This study explores the relationship between trust and establishment performance. The outcome indicators are management's assessment of the economic or financial situation of the workplace and its relative labor productivity. Trust is initially measured using the individual survey respondent's assessment of the 'contribution' of the other side, the rating of the employee representative being favored over that of management as less subject to feedback from performance. Although the potential endogeneity of employee trust is taken into account, an improved measure is constructed from the discrepancy or dissonance between the assessments of the two sides as to the quality of industrial relations at the workplace. All trust measures are associated with improved establish-ment performance. However, there is no suggestion from specifications using the two more favored trust measures that any one type of formal workplace representation – either works councils or union bodies – is superior. Dissonance, if indeed exogenous, demonstrates that good industrial relations trump type of workplace representation.

中文翻译：

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信任和工作场所绩效

本研究探讨了信任与企业绩效之间的关系。结果指标是管理层对工作场所的经济或财务状况及其相对劳动生产率的评估。信任最初是使用个别调查受访者对另一方“贡献”的评估来衡量的，员工代表的评级比管理层的评级更受青睐，因为较少受到绩效反馈的影响。虽然考虑了员工信任的潜在内生性，但根据双方对工作场所劳资关系质量的评估之间的差异或不一致，构建了一种改进措施。所有信任措施都与改进的机构绩效相关。然而，使用这两种更受欢迎的信任措施的规范没有表明任何一种正式的工作场所代表 - 无论是工作委员会还是工会机构 - 都是优越的。不和谐，如果确实是外生的，表明良好的劳资关系胜过工作场所的代表性类型。