In view of different information-processing approaches over the course of a managerial relationship, this paper provides a conceptual analysis to address which factors that influence interpersonal trust are subject to change in their relative importance over the course of a manager-employee relationship and which factors are more likely to remain salient over time. This paper examines the utility of disposition to trust, social categories, trustor’s moods/emotions, third party influences, history of interaction, and shared perspectives as sources of trust-related data over time. As a number of propositions are formulated to encourage future intellectual dialogue on trust development in managerial relationships, we suggest that some of the trust parameters may not receive the same weight in influencing people’s cognitive processing to form trust over time and third party influences are the only trust parameter that may generate relatively strong effects on trust judgments in both initial and mature relationships.