The integration of immigrants into labor markets is central to the functioning of the global economy, yet persistent employment disparities suggest that factors beyond human capital and formal institutions shape this process. Trust is widely recognized as a mechanism that facilitates economic exchange under uncertainty, but international business research has paid limited attention to how different forms of trust operate in immigrant labor market integration and whether trust translates into employment outcomes across contexts. This dissertation develops a multilevel framework of intercultural trust dynamics by integrating cross-national quantitative evidence with in-depth qualitative analysis. Essay 1 draws on data from the World Values Survey and the European Social Survey to examine how generalized trust, institutional trust, and host-country trust climates relate to employment outcomes. Using multilevel logistic regression models, the findings show that trust does not consistently translate into employment. Generalized trust is negatively associated with employment, institutional trust exhibits weak and inconsistent relationships, and high-trust contexts are associated with lower employment probabilities. Cultural distance further moderates the relationship between generalized trust and employment, indicating that trust operates differently across institutional and cultural contexts. Essay 2 develops the Brokered Intercultural Trust (BIT) framework based on interviews with highly skilled refugees, employers, and intermediaries in the United States. The findings show that trust does not emerge automatically but must be actively constructed and mediated. Affective trust is established prior to cognitive evaluation, creating the conditions for assessment and cooperation. Intermediaries broker trust between refugees and employers by providing distinct forms of affective assurance to each side, translating credentials, and transferring credibility to enable hiring under uncertainty. Together, the essays demonstrate that trust is not a uniformly beneficial resource, but a conditional and context-dependent mechanism. By linking structural patterns with relational processes, this dissertation advances international business research by specifying when, how, and through what mechanisms trust shapes labor market integration in global contexts.