I will take a phenomenological approach to the task of critically analysing trust in leadership through the following prisms: 1) management (incl. HR and psychology), 2) theological/philosophical (the value-based foundation with a focus on the Christian/Muslim context) and 3) cultural (a more anthropological analysis). Explorative research.

1. What are the primary factors that contribute to the building and breaking down of trust in an organisational context?
2. How do these factors affect innovation processes and innovation ability in Nigerian and Danish organizations’ contexts?
3. How do levels of trust in organisations influence employees’ motivation to contribute to innovative initiatives, and what effect does this have on organisations’ ability to innovate?
4. Do cultural and structural factors underlie the understanding of trust vary between Nigerian and Danish organisations, and to what extent?
5. How does this affect innovation capacity in the respective contexts?
6. I will examine qualitatively deeply rather than quantitatively broadly and find representatives from Denmark and Nigeria to find common human hypotheses that will support the longitudinal, quantitative study understanding of how trust affects motivational and innovation processes in organizations.

To refine or expand the research questions, those additional questions will provide further insights:

1. How do historical and cultural contexts impact the development and manifestation of trust within innovative organizations in African and Scandinavian regions?
2. What role does communication play in fostering trust-based leadership and facilitating innovation within diverse organizational contexts?
3. How do power dynamics within organizations influence establishing and maintaining trust between leaders and employees, and how does this impact innovation?
4. To what extent do individual differences, such as personality traits and cultural values, influence the perception of trustworthiness and innovation within organizations?
5. How can the principles of trust-based leadership be adapted?
6. What decision-making processes are influenced by trust-based leadership in innovative organizations, and how do these processes impact the overall culture of innovation?
7. How do leaders strike a balance between fostering trust among employees and maintaining the necessary levels of control and accountability for successful innovation?
8. What strategies do organizations employ to build and sustain trust in remote or virtual work environments, and how do these strategies impact innovation in such settings?
9. What are the key challenges and opportunities in developing cross-cultural trust-based leadership approaches, and how do these approaches affect innovation within multinational organizations?
10. How do trust-building efforts within leadership impact employee engagement, job satisfaction, and their willingness to take creative risks that drive innovation?
11. Can trust-based leadership be effectively taught, learned, and integrated into leadership development programs, and how does this influence the innovation capabilities of emerging leaders?
12. How do organizations navigate ethical dilemmas and potential conflicts of interest while maintaining trust-based leadership, and how does this impact the innovative culture?
13. What role does transparency play in building trust among stakeholders in organizations, and how does it contribute to the successful implementation of innovative initiatives?
14. How can organizations effectively measure and evaluate the level of trust among employees and leaders, and how do these metrics correlate with innovation outcomes?
15. In what ways does trust-based leadership influence the identification, adoption, and integration of external innovations and collaborations within an organization?
16. These questions can help you explore various aspects of trust-based leadership and its connection to innovation, adding depth and nuance to your research.