{"id":2209,"date":"2022-10-31T13:59:52","date_gmt":"2022-10-31T11:59:52","guid":{"rendered":"https:\/\/mobilefutures.fi\/?p=2209"},"modified":"2022-11-01T08:44:25","modified_gmt":"2022-11-01T06:44:25","slug":"why-does-two-way-affective-trust-matter-in-work-life","status":"publish","type":"post","link":"https:\/\/mobilefutures.fi\/fi\/blog\/why-does-two-way-affective-trust-matter-in-work-life\/","title":{"rendered":"<strong>Miksi kaksisuuntaisella affektiivisella luottamuksella on merkityst\u00e4 ty\u00f6el\u00e4m\u00e4ss\u00e4?<\/strong>"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>31.10.2022 <a href=\"https:\/\/mobilefutures.fi\/contact\/outi-kahari\/\">Outi K\u00e4h\u00e4ri<\/a> <\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In work life, interpersonal trust is often based on roles and how well and effectively employees manage to handle the tasks they are supposed to handle in their work roles. However, also at work, people tend to (dis)trust individuals based on ethnic categorizations and stereotypes. This is a prominent problem related to racism. <strong>Discrimination due to racial, ethnic and other minority related reasons is a major hindrance for building good interpersonal trust relationships in work life.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Discrimination creates experiences of injustice, and race and other ethnic minority positions are often the most essential determinant of (dis)trust. <\/strong>Within the literature, ethnoracial differences in generalized trust, for example, are explained by roles of historical and contemporary discrimination, ethnoracial socialization, and neighborhood context (Smith 2010).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>In the Mobile futures project, I will take a closer look at the relation between discrimination and (dis)trust among young Finns belonging to the so-called \u2018second generation\u2019 living at the crossroads of cultures.<\/strong> This second generation is an integral part of the Finnish society. They do not face the same kind of requirements to \u2018integrate\u2019 to the Finnish society as their parents. However, many of the young Finns belonging to a visible racial or ethnic minority face the same prejudices as their parents, which may have an impact on their experiences of trust in the society on multiple levels.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Building Affective Trust is an Anti-racist Act<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In sociology, trust is typically defined as a central element of social exchange. Trust can be understood as a psychological state of mind where an individual has positive expectations and beliefs of the behaviour of the other. In contrast, distrust is related to negative expectations and beliefs of the behaviour of the other. These negative expectations are often based on lack of practicing trust, or trust-abuse and previous repeated disappointments of the acts of a certain individual or group.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In<a href=\"https:\/\/urn.fi\/URN:ISBN:978-951-29-6996-8\"> my PhD study<\/a> on trust in interpersonal relations, the factors that caused distrust in ethnically diverse work communities were: 1) self-centred, unconcerned actions, 2) lack of reciprocal support and solidarity, 3) lack of respect, 4) insulting verbal comments or ways of acting, and 5) perceptions or experiences of inequality. All these factors caused affective distrust that indicated the experiences of injustice. The phenomena are all closely intertwined to the experiences of discrimination and racism.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Many aspects of affective distrust are closely related to indirect discrimination often understood as disrespectful and unfriendly behaviour.<\/strong> However, in interpersonal relationships, indirect discrimination is a problem that is difficult to solve. For an employee belonging to a minority, it may be impossible to prove that the unfriendly behaviour of a colleague is indirect discrimination. However, those who experience unjust behaviour are often sure that they have been discriminated against.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Anti-racism is active and conscious action against all forms of racism and discrimination. Anti-racist action aims to reduce racial and ethnic discrimination.<strong> I argue that by paying more attention to social aspects of work and affective trust, racist and discriminatory attitudes and practices can be mitigated.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In practice, affective trust as an emotional bond can be recreated by caring, reciprocal assistance and social support. Moreover, showing respect is one way to strengthen affective trust in interpersonal relationships. (K\u00e4h\u00e4ri 2017.) These are acts based on empathy and consideration of colleagues who are in a different position of power due to their minority background.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Caring and reciprocal assistance may sometimes mean letting go of individualistic ways of doing tasks, and working more collaboratively. Social support indicates that you<a href=\"https:\/\/open.spotify.com\/episode\/1JzbnrghsoHeKJGsDeZtsN?si=283712c2bf2947b2\"> openly stand or fight as an active anti-racist ally for the colleague who has been treated in a racist<\/a> manner. Also, giving more positive feedback, and saying it out loud to colleagues, may strengthen emotional bonds at work.&nbsp; Arranging social events, such as sport events and parties together with colleagues, may be a significant act of increasing affective trust.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The \u2018acts of affective trust\u2019 can to some extent function as anti-racist practices, strengthening the feelings of reciprocity, solidarity and care which make individuals feel safe. Moreover, the experiences of safe spaces have a positive impact on the employees\u2019 well-being and productivity at work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>References:<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">K\u00e4h\u00e4ri, O. (2017). <em>Luottamus ven\u00e4l\u00e4istaustaisten ja kantasuomalaisten ty\u00f6el\u00e4m\u00e4n suhteissa. [Trust between Russians and Finns in Employment Relations in Finland].<\/em> Turun yliopisto: Turku. Available at:<a href=\"https:\/\/urn.fi\/URN:ISBN:978-951-29-6996-8\"> https:\/\/urn.fi\/URN:ISBN:978-951-29-6996-8<\/a> Accessed the 19th of October 2022.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Laakso, P. (2022). <em>Rasismista antirasismiin \u2013 Vieraana Mixed Finns ry:n Alice J\u00e4\u00e4skel\u00e4inen ja Priska Niemi-Sampan. <\/em>Ty\u00f6el\u00e4m\u00e4n rajamailla -podcast. STTK. Available at:<a href=\"https:\/\/open.spotify.com\/episode\/1JzbnrghsoHeKJGsDeZtsN?si=283712c2bf2947b2\"> https:\/\/open.spotify.com\/episode\/1JzbnrghsoHeKJGsDeZtsN?si=283712c2bf2947b2<\/a> Accessed the 10th of October.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Smith, S. S. (2010). \u201cRace and Trust.\u201d <em>Annual Review of Sociology<\/em> 36, 453\u201375.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><em>The Mobile Futures blog explores different themes as well as methodologies connected to our research. It is authored by our researchers and published in different languages. If you would like to collaborate with us don\u2019t hesitate to reach out on hello@mobilefutures.fi<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Mobile Futures -blogissa tarkastellaan eri teemoja ja tutkimukseen liittyvi\u00e4 menetelmi\u00e4. Blogia kirjoittavat ovat tutkijamme, ja se julkaistaan eri kielill\u00e4. Jos haluat tehd\u00e4 yhteisty\u00f6t\u00e4 kanssamme, ota rohkeasti yhteytt\u00e4 osoitteeseen hello@mobilefutures.fi.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Mobile Futures bloggen utforskar olika teman och metoder som \u00e4r kopplade till v\u00e5r forskning. Den skrivs av v\u00e5ra forskare och publiceras p\u00e5 olika spr\u00e5k. Om du vill samarbeta med oss, tveka inte att ta kontakt p\u00e5 hello@mobilefutures.fi.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Rotuun, etniseen alkuper\u00e4\u00e4n ja muihin v\u00e4hemmist\u00f6ihin liittyvist\u00e4 syist\u00e4 johtuva syrjint\u00e4 on merkitt\u00e4v\u00e4 este hyvien luottamussuhteiden rakentamiselle ty\u00f6el\u00e4m\u00e4ss\u00e4. Monet affektiivisen ep\u00e4luottamuksen n\u00e4k\u00f6kohdat liittyv\u00e4t l\u00e4heisesti \"ep\u00e4suoraan syrjint\u00e4\u00e4n\", joka usein ymm\u00e4rret\u00e4\u00e4n ep\u00e4kunnioittavana ja ep\u00e4yst\u00e4v\u00e4llisen\u00e4 k\u00e4yt\u00f6ksen\u00e4. V\u00e4it\u00e4n, ett\u00e4 kiinnitt\u00e4m\u00e4ll\u00e4 enemm\u00e4n huomiota ty\u00f6n sosiaalisiin n\u00e4k\u00f6kohtiin ja affektiiviseen luottamukseen voidaan lievent\u00e4\u00e4 rasistisia ja syrjivi\u00e4 asenteita ja k\u00e4yt\u00e4nt\u00f6j\u00e4.<\/p>","protected":false},"author":215458246,"featured_media":2214,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_oh_my_svg_data":[],"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"{title}\n\n{excerpt}\n\n{url}","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"_wpas_customize_per_network":false,"jetpack_post_was_ever_published":false},"categories":[1394],"tags":[1410,1409,1412,1411,1408],"class_list":["post-2209","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-distrust","tag-anti-racism","tag-discrimination","tag-racism","tag-work-life"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Why Does Two-Way Affective Trust Matter in Work Life? &#8211; Blog Mobile Futures<\/title>\n<meta name=\"description\" content=\"Discrimination due to racial, ethnic and other minority related reasons is a major hindrance for building good interpersonal trust relationships in work life. 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