Abstract
This qualitative study focuses on determining the antecedents that lead to the development of interpersonal trust between an employee and their manager in a hybrid work set up. Since trust is dyadic in nature, both employees and managers were interviewed. A total of 76 individuals from the United Kingdom working in either the public, private or third sector participated in the semi-structured interviews. The findings of this study include determining the top 5 antecedents of interpersonal trust for public, private and third sector, for both employees and managers. Out of the top 5 antecedents, the most common antecedents observed for employees included effective communication, managerial support and managerial capability. Similarly, the most common antecedents observed among managers included effective communication, employee’s work ethics, employee’s performance and employee’s capabilities. We also observed that cognition-based trust dimensions are more prominent in hybrid work set-up for both employees and managers. This means that, individuals look for evidences of trustworthiness rather than relying on building interpersonal trust using emotional bonds.