Publication Date

February 1992

Abstract

Existing literature on interpersonal trust in work relationships has largely focused on trust as an independent variable. This study examined trust as a dependent variable by investigating its dimensions and predictors. Four dimensions of trust were hypothesized: open communication, informal agreement, task reliance, and surveillance. A survey measure of willingness to trust was developed. Confirmatory factor analysis using data from 305 management representatives and 293 labor representatives showed the convergent and discriminant validity of the measure. Fishbein and Ajzen's theory of reasoned action served as the theoretical basis for a model of the predictors of trust. Regression analyses found that the past trustworthiness of the focal person and the attitude toward trusting the focal person were the most important predictors. Implications for research and practice are discussed.

Comments

Suggested Citation
Currall, S. C., & Judge, T. A. (1992). Exploring the trust gap: Dimensions and predictors of trust among labor and management representatives (CAHRS Working Paper #92-09). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.
http://digitalcommons.ilr.cornell.edu/cahrswp/293



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