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TrustandtheManager-SubordinateDyad:
VirtualWorkasaUniqueContext

KarenMoustafa-Leonard
IndianaUniversity-PurdueUniversityFortWayne

Abstract

Despitetheimportanceofmanagertrustinsubordinates,littlehasbeendoneto
examinetheroleofmanagers’trustinsubordinates,althoughagreatdealofresearch
hasbeendoneconcerningwaystoinduceemployees’trustintheirmanagersand
organizations.Inthispaper,themechanismsofmanagerialdevelopmentoftrustin
virtualworkareoutlined,asauniquecontext,andanattemptismadetodefinesomeof
thepotentialmoderators.Managementtrustdevelopmentisconceptualizedina
framework,andimplicationsforfutureresearchandpracticeareidentified.Itmaybe
thatimprovingmeasurementofvirtualworkwillimprovethelinkagesleadingtotrustin
thedyad,particularlymanagers’trustinsubordinates.

TRUSTANDORGANIZATIONALBEHAVIORRESEARCH

Itisevidentthattrustbetweenorganizationalmembersallowscoordinationand
completionofwork.Notonlydoemployeesneedtohavetrustintheorganization,the
manager,andtheirpeers,butthemanagermusttrustthesubordinatesforwhomheor
sheisresponsible.Despitetheimportanceofmanagertrustinsubordinates,littlehas
beendonetoexaminetheroleofmanagers’trustinsubordinates,althoughsome
papersontopicssuchase-leadership(Cascio&Shurygailo,2002)andoverall
relationshipinfluences(Dambrin,2004)arebeginningtosurface.Littleworkhasbeen
doneonthislatteraspectoftherelationship,Mostworktodatehasfocusedoninducing
employees’trustintheirmanagersandorganizations(forexample,Connell&Ferres,
2003;Thoms,Dose,&Scott,2002).

Thispaperexaminestherelationshipoftrustofmanagersintheirsubordinateswho
workandcommunicateprimarilythroughuseofcomputers(i.e.,subordinateswhodo
notgenerallycommunicatewiththeirmanagersthroughface-to-faceencounters),rather
thanthosewhospendadayortwoaweekawayfromthemanager.Thesubordinates
wediscussmaybeonlyashortwalkawayfromthemanageronanotherfloorofthe
samebuilding,ortheymayworkinanotherlocationinthecity,state,country,oreven
acrossnationalboundaries.Formerly,theseindividualswerecalledteleworkers,but
thenewpa