RESEARCH

I have spent the past ten years researching interpersonal and organizational trust in Russian, Polish, Turkish, and U.S. organizations.  My co-authors and I have investigated the relationship between the employee’s affect-based trust and cognition-based trust of the supervisor and coworkers and that employee’s enterprising behavior (i.e., creativity, risk taking, motivation, initiative, and assertiveness).  We have also examined the association of these trust measures and the employee’s intentions to stay or leave the organization. 

See my CV for a complete listing of published research and conference presentations. [CV]

SAMPLES OF BOB COSTIGAN'S PUBLICATIONS

"Revisiting the relationship of supervisor trust and CEO trust to turnover intentions: A three-country comparative study" in the Journal of World Business, 2011. [Full article]

This study addresses direct-leader trust and organization-leadership trust in the international setting (U.S., Russia and Poland) while employing a refined research design that minimizes range restriction. The results show that trust of the firm's CEO and top management is more highly correlated with turnover intentions than is trust of the supervisor.

Developing the Eight Great Competencies with Leaderless Group Discussion in the Journal of Management Education. Organizational Behavior Teaching Society, 2009.
[Full article]

My co-author and I proposed the use of an organizational selection strategy as a teaching method in the graduate and undergraduate management classroom.  Leaderless group discussion (LGD) involves a public discussion (by a group of six to eight students) of the solution to an organizational behavior or human resources management problem.  

"A cross-cultural study of supervisory trust" in the International Journal of Manpower. Emerald Group Publishing Limited, 2007. [Full Article]

We found that a supervisor’s top-down affect-based and cognition-based trust of the employee is correlated with the supervisor’s enterprising behavior ratings, coworker’s ratings, and the employee’s self-ratings. In the high in-group collectivist countries (i.e., Russia, Poland, and Turkey), supervisor's trust of the direct report is more strongly associated with the three sets of ratings than in the one individualist country, the United States.

"Self-Ratings of Workplace Behaviour: Contrasting Russia and Poland with the United States" in the Canadian Journal of Administrative Sciences. International Journal of Management, 2005. [Full article]

Our publication showed that a performance-management process is correlated with effective work behaviors across cultures.

Other publications:

"The Effect of Employee Trust of the Supervisor on Enterprising Behavior: A Cross-Cultural Analysis" in the Journal of Business and Psychology. Spring Science + Business Media, 2006. [PDF]

"A Study of Russian, Polish, and U.S. Self- and Peer Raters: Moderators of Rating Agreement" in the International Journal of Cultural Management. Inderscience Publishers, 2005. [PDF]

"Predictors of Employee Trust of Their CEO: A Three--country study" in the Journal of Managerial Issues. Pittsburgh State University, 2004. [PDF]

"A Short-Term Longitudinal Study of the Effects of Rating Delays on Differential Accuracy" in the Journal of Management Systems. Maximilian Press, 1998. [PDF]

"The Interview as an RJP Medium: Shooting Oneself in the Foot" in the Journal of Employment Counseling. National Employment Counseling Association, 1997. [PDF]

"Adaptation of Traditional Human Resources Processes for Total Quality Environments" in the Quality Managment Journal. American Society for Quality, 1995. [PDF]

"Influence of Context Effects on Various Rating Measures" in the Journal of Management Systems. Maximilian Press, 1995. [PDF]