ABSTRACT CEO transgressions are a common storyline in today's business press. Such incidents result in the need to repair trust for both the CEO and the organisation that the CEO leads. Existing empirical research on trust repair has focused primarily on interpersonal trust, resulting in a body of knowledge that provides many insights to the errant CEO but few insights for those who aim to repair trust in the organisation. Since organisations also need to regain the trust of stakeholders after a CEO transgression, research on organisational trust repair is clearly warranted. Organisations have options for trust repair that are not available to individuals (e.g. dismissing the transgressor), these actions may be initiated by parties other than the culpable party (e.g. the Board of Directors), and the mechanisms underlying organisational versus interpersonal trust repair may differ. However, trust in CEOs and their associated organisations may also be intertwined since the CEO is the symbolic representative of the organisation. To better understand how organisations and CEOs can repair trust in the aftermath of a CEO transgression, we conduct a scenario experiment examining two tactics that are commonly used in practice: CEO dismissal, and CEO apology + penance. We also examine the proposed underlying mechanisms of perceived repentance and perceived disentitativity. Results indicate that both tactics can influence trust in the CEO as well as the organisation, and that perceived repentance and perceived disentitativity mediate the effects of Board responses on trust in the CEO but not on trust in the organisation.

中文翻译：

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头会滚！在CEO犯罪后进行有效的信任修复的途径

摘要在当今的商业媒体中，CEO的过犯是一个共同的故事情节。此类事件导致需要恢复对CEO和CEO领导的组织的信任。现有的有关信任修复的实证研究主要集中在人际信任上，从而形成了一种知识体系，它为错误的CEO提供了很多见识，但对于那些旨在修复组织中的信任的人们却没有提供见识。由于组织还需要在CEO违规后重新获得利益相关者的信任，因此显然有必要对组织信任修复进行研究。组织具有个人无法使用的信任修复选项（例如，解雇违法者），这些行动可能由非犯罪方（例如董事会）以外的其他方发起，组织与人际信任修复之间的潜在机制可能有所不同。但是，由于首席执行官是组织的象征性代表，因此对首席执行官及其相关组织的信任也可能相互交织。为了更好地理解组织和CEO如何在CEO违规后恢复信任，我们进行了一个场景实验，研究了实践中常用的两种策略：CEO解雇，CEO道歉+ pen悔。我们还研究了感知到的悔改和感知能力下降的潜在机制。结果表明，这两种策略都可以影响对CEO和组织的信任，并且perceived悔和不认同感会介导董事会回应对CEO信任的影响，而不是对组织信任的影响。