本研究的主要目的在探討主管與部屬間信任一致性與不一致性時，對部屬效能的影響。在組織工作場域中，人際信任常會引發一些正面的工作結果。個體信任是對偶信任的基石，對偶信任卻是融合了二個個體間相互信任狀態的所交織而成的新興產物。過去研究大多從信任單一方觀點進行信任研究，這種單方觀點的方式在對偶的雙方，信任程度都等同或類似時，並不會有太大的問題，因為單方的信任其實就可以是另一方信任的替代品，但從個體層次逐漸增加但是到對偶層次時，對偶間信任並不必然都會趨向一致。因此，如果沒有從信任雙向的觀點出發，對於信任模式的預測能力將會有所受限。本研究從人際互動觀點出發，視信任為雙向的行為狀態。透過多項式迴歸方法的分析，讓主管與部屬間對偶信任結合效果與部屬效能的關係，從對偶信任一致性程度高低或不一致程度以及不一致的方向性對部屬效能的影響進行更多元地檢視。
研究結果顯示，主管與部屬間信任一致時，對部屬效能的影響會高於主管與部屬間信任不一致時；當主管與部屬間信任一致時，一致性高信任對部屬效能的影響會高於一致性低信任；當主管與部屬間信任不一致時，部屬對主管信任較高時，對部屬效能的影響會大於主管對部屬信任。本研究針對上述結果進行討論並提出研究限制與未來研究方向。

The purpose of this dissertation is to explore the influence of symmetric and asymmetric dyad trust between leader and subordinate on subordinate’s effectiveness, which includes cooperative behavior, cooperative satisfaction and team commitment. In organization, trust pertains to many positive outcomes. While the individual trust is the foundation of dyad trust, the dyad trust is an emergent property of the dyad representing the pattern of trust between two parties. In the past, the majority of research on trust has focused on the trust one party has in the other. Such one-sided examinations of trust would not be a problem when trust between two parties are mutual, because they are the same things to a certain degree. When trust lies in the level of dyad, the two parties do not always converge into mutuality. Lacking the bidirectional perspective, we will lose the chance to have an insight into the true nature of trust and the predictive power of trust will be discounted. This study bases on interpersonal interaction to view the dyad trust as bidirectional psychological state.
By using polynomial regression and subsequent response surface analysis, I examine the following: How does agreement between the trust of supervisor and subordinate relate to subordinate effectiveness? How does the degree of discrepancy between the trust of supervisor and subordinate relate to subordinate effectiveness? How does the direction of the discrepancy between t the trust of supervisor and subordinate relate to subordinate effectiveness?
Results showed that symmetric trust between supervisor and subordinate is positively related to subordinate’s effectiveness. Subordinate effectiveness will be greater when supervisor–subordinate trust symmetrically occurs at higher levels rather than at lower levels. Subordinate effectiveness will be greater when subordinate’s trust is higher than supervisor’s trust than that when supervisor’s trust is higher than subordinate’s trust. These results were discussed and the limitations and suggestions for future research were proposed.

審定書i
中文摘要 ii
Abstract iii
目錄 v
圖次 vii
表次 viii
楔子 1
第一章 緒論 2
第一節 研究背景 2
第二節 研究動機 4
第三節 研究目的 6
第二章 文獻探討 7
第一節 信任 7
第二節 主管與部屬的信任型態 20
第三節 主管與部屬間信任對部屬績效的影響 31
第三章 研究方法 36
第一節 研究參與者 36
第二節 研究工具 40
第三節 研究程序 42
第四節 資料分析 44
第四章 結果分析 55
第一節 測量模式之比較 55
第二節 變項間的相關程度 58
第三節 合作行為 60
第四節 合作滿意度 64
第五節 團隊承諾 68
第五章 討論與建議 72
第一節 研究結果與討論 72
第二節 研究限制與未來研究方向 75
第三節 管理的實務意涵 77
參考文獻 78
附錄1 多項式迴歸與反應曲面分析說明 89
附錄2 問卷 98

黃敏萍 (2000)， 跨功能任務團隊之結構與效能--任務特性與社會系絡之影響。 (博士論文)， 國立台灣大學， 台北 。
楊中芳、彭泗清. (2001) ，人際信任的構念化：一個人際關係的觀點。楊中芳 (主編)，中國人的人際關係、情感與信任。台北市: 遠流。
鄭伯壎 (2001) ，企業組織中上下屬的信任關係。楊中芳主編 (主編)，中國人的人際關係、感情與信任─一個人際交往的觀點。 台北: 遠流出版。
謝文全 (2012) ，教育行政學 (第4版)。 台北市: 高等教育。
謝家琳 (2008) ，實地研究中的問卷調查法。陳曉萍、徐淑英、樊景立、鄭伯壎 (編著)，組織與管理研究的實證方法 (第一版，pp. 183)。 台北市: 華泰。
戚樹誠、陳淑貞、 楊美玉、朱志傑、賴璽方(2016) ，臺灣組織行為的實證發現：一項國內管理期刊論文的30年回顧. [The Empirical Findings of Organizational Behavior in Taiwan: A 30-year Review of Taiwanese Management Journals]. 管理學報, 33(1), 1-34。doi:10.6504/jom.2016.33.01.01
 
Atwater, L. E., Ostroff, C., Yammarino, F. J., Fleenor, J. W. (1998). Self-Other Agreement: Does it Really Matter? Personnel Psychology, 51(3), 577-598. doi:10.1111/j.1744-6570.1998.tb00252.x
Aubert, B. A., Kelsey, B. L. (2003). Further Understanding of Trust and Performance in Virtual Teams. Small Group Research, 34(5), 575-618. doi:10.1177/1046496403256011
Bammens, Y., Collewaert, V. (2012). Trust Between Entrepreneurs and Angel Investors: Exploring Positive and Negative Implications for Venture Performance Assessments. Journal of Management. doi:10.1177/0149206312463937
Barber, B. (1983). The logic and limit of trust. New Brunswick, NJ: Rutgers University Press.
Bates, D. G. (2005). Human adaptive strategies: ecology, culture, and politics (3 ed.). MA: Allyn Bacon.
Bergman, J. Z., Small, E. E., Bergman, S. M., Rentsch, J. R. (2010). Asymmetry in Perceptions of Trustworthiness: It’s not You; It’s Me. Negotiation and Conflict Management Research, 3(4), 379-399. doi:10.1111/j.1750-4716.2010.00066.x
Blau, P. M. (1964). Exchange and power in social life: Transaction Publishers.
Bliese, P. D., Chan, D., Ployhart, R. E. (2007). Multilevel Methods: Future Directions in Measurement, Longitudinal Analyses, and Nonnormal Outcomes. Organizational Research Methods, 10(4), 551-563.
Bliese, P. D., Halverson, R. R. (1998). Group size and measures of group-level properties: An examination of eta-squared and ICC values. Journal of Management, 24(2), 157-172.
Bluedorn, A. C., Jaussi, K. S. (2008). Leaders, followers, and time. The Leadership Quarterly, 19(6), 654-668. doi:10.1016/j.leaqua.2008.09.006
Bouty, I. (2000). Interpersonal and Interaction Influences on Informal Resource Exchanges between R&D Researchers across Organizational Boundaries. The Academy of Management Journal, 43(1), 50-65.
Brislin, R. (1980). Cross-Cultural Research Methods. In I. Altman, A. Rapoport, J. Wohlwill (Eds.), Environment and Culture (Vol. 4, pp. 47-82): Springer US.
Brower, H. H., Lester, S. W., Korsgaard, M. A., Dineen, B. R. (2009). A Closer Look at Trust Between Managers and Subordinates: Understanding the Effects of Both Trusting and Being Trusted on Subordinate Outcomes. Journal of Management, 35(2), 327-347.
Brower, H. H., Schoorman, F. D., Tan, H. H. (2000). A model of relational leadership: The integration of trust and leader–member exchange. The Leadership Quarterly, 11(2), 227-250. doi:http://dx.doi.org/10.1016/S1048-9843(00)00040-0
Butler, J. K. (1983). Reciprocity of trust between professionals and their secretaries. Psychological Reports, 53(2), 411-416. doi:10.2466/pr0.1983.53.2.411
Butler, J. K. (1991). Toward Understanding and Measuring Conditions of Trust: Evolution of a Conditions of Trust Inventory. Journal of Management, 17(3), 643-663. doi:10.1177/014920639101700307
Caplan, R. D. (1987). Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational Behavior, 31(3), 248-267. doi:http://dx.doi.org/10.1016/0001-8791(87)90042-X
Carter, M. Z., Mossholder, K. W. (2015). Are We on the Same Page? The Performance Effects of Congruence Between Supervisor and Group Trust. J Appl Psychol. doi:10.1037/a0038798
Colquitt, J. A., Piccolo, R. F., LePine, J. A., Zapata, C. P., Rich, B. L. (2012). Explaining the Justice-Performance Relationship: Trust as Exchange Deepener or Trust as Uncertainty Reducer? Journal of Applied Psychology, 97(1), 1-15. doi:10.1037/a0025208
Colquitt, J. A., Scott, B. A., LePine, J. A. (2007). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. Journal of Applied Psychology, 92(4), 909-927.
Cook, J., Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfilment. Journal of Occupational Psychology, 53(1), 39-52. doi:10.1111/j.2044-8325.1980.tb00005.x
Cook, W. L., Kenny, D. A. (2005). The Actor–Partner Interdependence Model: A model of bidirectional effects in developmental studies. International Journal of Behavioral Development, 29(2), 101-109. doi:10.1080/01650250444000405
Couch, L. L., Adams, J. M., Jones, W. H. (1996b). The Assessment of Trust Orientation. Journal of Personality Assessment, 67(2), 305-323. doi:10.1207/s15327752jpa6702_7
Cronbach, L. J. (1958). Proposals leading to analytic treamemnt of social perception scores. In R. Tagiuri L. Petrullo (Eds.), Person perception and interpersonal behavior (pp. 353-379). Standford, CA: Stanford University Press.
Cronbach, L. J. (1992). Psychological Bulletin articles in perspective. Psychological Bulltin, 112, 389-392.
Currall, S. C., Judge, T. A. (1995). Measuring Trust between Organizational Boundary Role Persons. Organizational Behavior and Human Decision Processes, 64(2), 151-170. doi:http://dx.doi.org/10.1006/obhd.1995.1097
Dale Stoel, M., Muhanna, W. A. (2012). The dimensions and directionality of trust and their roles in the development of shared business–IS understanding. Information Management, 49(5), 248-256. doi:http://dx.doi.org/10.1016/j.im.2012.06.001
Dass, M., Kumar, P. (2011). The Impact Of Economic And Social Orientation On Trust Within Teams. Journal of Business & Economics Research, 9(2). doi:DOI: http://dx.doi.org/10.19030/jber.v9i2.1813
Davis, J. H., Schoorman, F. D., Mayer, R. C., Tan, H. H. (2000). The Trusted General Manager and Business Unit Performance: Empirical Evidence of a Competitive Advantage. Strategic management journal, 21(5), 563-576.
De Jong, B. A., Dirks, K. T. (2012). Beyond Shared Perceptions of Trust and Monitoring in Teams: Implications of Asymmetry and Dissensus. Journal of Applied Psychology, 97(2), 391-406. doi:10.1037/a0026483
De Jong, S. B., Van der Vegt, G. S., Molleman, E. (2007). The relationships among asymmetry in task dependence, perceived helping behavior, and trust. Journal of Applied Psychology, 92(6), 1625-1637. doi:10.1037/0021-9010.92.6.1625
Deutsch, M. (1958a). Trust and suspicion. Journal of Conflict Resolution, 2(4), 265-279. doi:10.1177/002200275800200401
Deutsch, M. (1975). Equity, Equality, and Need: What Determines Which Value Will Be Used as the Basis of Distributive Justice? Journal of Social Issues, 31(3), 137-149. doi:10.1111/j.1540-4560.1975.tb01000.x
Dietz, G., Hartog, D. N. D. (2006). Measuring trust inside organisations. Personnel Review, 35(5), 557-588. doi:doi:10.1108/00483480610682299
Dirks, K. T. (2000). Trust in leadership and team performance: Evidence from NCAA basketball. Journal of Applied Psychology, 85(6), 1004-1012. doi:10.1037/0021-9010.85.6.1004
Edwards, J. R. (1994). The Study of Congruence in Organizational Behavior Research: Critique and a Proposed Alternative. Organizational Behavior and Human Decision Processes, 58(1), 51-100. doi:http://dx.doi.org/10.1006/obhd.1994.1029
Edwards, J. R. (2002). Alternatives to Difference Scores: Polynomial Regression Analysis and Response Surface Methodology (N. Schmitt Ed.). San Francisco: Jossey-Bass Inc.
Edwards, J. R., Caplan, R. D., Harrison, R. V. (1998). Person-environment fit theroy: Conceptual foundations, emperical evidence, and directions of future research. In C. L. Cooper (Ed.), Theroies of organizational stress (pp. 28-67). Oxford: Oxford University Press.
Edwards, J. R., Parry, M. E. (1993). On the Use of Polynomial Regression Equations As An Alternative to Difference Scores in Organizational Research. Academy of Management Journal, 36(6), 1577-1613. doi:10.2307/256822
Ferrin, D. L., Bligh, M. C., Kohles, J. C. (2008). It takes two to tango: An interdependence analysis of the spiraling of perceived trustworthiness and cooperation in interpersonal and intergroup relationships. Organizational Behavior and Human Decision Processes, 107(2), 161-178. doi:10.1016/j.obhdp.2008.02.012
Ferrin, D. L., Dirks, K. T., Shah, P. P. (2006). Direct and indirect effects of third-party relationships on interpersonal trust. Journal of Applied Psychology, 91(4), 870-883. doi:10.1037/0021-9010.91.4.870
Frazier, M. L., Tupper, C., Fainshmidt, S. (2016). The path(s) to employee trust in direct supervisor in nascent and established relationships: A fuzzy set analysis. Journal of Organizational Behavior, n/a-n/a. doi:10.1002/job.2091
Fukuyama, F. (1995). Trust: The social virtues and creation of prosperity. New York: Free press.
Fulmer, C. A., Gelfand, M. J. (2012). At What Level (and in Whom) We Trust: Trust Across Multiple Organizational Levels. Journal of Management, 38(4), 1167-1230. doi:10.1177/0149206312439327
Gabarro, J. J., Athos, J. (1976). Interpersonal relations and communications. Englewood Cliffs,NJ: Prentice-Hall.
Gefen, D. (2002). Reflections on the dimensions of trust and trustworthiness among online consumers. SIGMIS Database, 33(3), 38-53. doi:10.1145/569905.569910
George, J. M., Brief, A. P. (1996). Motivational agendas in the workplace: The effects of feelings on focus of attention and work motivation. In B. M. S. L. L. Cummings (Ed.), Research in organizational behavior: An annual series of analytical essays and critical reviews, Vol. 18 (pp. 75-109). US: Elsevier Science/JAI Press.
Gillespie, N. (2005). Are perceptions of trust shared? Examining agreement in trust ratings within dyads and teams. Paper presented at the The 3rd EIASM Workshop on Trust within and between Organizations, Amsterdam, the Netherlands.
Goel, S., Bell, G. G., Pierce, J. L. (2005). The Perils of Pollyanna: Development of the Over-Trust Construct. Journal of Business Ethics, 58(1), 203-218. doi:10.1007/s10551-005-1415-6
Goel, S., Karri, R. (2006). Entrepreneurs, Effectual Logic, and Over-Trust. Entrepreneurship Theory and Practice, 30(4), 477-493. doi:10.1111/j.1540-6520.2006.00131.x
Graebner, M. E. (2009). Caveat Venditor: Trust Asymmetries in Acquisitions of Entrepreneurial Firms. Academy of Management Journal, 52(3), 435-472. doi:10.5465/amj.2009.41330413
Graen, G. B., Uhl-Bien, M. (1995). "Relationship-Based Approach to Leadership: Development of Leader-Member Exchange (LMX) Theory of Leadership over 25 Years: Applying a Multi-Level Multi-Domain Perspective"
http://digitalcommons.unl.edu/managementfacpub/57. Management Department Faculty Publications, 57.
Graham, W. K. (1976). Commensurate Characterization of Persons, Groups, and Organizations: Development of the Trait Ascription Questionnaire (TAQ). Human Relations, 29(7), 607-622. doi:10.1177/001872677602900701
Gupta, N., Ho, V., Pollack, J. M., Lai, L. (2016). A multilevel perspective of interpersonal trust: Individual, dyadic, and cross-level predictors of performance. Journal of Organizational Behavior, n/a-n/a. doi:10.1002/job.2104
Harris, T. B., Li, N., Kirkman, B. L. (2014). Leader–member exchange (LMX) in context: How LMX differentiation and LMX relational separation attenuate LMX's influence on OCB and turnover intention. The Leadership Quarterly, 25(2), 314-328. doi:http://dx.doi.org/10.1016/j.leaqua.2013.09.001
Henderson, D. J., Wayne, S. J., Shore, L. M., Bommer, W. H., Tetrick, L. E. (2008). Leader--member exchange, differentiation, and psychological contract fulfillment: A multilevel examination. Journal of Applied Psychology, 93(6), 1208-1219. doi:10.1037/a0012678
Hooper, D. T., Martin, R. (2008). Beyond personal Leader–Member Exchange (LMX) quality: The effects of perceived LMX variability on employee reactions. The Leadership Quarterly, 19(1), 20-30. doi:http://dx.doi.org/10.1016/j.leaqua.2007.12.002
Hosmer, L. T. (1995). Trust: The Connecting Link between Organizational Theory and Philosophical Ethics. The Academy of Management Review, 20(2), 379-403.
Ishiguro, I., Okamoto, Y. (2013). Two ways to overcome social uncertainty in social support networks: A test of the emancipation theory of trust by comparing kin/nonkin relationships. Japanese Psychological Research, 55(1), 1-11. doi:10.1111/j.1468-5884.2012.00536.x
Jarvenpaa, S. L., Knoll, K., Leidner, D. E. (1998). Is Anybody out There? Antecedents of Trust in Global Virtual Teams. Journal of Management Information Systems, 14(4), 29-64. doi:10.1080/07421222.1998.11518185
Jarvenpaa, S. L., Leidner, D. E. (1998). Communication and Trust in Global Virtual Teams. Journal of Computer-Mediated Communication, 3(4), 0-0. doi:10.1111/j.1083-6101.1998.tb00080.x
Johns, G. (1981). Different score measures of organizational behavior variables: A critique. oOrganizational Behavior and Human Performance, 27, 443-464.
Johns, G. (2006). The Essential Impact of Context on Organizational Behavior. Academy of Management Review, 31(2), 386-408. doi:10.5465/amr.2006.20208687
Johnson-George, C. E., Swap, W. C. (1982). Measurement of specific interpersonal trust: Construction and validation of a scale to assess trust in a specific other Journal of Personality and Social Psychology, 43, 1306-1317.
Jones, G. R., George, J. M. (1998). The Experience and Evolution of Trust: Implications for Cooperation and Teamwork. The Academy of Management Review, 23(3), 531-546.
Jong, B. A. D., Kroon, D. P., Schilke, O. (forthcoming). The Future of Organizational Trust Research: A Content-Analytic Synthesis of Scholarly Recommendations and Review of Recent Developments. In P. v. Lange, B. Rockenbach, T. Yamagishi (Eds.), Trust in Social Dilemmas. NY: Oxford University Press.
Juvina, I., Saleem, M., Martin, J. M., Gonzalez, C., Lebiere, C. (2013). Reciprocal trust mediates deep transfer of learning between games of strategic interaction. Organizational Behavior and Human Decision Processes, 120(2), 206-215. doi:http://dx.doi.org/10.1016/j.obhdp.2012.09.004
Kanfer, R., Ackerman, P. L. (1989). Motivation and cognitive abilities: An integrative/aptitude-treatment interaction approach to skill acquisition. Journal of Applied Psychology, 74(4), 657-690. doi:10.1037/0021-9010.74.4.657
Kennedy, P. (1992). A guide to econometrics. Cambridge MA: MIT Press.
Kenny, D., Kashy, D., Cook, W. (2006). The analysis of dyadic data. New York: Guilford.
Kim, T.-Y., Wang, J., Chen, J. (2016). Mutual Trust Between Leader and Subordinate and Employee Outcomes. Journal of Business Ethics, 1-14. doi:10.1007/s10551-016-3093-y
Korsgaard, M. A., Brower, H. H., Lester, S. W. (2015). It Isn’t Always Mutual: A Critical Review of Dyadic Trust. Journal of Management, 41(1), 47-70. doi:10.1177/0149206314547521
Kozlowski, S. W. J., Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. In K. J. K. S. W. J. Kozlowski (Ed.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 3-90). San Francisco, CA, US: Jossey-Bass.
Kramer, R. M. (1999). Trust and distrust in organizations: Emerging perspectives, enduring questions. Annual Review of Psychology, 50, 569-598.
Krasikova, D. V., LeBreton, J. M. (2012). Just the Two of Us: Misalignment of Theory and Methods in Examining Dyadic Phenomena. Journal of Applied Psychology, 97(4).
Lagace, R. R. (1991). An Exploratory Study of Reciprocal Trust Between Sales Managers and Salespersons. Journal of Personal Selling Sales Management, 11(2), 49-58. doi:10.1080/08853134.1991.10753868
Lau, D. C., Lam, L. W., Wen, S. S. (2014). Examining the effects of feeling trusted by supervisors in the workplace: A self-evaluative perspective. Journal of Organizational Behavior, 35(1), 112-127. doi:10.1002/job.1861
Le Blanc, P. M., González-Romá, V. (2012). A team level investigation of the relationship between Leader–Member Exchange (LMX) differentiation, and commitment and performance. The Leadership Quarterly, 23(3), 534-544. doi:http://dx.doi.org/10.1016/j.leaqua.2011.12.006
Lester, S. W., Brower, H. H. (2003). In the Eyes of the Beholder: The Relationship Between Subordinates' Felt Trustworthiness and their Work Attitudes and Behaviors. Journal of Leadership & Organizational Studies, 10(2), 17-33. doi:10.1177/107179190301000203
Lewick, R., Bunker, B. (1996). Developing and maintaining trust in work relationships. Trust in organizations: Frontiers of theory and research, 1, 114.
Lewicki, R. J., Bunker, B. B. (1995). Trust in relationships: A model of development and decline. In B. B. B. J. Z. Rubin (Ed.), Conflict, cooperation, and justice: Essays inspired by the work of Morton Deutsch (pp. 133-173). San Francisco, CA, US: Jossey-Bass.
Lewis, J. D., Weigert, A. (1985). Trust as a Social Reality. Social Forces, 63(4), 967-985. doi:10.1093/sf/63.4.967
Liden, R. C., Erdogan, B., Wayne, S. J., Sparrowe, R. T. (2006). Leader-member exchange, differentiation, and task interdependence: implications for individual and group performance. Journal of Organizational Behavior, 27(6), 723-746. doi:10.1002/job.409
Liden, R. C., Wayne, S. J., Stilwell, D. (1993). A longitudinal study on the early development of leader-member exchanges. Journal of Applied Psychology, 78(4), 662-674. doi:10.1037/0021-9010.78.4.662
Luhmann, N. (1979). Trust and power. Chichester, UK: John Wiley & Sons.
Mayer, R. C., Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84(1), 123-136. doi:10.1037/0021-9010.84.1.123
Mayer, R. C., Davis, J. H., Schoorman, F. D. (1995). An Integrative Model of Organizational Trust. Academy of Management Review, 20(3), 709-734. doi:10.5465/amr.1995.9508080335
Mayer, R. C., Gavin, M. B. (2005). Trust in Management and Performance: Who Minds the Shop while the Employees Watch the Boss? The Academy of Management Journal, 48(5), 874-888. doi:10.2307/20159703
McAllister, D. J. (1995). Affect- and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations. The Academy of Management Journal, 38(1), 24-59.
McClane, W. E. (1991). Implications of Member Role Differentiation: Analysis of a Key Concept in the Lmx Model of Leadership. Group & Organization Management, 16(1), 102-113. doi:10.1177/105960119101600107
McKnight, D. H., Cummings, L. L., Chervany, N. L. (1998). Initial Trust Formation in New Organizational Relationships. Academy of Management Review, 23(3), 473-490. doi:10.5465/amr.1998.926622
Mishra, A. K., Mishra, K. E. (1994). The role of mutual trust in effective downsizing strategies. Human Resource Management, 33(2), 261-279. doi:10.1002/hrm.3930330207
Nelson, K. M., Cooprider, J. G. (1996). The Contribution of Shared Knowledge to IS Group Performance. MIS Quarterly, 20(4), 409-432. doi:10.2307/249562
O'Reilly, C. A., Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied psychology, 71(3), 492-499. doi:10.1037/0021-9010.71.3.492
Parsons, T. (1969). Politics and social structure. New York: The Free Press.
Pedhazur, E. J. (1997). Mulitiple regression in behavioral research (3rd Ed.). New York: Holt.
Platt, J. R. (1964). Strong influence. Science, 146, 347-353.
Polzer, J. T., Crisp, C. B., Jarvenpaa, S. L., Kim, J. W. (2006). Extending the Faultline Model to Geographically Dispersed Teams: How Colocated Subgroups can Impair Group Functioning. Academy of Management Journal, 49(4), 679-692. doi:10.5465/amj.2006.22083024
Rempel, J. K., Holmes, J. G., Zanna, M. P. (1985). Trsut in Close Relationships. Journal of Personality and Social Psychology, 49(1), 95-112.
Ring, P. S., Van De Ven, A. H. (1994). Developmental Processes of Cooperative Interorganizational Relationships. Academy of Management Review, 19(1), 90-118. doi:10.5465/amr.1994.9410122009
Robbins, S. P. (2011). Organizational behavior (13 ed.). NJ, US: Person Education.
Roberts, K. H., O'Reilly, C. A. (1974). Measuring organizational communication. Journal of Applied Psychology, 59(3), 321-326. doi:10.1037/h0036660
Rosenberg, M. (1957). Misanthropy and political ideology. American Sociological Review, 21, 690-695.
Rotter, J. B. (1967). A new scale for the measurement of interpersonal trust. Journal of Personality, 35, 651-665.
Rotter, J. B. (1971). Generalized expectancies for interpersonal trust. American Psychologist, 26(5), 443-452. doi:10.1037/h0031464
Rotter, J. B. (1980). Interpersonal trust, trustworthiness and gullibility. American Psychologist, 35, 1-7.
Rousseau, D. M., Sitkin, S. B., Burt, R. S., Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of Management. The Academy of Management Review, 23(3), 393-404.
Sabel, C. F. (1993). Studied Trust: Building New Forms of Cooperation in a Volatile Economy. Human Relations, 46(9), 1133-1170. doi:10.1177/001872679304600907
Sahlins, M. D. (1974). Stone age economics (Vol. 130): Transaction Publishers.
Salamon, S. D., Robinson, S. L. (2008). Trust that binds: The impact of collective felt trust on organizational performance. Journal of Applied Psychology, 93(3), 593-601. doi:10.1037/0021-9010.93.3.593
Schoorman, F. D., Mayer, R. C., Davis, J. H. (2007). An Integrative Model of Organizational Trust: Past, Present, and Future. Academy of Management Review, 32(2), 344-354. doi:10.5465/amr.2007.24348410
Searle, R., Weibel, A., Hartog, D. N. D. (2011). Employee Trust in Organization. In G. P. Hodgkinson J. K. Ford. (Eds.), International Review of Industrial and Organizational Psychology (Vol. 26). Edited by: John Wiley Sons, Ltd.
Serva, M. A., Fuller, M. A., Mayer, R. C. (2005). The reciprocal nature of trust: a longitudinal study of interacting teams. Journal of Organizational Behavior, 26(6), 625-648. doi:10.1002/job.331
Shallcross, S. L., Simpson, J. A. (2012). Trust and responsiveness in strain-test situations: a dyadic perspective. Journal of Personality and Social Psychology, 102(5), 1031-1044. doi:10.1037/a0026829
Simmel, G. (1964). The sociology of George Simmel (translated by K. H. Wolff). New York: The MacMillan Company & The Free press.
Svensson, G. (2005). Mutual and interactive trust in business dyads: condition and process. European Business Review, 17(5), 411-427. doi:doi:10.1108/09555340510620320
Tomlinson, E. C., Dineen, B. R., Lewicki, R. J. (2009). Trust congruence among integrative negotiators as a predictor of joint‐behavioral outcomes. International Journal of Conflict Management, 20(2), 173-187. doi:10.1108/10444060910949621
Walumbwa, F. O., Luthans, F., Avey, J. B., Oke, A. (2011). Retracted: Authentically leading groups: The mediating role of collective psychological capital and trust. Journal of Organizational Behavior, 32(1), 4-24. doi:10.1002/job.653
Weibel, A. (2010). Managerial objectives of formal control: High motivation control mechanisms. In S. B. Sitkin, L. B. Cardinal, K. M. Bijlsa-Frankema (Eds.), Organizational control (pp. 434-462). Cambridge, England: Cambridge University Press.
Wrightsman, L. S. (1974). Assumption about human nature: A social-psychological approach Monterey, CA: : Brooks Cole.
Wrightsman, L. S. (1992). Assumptions about human nature: implications for researchers and practitioners. Newbury Park, CA: Sage.
Yakovleva, M., Reilly, R. R., Werko, R. (2010). Why do we trust? Moving beyond individual to dyadic perceptions. Journal of Applied Psychology, 95(1), 79-91. doi:10.1037/a0017102
Yamagishi, T. (2011). Trust: The evolutionary game of mind and society. Berlin: Springer, (Original work published (1998).
Yamagishi, T., Yamagishi, M. (1994). Trust and commitment in the United States and Japan. . Motivation and Emotion, 18(2), 129-166.
Yukl, G. A. (1981). Leadership in organizations: Pearson Education India.
Zaheer, S., Zaheer, A. (2006). Trust across borders. Journal of International Business Studies, 37(1), 21-29.