General models for trust development in organisations suggest a linear path founded on three bases (calculus, knowledge, identification). Seeking to capture a more dynamic nature for the trust development pathway, this study focuses on the role of organisational culture in shaping these paths by conveying sensemaking processes. Through exploratory group interviews, we examined how trust can be boosted or weakened among senior and newcomer members of two Italian social enterprises (NPSEs) as organisational contexts whose core values make trust a valuable relational asset. Our in-depth analysis of key trust processes showed that the NPSE members refer principally to a non-linear path of trust-building in their professional experience, and acknowledge the knowledge base as the starting point for, and the main source of, trust. Two other processes for implementing trust also emerged, the spillover of trust capabilities to other kinds of relationships, and their leaders' ability to establish organisational routines that can consolidate trust. Overall, our findings contribute to connecting trust-building dynamics to broader organisational culture, highlighting specific routines and practices – intentional as well as informal – that encourage their members to learn to trust. Applicative implications for building trust in workplaces are discussed.

组织中信任发展的一般模型建议建立在三个基础（微积分、知识、识别）之上的线性路径。为了捕捉信任发展路径的动态特性，本研究重点关注组织文化在通过传达意义建构过程塑造这些路径中的作用。通过探索性小组访谈，我们研究了作为核心价值观使信任成为有价值的关系资产的组织环境，如何增强或削弱两家意大利社会企业 (NPSE) 的高级和新成员之间的信任。我们对关键信任过程的深入分析表明，NPSE 成员在其专业经验中主要指的是建立信任的非线性路径，并承认知识库是信任的起点和主要来源。还出现了另外两个实现信任的过程，信任能力对其他类型关系的溢出，以及他们的领导者建立可以巩固信任的组织惯例的能力。总的来说，我们的研究结果有助于将建立信任的动力与更广泛的组织文化联系起来，强调特定的惯例和做法——有意的和非正式的——鼓励他们的成员学会信任。讨论了在工作场所建立信任的应用意义。强调特定的惯例和做法——有意的和非正式的——鼓励他们的成员学会信任。讨论了在工作场所建立信任的应用意义。强调特定的惯例和做法——有意的和非正式的——鼓励他们的成员学会信任。讨论了在工作场所建立信任的应用意义。