员工—主管上向信任影响因素和作用机理研究
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摘要
信任是领导在21世纪的重要挑战,是领导提高组织有效性的一个最直接、最经济、最有效的途径。员工对主管的信任的构建,有助于在上下级之间形成和谐的关系,提高员工对上级决策和规章制度的服从意愿,增强忠诚度,产生自发的社会行为,改进工作的绩效;有助于企业减少不确定性,降低交易费用,促使内部的资源更合理的运用,提高组织效能,实现又好又快的科学发展。所以研究企业内员工对主管的信任问题很有必要。然而,这方面的研究在理论界没有得到应有的重视,存在着缺乏研究对象的细分性研究,缺乏理论构建的整合性研究,缺乏中国文化背景下的研究,缺乏实证研究等问题。
因此基于理论和实践的考虑,论文关注我国企业内部的员工—主管上向信任问题,紧紧围绕着三个核心问题展开:员工—主管上向信任的构成维度,影响因素和作用机理。概括而言,本研究的目的即在于回答员工—主管上向信任“是什么”、“为什么”及“怎么样”的问题。
本论文主要包括以下七章的内容:
第一章提出了本论文的研究问题、目的意义、研究路径,主要内容、研究方法与创新点。
第二章综述了相关理论。对社会学、经济学、管理学视角下、本土情境下和组织中上下级的信任问题的研究进行了回顾,并通过对先前研究成果的梳理,找到本研究展开所需的理论支撑。
第三章分析了员工—主管上向信任的构成维度问题。首先对信任的构成维度进行了回顾,并以此为基础对员工—主管上向信任的维度构成进行了划分。随后分别讨论了两个构成维度:认知信任和情感信任,并提出相应假设。
第四章分析了员工—主管上向信任影响因素。根据文献回顾和访谈研究,从被信任者、信任者和环境三个方面,分析了对员工—主管上向信任产生影响的主管因素、员工因素、组织环境因素,并提出相应假设。
第五章分析了员工—主管上向信任的作用机理。就员工—主管上向认知信任和情感信任对员工的主管承诺、工作满意度、离职倾向、组织公民行为和工作绩效的直接影响,以及通过主管承诺对工作满意度、离职倾向、组织公民行为和工作绩效的间接影响进行了探讨,并提出了相应假设。
第六章是实证部分,对第三、四、五章所提出的假设进行经验性验证。在有关研究设计和研究方法的说明之后,论文对389份有效样本数据进行了处理和分析,采用结构方程模型方法,验证了员工—主管上向信任的影响因素和作用机理的假设关系。
第七章对本论文的研究进行了总结和展望,提出了管理启示和对策,并指出了后续研究方向。
本论文在研究方法上,采用了定性分析与定量分析相结合的方法来进行。除对所研究的三大核心问题进行了系统地文献梳理与理论分析论证之外,还运用了大规模样本统计处理等来进行实证研究,力求研究结果的合理和实用。
通过实证研究,本论文获得的主要研究结论是:(1)员工—主管上向信任具有认知和情感两种内容维度。(2)员工—主管上向信任受主管、员工、组织环境三方面因素的影响。其中主管因素包括品德、能力、动机、行为;员工因素包括信任倾向和个人关系;组织环境因素包括制度规范和信息沟通。(3)员工—主管上向信任对员工个体的态度、行为和绩效产生积极的作用。实证结果表明,员工—主管上向信任对员工工作满意度、组织公民行为、工作绩效和主管承诺有正向作用,对员工离职倾向有负向作用。(4)主管承诺在员工—主管上向信任与员工的态度、行为和绩效之间发挥着中介作用。
相对其他研究成果,本研究的创新和发展主要体现在以下几个方面:(1)提出并验证了员工—主管上向信任的构成维度和影响因素,为员工—主管上向信任如何建立提供了理论和实践依据。(2)建立新的模型检验了员工—主管上向信任对员工个体态度、行为和绩效的作用机理,用国内尚欠缺的实证研究结果揭示了员工—主管上向信任在企业人力资源管理中的重要意义。(3)构建了员工—主管上向信任影响因素、构成维度、作用机理之间的整体关系模型,弥补了以往研究在这方面的结构性缺失,提高了理论的预测力和解释力,丰富了组织内信任研究的内涵。
Trust is an essential challenge for leaders in the 21st century. It is the most direct, most economical and most effective way for leaders to improve the effectiveness of organizations. Building employee-supervisor upward tust will help the formation of a harmonious relationship between employee and supervisor,improve staff's willingness to obey supervior's decision-making and rules and regulations, enhance loyalty,result in spontaneous social behavior, and improve job performance; help enterprises to reduce uncertainty,lower transaction costs, enhance the internal resources to more rational use ,improve organizational effectiveness, implement the sound and fast scientific development.Therefore,the research on employee-supervisor upward trust problem is very necessary. Unfortunately, the current research on emplyoyee-supervisor trust in theoretical circles have not been given due attention. There are the following questions: lacking segmentation research and integrated studies, lacking research on the context of Chinese culture and empirical study.
Therefore, based on the theoretical and practical considerations,the dissertation concerns the intra-enterprise employee-supervisor issue in China,expands tightly around the three core issues: the composing dimensions, influncing factors, mechanism of the employee-supervisor upward trust. In summary,the purpose of this study was that the answer to "what","why" and "how to" issues on the employee-supervisor upward trust.
The dissertation includes seven chapters:
Chapter one puts forward research problems of the dissertation, their goals and significances, research methods, major content and its innovation points.
Chapter two summarizes the relevant theory. The dissertation reviewes studies of trust issues of sociology, economics, management science perspective, the local contexts and superior-subordinate in organization, and find the necessary theoretical support by combing the results of previous studies.
Chapter three analyzes the problem of composing dimensions. First, the dissertation reviews research dimension of trust, and constitutes a division to the the dimension of employee-supervisor upward trust ,then discusses of the cognitive trust of employee-supervisor and emotional trust of employee-supervisor and makes the corresponding assumptions..
Chapter four analyzes the influencing factors of employee-supervisor upward trust. According to literature review and interview study, the dissertation analyzes the supervisor factors, employee factors, organizational environmental factors which may have an impact on employee-supervisor upward trust from the trustor, the trustee and the environment and makes the corresponding assumptions.
Chapter five analyzes the mechanism of employee-supervisor upward trust. It studies the direct impact of employee-supervisor cognitive trust and emotional trust on supervisor commitment, job satisfaction,turnover intention,organizational citizenship behavior and job performance as well as the indirect effects through supervisor commitment, and makes the corresponding assumptions.
Chapter six is empirical study, aimed at testing the hypotheses proposed in chapter three, chapter four, and chapter five. After the introduction of study design and methodology note, the dissertation uses the 389 valid samples of data to process and analyze, uses SEM to verify the assumptions in influencing factors and mechanism of the employee-supervisor upward trust.
Chapter seven summarizes the research of the dissertation,puts forward inspiration and countemeasures, and points out prospects and possibilities for follow-up researches.
In research methods, the dissertation combines qualitative analysis with quantitative analysis. Besides systematically combing the literature review and theoretical analysis on the three core issues, the dissertation also uses a large-scale sample statistics to deal with empirical research in order to study reasonable and practical results.
By the empirical testing in samples form banking industry, the main conclusions are as follows:Firstly, the employee-supervisor upward trust has cognitive dimension and affective dimension. Secondly, employee-supervisor upward trust is influenced by the three aspects from the supervisor, employee, organizational environment. Supervisor factors include: morality, capacity, motivation, behavior; Employee factors include: the intention of trust and personal relations; Organizational environment factors include: the norms and information communication. Thirdly, employee -supervisor upward trust has a positive effect to the attitude, behavior and performance of employee. Empirical results show that the employee-supervisor upward trust has a positive effect on employee's job satisfaction, organizational citizenship behaviors, job performance and supervisor commitment, a negative effect on employee's turnover intention.Fourthly, the supervisor commitment plays an intermediary role between employee-supervisor upward trust and the employees' attitude, behavior and performance.
Compared with other research results, the dissertation's innovation and development is mainly reflected in the following areas: Firstly, it put forwards and tests the composing dimention and influencing factors of employee-supervisor upward trust, provides a theoretical orientation to how to set up the trust .secondly, it builds a new model checking the mechanism of employee-supervisor upward trust on individual attitudes, behavior and performance, using the domestic shortfall of empirical research findings to reveal the great significance of employee-supervisor upward trust in enterprise human resources management. Thirdly, it establishes a employee-supervisor upward trust's overall research model including composing dimension, influencing factorsand mechanism, makes up for previous studies in this area of structural deficiencies, improves theoretical prediction and explanation, and enriches the intra-organization trust studies.
因此基于理论和实践的考虑,论文关注我国企业内部的员工—主管上向信任问题,紧紧围绕着三个核心问题展开:员工—主管上向信任的构成维度,影响因素和作用机理。概括而言,本研究的目的即在于回答员工—主管上向信任“是什么”、“为什么”及“怎么样”的问题。
本论文主要包括以下七章的内容:
第一章提出了本论文的研究问题、目的意义、研究路径,主要内容、研究方法与创新点。
第二章综述了相关理论。对社会学、经济学、管理学视角下、本土情境下和组织中上下级的信任问题的研究进行了回顾,并通过对先前研究成果的梳理,找到本研究展开所需的理论支撑。
第三章分析了员工—主管上向信任的构成维度问题。首先对信任的构成维度进行了回顾,并以此为基础对员工—主管上向信任的维度构成进行了划分。随后分别讨论了两个构成维度:认知信任和情感信任,并提出相应假设。
第四章分析了员工—主管上向信任影响因素。根据文献回顾和访谈研究,从被信任者、信任者和环境三个方面,分析了对员工—主管上向信任产生影响的主管因素、员工因素、组织环境因素,并提出相应假设。
第五章分析了员工—主管上向信任的作用机理。就员工—主管上向认知信任和情感信任对员工的主管承诺、工作满意度、离职倾向、组织公民行为和工作绩效的直接影响,以及通过主管承诺对工作满意度、离职倾向、组织公民行为和工作绩效的间接影响进行了探讨,并提出了相应假设。
第六章是实证部分,对第三、四、五章所提出的假设进行经验性验证。在有关研究设计和研究方法的说明之后,论文对389份有效样本数据进行了处理和分析,采用结构方程模型方法,验证了员工—主管上向信任的影响因素和作用机理的假设关系。
第七章对本论文的研究进行了总结和展望,提出了管理启示和对策,并指出了后续研究方向。
本论文在研究方法上,采用了定性分析与定量分析相结合的方法来进行。除对所研究的三大核心问题进行了系统地文献梳理与理论分析论证之外,还运用了大规模样本统计处理等来进行实证研究,力求研究结果的合理和实用。
通过实证研究,本论文获得的主要研究结论是:(1)员工—主管上向信任具有认知和情感两种内容维度。(2)员工—主管上向信任受主管、员工、组织环境三方面因素的影响。其中主管因素包括品德、能力、动机、行为;员工因素包括信任倾向和个人关系;组织环境因素包括制度规范和信息沟通。(3)员工—主管上向信任对员工个体的态度、行为和绩效产生积极的作用。实证结果表明,员工—主管上向信任对员工工作满意度、组织公民行为、工作绩效和主管承诺有正向作用,对员工离职倾向有负向作用。(4)主管承诺在员工—主管上向信任与员工的态度、行为和绩效之间发挥着中介作用。
相对其他研究成果,本研究的创新和发展主要体现在以下几个方面:(1)提出并验证了员工—主管上向信任的构成维度和影响因素,为员工—主管上向信任如何建立提供了理论和实践依据。(2)建立新的模型检验了员工—主管上向信任对员工个体态度、行为和绩效的作用机理,用国内尚欠缺的实证研究结果揭示了员工—主管上向信任在企业人力资源管理中的重要意义。(3)构建了员工—主管上向信任影响因素、构成维度、作用机理之间的整体关系模型,弥补了以往研究在这方面的结构性缺失,提高了理论的预测力和解释力,丰富了组织内信任研究的内涵。
Trust is an essential challenge for leaders in the 21st century. It is the most direct, most economical and most effective way for leaders to improve the effectiveness of organizations. Building employee-supervisor upward tust will help the formation of a harmonious relationship between employee and supervisor,improve staff's willingness to obey supervior's decision-making and rules and regulations, enhance loyalty,result in spontaneous social behavior, and improve job performance; help enterprises to reduce uncertainty,lower transaction costs, enhance the internal resources to more rational use ,improve organizational effectiveness, implement the sound and fast scientific development.Therefore,the research on employee-supervisor upward trust problem is very necessary. Unfortunately, the current research on emplyoyee-supervisor trust in theoretical circles have not been given due attention. There are the following questions: lacking segmentation research and integrated studies, lacking research on the context of Chinese culture and empirical study.
Therefore, based on the theoretical and practical considerations,the dissertation concerns the intra-enterprise employee-supervisor issue in China,expands tightly around the three core issues: the composing dimensions, influncing factors, mechanism of the employee-supervisor upward trust. In summary,the purpose of this study was that the answer to "what","why" and "how to" issues on the employee-supervisor upward trust.
The dissertation includes seven chapters:
Chapter one puts forward research problems of the dissertation, their goals and significances, research methods, major content and its innovation points.
Chapter two summarizes the relevant theory. The dissertation reviewes studies of trust issues of sociology, economics, management science perspective, the local contexts and superior-subordinate in organization, and find the necessary theoretical support by combing the results of previous studies.
Chapter three analyzes the problem of composing dimensions. First, the dissertation reviews research dimension of trust, and constitutes a division to the the dimension of employee-supervisor upward trust ,then discusses of the cognitive trust of employee-supervisor and emotional trust of employee-supervisor and makes the corresponding assumptions..
Chapter four analyzes the influencing factors of employee-supervisor upward trust. According to literature review and interview study, the dissertation analyzes the supervisor factors, employee factors, organizational environmental factors which may have an impact on employee-supervisor upward trust from the trustor, the trustee and the environment and makes the corresponding assumptions.
Chapter five analyzes the mechanism of employee-supervisor upward trust. It studies the direct impact of employee-supervisor cognitive trust and emotional trust on supervisor commitment, job satisfaction,turnover intention,organizational citizenship behavior and job performance as well as the indirect effects through supervisor commitment, and makes the corresponding assumptions.
Chapter six is empirical study, aimed at testing the hypotheses proposed in chapter three, chapter four, and chapter five. After the introduction of study design and methodology note, the dissertation uses the 389 valid samples of data to process and analyze, uses SEM to verify the assumptions in influencing factors and mechanism of the employee-supervisor upward trust.
Chapter seven summarizes the research of the dissertation,puts forward inspiration and countemeasures, and points out prospects and possibilities for follow-up researches.
In research methods, the dissertation combines qualitative analysis with quantitative analysis. Besides systematically combing the literature review and theoretical analysis on the three core issues, the dissertation also uses a large-scale sample statistics to deal with empirical research in order to study reasonable and practical results.
By the empirical testing in samples form banking industry, the main conclusions are as follows:Firstly, the employee-supervisor upward trust has cognitive dimension and affective dimension. Secondly, employee-supervisor upward trust is influenced by the three aspects from the supervisor, employee, organizational environment. Supervisor factors include: morality, capacity, motivation, behavior; Employee factors include: the intention of trust and personal relations; Organizational environment factors include: the norms and information communication. Thirdly, employee -supervisor upward trust has a positive effect to the attitude, behavior and performance of employee. Empirical results show that the employee-supervisor upward trust has a positive effect on employee's job satisfaction, organizational citizenship behaviors, job performance and supervisor commitment, a negative effect on employee's turnover intention.Fourthly, the supervisor commitment plays an intermediary role between employee-supervisor upward trust and the employees' attitude, behavior and performance.
Compared with other research results, the dissertation's innovation and development is mainly reflected in the following areas: Firstly, it put forwards and tests the composing dimention and influencing factors of employee-supervisor upward trust, provides a theoretical orientation to how to set up the trust .secondly, it builds a new model checking the mechanism of employee-supervisor upward trust on individual attitudes, behavior and performance, using the domestic shortfall of empirical research findings to reveal the great significance of employee-supervisor upward trust in enterprise human resources management. Thirdly, it establishes a employee-supervisor upward trust's overall research model including composing dimension, influencing factorsand mechanism, makes up for previous studies in this area of structural deficiencies, improves theoretical prediction and explanation, and enriches the intra-organization trust studies.
引文
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