Content area
Full Text
ABSTRACT. Trust in supervisor and trust in organization are argued to be distinct but related constructs, each with its own set of antecedents and outcomes. Empirical field results supported the proposition. Although trust in supervisor and trust in organization were positively and significantly correlated, trust in supervisor was more strongly associated with proximal variables (ability, benevolence, and integrity of supervisor), whereas trust in organization was more strongly correlated with global variables (perceived organizational support and justice). This conclusion held despite the inclusion of proximal variables in the regression on trust in organization and the inclusion of global variables in the regression on trust in supervisor. In addition to the differential antecedents of trust in supervisor and trust in organization, the outcomes for both variables were different. Trust in supervisor was related to increased innovative behavior and satisfaction with supervisor, and trust in organization was related to higher organizational commitment and lower intention to leave. Therefore, the authors provide clear preliminary data on the distinctiveness of trust in supervisor and trust in organization. One implication of this set of results is that organizations should adopt a more holistic approach in building trust, which can be achieved by focusing on the various constituents of the organization and the various levels (e.g., the supervisor level and the organizational level).
TRUST IS AN ESSENTIAL ELEMENT in constructive human relationships. Golembiewski and McConkie (1975, p. 131) stated that "there is no single variable which so thoroughly influences interpersonal and group behavior as does trust." Researchers and practitioners have also explored the significance of trust within organizations. Cook and Wall (1980, p. 339) concluded that "trust between individuals and groups is a highly important ingredient in the long-term stability of the organization and the well-being of its members."
Research on trust within organizations has focused mainly on three areas: interpersonal trust (e.g., Cook & Wall, 1980; Mayer, Davis, & Schoorman, 1995; McAllister, 1995; Scott, 1980), trust in the supervisor (e.g., Butler & Cantrell, 1984; Deluga, 1994, 1995; Lagace, 1991), and trust in top management (e.g., McCauley & Kuhnert, 1992). Little attention has been given to the concept of trust in the organization. An employee may trust his or her supervisor but not the organization, because the employee and supervisor may...