<br />The Moderating Impacts of Individualistic-Collectivistic Orientation on the Relations between Trust and Cooperation<br />I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br />Hong Min Kim<br />The Pennsylvania State University<br />JiHoon Song<br />The Oklahoma State University<br />
  2. 2. Purpose<br />I-C Model<br />Trust<br />To address how an individual’s socio-cultural value orientation moderates the impact of interpersonal trust on cooperation intention<br />Cooperation<br />Organization<br />TeamDevelopment<br />
  3. 3. Literature Review<br />Interpersonal Trust in an Organization<br /><ul><li>Affect-based interpersonal trust</li></ul> -Emotional bonds / Virtue of relationships<br /><ul><li>Cognition-based interpersonal trust</li></ul> -Cognitive criteria (e.g., competence & consistency)<br />I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br />Socio-Cultural Tendency at the individual level<br /><ul><li> Individualistic</li></ul> -Self-perspectives, interests, and goals<br /><ul><li>Collectivistic</li></ul> -Shared perspectives, interests, norms, and so on<br />
  4. 4. Framework<br />Individualistic-Collectivistic tendency<br />I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br />Interpersonal Trust<br />Cooperation Intention<br />-Affect-based<br />-Cognition-based<br />
  5. 5. Hypotheses<br />The effect of affect-based interpersonal trust on cooperation intention will change, depending on levels of I-C tendency<br />H1.<br />I-C Model<br />Trust<br />Cooperation<br />H2.<br />The effect of cognition-based interpersonal trust on cooperation intention will change, depending on levels of I-C tendency<br />Organization<br />TeamDevelopment<br />
  6. 6. Methodology<br />Sampling & Data<br /><ul><li> Subject organization</li></ul> -Two major Korean companies<br /><ul><li> Procedure</li></ul> -Initial contact & Support agreement <br /> -Random recruitment e-mailing systems (1,614)<br /> -Participant identification<br /> -Web-based survey administration<br /><ul><li> Data</li></ul> - 321 cases with the response rate of 20%<br />I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br />
  7. 7. Research Methodology<br />Measures<br /><ul><li> Interpersonal trust: 11 items with two factors
  8. 8. I-C tendency: 8 items with one factor
  9. 9. Cooperation intention: 3 items with one factor</li></ul>I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br />Measure Translation<br /><ul><li> Three time forward & backward processes with five HRD experts</li></li></ul><li>Findings<br />Model 1 (for Hypothesis 1)<br />I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br /><ul><li> The higher the level of affect-based trust, the more cooperation intention
  10. 10. The more collectivistic, the more cooperative
  11. 11. The moderating effect is statistically significant.</li></li></ul><li>Findings<br />Model 2 (for Hypothesis 2)<br />I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br /><ul><li> The higher the level of cognition-based trust, the more cooperation intention
  12. 12. The moderating effect is statistically significant.</li></li></ul><li>Findings<br />Illustration of the moderating effects<br />I-C Model<br />Model 2<br />Model 2<br />Model 1<br />Model 1<br />4.5<br />4.5<br />Collectivistic<br />Collectivistic<br />Trust<br />4.0<br />4.0<br />4.5<br />4.5<br />Cooperation Intention<br />Cooperation Intention<br />Collectivistic<br />Collectivistic<br />Cooperation<br />Organization<br />TeamDevelopment<br />3.5<br />3.5<br />4.0<br />4.0<br />Cooperation Intention<br />Individualistic<br />Individualistic<br />Cooperation Intention<br />3.0<br />3.0<br />3.5<br />3.5<br />Low<br />Low<br />High<br />High<br />Individualistic<br />Individualistic<br />Affect-based trust<br />Cognition-based trust<br />3.0<br />3.0<br />Low<br />Low<br />High<br />High<br />Affect-based trust<br />Cognition-based trust<br />
  13. 13. Implications<br />Influential mechanism on cooperation <br />I-C Model<br /><ul><li> How to foster cooperative behavior in organizations</li></ul>Trust<br />Cooperation<br />Practical points for a team leader<br />Organization<br />TeamDevelopment<br /><ul><li> How to design job interdependency
  14. 14. How to understand and manage team dynamics</li></li></ul><li>Limitations<br />Representativeness-randomness issue<br /><ul><li> Population representativeness</li></ul> -Two organizations involved <br /><ul><li> Sampling bias</li></ul> -Low response rate<br />I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br />Measurement issue<br /><ul><li> Intention is not the same as behavior</li></ul>Limited interpretation of the results<br /><ul><li> In case of weak or no trust</li></li></ul><li>Future Research<br />To enhance representativeness <br /><ul><li> Subject organization
  15. 15. High response rate
  16. 16. Systematic procedure for sampling</li></ul>I-C Model<br />Trust<br />Cooperation<br />Organization<br />TeamDevelopment<br />To include other performance factors<br /><ul><li> Job-related or team-level factors</li></ul>To apply the model to other situations<br /><ul><li> No trust
  17. 17. Distrust</li></li></ul><li>I-C Model<br />Trust<br />Q & A<br />Cooperation<br />Organization<br />TeamDevelopment<br />

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