My research is focused on trust in the workplace.
I study the development of trust and the impact that trust has on both employees and organizations. I examine trust from multiple perspectives: trust in supervisors, trust in subordinates and trust in peers as well as trust in teams.
My current research program investigates the importance of feeling trusted at work. My goal is to identify and explain the factors that contribute to employees feeling trusted at work, and how this feeling of being trusted leads to improved job performance and employee well-being.
I founded the Guelph Organizational Trust (GOT) lab to answer these critical research questions. GOT Lab is an active research lab that provides rigorous training in a positive supportive environment for undergraduate and graduate students.
Vreeker-Williamson, E., Gill, H., & Spence, J. R., (2023). The "Perfect Storm" - Perfectionists' Perceptions and Experiences of Abusive Supervision. Journal of Personnel Psychology. DOI: 10.1027/1866-5888/a000320
Elms, A., Gill, H., & Gonzalez-Morales, G. (2022). Collective efficacy and team effectiveness: Analyzing the impact of team processes. Small Group Research. DOI: 10.1177/10464964221104218
Gill, H., Cassidy, S. A., Cragg, C., Algate, P., Weijs, C. A., & Finegan, J. E. (2019). Beyond Reciprocity: The Role of Empowerment in Understanding Felt Trust. European Journal of Work and Organizational Psychology, 28 (6), 845-858. DOI: 10.1080/1359432X.2019.1678586.
Hanna, J., Elms, A., Gill, H., Stanley, D., & Powell, D. (2019). The effect of leader risk-taking on subordinate felt trust. Leadership & Organization Development Journal, 40 (2), 163–176.
Mariani, M. G., Chiesa, R., & Gill, H. (2017). Self-Efficacy and Justice Perceptions in Personnel Selection: A Moderated Mediation Model. International Journal of Selection and Assessment.
Boies, K., Fiset, J., & Gill, H. (2015). Communication and trust are key: Unlocking the relationship between leadership and team performance and creativity. The Leadership Quarterly, 26, 1080-1094.
Gill, H., Meyer, J. P., Lee, K., Shin, K. H., & Yoon, C. Y. (2011). Affective and Continuance Commitment and Their Relations With Deviant Workplace Behaviors in Korea. Asia Pacific Journal of Management, 28, 595-607.
Knoll, D. & Gill, H. (2011). Development of Interpersonal Trust within the Workplace: The Relative Importance of Ability, Benevolence, and Integrity in Supervisor, Subordinate, and Peer Trust. Journal of Managerial Psychology, 26, 313-330.
Brutus, S., Gill, H., & Duniewicz, K. (2010). State-of-science in industrial and organizational psychology: A review of self-reported limitations. Personnel Psychology, 63, 907-936.
Meyer, J. P., Hecht, T., Gill, H., & Topolnytsky, L. (2010). Person-Organization (Culture) Fit and Employee Commitment Under Conditions of Organizational Change: A Longitudinal Study. Journal of Vocational Behavior, 76, 458-473.
Dietz, J., & Gill, H. (2006). Community sources of workplace violence. In K. Kelloway, J. Barling, and J. Hurrell (Eds.), Handbook of Workplace Violence. CA: Sage.
Gill, H., Boies, K., Finegan, J. E., & McNally, J. (2005). Antecedents of trust: Establishing the boundary for the relation between propensity to trust and trust. Journal of Business and Psychology, 19, 287-302.