被认为对信任有重要影响的关键因素是共同的价值观、沟通和机会主义行为。此外，还发现了交互效应，表明伙伴之间的相似性增强了信任与绩效之间的正向关系(Chen et al .， 2014)。因此，研究表明，信任对绩效有很强的正向影响。尽管信任被广泛用作成功关系的决定因素，但实证证据有限，无法证实信任与绩效之间的正向关系(Chen et al .， 2014;Osland和Cavusgil, 1998)。Mohr(2004)在分析复杂关系中的信任变量时，能够确定变量与员工之间的相互依赖关系。Mohr(2004)对变量之间的相互依赖关系进行了研究，他进行了两个阶段的研究设计，包括深入访谈和针对许多德汉合资企业(GCJVs)的问卷调查。Mohr(2004)采用聚类分析。Custer分析允许分析人员找出是否可能将由各种特征描述的对象组合成组。
在组内显示高度相似的对象和在不同组中显示很少或没有相似的对象被识别。聚类分析使得识别不同类型的ijv成为可能，它们在使用的所有维度上都存在显著差异(Mohr, 2004)。分析结果显示，在使用的所有维度上，有两个集群存在显著差异。聚类分析结果表明，信任对绩效有正向影响。控制有负面影响。较高的信任水平会导致更高的性能，而仅使用控制变量会导致更少的性能收益。此外，认为IJV成功的管理者对互动要素交换、沟通和调整的评价也显著提高(Mohr, 2004;莫尔,2006)。因此，在这些研究中，信任被确定为许多变量。Mohr(2004)根据交流、沟通和调整等要素对信任进行了分类。
Key antecedents identified as significant influencers on trust are shared values, communication and opportunistic behaviour. Additionally, interaction effects are identified, indicating that similarities among partners enhance the positive relationship between trust and performance (Chen et al, 2014). The research works hence suggest that there is a strong and positive effect on performance by trust. Despite the widespread use of trust as a determinant of successful relationships, limited empirical evidence exists to substantiate a positive relationship between trust and performance (Chen et al, 2014; Osland, and Cavusgil, 1998).Mohr (2004) in analyzing for the variables of trust in complex relationship was able to establish that there were interdependencies in how the variables interact with respect to employees. Interdependencies between the variables was studied by Mohr (2004) as he performed a two stage research design with in depth interviews and a questionnaire survey regarding many German-Chinese IJVs (GCJVs). Mohr (2004) used cluster analysis. Custer analysis allows the analyst to find out if it is possible to combine objects that are described by various characteristics into groups.
Objects within groups showing a high degree of similarity and objects in different groups showing little or no similarity are identified. Cluster analysis makes it possible to identify different types of IJVs which differ significantly along all the dimensions used (Mohr, 2004). The analysis resulted in two clusters that differ significantly along all of the dimensions used. The results of the cluster analysis show that trust has a positive influence on performance. Control has a negative impact. Higher levels of trust lead to higher performance whereas the application of control only variable would lead to less performance benefits. In addition, managers who regard their IJV as successful also show significantly better evaluations of the interaction elements exchange, communication and adjustment (Mohr, 2004; Mohr, 2006). Trust is hence identified as many variables in these researches. Mohr (2004) classifies trust based on elements of exchange, communication and adjustment.