Trust at work – described by young professionals in the early stages of their careers

Purpose: This case study explores trust at work, described by young professionals in the early stages of their careers. In this article, trust is approached as the study participants' experiences of interpersonal trust. More specifically, it refers to relationships between colleagues, among individuals or at group level (Ma et al., 2019). Supervisors or managers did not take part in this study. The research question was "What do young professionals tell about trust and its importance at work?” Design/methodology/approach: The empirical study consists of qualitative data, focus group (5) interviews (n = 20) of young professionals who are in the early stages of their careers (1–3 years after graduation). The study is contextualized in Finland, in Helsinki metropolitan area, in three social and healthcare workplaces and two information technology (IT) organizations. Both public and private sectors are represented. The data were analysed by theory-based content analysis. Findings: According to the study results, descriptions of trust and its importance at work can be placed in three main categories. First, trust is an important element in improving young professionals' adaptation into the working community. Second, trust strengthens young professionals' professionalism and professional development at work. Third, trust at work highlights ethical issues and their significance in workplace relationships. Practical implications and limitations are also discussed. Research limitations/implications: Due to the nature of this study, the research results should be viewed critically. The results can be seen as one suggestion to structure and increase understanding of trust in working life, from the perspective of young professionals in the early stages of their careers. As all research, the studies included in this review had several limitations that need to be taken into account. First, one of them is the size of the data, also in this study. Second, although literature has been searched carefully, there is always a chance of better literature existing for discussion on trust at work from young professionals' points of view, even though there is not a lot available on this specific topic. Nonetheless, literature of this study includes the most relevant classics of trust research. Third, the method has its own limits because it is based on focus group interviews, not interviews of individuals. On the other hand, it offered time for the team to reflect on trust in their own team. Still, this study offers one option for discussion of trust in work relationships. Additionally, it was noteworthy that the subjects were at the beginning of their careers, joining a new working community. They were in the early stages of building a professional identity, seeking confirmation of their skills and position in the working community. Thus, we recognize that this may have contributed to the collection of research data, which was a focus group interview. Few participants in the interview wanted to strongly point out the factors related to distrust, even if they had appeared at work. The authors recognize that exploring trust requires trust and acknowledge it. Data have been collected before the COVID-19 pandemic (see, e.g. van Zoonen et al., 2021). Practical implications: This study implies that trust at work should focus on discussing young professionals' thoughts, expectations, feelings and experiences of trust at work as part of transitioning from graduation into working life or in early stages of their careers. Trust should not only be discussed in dyadic discussions between young professionals and supervisors but also as part of team discussions. The authors' suggestion is that trust should be in the core of team discussions, not just as part of teams' social and emotional dimensions of their functionality and capacity. Courage and skills to take part in such discussions is needed from all parties. Especially leaders have to have the ability to create a trusting environment to talk about trust. In particular, the importance of peers in trust and their importance at work should be taken into account. By understanding young professionals' point of view, we can prevent job changes or dissatisfaction at work too. The purpose of this study was to contribute to this line of research on trust at work. The trust resource contributes to and promotes the realization of participation in working life. Social implications: The trust resource contributes to and promotes the realization of participation in working life. Leaders and coworkers can learn about trust as a phenomenon, while developing more emotionally sustainable working environments for young professionals. Trust should be seen as a skill or competence to improve various positive functional dimensions at work. Originality/value: The results demonstrate that it is crucial to ensure emotional sustainability at work, and a positive feeling of belonging at work supports young professionals by developing a trusting work environment. It strengthens their engagement in a new work. © 2023, Emerald Publishing Limited.

Trust building for integrative trade negotiations: Challenges posed by covid-19

This paper discusses and examines trust building in the remote-digital negotiations. More specifically, the paper focuses on international trade negotiations aimed at being integrative, and how the Covid-19 pandemic affected the way they have been conducted over the years, mainly relying in face-to-face meetings. Information exchange and knowledge sharing is essential part of negotiations, occurring in interactive processes between actors involved. Trust is a prerequisite for effective information exchange and knowledge sharing and creation. Trust creates openness, willingness to collaborate, and freedom to be productive, and is a foundation for integrative negotiations. Trust manifests in different ways, affecting time, intensity, process, and results of the overall negotiation process. Remote working and remote-digital meetings have become prevalent these days, especially due to the disruption caused by Covid-19. Remote communication necessarily carries inescapable restrictions compared to face-to-face encountering and discussion. Therefore, the technology mediated (TM) remote context highlights the meaning of trust, as interaction and collaboration emerge more restricted than in face-to-face contacts. This paper builds on previous research on integrative negotiations, role of trust, and meetings. By analysing and discussing the academic literature, the purpose of the paper is to provide theoretical views and insights for further research, and practical implications for negotiators and professionals in general. The exploratory research questions are: i) what challenges did the Covid-19 pandemic pose to international trade negotiations? ii) how do virtual-TM meetings may affect trust building for integrative negotiations? iii) how does country culture and technology mediate the impact of virtual meetings in trade negotiations? By responding to these research questions, the paper focuses on intangible factors that may contribute to trust building or trust destroying in virtual meetings and how they may affect information exchange, knowledge sharing and knowledge dynamics leading to successful integrative negotiations. © The Authors, 2021. All Rights Reserved.