Background: Interpersonal trust is a kind of organizational trust that its decline or reduction causes negative consequences in organization. In this regard, this study was aimed to examine interpersonal trust outcomes and its dynamics in organization through a structural equation modeling.

Method: Research method of this study is correlation. Population of study includes all employees of Dezful public organizations. 365 members of sample were selected randomly and then questionnaires related to research variables were prepared and after ensuring their reliability and content validity were distributed. In order to test the hypotheses, first of all, measurement models were estimated and tested. Finally, data were fitted to structural equation.

Results: It was discovered that the direct paths of vertical interpersonal trust to innovative behavior, organizational identity, and work engagement, and also its indirect paths to organizational commitment and job satisfaction are significantly positive (&alpha=0.05). Second, the horizontal interpersonal trust has a significant positive impact on work engagement and job satisfaction directly, and an indirectly positive impact on organizational commitment. Third, despite the directly organizational commitment impact on organizational citizenship behavior, horizontal interpersonal trust has no significant effect on these behaviors. Also, there is a meaningful positive relationship between vertical and horizontal trust.

Conclusion: It is expected that both types of interpersonal trust will be improved through reinforcing their distinct antecedents and then their direct and indirect outcomes like job satisfaction, job engagement, organizational commitment, organizational identification, and innovative behavior be obtained.