信任之下,其效何如——来自Meta分析的证据
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摘要
通过对包含586个效应值、110576个独立样本、总样本量达126819个的238个独立实证研究的梳理以及Met a分析,本研究回答了"信任之下,其效何如"、"在不同层次,信任与绩效的关系是否存在同一性"、"垂直距离对信任与绩效的关系有何影响"这三个在以往研究中并未得到解答的重要问题,并获得了阶段性定论:信任能显著地促进绩效。在组织内,信任对团队绩效的促进作用尤为突出,而在组织间,信任对组织绩效同样有较强的促进作用;二者关系存在同一性,即在个体、团队和组织不同层次,信任对关系类、创新类、任务类绩效的促进作用均依次变弱;信任双方的垂直距离越小,信任对绩效促进作用越强;此外,出版属性、测量工具以及同源偏差程度均能显著调节信任与绩效之间的关系,地区文化基本能调节,这四个变量的调节方向在不同层次高度一致。而且,测量工具的测量维度越多,信度越高,使用越广泛,信任与绩效之间的相关性越强。鉴于任务类结果变量在现阶段的管理实践中仍占据主导地位,而信任对管理者重点关切的任务类绩效的促进作用并不是非常有效,信任在管理实践中的效用因而需要引起警惕。
In recent years, the lack of trust is becoming an outstanding problem of organizations with the implementation of management innovation and organizational change. Trust catches our attention because it has an important impact on work performance and behavior outcomes. Therefore, it is quite urgent to identify the relationship between organizational trust and performance in management practice. At the same time, with more and more researches focused on the relationship between trust and performance of different levels and types, making a periodic conclusion also becomes possible in management academic research. The previous meta researches either are lack of timeliness or pay much attention to trust and performance of specific level or type. This article aims to capture the rule between trust and performance at different levels by conducting a meta-analysis review consisting of 238 independent empirical studies, 586 effect sizes, 110576 independent samples and a total sum sample size of 126819. It may answer the following three unanswered important questions in previous articles including how does trust affect performance, whether the effects of trust on performance at different levels are the same and how does vertical distance affect the relationship between trust and performance. We can make a periodic conclusion that trust can significantly promote performance. Specifically, trust not only has stronger positive correlation with team performance than individual and organizational one inside organizations but also promotes organizational performance strongly outside organizations. Identity exits in the effects of trust on performance at different levels. Trust has stronger positive correlation with performance of contextual type than performance of innovative type than performance of task type at different levels. Promotion effect of trust on performance strengthens when the vertical distance between trustors and trustees turns smaller. In addition, publication status, measurement tool and common method variance can significantly moderate the relationship between trust and performance. However, regional culture can only basically moderate the relationship between trust and performance. Moderating direction of the above variables is highly consistent. Furthermore, the more dimensions, higher reliability and wider use of measurement tools, the stronger the correlation. Attention should be paid to the effectiveness of using trust in management practice at this stage, as outcome variables of task type still dominates the management practice but trust is unable to most effectively promote performance of task type, which is mainly focused on by managers.
In recent years, the lack of trust is becoming an outstanding problem of organizations with the implementation of management innovation and organizational change. Trust catches our attention because it has an important impact on work performance and behavior outcomes. Therefore, it is quite urgent to identify the relationship between organizational trust and performance in management practice. At the same time, with more and more researches focused on the relationship between trust and performance of different levels and types, making a periodic conclusion also becomes possible in management academic research. The previous meta researches either are lack of timeliness or pay much attention to trust and performance of specific level or type. This article aims to capture the rule between trust and performance at different levels by conducting a meta-analysis review consisting of 238 independent empirical studies, 586 effect sizes, 110576 independent samples and a total sum sample size of 126819. It may answer the following three unanswered important questions in previous articles including how does trust affect performance, whether the effects of trust on performance at different levels are the same and how does vertical distance affect the relationship between trust and performance. We can make a periodic conclusion that trust can significantly promote performance. Specifically, trust not only has stronger positive correlation with team performance than individual and organizational one inside organizations but also promotes organizational performance strongly outside organizations. Identity exits in the effects of trust on performance at different levels. Trust has stronger positive correlation with performance of contextual type than performance of innovative type than performance of task type at different levels. Promotion effect of trust on performance strengthens when the vertical distance between trustors and trustees turns smaller. In addition, publication status, measurement tool and common method variance can significantly moderate the relationship between trust and performance. However, regional culture can only basically moderate the relationship between trust and performance. Moderating direction of the above variables is highly consistent. Furthermore, the more dimensions, higher reliability and wider use of measurement tools, the stronger the correlation. Attention should be paid to the effectiveness of using trust in management practice at this stage, as outcome variables of task type still dominates the management practice but trust is unable to most effectively promote performance of task type, which is mainly focused on by managers.
引文
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(1)r指皮尔森相关系数,k则是指r的个数,下同。
(2)科学研究的目的在于发现规律。规律是指自然界、社会诸现象之间必然、本质、稳定、普遍和反复出现的关系。本研究检验信任与绩效关系在不同层面是否存在同一性的目的就在于发现二者关系的规律。
(3)指员工个体绩效,下同。
(4)若一个研究采用某量表的后续版本,或对该量表进行了修订,只要量表结构一致,仍将其视为使用了该量表。本研究只报告那些研究数量达到Meta分析要求(≥3)的测量方式。限于篇幅,未完全列示量表文献,留存备索。
(5)Porter等[25]在1996年最先做了信任与绩效的实证研究,之后该领域研究逐渐增多。
(6)篇幅所限,29个期刊不逐一列出,留存备索。
(7)238个研究中,有3个研究报告的效应值统计项是回归系数β和t值,因为它们均服从t分布,因而可以通过计算获得自由度df,并且通过公式r=√t2/(t+df)和se=β/t计算获得r和标准误se;有2个报告r和标准差sd,使用公式se=sd√/n可以算出se。
(8)篇幅所限,这234篇文献的目录并未全部列出,留存备索。
(9)表1、2、3中,N为独立样本量;Fail-safe N为失安全系数;Q指检验异质性程度的统计量;df(Q)是自由度;I2是说明效应值的真实差异构成了观察变异的比例;τ2是说明比例的研究间变异可用于权重计算的比例;Z为双尾检验的统计值;R、F分别指随机、固定效应模型;*为p≤0.05,下同。
(10)ri、rit、ric、rii、ril、rid、rih、rico、ricg、ria、rt、rtt、rti、rtn、rtd;ro;rrc、rri和rrf分别指组织内信任与个体绩效(个体任务、关系、创新绩效),组织内对领导(直接、高层领导)、对同事的信任与个体绩效,组织内认知、情感信任与个体绩效的相关系数,组织内信任与团队绩效(团队任务、创新、新产品开发、决策绩效)的相关系数,组织内信任与组织绩效的相关系数,组织间信任与组织绩效(组织合作、创新、财务绩效)的相关系数。
(11)|r|≥0.40,变量之间为强相关关系;|r|≤0.25,变量之间为弱相关关系;0.25≤|r|≤0.40,变量之间为中等强度相关关系.
(12)rie、riw、rip、riu、rimc、riro、ripo、rima、rirt、riny、riot、rih、ril,rte、rtw、rtp、rtu、rtmc、rtja、rtma、rtsi、rtck、rtka、rtot、rth、rtl、roe、row、rop、rou、romc、roma、root、roh、rol、rre、rrw、rrp、rru、rrza、rrdo、rrku、rrco、rrmc、rrot、rrh、rrl分别指在地区文化、出版属性、测量工具和同源偏差程度4个因素影响下,组织内信任与个体、团队、组织绩效以及组织间信任与组织绩效的相关系数。
[2]Dirks,K.T.,Ferrin,D.L..Trust in Leadership:Meta-analytic Findings and Implications for Research and Practice.Journal of Applied Psychology,2002,87(4):611-628.
[3]Podsakoff,P.M.,Mackenzie,S.B.,Moorman,R.H.,Fetters,R..Transformational Leader Behaviors and Their Effects on Followers`Trust in Leader,Satisfaction,and Organizational Citizenship Behaviors.The Leadership Quarterly,1990,1(2):107-142.
[4]Li,A.N.,Tan,H.H..What Happens When You Trust Your Supervisor?Mediators of Individual Performance in Trust Relationships.Journal of Organizational Behavior,2013,34(3):407-425.
[5]Gulati,R.,Nickerson,J.A..Interorganizational Trust,Governance Choice,and Exchange Performance.Organization Science,2008,19(5):688-708.
[6]Alfes,K.,Shantz,A.,Truss,C..The Link between Perceived HRM Practices,Performance and Well-being:The Moderating Effect of Trust in the Employer.Human Resource Management Journal,2012,22(4):409-427.
[7]Peters,L.,Karren,R.J..An Examination of the Roles of Trust and Functional Diversity on Virtual Team Performance Ratings.Group&Organization Management,2009,22(3):1-26.
[8]Atuahene-Gima,K.,Li,H..When Does Trust Matter?Antecedents and Contingent Effects of Supervisee Trust on Performance in Selling New Products in China and the United States.Journal of Marketing,2002,66(3):61-81.
[9]Colquitt,J.A.,Scott,B.A.,Le Pine,J.A..Trust,Trustworthiness,and Trust Propensity:A Meta-analytic Test of Their Unique Relationships with Risk Taking and Job Performance.Journal of Applied Psychology,2007,92(4):909-917.
[10]De Jong,B.A.,Dirks,K.T.,Gillespie,N..Trust and Team Performance:A Meta-analysis of Main Effects,Moderators,and Covariates.Journal of Applied Psychology,2016,101(8):1134-1150.
[11]Glass,G.V..Primary,Secondary,and Meta-analysis of Research.Educational Researcher,1976,5(10):3-8.
[12]Coleman,J.S..A Vision for Sociology.Society,1994,32(1):29-34.
[13]Rousseau,D.M.,Sitkin,S.B.,Burt,R.S.,Camerer,C..Not So Different after All:A Cross-discipline View of Trust.Academy of Management Review,1998,23(3):393-404.
[14]郑伯壎.企业组织中上下属的信任关系.社会学研究,1999,14(2):22-37.
[15]Costigan,R.D.,Iiter,S.S.,Berman,J.J..A Multi-dimensional Study of Trust in Organizations.Journal of Managerial Issues,1998,10(3):303-317.
[16]Davis,J.H.,Schoorman,F.D.,Mayer,R.C.,Hwee,H.T..The Trusted General Manager and Business Unit Performance:Empirical Evidence of A Competitive Advantage.Strategic Management Journal,2000,21(5):563-576.
[17]Tiwana,A..Do Bridging Ties Complement Strong Ties?An Empirical Examination of Alliance Ambidexterity.Strategic Management Journal,2008,29(3):251-272.
[18]刘智强,葛靓,王凤娟.组织任期与员工创新:基于地位属性和文化差异的元分析.南开管理评论,2015,18(6):4-15.
[19]Konovsky,M.A.,Pugh,S.D..Citizenship Behavior and Social Exchange.Academy of Management Journal,1994,37(3):656-669.
[20]Blau,P.M..Exchange and Power in Social Life.Transaction Publishers,1994.
[21]Naquin,C.E.,Paulson,G.D..Online Bargaining and Interpersonal Trust.Journal of Applied Psychology,2003,88(1):113-120.
[22]Robson,M.J.,Katsikeas,C.S.,Bello,D.C..Drivers and Performance Outcomes of Trust in International Strategic Alliances:The Role of Organizational Complexity.Organization Science,2008,19(4):647-665.
[23]Bromiley,P.,Cummings,L.L..Transactions Costs in Organizations with Trust.Research on Negotiation in Organizations,1995,5(2):219-250.
[24]Dirks,K.T..Trust in Leadership and Team Performance:Evidence from NCAA Basketball.Journal of Applied Psychology,2000,85(6):1004-1012.
[25]Porter,T.W.,Lilly,B.S..The Effects of Conflict,Trust,and Task Commitment on Project Team Performance.International Journal of Conflict Management,1996,7(4):361-376.
[26]李宁,严进.组织信任氛围对任务绩效的作用途径.心理学报,2007,39(6):1111-1121.
[27]Casimir,G.,Waldman,D.A.,Bartram,T.,Yang,S..Trust and the Relationship between Leadership and Follower Performance:Opening the Black Box in Australia and China.Journal of Leadership&Organizational Studies,2006,12(3):68-84.
[28]白云涛,王亚刚,席酉民.多层级领导对员工信任,工作绩效及创新行为的影响模式研究.管理工程学报,2008,22(3):24-29.
[29]Wang,H.,Law,K.S.,Hackett,R.D.,Wang,D.,Chen,Z.X..Leader-Member Exchange as a Mediator of the Relationship between Transformational Leadership and Followers`Performance and Organizational Citizenship Behavior.Academy of Management Journal,2005,48(3):420-432.
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(1)r指皮尔森相关系数,k则是指r的个数,下同。
(2)科学研究的目的在于发现规律。规律是指自然界、社会诸现象之间必然、本质、稳定、普遍和反复出现的关系。本研究检验信任与绩效关系在不同层面是否存在同一性的目的就在于发现二者关系的规律。
(3)指员工个体绩效,下同。
(4)若一个研究采用某量表的后续版本,或对该量表进行了修订,只要量表结构一致,仍将其视为使用了该量表。本研究只报告那些研究数量达到Meta分析要求(≥3)的测量方式。限于篇幅,未完全列示量表文献,留存备索。
(5)Porter等[25]在1996年最先做了信任与绩效的实证研究,之后该领域研究逐渐增多。
(6)篇幅所限,29个期刊不逐一列出,留存备索。
(7)238个研究中,有3个研究报告的效应值统计项是回归系数β和t值,因为它们均服从t分布,因而可以通过计算获得自由度df,并且通过公式r=√t2/(t+df)和se=β/t计算获得r和标准误se;有2个报告r和标准差sd,使用公式se=sd√/n可以算出se。
(8)篇幅所限,这234篇文献的目录并未全部列出,留存备索。
(9)表1、2、3中,N为独立样本量;Fail-safe N为失安全系数;Q指检验异质性程度的统计量;df(Q)是自由度;I2是说明效应值的真实差异构成了观察变异的比例;τ2是说明比例的研究间变异可用于权重计算的比例;Z为双尾检验的统计值;R、F分别指随机、固定效应模型;*为p≤0.05,下同。
(10)ri、rit、ric、rii、ril、rid、rih、rico、ricg、ria、rt、rtt、rti、rtn、rtd;ro;rrc、rri和rrf分别指组织内信任与个体绩效(个体任务、关系、创新绩效),组织内对领导(直接、高层领导)、对同事的信任与个体绩效,组织内认知、情感信任与个体绩效的相关系数,组织内信任与团队绩效(团队任务、创新、新产品开发、决策绩效)的相关系数,组织内信任与组织绩效的相关系数,组织间信任与组织绩效(组织合作、创新、财务绩效)的相关系数。
(11)|r|≥0.40,变量之间为强相关关系;|r|≤0.25,变量之间为弱相关关系;0.25≤|r|≤0.40,变量之间为中等强度相关关系.
(12)rie、riw、rip、riu、rimc、riro、ripo、rima、rirt、riny、riot、rih、ril,rte、rtw、rtp、rtu、rtmc、rtja、rtma、rtsi、rtck、rtka、rtot、rth、rtl、roe、row、rop、rou、romc、roma、root、roh、rol、rre、rrw、rrp、rru、rrza、rrdo、rrku、rrco、rrmc、rrot、rrh、rrl分别指在地区文化、出版属性、测量工具和同源偏差程度4个因素影响下,组织内信任与个体、团队、组织绩效以及组织间信任与组织绩效的相关系数。