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In an attempt to integrate the key components of earlier trust research, [27] Mayer et al. (1995) proposed. An integrative model of organizational trust. This model of interpersonal trust examines the development of trust between a trustor (the individual trusting) and a trustee (the individual being trusted) within an organizational context. Although the model is consistent with other theories of trust ([2] Boon and Holmes, 1991), it is distinct from previous conceptualizations of organizational trust because it separates trust from its antecedents and outcomes. The characteristics of the trustee and the trustor are considered antecedents that influence trust. Trust in turn leads to risk taking in the relationship, and this risk taking is considered to be the outcome of trust.
[27] Mayer et al. (1995, p. 712) defined trust as:
[...] the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to monitor or control that other party.
Mayer et al. 's model of trust accounts for both the perceived characteristics of the trustee and the disposition of the trustor. The perceived trustee characteristics that are proposed to lead to trustworthiness are ability, benevolence, and integrity. Perceived ability is the trustor's perception that a trustee has the skills, competencies, and characteristics to have influence in the domain of interest. Perceived benevolence is the perception that the trustee will act in the best interests of the trustor. Perceived integrity is the trustor's perception that a trustee adheres to an acceptable set of ethical principles. This model of trust also considers the trustor's propensity to trust, or generalized belief about the trustworthiness of others.
Considerable research has examined interpersonal trust within the workplace using [27] Mayer et al. 's (1995) model of trust, and for the most part has supported the propositions of An integrative model of organizational trust ([7] Colquitt et al. , 2007; [9] Dirks and Ferrin, 2002). However, a major limitation of previous research on interpersonal trust is that it has focused almost exclusively on trust in upward relationships (e.g. trust in supervisor). Although the importance of subordinate and peer trust relationships has been acknowledged ([12] Ferres et al....