How does interpersonal trust (i.e. between individuals) lead to interorganisational trust (i.e. between groups of individuals)? I build a bottom-up theory in which interorganisational trust arises from individuals and their dispositions, actions and observations. The theory is based on indirect reciprocity, whereby A helps B and then C helps A. Using a simulation model, I analyse (a) whether indirect reciprocity can lead to trust between two organisations even when many people are involved, when the extent of their indirect reciprocation differs, and when helping others is costly; and (b) how the presence of a boundary spanner affects this process. The main findings are that (a) indirect reciprocity can indeed create interorganisational trust under such conditions, and that, in fact, indirect may outperform direct reciprocity. Furthermore, (b) boundary spanners can decrease or increase interorganisational trust: they may decrease it by boosting their own trust at the expense of that of others, and they may increase it by enhancing indirect reciprocity for everyone through four mechanisms: contributing, discriminating, initiating and consolidating.

中文翻译：

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从人际信任到组织间信任：间接互惠的作用

人际信任（即个人之间）如何导致组织间信任（即个人组之间）？我建立了一个自下而上的理论，其中组织间信任源自个人及其处置，行为和观察。该理论基于间接互惠，其中A帮助B，然后C帮助A。使用模拟模型，我分析（a）即使在涉及许多人的情况下，间接互惠是否也会导致两个组织之间的信任，间接回报有所不同，并且在帮助他人时付出的代价很高；（b）边界扳手的存在如何影响这一过程。主要发现是：（a）间接互惠确实可以在这种条件下建立组织间的信任，并且事实上，间接互惠可能胜过直接互惠。此外，