Affect- and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations
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... McAllister (1995) [93] Dual-factor model of organizational interpersonal trust. ...
... They draw on Mayer et al. [92] to describe trustworthiness in terms of ability, integrity, and benevolence, and incorporate Lee and See's view of trust in automation [78] as a calibrated attitude shaped by system performance and user experience. Their conceptualization also reflects Madsen and Gregor's adaptation [88] of McAllister's definition [93], which emphasizes user confidence and willingness to act on the recommendations of intelligent systems. Building on this foundation, Nothdurft et al. [106] propose an adaptive explanation architecture that adjusts system transparency and feedback to support appropriate levels of trust in automated systems. ...
... Riegelsberger et al. [114] conceptualize trust as a psychological state characterized by a positive expectation that one's vulnerability will not be exploited. Like Nothdurft et al. [106], they build on Mayer et al. [92] and McAllister [93], but extend the discussion by emphasizing the social grounding of trust. Their framework is embedded in a trustor-trustee model adapted from the trust game [9], where trust is shaped by contextual cues, reputation, and internalized norms. ...
Trust is a fundamental concept in human decision-making and collaboration that has long been studied in philosophy and psychology. However, software engineering (SE) articles often use the term 'trust' informally - providing an explicit definition or embedding results in established trust models is rare. In SE research on AI assistants, this practice culminates in equating trust with the likelihood of accepting generated content, which does not capture the full complexity of the trust concept. Without a common definition, true secondary research on trust is impossible. The objectives of our research were: (1) to present the psychological and philosophical foundations of human trust, (2) to systematically study how trust is conceptualized in SE and the related disciplines human-computer interaction and information systems, and (3) to discuss limitations of equating trust with content acceptance, outlining how SE research can adopt existing trust models to overcome the widespread informal use of the term 'trust'. We conducted a literature review across disciplines and a critical review of recent SE articles focusing on conceptualizations of trust. We found that trust is rarely defined or conceptualized in SE articles. Related disciplines commonly embed their methodology and results in established trust models, clearly distinguishing, for example, between initial trust and trust formation and discussing whether and when trust can be applied to AI assistants. Our study reveals a significant maturity gap of trust research in SE compared to related disciplines. We provide concrete recommendations on how SE researchers can adopt established trust models and instruments to study trust in AI assistants beyond the acceptance of generated software artifacts.
... David and Andrew [65] found that interpersonal trust is a common phenomenon in organizational life, which is expressed by cognitive-based trust (CBT) and affective-based trust (ABT). McAllister [66] believes that interpersonal trust is the degree to which a person has confidence in another person's words, deeds, and decisions, and that people act according to these words, deeds, and decisions. Users' trust level in information sources will have a great impact on the information itself and the strategy of a supporting decision [67], with a recommendation being more acceptable the higher the level of trust from which it is derived [34], and drawing from the research achievements in the computer field, trust-transferring strategies and properties have been verified [35][36][37]. ...
... I can trust the featured user to share content in the community without causing me more confusion. [51,66] T3. In the interaction with the featured user, I think we all benefit a lot. ...
With the flourishing development of the virtual community (VC), trust not only provides a guarantee and foundation for the VC operation, but is critical in activating individual trust-related behavior in a virtual setting. However, based on a review of prior literature on trust and the VC, those studies failed to pay enough attention to trust’s multidimensional nature. Specifically, the relation among multidimensional components (conditions) in the research trust model is usually less discussed. This research focuses on a set of multidimensional conditions (components) that could activate trust in the context of the VC. The research framework also focuses on the factors of the virtual community scene and individual online behavior (based on intrinsic trustworthiness properties). Based on the classic trust framework, the operation and maintaining mechanism of the VC is analyzed, as well as the relationship between the trustworthy qualities of online users and their online behavior, which helps survey scale design, and then the multidimensions of trust’s construct of the VC is successfully isolated. The concept of Multi-Variation In-Trust Web Feature Behavior Performance as the set of multidimensional conditions supporting trust is proposed in the paper, and the relation among four dimensional components (conditions) is verified. Finally, the connection and operation mechanism between the four dimensional conditions (components) of trust and information dissemination in the VC are explored.
... The level of trust is crucial in the establishment of power dynamics in relationships (Simpson et al., 2015). One party is willing to act on another party's words, actions, and decisions based on the level of trust the party has in the other party (McAllister, 1995). According to Alm et al. (2012), most definitions in the literature distinguish between reason-based trust and implicit trust. ...
Compliance with tax laws by taxpayers is fundamental to the collection of tax revenue. Taxpayers can either comply voluntarily or they can be forced by a revenue authority to comply. Revenue authorities can thus embrace a customer service-oriented approach (based on trust) or an enforcement approach (using power) to ensure taxpayer compliance. Using a combination of the Slippery Slope Framework (SSF) and a Structural Equation Modelling (SEM) analysis, the effect of power by and/or trust in the South African Revenue Service (SARS) on small, medium and micro enterprises’ (SMMEs’) tax compliance costs is investigated. It was established that while the use of power has no statistically significant impact on tax compliance costs, trust significantly reduces SMMEs’ tax compliance costs. This finding may be important to all revenue authorities who wish to ensure improved taxpayer compliance.
... As such, working teams in organizations can accomplish their goals more easily if there is interpersonal trust among the team members when compared to teams lacking such trust [98]. Indeed, interpersonal trust is a major indicator of a team's strong performance [34,62] and includes two dimensions of cognitive and affective [78,89]. Cognition-based trust is based on the recognition of the behavioral components of the counterpart, the analysis of his/her facilities and qualifications, and finally, making a reasonable decision about relying on him/her [40]. ...
... Yukl (2013) destaca que líderes eficazes promovem a confiança ao serem transparentes, consistentes e ao demonstrarem preocupação com o bem-estar de seus subordinados. Além disso, a confiança organizacional pode ser impactada por fatores externos, como mudanças institucionais, comunicação interna e percepção de suporte organizacional (Mcallister, 1995;Levin;Cross, 2004). ...
Este artigo investiga como a confiança organizacional se estabelece entre oficiais e praças na Polícia Militar do Paraná, abordando cinco fatores principais: relacionamento com o superior hierárquico, relacionamento com colegas de trabalho, trabalho em equipe, condições de trabalho e ação da organização. Os dados, coletados por meio de um survey aplicado a 286 policiais, revelaram que a confiança varia conforme as diferentes posições hierárquicas e a natureza das relações interpessoais. Enquanto oficiais tendem a valorizar o alinhamento de valores e a competência demonstrada pelos superiores, as praças priorizam o vínculo interpessoal com os colegas. Observou-se também a importância de elementos como comunicação transparente, justiça organizacional e reconhecimento profissional para fortalecer a cooperação e a coesão interna. Embora as condições de trabalho não tenham sido apontadas como fator crítico, a ação organizacional mostrou-se relevante para a construção de um ambiente de confiança. Os resultados sugerem a necessidade de estratégias voltadas à transparência, participação e alinhamento de valores em toda a corporação. Limitações, como a abrangência restrita a uma única instituição e a utilização de diferentes escalas de mensuração, indicam oportunidades para estudos futuros mais amplos e com metodologias variadas. Ainda assim, o artigo oferece subsídios para gestores e formuladores de políticas que busquem aprimorar o clima organizacional e a eficácia operacional em instituições policiais.
... Organizational justice perception can be measured using the Organizational Justice Scale developed by Niehoff and Moorman (1993), which consists of 20 items assessing distributive, procedural, and interactional justice and has been validated and widely applied in past research. Employee trust is measured using the scale developed by McAllister (1995), which includes 11 items to assess both cognitive and affective trust in leaders, which has been validated and extensively applied in organizational research. ...
The present study examines the impact of conflict resolution training on organizational justice perception and employee trust, with leadership fairness perception as a mediator and power dynamics and conflict resolution mechanisms (collaborative vs. avoidant) as moderators. Grounded in equity theory and social exchange theory, the research highlights how training enhances fairness and trust by promoting balanced relationships and reciprocal exchanges. The findings suggest leadership fairness mediates these effects, while collaborative mechanisms and balanced power dynamics strengthen positive outcomes. This study provides actionable insights for organizations to foster justice and trust through effective conflict resolution and leadership practices.
This study aimed to develop a Japanese-language version of McAllister’s affect- and cognition-based trust measure (ACTM) and test its reliability and validity among Japanese workers. The ACTM was translated into Japanese and reviewed through a back-translation process involving the original author to produce the Japanese version (ACTM-J). Data on 291 Japanese workers obtained through internet research were used to investigate the reliability (internal consistency) and construct validity (factor analysis and correlation analysis) of the ACTM-J. Confirmatory factor analysis revealed that the two-factor model of the ACTM-J, the same as the original version, fitted the data well. Cronbach’s alpha coefficients (.94 for affect-based trust; .89 for cognition-based trust), indicated high internal consistency. Correlation analysis showed that both types of trust were positively related to leader-member exchange, job satisfaction, organizational commitment, and organizational citizenship behavior, and negatively related to turnover intention. These results suggest that the ACTM-J has an acceptable level of reliability and validity and is an appropriate measure for evaluating subordinates’ affect- and cognition-based trust in their supervisors in Japanese workplaces.
To find out whether it is possible to train pilots and controllers to adequately trust their partners, and thus modify their behavior and increase their performance, this study experimentally tested whether individuals’ disposition to trust is influenced by their social learning. Objective measurements related to the task to perform, collected over two successive phases, were used for two different groups of aviation staff. The results highlight a link between swift trust, supervision strategies, and time management and point to the social nature of the disposition to trust. This opens the way to a new experimental approach to the study of behaviors induced by interpersonal trust and to new pedagogical levers for optimizing the activity of ephemeral teams through training.
Purpose
Recent literature emphasises the necessity for further exploration in the domain of smart helmet technologies. This study aims to investigate the factors that instil trust in these devices and the determinants driving users' recommendation behaviour. Task technology fit and parasocial relationship theory serve as the foundational frameworks for this investigation.
Design/methodology/approach
Employing a deductive approach, this study used purposive sampling to collect responses from 312 respondents. Data analysis was performed using partial least squares structural equation modelling (PLS-SEM) to test the hypothesised research model.
Findings
The results indicate that navigation quality and safety quality directly influence users’ recommendation behaviour. In contrast, anthropomorphism does not exert a direct effect on recommendation behaviour; instead, it operates through a full mediation effect of trust. Furthermore, navigation quality, anthropomorphism and safety quality significantly impact users’ trust. Trust demonstrates a significant positive influence on users’ recommendation intention and partially mediates the relationships between navigation quality and safety quality and users’ recommendation behaviour.
Practical implications
This study offers valuable insights for product developers, marketers and policymakers regarding smart helmet design and marketing. The identification of trust-enhancing factors like navigation quality, anthropomorphism and perceived safety quality offers insights for stakeholders to prioritise these attributes in product development to meet consumer expectations. For policymakers, these insights can guide regulations that promote safety, enhance user experiences in smart wearable devices and drive recommendations for smart helmets.
Originality/value
This study fills a critical gap in the existing literature on smart helmets. Where prior research has largely been confined to technical, conceptual, or experimental dimensions, the empirical validation of the hypothesised relationships within the smart helmet context offers critical insights and contributes a unique empirical perspective to the field. The study’s novel approach provides a deeper understanding of the behavioural dynamics and offers actionable knowledge that can inform both academic discourse and industry practices.
Influencers’ persuasive power is rooted in the informational and emotional support they offer to followers through a certain form of relationship. With a focus on the role of “platforms” in the process, this study adopted the technology affordance lens and a national survey to examine how affordances of visibility and engagement affect followers’ information seeking and affective relationship-building activities in influencer marketing, and consequently contribute to purchase intention. Additionally, the differences in the patterns among three major influencer marketing platforms (i.e., Instagram, YouTube, and Facebook) were explored. Through a national online survey in the US, the results revealed that product visibility, triggered engagement, and social presence engagement were positively related to information seeking; visibility control, social presence engagement, and synchronous engagement were positively associated with affective trust development. The three platforms differed in some of the association strengths between affordances and follower activities. The study added to the literature by revealing the underexplored contextual roles of media technology affordances in influencer marketing and offering platform-specific granular insights.
Effectiveness of managers is analyzed from the reputational viewpoint. It is proposed that focal managers gain the reputation of being effective by meeting the self-interested expectations of role set members. It is further suggested that organizations value the most reputationally effective managers. Five hypotheses were tested using a sample of 217 middle managers, 173 superiors, 387 subordinates and 303 peers. Results confirm all five hypotheses and provides the foundation for a new direction of research in managerial effectiveness.
