Organizational Trust Scale
Organizational Trust Scale (OTS)
The Organizational Trust Scale (OTS) is a 12-item instrument designed to measure interpersonal trust and organizational confidence across four dimensions. Developed by Aneil K. Mishra in 1996, the scale addresses how employees perceive trustworthiness in their organization and leadership.
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When to use it
The OTS is valuable in organizational audits, change management initiatives, post-crisis recovery assessments, and leadership development programs. Use it when investigating organizational effectiveness barriers, evaluating merger integration outcomes, or assessing the impact of new management on employee confidence. The scale is particularly suited for large organizations with multiple hierarchical levels.
Strengths & limitations
- Multidimensional approach captures trust across four critical competencies rather than as a unidimensional construct
- Short administration time (3–5 minutes) allows inclusion in broader organizational surveys without significant respondent burden
- Grounded in organizational theory with strong psychometric properties demonstrated across diverse sectors
- Actionable subscale scores enable diagnosis of specific trust deficits for targeted remediation
- Limited to self-report measurement; does not capture behavioral indicators of trust or objective trust-related outcomes
- Cultural context may influence responses; adaptation may be necessary for non-English-speaking or culturally distinct populations
- Sensitive to response bias and social desirability, particularly in hierarchical organizational environments where candor is threatened
Frequently asked
Can the OTS be used for team-level assessment rather than organization-wide?
Yes. Modify the referent from 'my organization' to 'my team' or 'my department.' This localized approach can diagnose trust issues in specific units and guide targeted team-building interventions.
How does the OTS differ from other trust measures?
The OTS is multidimensional and brief, focusing on trust in leaders and the organization as an entity. It contrasts with interpersonal trust scales (which measure peer trust) and specific role-based trust (e.g., supervisor trust), providing a comprehensive organizational perspective.
What response rate should we expect?
For anonymous surveys, expect 60–70% response rate. For non-anonymous administration, expect 50–60%. To improve response, emphasize anonymity, communicate survey purpose clearly, and allocate time during work hours for completion.
Sources
- Mishra, A. K. (1996). Organizational responses to crisis: The role of mutual trust and top management teams. Academy of Management Journal, 39(4), 842-865. link ↗
- Cook, K. S., Hardin, R., & Levi, M. (2001). Cooperation without trust?. Russell Sage Foundation. ISBN: 978-0-87154-090-2
How to cite this page
ScholarGate. (2026, June 3). Organizational Trust Scale (OTS). ScholarGate. https://scholargate.app/en/organizational-behavior/organizational-trust-scale
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