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This study examines the effects of an employee’s affect-based and cognition-based trust of the supervisor on that employee’s enterprising behavior. The extent to which two cultural dimensions, power distance and in-group collectivism, moderate the relationship between the trust measures and enterprising behavior is considered. Trust ratings were provided by 130 U.S. employees, 202 Turkish employees, 101 Polish employees, and 86 Russian employees. Their 519 supervisors then provided ratings of those employees’ enterprising behavior. The results show that both affect-based trust and cognition-based trust have a significant, but modest, effect on the employee’s enterprising behavior. Our findings indicate that both power distance and in-group collectivism do not moderate the proposed trust-behavior relationship although power distance almost reaches the level of significance. We call for further research on other moderating variables to explain the findings. [ABSTRACT FROM AUTHOR]

This study investigates one aspect of the multi-source feedback process: the agreement between self-ratings and coworker ratings of workplace behavior. Moderators of rating agreement (i.e., number of years that the coworker had known the employee, trustworthiness of the employee, and country status) are carefully examined. Eighty-six Russian employee-coworker dyads, 99 Polish dyads, and 95 U.S. dyads from more than 225 organizations participated. Regression results indicate that rating agreement was higher when the Polish and U.S. coworker knew the target employee a shorter period of time and when the Polish, Russian, and U.S. target employee was considered trustworthy. [ABSTRACT FROM AUTHOR]