As we finished developing the paper ‘An integrative model of organizational trust’ that appeared in Academy of Management Review (Mayer, Davis, & Schoorman, 1995), we began to develop measures of ability, benevolence, integrity, propensity, and trust. In the following study we developed measures of the major constructs, and investigated the relationship between trust and the delegation of risky tasks to employees – which we argue is a key in empowerment. We presented this paper at a conference in 1996. For reasons that are complicated the paper never actually appeared in print. Twenty years later we are surprised at the attention this paper has attracted. As of this writing this paper has been cited over 100 times according to Google Scholar despite the fact that it is not available in a public forum. Scholars have cited this work in a variety of topics including delegation and empowerment (Pfeffer, Cialdini, Hanna, & Knopoff, 1998; Wasti, Tan, & Erdil, 2010), entrepreneurship (Cherry, 2015), collective learning (Gubbins & MacCurtain, 2008), and as a basis for measurement of trust constructs in diverse contexts such as banking (Birkenmeier & Sanséau, 2016), police mental health (Maurya & Agarwal, 2013), interteam trust (Serva, Fuller, & Mayer, 2005), virtual environments (Brown, Poole, & Rodgers, 2004; Jarvenpaa & Leidner, 1999; Robert, Dennis, & Hung, 2009; Staples & Webster, 2008) and crosscultural trust (Wasti, Tan, Brower, & Önder, 2007). We continue to receive frequent requests for a copy of this paper from scholars all over the world. Perhaps we (and a few others) underestimated the significance of the paper at the time but researchers in trust have not let it be forgotten. We share it unedited here to make it more readily available to other scholars, and to provide a more accessible version to cite. At the conclusion of the original study as it was presented, we offer some updated perspectives concerning trust and empowerment.

中文翻译：

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前言：兽医诊所的授权：信任在授权中的作用

当我们完成了一篇发表于《管理评论学院》（Mayer，Davis和Schoorman，1995年）的论文《组织信任的整合模型》时，我们开始制定能力，仁慈，正直，倾向和信任的度量。在接下来的研究中，我们制定了主要结构的措施，并研究了信任与将风险任务下放给员工之间的关系-我们认为这是增强能力的关键。我们在1996年的一次会议上介绍了该论文。由于复杂的原因，该论文实际上并未印刷出来。二十年后，我们对本文引起的关注感到惊讶。根据Google学术搜索，截至本文撰写时，该论文已被引用100多次，尽管该文件尚未在公共论坛上提供。学者们在各种主题中都引用了这项工作，包括授权和赋权（Pfeffer，Cialdini，Hanna和Knopoff，1998； Wasti，Tan和Erdil，2010），企业家精神（Cherry，2015），集体学习（Gubbins和MacCurtain， 2008年），并以此作为衡量不同背景下信任结构的基础，例如银行业（Birkenmeier和Sanséau，2016年），警察心理健康（Maurya和Agarwal，2013年），团队间信任（Serva，Fuller和Mayer，2005年），虚拟环境（Brown，Poole，＆Rodgers，2004; Jarvenpaa＆Leidner，1999; Robert，Dennis，＆Hung，2009; Staples＆Webster，2008）和跨文化信任（Wasti，Tan，Brower，＆Önder，2007）。我们不断收到来自世界各地的学者对本文的要求。也许我们（以及其他一些人）当时低估了这篇论文的重要性，但是信任的研究人员并未忘记它。我们在这里共享未经编辑的内容，以使其他学者更容易使用它，并提供引用更方便的版本。在介绍原始研究的结论时，我们提供了有关信任和授权的一些​​最新观点。