管理者可信行为、组织控制对管理者信任的跨层次效应  

Cross-level Effects of Managerial Trustworthy Behavior and Organizational Control on Trust in the Manager

作　　者：韦慧民[1,2] 龙立荣[3] 

机构地区：[1]南京大学商学院,江苏南京210093 [2]广西大学商学院,广西南宁530004 [3]华中科技大学管理学院,湖北武汉430074

出　　处：《商业经济与管理》2012年第9期20-28,40,共10页Journal of Business Economics

基　　金：教育部人文社会科学研究西部和边疆地区项目"组织内垂直信任的主动发展机制:一项跨层次的研究"(10XJC630010)

摘　　要：基于主动信任发展视角,通过对1349位员工的调查,探讨管理者可信行为和组织控制对于管理者信任的跨层次影响机理。研究结果表明:正直行为、管理胜任行为、公正行为和控制权分享正向影响管理者认知信任;指导行为、公正行为和控制权分享正向影响管理者情感信任。其中,公正行为对管理者认知信任的影响最大,指导行为对管理者情感信任的影响最大。制度控制和组织氛围对管理者信任均具有显著正向影响。并且,制度控制对控制权分享与管理者认知信任关系有正向调节作用,对公正行为与管理者情感信任关系有负向调节作用;此外,组织氛围对正直行为、管理胜任行为与管理者认知信任关系及公正行为与管理者情感信任关系有负向调节作用。Based on active trust view, this research explored the cross-level effect of trustworthy behavior and organizational control on trust in the manager with a survey of 1349 employees. The results indicated that integrity behavior, management compe- tence behavior, equity behavior and delegation sharing behavior had positive influences on cognition-based trust in the manager, while equity behavior, coaching behavior and delegation sharing had positive effects on affect-based trust in the manager. In addi- tion, equity behavior had the strongest effect on cognition-based trust in the manager and coaching behavior had the strongest influ- ence on affect-based trust in the manager. Both institutional control and organizational climate showed positive influences on trust in the manager. Moreover, institutional control had positive moderating influence on the relation of delegation sharing with cognition- based trust in the manager, and had negative moderating effect on the relation between equity behavior and affect-based trust in the manager. Organizational climate had negative moderating influence on the relationship of integrity behavior and management compe- tence behavior with cognition-based trust in the manager, and on the relation of equity behavior with affeet-based trust in the manager.

关 键 词：组织控制 管理者可信行为 管理者认知信任 管理者情感信任 

分 类 号：F270[经济管理—企业管理]