Maliqi Majlinda, Lalot Fanny, Quiamzade Alain
Faculty of Psychology, University of Basel, Basel, Switzerland.
Faculty of Psychology and Educational Sciences, Universite de Geneve, Geneva, Switzerland.
Front Psychol. 2025 Aug 7;16:1654463. doi: 10.3389/fpsyg.2025.1654463. eCollection 2025.
This study aimed to investigate the dynamics of trust formation in the work context. Specifically, the study aims to test how first impressions and new information about a new team member (1) interact to determine interpersonal trust in this person, and (2) influence perceptions of the wider work team.
We present the findings of a preregistered experimental study conducted amongst employees in Northwestern Switzerland ( = 204). We relied on a hiring paradigm, using a bogus job interview video to manipulate first impressions of a job candidate through her response to an accusation of past trust violation (denial vs. apology). This was followed by new positive information about the job candidate. Outcomes included the perceived trustworthiness of, and trust in the job candidate, as well as the anticipated team dynamics if the person were to join the participant's work team.
Contradicting a congruence bias hypothesis, the results showed a sustained positive effect of first impressions (specifically, the impact of apology over denial), demonstrating an additive, rather than multiplicative, positive effect of the new information on (1) perceived trustworthiness and interpersonal trust as well as (2) collaborative culture, perceived performance, and satisfaction with team functioning.
We highlight theoretical implications for belief updating research and suggest applications for trust interventions in the workplace.
本研究旨在探讨工作环境中信任形成的动态过程。具体而言，该研究旨在测试关于新团队成员的第一印象和新信息如何：（1）相互作用以确定对该人的人际信任，以及（2）影响对更广泛工作团队的看法。
我们展示了一项在瑞士西北部员工中进行的预注册实验研究的结果（ = 204）。我们采用了招聘范式，通过一个虚假的求职面试视频，根据求职者对过去信任违规指控的回应（否认与道歉）来操纵对求职者的第一印象。随后提供了关于该求职者的新的积极信息。结果包括对求职者的可信赖度和信任度的感知，以及如果此人加入参与者的工作团队，对预期团队动态的看法。
与一致性偏差假设相反，结果显示第一印象具有持续的积极影响（具体而言，道歉比否认的影响更大），表明新信息对（1）感知到的可信赖度和人际信任，以及（2）协作文化、感知到的绩效和对团队功能的满意度具有累加而非倍增的积极影响。
我们强调了对信念更新研究的理论意义，并提出了在工作场所进行信任干预的应用建议。
