ORGANIZATIONAL TRUSTWORTHINESS AND EMPLOYEE INNOVATIVE WORK BEHAVIOUR

Purpose: The purpose of this paper was to examine the relationship between organizational trustworthiness and employee innovative work behaviour.Methodology: The paper is designed as a theoretical paper and as such discusses related theories which conceptualize and detail the relationship between the variables. The content of the paper addressed the nature and implications of organizational trustworthiness for employee innovative work behaviour by offering insight on issues which bother on employee work expectations, as well as the relationship between managers/supervisors and their employees.Findings: It was stated that there is the need for organizations to emphasis on practices and qualities which express their substantial levels of benevolence, integrity and competence as a way of enhancing their trustworthiness and as such, increasing employee innovative behaviour within the workplace.Unique Contribution to Practice and Policy: The management should focus on developing work structures that are transparent and which allow for active participation and involvement; such that actions and decisions by the leadership can be justified on the basis of competency and integrity, thus boosting the confidence of employees in the organization.

Transparency and accountability in the Nepalese corporate sector: a critical assessment

Background: In the present changing context of Nepal, accountability and transparency may not only be treated as functionally interdependent, but also equally important in the process of maintaining effective governance in all contexts by imparting a system based on fairness, ethics, accountability, transparency and delivered quality. Therefore, it is essential for organiza­tions to follow the pathways of sustainable governance in order to enhance their desired level system efficiency and effectiveness. Objectives: Primarily, the present work was accomplished to have a critical assessment of prevalence of corporate governance in the Nepalese corporate sector with focus on compliance of transparency and account­ability. Methods: The present work was accomplished using a fully qualitative method of inquiry by performing a compliance review of transparency and accountability. Results: Universal evidence of existing literature confirms that account­ability and transparency play vital role in transforming organizational trustworthiness. The practice of transparency provides access to conve­nient and reliable information required to enhance organizational deci­sion-making, which ultimately results in improved level of performance. As a component ethical management, corporate governance, refers to the visionary proposition of organizational leadership for shared expectations of valued stakeholders. The world practices confirm that both transparen­cy and accountability should go side by side to achieve quality and ethical organizational system practices, results and outcomes. Conclusions: Since Nepal is a new practitioner of modern concepts of corporate governance, its effective compliance is still infant. Thus, the Gov­ernment of Nepal needs to devise and enact needful policy reforms. Implications: The present paper may serve instrumental as it attempts to analyze the existing evidences, discusses how approaches to learning of trans­parency and accountability might be improved, and recommends how the Nep­alese corporate sector in the field of CG could be enhanced and empowered with a vision to sustainable corporate development and promotion in the country.

Trusting Green: The Organizations behind the Information

Chapter 3 begins with a decision scenario involving the Forest Stewardship Council and Sustainable Forestry Initiative. They both provide information about toilet paper greenness, but which of these claims should we trust? The concepts of trustworthiness, accountability, credibility, and legitimacy are introduced to address this question, and then used to analyze the 245 cases of eco-labels and sustainability ratings in the EEPAC Dataset. Accountability relationships to funders, advisors and other actors in the public, private, and civil sectors are analyzed, and the reputational and trustworthiness implications of these relationships are discussed. Signals of credibility, such as expertise and independence, are also identified and discussed. The chapter concludes with a discussion of promising and problematic organizational practices related to organizational trustworthiness, and particularly those that enhance the transparency and clarity of a program’s accountability relationships.

Organizational trustworthiness – empirical insights from a Chinese perspective

Purpose The purpose of this paper is to examine the nature of trustworthiness at an organizational level. A comparison of Chinese and US perspectives facilitated the identified insight into the nature of trustworthiness. Design/methodology/approach This paper is an exploratory study of cross-cultural perceptions of trustworthiness at an organizational level. A survey was administered to business school students, faculty members and industrial managers in a major Chinese city. Usable data collected from 398 respondents was analyzed identifying significant factors characterizing organizational trustworthiness. Findings Seven factors were identified that characterize organizational trustworthiness. These factors were significant for both US and Chinese respondents, with procedural fairness considered most important of the identified factors. Originality/value This paper contributes to trustworthiness literature at the organizational level. Prior empirical research is based on data collected from US business school students. This is the first reported study based on a comparison of data collected from Chinese and US participants. Identifying the seven significant factors characterizing organizational trustworthiness has practical value to international employers who work with the Chinese students who will become tomorrow’s Chinese employees.