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Our first purpose is to develop a general conceptualization of employees’ cognitive and emotional trust in supervisor, which is systematic and detailed enough to predict how they causally relate to other constructs differently. Drawing on previous study, we proposed two central ideas based on which the two kinds of trust were conceptualized: (1) Cognitive trust functions to secure the productivity of social exchange relationship (SER) by focusing on the extrinsic utility of the exchange outcomes, from the perspective of gains and losses; (2) Emotional trust functions to build up a base of the long-term relationship by focusing on the intrinsic happiness inherent in the relationship and/or exchanging process, from the perspective of maintaining SER. Five middle-range hypotheses in organizational setting derived from this conceptualization were supported by Chinese and Japanese sample. Our second purpose is to develop and validate cognitive & emotional trust scale in supervisor (CTS-6 & ETS-6 in Supervisor), which can be distinguishable enough to reliably capture their unique relations in organizational setting across different cultures. Reliability, factorial validity, convergent & discriminant validity, and criterion validity of CTS-6 & ETS-6 in Supervisor were established by Chinese and Japanese sample.

Developing Cognitive and Emotional Trust Scale (CTS-6 & ETS-6 in Supervisor) with Chinese and Japanese Sample