Question:
Leung, K., & Peterson, M. F. (2011). Managing a globally distributed workforce: Social and interpersonal issues. APA handbook of industrial and organizational psychology, vol 3: Maintaining, expanding, and contracting the organization. (pp. 771-805) American Psychological Association. doi:https://dx.doi.org/10.1037/12171-022
Morris, S. (2008). Virtual team working: Making it happen. Industrial and Commercial Training, 40(3), 129-133. doi:https://dx.doi.org/10.1108/00197850810868612
Neuwirth, E. B. (2004). Blurring corporate boundaries: Staffing agencies, human resource practices and unions in the new employment relationship. (Order No. 3137581, University of California, Davis). ProQuest Dissertations and Theses, , 224-224 p. Retrieved from https://search.proquest.com/docview/305214618?accountid=8289. (305214618).
Toppin, L. M. (2006). Defining the psychological contract of the virtual worker: Implications for the human resource professional. (Order No. 3218610, The George Washington University). ProQuest Dissertations and Theses, , 185-185 p. Retrieved from https://search.proquest.com/docview/305332241?accountid=8289. (305332241).
1. How can the HR department and line manager collaborate to develop an authentic environment built on trust for a virtual and global workforce? How do they make it work?