Interpersonal trust and distrust at work: Scale validation and theoretical exploration

Interpersonal trust is one of the most widely studied topics in organizational research. One notable theoretical controversy that has remained over the decades is the potential distinction between trust and distrust. The current research advances this debate by developing and validating theory-based measures of trust and distrust. We take an attitude theory approach to develop scales based on the Lewicki et al. (1998) conceptualization of trust and distrust. Across four studies utilizing a variety of work-based samples and contexts, we present evidence of internal consistency, reliability, factor structure, construct validity, and criterion-related validity. These studies support the primary theoretical assertions from Lewicki et al. that trust and distrust are distinguishable attitudes with differing nomological networks and that individuals can experience attitudinal ambivalence (i.e., the existence of both positive and negative attitudes toward the same target). Findings extend trust and distrust theory by demonstrating that competence and intent are further sub-facets of trust and distrust attitudes and that distrust in one's supervisor at work predicts incremental variance in emotional exhaustion and counterproductive work behaviors beyond trust. Ultimately, the scale presented enables future research and practice focused on disentangling trust and distrust in the workplace.