Trust as a phenomenon is very abstract. Trust can be examined at different levels. Trust is the consequence or positive impressions from mutual interactions. Trust in an organization stems from the behavior of direct managers, as well as the organization’s leaders, but organizations with high trust are those where staff feels their trust is reciprocated and that they are themselves trusted by their mangers. Organizational trust is defined as the organization’s willingness, based upon its culture and communication behaviors in relationships and transactions, to be appropriately vulnerable, based on the belief that another individual, group or organization is competent, open and honest, concerned, reliable and identified with common goals, norms, and values. Trust may be classified as basic, simple, blind, or authentic. It may be divided to calculus-based trust, knowledge-based trust and identification-based trust. The literature review shows that trust creates added value in an organization. It effects on the performance, the atmosphere of work, effectiveness, employee satisfaction and commitment.

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