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It hurts both ways: How social comparisons harm affective and cognitive trust · Study

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ArticleIt hurts both ways: How social comparisons harm affective and cognitive trust

Nicole E. Ruedy2011

Article2011

It hurts both ways: How social comparisons harm affective and cognitive trust

Nicole E. Ruedy · Maurice E. Schweitzer

154 citations·0/0 files stored·Organizational Behavior and Human Decision Processes

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Job Satisfaction and Organizational Behavior Experimental Behavioral Economics Studies Social Power and Status Dynamics

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References

1985Economic Action and Social Structure: The Problem of Embeddedness 1954A Theory of Social Comparison Processes 2017Exchange and Power in Social Life 1995An Integrative Model Of Organizational Trust 1965Exchange and Power in Social Life.1982Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models 1998Not So Different After All: A Cross-Discipline View Of Trust 1990Structural Model Evaluation and Modification: An Interval Estimation Approach

Cited by

2020Revisiting the trustworthiness–trust relationship: Exploring the differential predictors of cognition‐ and affect‐based trust 2015Are we on the same page? The performance effects of congruence between supervisor and group trust.2018Who is trustworthy? Predicting trustworthy intentions and behavior.2019Individual Differences in Trust in Autonomous Robots: Implications for Transparency 2019The impression management benefits of humorous self-disclosures: How humor influences perceptions of veracity

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Year2011

Typearticle

Published2011-08-28

VenueOrganizational Behavior and Human Decision Processes

ISSN-L0749-5978

Languageen

Citations154

Files0 public / 0

ShelfJob Satisfaction and Organizational Behavior

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doi10.1016/j.obhdp.2011.08.001

openalex_workW2011936341

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2017

Organization Design, Proximity, and Productivity Responses to Upward Social Comparison

2015Investigating information sharing behavior: the mediating roles of the desire to share information in virtual communities

2016Social comparisons and organizational support: Implications for commitment and retention