Although trust is considered a dyadic and bidirectional phenomenon, the majority of trust research has not considered it as such. The purpose of this paper is to contribute to closing this research gap by analyzing the influence of supervisor’s propensity to trust on salesperson trust in supervisor, considering the mediating role of servant leadership (SL). Additionally, the authors delve into the relationship between trust in supervisor and salesperson turnover by examining the moderating effect of perceived ethical climate (EC).,Information was provided by 145 salesperson–supervisor dyads from 145 companies across various industries. SEM and PROCESS procedures were used to test the proposed hypotheses.,The results indicate that a supervisor’s disposition to trust is positively related to employee trust in the leader via its impact on perceived SL behaviors. However and contrary to the expectations, supervisor’s propensity to trust is found to have a direct negative impact on trust in the supervisor, suggesting the presence of additional mediating variables. Finally, the trust dimension of EC moderates the negative influence of trust on salesperson turnover intentions.,The findings highlight the practical benefits of fostering trust in the workplace and confirm the significant role of trust in the identification of servant leaders. In addition, the study shows that a supervisor’s disposition to trust can have a relevant effect on salesperson’s turnover intentions. Moreover, the results demonstrate the beneficial role of an ethical work climate.,This study offers insight into how to improve the retention of efficient employees and the role of trust, analyzed at a dyadic level, in this process. In addition, the findings suggest why servant leaders adopt this leadership style.

中文翻译：

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信任与信任

尽管信任被认为是双向的和双向的现象，但是大多数信任研究并未将其视为这样。本文的目的是通过分析主管的信任倾向对主管中销售人员信任的影响，并考虑仆人领导（SL）的中介作用，为缩小研究差距做出贡献。此外，作者通过检查感知的道德氛围（EC）的调节作用，深入研究了对主管的信任与销售人员离职之间的关系。该信息由来自各个行业的145家公司的145个销售人员-主管二人提供。SEM和PROCESS程序用于检验所提出的假设。结果表明，主管对信任的倾向与员工对领导者的信任程度成正比，这取决于领导者对所感知到的SL行为的影响。但是，与预期相反，发现主管对信任的倾向会对对主管的信任产生直接的负面影响，表明存在其他中介变量。最后，欧共体的信任维度减轻了信任对销售人员离职意图的负面影响。研究结果突出了在工作场所建立信任的实际好处，并确认了信任在确定仆人领袖中的重要作用。此外，研究表明，主管对信任的处置可能会对销售人员的离职意图产生相关影响。此外，结果证明了道德工作氛围的有益作用。这项研究提供了有关在此过程中如何提高高效员工保留率和信任作用的真知灼见，并进行了双向分析。此外，调查结果表明了仆人领袖为什么要采用这种领导风格。