Running head: REWARDS AND TRUST The Use of Rewards to Increase and Decrease Trust: Mediating Processes and Differential Effects
نویسندگان
چکیده
We test hypotheses asserting that reward structures an omnipresent element of the work context have a strong influence on interpersonal trust, and we explore the cognitive and behavioral routes through which the effects may occur. Specifically, we use attribution theory to identify several core processes including social perception (causal schemas), self-perception, and attributional biases (correspondence bias, suspicion effects, and pre-existing expectations) that may explain trust development. A 3 (cooperative/competitive/mixed rewards) X 2 (high/low initial trust) experimental design in a problemsolving task was used to examine the hypotheses. The results suggest that reward structures have a strong influence on trust, and that the effect is mediated by causal schemas, suspicion effects, and selfperception. We also found some support for the prediction that the impact of mixed reward structures on trust is biased by individuals’ pre-existing expectations about their partner’s trustworthiness. The theory and results suggest that attribution theory provides a useful framework for understanding the complex, diverse, and multiple routes through which trust may develop.
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