The relative importances of five determinants of dyadic trust (integrity, competence, consistency, loyalty, and openness) were investigated from two perspectives: trust in superiors and trust in subordinates. Two experiments were designed from research on behavioral decision theory. The participants, 78 undergraduate management students, responded to cues that described hypothetical superiors (Exp. 1) and subordinates (Exp. 2). Responses indicated the amount of trust held in each of 32 superiors and 32 subordinates. Integrity, competence, and consistency were stronger than loyalty or openness as determinants of trust in one's superiors and in one's subordinates. There were no differences in the importance of any of the determinants of trust in one's subordinates versus one's superiors. Method considerations are discussed.

This study explored the relation between trust and specific factors of communication in a workplace environment for a sample of 82 men and 31 women ( M age = 37.1 yr.). Strong relations were found, and three communication factors responsible for these relations were identified.

Inconsistencies in the literature were cited concerning the hypothesis that value importance moderates the relationship between value fulfillment and job satisfaction Short forms of the Minnesota Satisfaction Questionnaire and the Work Values Inventory were used to measure intrinsic and extrinsic facets of job satisfaction and two or three (depending on the organization) dimensions of value fulfillment and importance Members of three organizations provided a total of 264 usable questionnaires Moderated regression techniques did not support a fulfillment-importance interaction effect in one organization, found inconsistent effects in another, and obtained strong, consistent effects in the third Subjective impressions among participating groups and their organizations were offered to explain the inconsistent findings It is proposed that control over value fulfillment and anticipated impact of fulfillment on future outcomes might be joint moderators, along with value importance, of the fulfillment-satisfaction relationship Strong and consistent correlations have been found between value fulfillment (i.e., the degree to which a valued outcome is perceived in the job) and job satisfaction (Blood,

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