Dr. Ann-Marie Nienaber

Ann-Marie Nienaber is a Reader in Business Management at the Centre for Trust, Peace and Social Relations (CTPSR) at Coventry University. Her research interests focus on trust in and between organizations and sustainable (social as well as environmental) and ethical management. She has conducted several empirical studies concerning the challenges of trust development and conservation in different fields such as financial service, medical engineering and the public sector. Her work explores trust and focuses on trust repair (communication strategies and compliance) in relation to performance management. She is keenly interested in developing a close relationship to industry for a deeper understanding of the specific challenges of trust and ethical behaviour in practice.

Ann-Marie Nienaber has won several prizes for her work, including: Best Full Paper Award of the of the European Group of Organization Management (Trust), which focuses on trust issues when entering foreign markets; Best Full Paper Award 2014, of the British Academy of Management (Organizational Psychology) with a paper that analyses the issues of trust and control along the supply chain; Best Paper Award 2012, of the 21st International Conference on Management of Technology (IAMOT), Hsinchu, Taiwan, with a paper that combines specific results of organisational trust with innovation management research, especially regarding the market launch of new technology products. Her research has been published in a number of renowned journals.

  • Hofeditz, M./Nienaber, A./ Dysiak, A./ Schewe, G. : Want to versus have to: intrinsic and extrinsic motivators as pre-directors of compliance behavior intention, Human Resource Management (forthcoming) - REF unit 19 ABS 4*
  • Verburg, R.M, R.H. Searle,A. Nienaber, D. den Hartog, A. Weibel, and D. Rupp. How organizational trust mediates the relationship between controls and employee performance, Group and Organization Management (forthcoming) - REF unit 19 ABS 3*
  • Romeike, P. / Nienaber, A. / Schewe, G. (2016) “I’m a high flyer – what’s my return?” How perceived overperformance decreases trust and job satisfaction in virtual teams, Human Performance, 29 (4): 291-309 - REF unit 19 ABS 3*
  • Nienaber, A./Romeike, P./ Schewe, G./Searle, R. (2015): What makes the glue sticky? A qualitative meta-analysis of antecedents and consequences of trust in supervisor-subordinate relationships, Journal of Managerial Psychology , 30 (5): 507 – 534 - REF unit 19 ABS 3*
  • Sick, N., Nienaber, A., Liesenkötter, B., vom Stein, N., Schewe, G. and J. Leker (2016). The legend about sailing ship effects – Is it true or false? The example of cleaner propulsion technologies diffusion in the automotive industry, Journal of Cleaner Production, 137: 405-413. – REF unit 7 or 17 Q1
  1. April 2016- April 2018: Distrust in entrepreneurial networks: Design of Toolkits of Trust Building Mechanisms to Support Collaborative Innovation across High-Tech SMEs based in Technoparks - a comparative study; Newton Institutional Link/British Council; £92,345 (Principal Investigator)
    This project focuses on Turkish high-tech SMEs in technoparks which have higher value-added and internationalization prospects and aims to develop toolkits for technopark managers, entrepreneurs, governmental agencies, and universities in building collaborative relationships for SME survival. SMEs are the backbone for successful economies such as in the UK and thus, are a key driver for social welfare. Entrepreneurs in those poor populations usually have very limited resources so they draw on the assistance of networks. Firms in Turkey having a cumbersome court system and a relatively poor population need both contractual and trust-based agreements. Most SMEs do not have the relationship management know-how for collaborative innovation without losing their competitive advantages. Building on successful UK models, larger Turkish technoparks can be reinforced as role models that will replicated across Turkey.
  2. Control and Trust in the digital world. International Fellowship at Technical University Vienna, Austria; £5,200
    Telework is one of the recent trends in Human Resource Management. However, do we really know what that means for our relationships towards our employees? Due to the distance between employee and leader, communication has to be done mainly through virtual media (such as chat, mail, telephone). Following the findings of media richness theory, distrust might be more likely to occur when working virtual than face to face. Coming from the idea of the control circle, leaders tend to control the more they do not trust their employees. In virtual relationships with less face to face communication, trust is harder to build and sustain. Thus, the tendency to control is very high. However, control does not have to affect trust in a negative way. Following the work of Verburg et al. (forthcoming), Romeike and Nienaber (2016), we know that control is able to enhance trust. But what do we do, when not less trust is an issue between employee and leader but distrust? Is control actually able to reduce distrust? To answer this research question, we conduct a survey with a multinational organisation in Vienna that has to rely on telework.
  3. 2017-2018: Overcoming Deficiencies through Trustworthy Networks: A Comparative Study between UK and Egypt Experiences in the Healthcare Sector
    This project builds on trust, networks and institutional theoretical perspectives and focuses on understanding how networks help overcome various contextual  and institutional deficiencies. This project is worth £55,000 under the Newton Fund advanced fellowship scheme. It is funded by STDF and British Academy/Newton fund (currently Shortlisted by the BA) This is a joint project between Coventry University (PI: Dr. Ann-Marie Nienaber and co-PI: Dr. Rose Narooz) and Cairo University (PI: Prof Ehab Abu Abouaish and Co-PI: Dr. Nora Ramadan).