МОДЕЛІ ПСИХОЛОГІЧНОЇ ДОВІРИ В УПРАВЛІННІ: ТЕОРЕТИКО-АНАЛІТИЧНИЙ ОГЛЯД

The article presents a theoretical and analytical review of contemporary models of psychological trust in management, enabling the identification of key cognitive, emotional, and socio-structural determinants of this phenomenon. Classical and modern approaches to trust formation at the individual, interpersonal, and group levels are analysed, and their strengths and limitations are outlined, particularly with regard to the insufficient integration of all relevant factors for practical managerial application. It is established that the effectiveness of managerial interaction, the development of corporate culture, and the enhancement of employee motivation and engagement depend significantly on leaders’ competence, benevolence, and integrity, as well as on affective ties within teams, transparency of organizational rules and policies, and the provision of psychological safety and support for innovation. The article emphasises that contemporary digital and hybrid work formats introduce new demands for managerial practice, requiring the adaptation of trust-building mechanisms within conditions of rapid change, remote collaboration, and multilayered organizational structures. The growing complexity of communication channels, the diversification of teams, and the rise of algorithmic decision-making challenge traditional assumptions about trust and necessitate the inclusion of new variables such as perceived technological reliability, digital communication literacy, and employees’ readiness for autonomy in distributed workplaces. Based on the analysis of theoretical models, practical recommendations are formulated for managers and teams aimed at integrating cognitive, emotional, and social components of trust, strengthening team interaction, and increasing organizational resilience. Particular emphasis is placed on the development of leadership practices that promote psychological safety, constructive feedback, transparent decision-making, and fair distribution of responsibilities, which are essential for sustaining trust in conditions of uncertainty. Additionally, the review highlights the growing relevance of trust in the context of global instability, organizational transformations, and socio-economic turbulence. These factors increase the importance of developing diagnostic and evaluative tools that allow managers to monitor trust dynamics in distributed, hybrid, and multicultural teams, identifying potential psychological risks at early stages. The findings justify the need to design a comprehensive authorial model of psychological trust that offers an integrative understanding of determinant interaction and can serve as a strategic instrument for human resource management, leadership development, and the enhancement of organizational effectiveness in contemporary conditions.