A meta-analytic examination of the association between vertical and horizontal trust and the in-role, extra role, and organizational levels of performance

Organizational trust significantly impacts various aspects of employee performance. Trust can be classified into two dimensions: horizontal trust (trust among peers), and vertical trust (trust in leadership and top management). Performance is commonly assessed through three dimensions: in-role (tasks specified in the job description), extra-role (voluntary behaviors that benefit the organization), and overall organizational performance. This study aimed to determine the relationship between trust and performance in an organizational context through a meta-analysis. A search was conducted across three databases, resulting in a total of 57 studies included. Results showed weak but significant pooled correlations between vertical trust and the different types of performance. Horizontal trust demonstrated higher pooled correlations with various levels of performance. Meta-regression analyses were conducted to evaluate the moderating role of age and gender, revealing that only age had a significant and negative effect. These findings underscore the importance of fostering trust to achieve effective performance at both the individual and organizational levels