TMT cognitive and affective trust, psychological safety and corporate entrepreneurship

IF 5.4 2区管理学 Q1 MANAGEMENT

Human Relations Pub Date : 2026-03-21 DOI:10.1177/00187267261430254

Shirley Maud Acheampong, Samuel Adomako, Shlomo Tarba

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引用次数: 0

Abstract

What enables top management teams (TMTs) to turn trust into entrepreneurial action? This article answers this question by proposing a novel theoretical account to explain why and when trust-based relationships within TMTs create strategic benefits. Drawing on social exchange theory, we examine a moderated-mediation model that shows how: (a) TMT psychological safety mediates the effect of TMT cognitive and affective trust on corporate entrepreneurship (CE; the why ) and (b) social integration within TMTs moderates this mediated effect (the when ). We tested our model through a multi-wave survey of 372 TMT members in 124 established firms in Ghana. Our findings reveal that the two distinct dimensions of trust (i.e. cognitive and affective) influence CE through TMT psychological safety. Our results also demonstrate that the mediated effects are more pronounced when TMT social integration is high rather than low. Implications of these findings for theory and practice are discussed.

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TMT认知与情感信任、心理安全与企业创业

是什么使高层管理团队（TMTs）将信任转化为创业行动？本文通过提出一个新颖的理论来解释为什么以及何时在tmt中基于信任的关系会产生战略利益，从而回答了这个问题。利用社会交换理论，我们研究了一个有调节的中介模型，该模型显示：(a) TMT心理安全如何调节TMT认知和情感信任对公司创业的影响（CE；为什么）和(b) TMT内部的社会整合调节了这种中介效应（何时）。我们通过对加纳124家成熟公司的372名TMT成员的多波调查来测试我们的模型。研究结果表明，信任的两个不同维度（即认知和情感）通过TMT心理安全影响CE。我们的研究结果还表明，当TMT社会整合程度高而不是低时，中介效应更为明显。讨论了这些发现对理论和实践的意义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Relations Multiple-

CiteScore

12.60

自引率

7.00%

发文量

期刊介绍： Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.