<abstract xmlns="http://www.w3.org/1999/xhtml"><p>Intercultural teams are more and more popular nowadays – they constitute a serious challenge in terms of effective cooperation and trust building, however. The article presents the potential problems that can affect intercultural cooperation and stresses the power of trust in cultural diversity conditions. The ten-factor model of intercultural team trust is presented. The main aim was to answer the questions: what are the differences in trust factor importance in homogenous and diverse teams and what are the most dangerous trust barriers according to Y generation business students? A survey conducted on 200 respondents allowed for concluding that the deep trust (compatibility, goodwill, predictability, well-being, inclusion and accessibility) is less important than the initial trust (open sharing of information, integrity and reciprocity), with the exception of competence assessment, as well as that all the trust factors are equally important for homogenous and culturally diverse teams, even if there are some differences in their hierarchy depending on the teams’ cultural composition. Language differences and stereotypes were pointed as the most important trust barriers. The influence of intercultural training on the elimination of trust barriers was also proved.</p></abstract>

Intercultural teams are more and more popular nowadays – they constitute a serious challenge in terms of effective cooperation and trust building, however. The article presents the potential problems that can affect intercultural cooperation and stresses the power of trust in cultural diversity conditions. The ten-factor model of intercultural team trust is presented. The main aim was to answer the questions: what are the differences in trust factor importance in homogenous and diverse teams and what are the most dangerous trust barriers according to Y generation business students? A survey conducted on 200 respondents allowed for concluding that the deep trust (compatibility, goodwill, predictability, well-being, inclusion and accessibility) is less important than the initial trust (open sharing of information, integrity and reciprocity), with the exception of competence assessment, as well as that all the trust factors are equally important for homogenous and culturally diverse teams, even if there are some differences in their hierarchy depending on the teams’ cultural composition. Language differences and stereotypes were pointed as the most important trust barriers. The influence of intercultural training on the elimination of trust barriers was also proved.

Trust Triggers and Barriers in Intercultural Teams

Journal of Intercultural Management

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

{"article-title":"Trust Triggers and Barriers in Intercultural Teams"}

Intercultural teams are more and more popular nowadays – they constitute a serious challenge in terms of effective cooperation and trust building, however. The...

Trust Triggers and Barriers in Intercultural Teams

Data publikacji: 10 gru 2016

Zakres stron: 105 - 124

DOI: https://doi.org/10.1515/joim-2016-0012

Słowa kluczowe
teamwork, team trust, cultural diversity, team diversity management

© 2016 Społeczna Akademia Nauk

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Trust Triggers and Barriers in Intercultural Teams

Data publikacji: 10 gru 2016

Zakres stron: 105 - 124

DOI: https://doi.org/10.1515/joim-2016-0012

Słowa kluczoweteamwork, team trust, cultural diversity, team diversity management

© 2016 Społeczna Akademia Nauk

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Słowa kluczowe
teamwork, team trust, cultural diversity, team diversity management