Doctoral Dissertation Research: The Processes and Politics of Trust at Work

博士论文研究：工作中信任的过程和政治

• 批准号: 1738706
• 负责人: Allison Pugh
• 金额: $ 1.15万
• 依托单位: University of Virginia Main Campus
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2017
• 资助国家: 美国
• 起止时间: 2017-07-01 至 2018-06-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1738706&HistoricalAwards=false
• 关键词: Doctoral; Dissertation; Research; Processes; Politics

This project analyzes how post-industrial workers accomplish and interpret interpersonal trust at work and how this trust influences workers' job perceptions within a broader context of labor insecurity. The project will expand knowledge in two scholarly fields. To the interdisciplinary scholarship on trust, the project offers a conceptual framework that addresses inconsistencies in the definition and measurement of trust across different studies. The project also enhances labor process theory by investigating how trust organizes workplace relationships at a time when more traditional work structures, such as internal labor markets and unions, are eroding. In highlighting how trust not only fosters economic production but also guides workplace meanings and commitments, the findings from this project can help employers to create more inclusive and supportive work environments that attract, develop and capitalize on global talent. In addition, worker advocates and policymakers can use the project's findings to educate workers about the benefits and liabilities of trust and to develop institutional supports and policies that help workers leverage workplace relations to promote economic security and mobility. Workplace trust presents an empirical puzzle for sociologists of culture, labor and inequality. In national surveys, Americans indicate high levels of interpersonal trust at work while reporting very little trust more generally. Prior research suggests interpersonal trust in the workplace should be eroding in today's climate of transient and flexible work, workforce diversity and systematic employee surveillance, yet workers' trust in one another and in managers seems to persist within contemporary American workplaces. The proposed research investigates this apparent incongruity by asking: (1) how trust is collectively constituted within local work contexts that are distinctly structured by varying levels of hierarchy, surveillance and social status and (2) how processes of trust influence the ways in which workplace actors develop and understand work relationships and assess work situations. These processes are studied in two class-differentiated, service sector worksites through 12 months of participant observations and 80 in-depth interviews with workers and managers.

这个项目分析了后工业工人如何在工作中实现和解释人际信任，以及这种信任如何影响工人在更广泛的劳动不安全背景下的工作感知。 该项目将扩大两个学术领域的知识。 对于信任的跨学科奖学金，该项目提供了一个概念框架，解决了不同研究中信任定义和测量的不一致性。 该项目还通过调查信任如何在更传统的工作结构（如内部劳动力市场和工会）受到侵蚀时组织工作场所关系来增强劳动过程理论。 在强调信任如何不仅促进经济生产，而且指导工作场所的意义和承诺时，该项目的调查结果可以帮助雇主创造更具包容性和支持性的工作环境，吸引，发展和利用全球人才。 此外，工人倡导者和决策者可以利用该项目的调查结果，教育工人了解信任的好处和责任，并制定机构支持和政策，帮助工人利用工作场所的关系，以促进经济安全和流动性。 职场信任为文化、劳动和不平等的社会学家提出了一个经验难题。在全国性调查中，美国人在工作中表现出高度的人际信任，而在更广泛的情况下，他们的信任程度却很低。先前的研究表明，在当今短暂和灵活的工作环境中，工作场所的人际信任应该受到侵蚀，劳动力多样性和系统的员工监督，但工人对彼此和管理者的信任似乎在当代美国工作场所中持续存在。 拟议的研究调查这一明显的不协调问题：（1）如何集体构成的信任是由不同层次的层次结构，监督和社会地位的地方工作环境中，以及（2）如何信任的过程影响的方式，工作场所的演员发展和理解工作关系和评估工作情况。 这些过程进行了研究，通过12个月的参与观察和80个工人和管理人员的深入访谈，在两个阶级分化，服务部门的工作场所。