| dc.description.abstract | The aim of this dissertation is to explore the development, management and
measurement of interpersonal trust in the context of a business network. More
specifically, the focus is building and managing trust in the early stages of
networking by examining how interpersonal trust forms in business networks
and anchors relationships, and in addition, how the level of interpersonal trust
could be measured. The data for this study is a qualitative, and collected from the
business network that operates in the health, exercise and wellbeing sector. This
study consists of three main parts: an introductory essay that consists of the
research task, conceptual framework and methodological choices, four articles
that present different angles to the studied phenomenon, and a final part
including a discussion and the conclusions.
This interdisciplinary study takes part in discussions of leadership and
psychology, more precisely, the areas of interpersonal trust and business
networking. The key contributions of this study are in the trust-building
dimensions for the management of interpersonal trust. More holistic view is
needed for the management of interpersonal trust at the business network level.
Interpersonal trust building is a slow process that can also easily be discontinued
as a result of blockers. Respect and fairness can be seen as important enablers for
interpersonal trust, and in addition, active and open communication is needed.
The enablers and blockers were found in the early formation of interpersonal
trust and are divided into seven areas: earlier positive experiences, trustworthy
actions, communication, personality, environment, atmosphere and trust at the
network level. The findings of this study highlight the meaning of different
dimensions in the development and management of interpersonal trust, such as
leadership skills, communication, actions and commonalities, the environment
and atmosphere, but also dimensions that are difficult to control. This study
points out that it is essential to create performance metrics that concentrate on
aspects of business collaboration, such as trust, and suggest the following
performance metrics for trust: frequency of interaction, and quality of interaction
and communication. Finally, the findings revealed a strong connection between
trust and high-performing teams. | |
