组织信任对员工态度和离职意向、组织财务绩效的影响  

Effects of Organizational Trust on Individual Attitudes, Turnover Intentions and Organizational Financial Performance of Chinese Companies

作　　者：于海波[1] 方俐洛[2] 凌文辁[3] 郑晓明[4] 

机构地区：[1]北京师范大学管理学院,北京100875 [2]中国科学院心理研究所,北京100101 [3]暨南大学管理学院,广州510632 [4]清华大学经济管理学院,北京100084

出　　处：《心理学报》2007年第2期311-320,共10页Acta Psychologica Sinica

基　　金：北京师范大学社会科学基金项目(104952);中国科学院心理研究所知识创新项目;广东省社会科学基金项目(03/04B11)资助。

摘　　要：为了探讨组织信任对个体和组织的作用,在全国不同地区43家企业进行了问卷调查,得到801份有效问卷。结果表明,在个体方面,多层线性模型(HLM:hierarchical linearmodeling)分析的结果显示组织信任对个体的工作满意度、情感承诺有显著的正向预测效果,对离职意向具有显著的负向预测效果;组织信任对工作满意度、情感承诺与离职意向之间的关系都具有显著的调节(加强)作用。在组织方面,结构方程模型的分析结果显示组织信任通过组织学习和组织创新的完全中介作用于组织的主观财务绩效,即一方面分别通过组织学习和组织创新的完全中介作用于财务绩效,另一方面直接通过组织创新的完全中介作用于组织的财务绩效。Organizational trust has been viewed as one major factor for high organizational performance. But the effects of organizational trust on individual employees and organization are unclear, especially in Chinese companies. This study would fill the gap. Eight hundred and one employees from 43 companies of 9 different cities across China answered our questionnaire. The results of exploratory factor analysis （EFA） and the confirmatory factor analysis （CFA） showed that the questionnaire from Cummings and Bromiley （1996） had sufficient reliability and validity. At the individual level, the results of Hierarchical Linear Analysis showed that organizational trust was significantly positively related to job satisfaction and emotional commitment, and negatively related to turnover intention. The results also showed that organizational trust moderated the relationship between job satisfaction/emotional commitment and turnover intention. Specifically, when organizational trust is high, the relationship between job satisfaction/emotional commitment and turnover intention is stronger compare to when organizational trust is low. At the organizational level, the results of Structure Equation Model showed that organizational trust was positively associated with perceptual organizational financial performance and the relationship was fully mediated by organizational innovation and organizational learning. The main implication of the results was that we should pay more attentions to the level of organizational trust in human resources management. In the future, the complex influence mechanisms of organizational trust on individuals, teams/groups and organizations should be explored deeply and synthetically.

关 键 词：组织信任 离职意向 组织学习 组织创新 多层线性模型(HIM) 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]