Socialization and Trust in Work Groups
Socialization and Trust in Work Groups
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工作组中的社会化和信任
DOI：
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发表时间：
2002
期刊：
影响因子：
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通讯作者：
J. M. Levine
中科院分区：
文献类型：
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作者：
R. Moreland;J. M. Levine
组织中的信任已经提供了一些理论分析，但信任运作的社会背景往往被忽视。我们的分析研究了工作组中的信任，重点是随着时间的推移，这些群体的变化。社会化是工作群体时间变化的一种重要形式（莫兰&莱文，2000）。随着时间的推移，工作人员会进出这些组，因此大多数组包含处于不同成员资格阶段的人员。我们对有新成员或边缘成员的团体的正式成员可能出现的信任问题很感兴趣。其中一个问题是，一个群体的正式成员能在多大程度上信任这个群体中的新成员和边缘成员，这些新成员属于这个群体，但并不完全被这个群体所接受;另一个相关的问题是，正式成员在任何新成员或边缘成员面前能在多大程度上相互信任，这些新成员或边缘成员的思想、感情和行为必须受到仔细的监控和塑造，才能获得（或重新获得）这个群体的接受。在详细分析了这两个问题之后，我们最后确定了工作组随着时间的推移而发生变化时可能出现的其他几个信任问题。
Several theoretical analyses of trust in organizations have been offered, but the social context in which that trust operates is often ignored. Our analysis examines trust in work groups, with a focus on changes in such groups over time. Socialization is an important form of temporal change in work groups (Moreland & Levine, 2000). Workers move into and out of these groups over time, so most groups contain people in different membership phases. We are intrigued by the issues of trust that can arise for full members of groups with new or marginal members. One such issue is how much a group’s full members can trust its new and marginal members, who belong to the group, but are not fully accepted by it. A related issue is how much full members can trust each other around any new or marginal members, whose thoughts, feelings, and behavior must be carefully monitored and shaped before they gain (or regain) the group’s acceptance. After analyzing both of these issues in some detail, we close by identifying several other issues of trust that can arise in work groups as they change over time.