Theses and Dissertations
Date of Award
2008
Document Type
Dissertation
Degree Name
Doctor of Education (EdD)
Department
Abraham S. Fischler College of Education and School of Criminal Justice
Advisor
Allen D. Eury
Committee Member
Barbara H. Zwadyk
Committee Member
Maryellen Maher
Keywords
Behavior Development, Group Dynamics, Individual Dynamics and Characteristics, Transformative Learning
Abstract
This quasiexperimental study investigated the effects a trust-building intervention had on employee trust specifically in such areas as transparency, responsiveness, understanding and caring, sincerity, and trustworthiness. Specifically, this study addressed the research questions about whether a trust-building intervention with supervisors led to improved working relationships with nonmanagement employees and whether improvements in the working relationships persisted and remained detectable for 6 weeks following the intervention.
Preintervention and postintervention questionnaires were administered to nonmanagement experimental and control groups to measure the dimensions of transparency, responsiveness, understanding and caring, sincerity, and trustworthiness. The results indicated that the trust-building intervention had a positive effect on employee trust.
Although 6 weeks after the intervention and one-on-one postintervention coaching, the data indicated a significant and positive change in the nonmanagement experimental group’s perceptions regarding their supervisors’ ability to demonstrate trust-related behaviors in areas such as transparency, understanding and caring, sincerity, and trustworthiness, the researcher recommended that further research of this nature be conducted on a larger scale using a design that allows more time for a comprehensive intervention to work. The researcher also recommended that the researcher-developed measurement tool be psychometrically evaluated to ensure validity and reliability. Finally, the researcher recommended that future development initiatives be implemented in the area of manager responsiveness to specifically assist the target division’s supervisors (a) effectively establish two-way communications, (b) demonstrate a willingness to listen, (c) communicate through visible leadership activities, (d) create open and free-flowing communications with the employees, and (e) exhibit tolerant behaviors.
NSUWorks Citation
Travis O. Davidson. 2008. Evaluating the Effects of a Trust-Building Intervention on Employee Trust. Doctoral dissertation. Nova Southeastern University. Retrieved from NSUWorks, Abraham S. Fischler College of Education and School of Criminal Justice. (1006)
https://nsuworks.nova.edu/fse_etd/1006.