Abstract: Trust in management has long been assumed to relate to performance in organization. However, the relationship is not clear yet. And the mechanism between trust in managers and performance has precipitated an interest among organizational researchers. Cognition-based trust and affect-based trust are two types of trust that may have different effect on work outcomes. The purpose of this study was to examine how these two kinds of trust in supervisors influenced employees’ task performance and OCB, and the mediating effects of ability-to-focus and affective commitment.
Data was from a total of 563 matched supervisor-subordinate dyads. The confirmatory factor analysis showed that employee measurement and supervisor measurement had good reliability and validity. LISREL was used to test the hypotheses.
The results indicated that ability to focus fully mediated the relation between cognition-based trust in supervisors and employee’s task performance and OCB. In contrast, affective commitment partially mediated the relationship between affect-based trust in supervisors and task performance and OCB. The findings revealed that affect-based trust in supervisors related positively to task performance and individual-directed OCB. In addition, they showed that the effects of affect-based trust in supervisors on employee’s performance and OCB was stronger than that of cognition-based trust.
The present study contributes to our understanding of the relationship between trust in managers and employee’s performance by explaining in more detail the psychological mechanisms involved. The results of this research have managerial as well as research implications

Key words: cognition-based trust, affect-based trust, affective commitment, OCB (organizational citizenship behavior), task performance