Trust (social science)

Trust in others in Europe
Country-level estimates of trust
Share of people agreeing with the statement "most people can be trusted"

Trust is the belief that another person will do what is expected. It brings with it a willingness for one party (the trustor) to become vulnerable to another party (the trustee), on the presumption that the trustee will act in ways that benefit the trustor.[1][2][3] In addition, the trustor does not have control over the actions of the trustee.[1] Scholars distinguish between generalized trust (also known as social trust), which is the extension of trust to a relatively large circle of unfamiliar others, and particularized trust, which is contingent on a specific situation or a specific relationship.[1]

As the trustor is uncertain about the outcome of the trustee's actions, the trustor can only develop and evaluate expectations. Such expectations are formed with a view to the motivations of the trustee, dependent on their characteristics, the situation, and their interaction.[4][page needed] The uncertainty stems from the risk of failure or harm to the trustor if the trustee does not behave as desired.

In the social sciences, the subtleties of trust are a subject of ongoing research. In sociology and psychology, the degree to which one party trusts another is a measure of belief in the honesty, fairness, or benevolence of another party. The term "confidence" is more appropriate for a belief in the competence of the other party.[5][6][citation needed] A failure in trust may be forgiven more easily if it is interpreted as a failure of competence rather than a lack of benevolence or honesty.[7][page needed] In economics, trust is often conceptualized as reliability in transactions. In all cases, trust is a heuristic decision rule, allowing a person to deal with complexities that would require unrealistic effort in rational reasoning.[8]

  1. ^ a b c Schilke, Oliver; Reimann, Martin; Cook, Karen S. (2021). "Trust in Social Relations". Annual Review of Sociology. 47 (1): 239–259. doi:10.1146/annurev-soc-082120-082850. ISSN 0360-0572. S2CID 231685149.
  2. ^ Mayer, R.C.; Davis, J.H.; Schoorman, F.D. (1995). "An integrative model of organizational trust". Academy of Management Review. 20 (3): 709–734. CiteSeerX 10.1.1.457.8429. doi:10.5465/amr.1995.9508080335. S2CID 15027176.
  3. ^
  4. ^ Hardin, Russell (2002-03-21). Trust and Trustworthiness. Russell Sage Foundation. ISBN 978-1-61044-271-8.
  5. ^ Leiter, Michael P.; Day, Arla; Price, Lisa (2015-03-01). "Attachment styles at work: Measurement, collegial relationships, and burnout". Burnout Research. 2 (1): 25–35. doi:10.1016/j.burn.2015.02.003. hdl:10536/DRO/DU:30089731. ISSN 2213-0586.
  6. ^ Cook, John; Wall, Toby (1980-03-01). "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. ISSN 0305-8107.
  7. ^ Nooteboom, B. (2017). Trust: Forms, Foundations, Functions, Failures and Figures. Edward Elgar Publishing. ISBN 9781781950883.
  8. ^ Lewicki, Roy; Brinsfield, Chad (2011). "Trust as a heuristic". Framing Matters: Perspectives on Negotiation Research and Practice in Communication. Peter Lang Publishing.

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