被信任的后遗症:感知上级信任的双路径研究  

Is Trust Certain to be Welcome:The Two Routs of Feeling Trusted on Its Outcome

作　　者：王红丽[1] WANG Hong-li(The School of Business Administration,South China University of Technology,Guangzhou,Guangdong,510640,China)

机构地区：[1]华南理工大学工商管理学院,广东广州510640

出　　处：《经济管理》2018年第6期69-85,共17页Business and Management Journal ( BMJ )

基　　金：国家自然科学基金青年项目"共享的信任感知还是异质化信任组合:工作团队中信任不对称的形成机制;影响效应及主动干预研究"(71402057)

摘　　要：赋予员工信任是让员工意识到自身价值的最好方式,也是对员工授权的关键。然而,员工对感知上级信任一定持欢迎态度吗?上级的信任是否会给员工的行为带来后遗症,现有研究对这一问题探讨较少。本文通过351份纵向配对样本数据的研究发现:(1)员工感知信任与下属的组织自尊感知和工作压力感知都显著正相关;(2)下属的组织自尊感知在员工感知上级信任与组织公民行为之间起中介作用,下属的工作压力感知在员工感知上级信任与强制性组织公民行为之间起中介作用;(3)互惠规范强度在组织自尊感知与下属的组织公民行为之间起正向调节作用,也即互惠规范强度越高,组织自尊感知与下属的组织公民行为之间的作用越强;互惠规范强度在工作压力感知与下属的强制性组织公民行为之间起正向调节作用,也即互惠规范强度越高,工作压力感知与下属的强制性组织公民行为之间的作用越强。本文构建了一个可系统考察员工对感知信任进行回报的双重行为路径,从而使人真正清楚"为什么社会交换包含意愿性行为(如组织公民行为)和非意愿性行为(如强制性组织公民行为)",并进一步了解为什么在同样感知上级信任的情况下,作为回报,有些员工自愿地进行组织公民行为,而另一些员工则不情愿地做出强制性组织公民行为,以及什么样的过程机制导致了这些不同行为的出现。Trust has been considered as a positive experience in the existed researches.The best respect for employees is trust them in organization,and the best strategy for organizations to give employees responsibility is to let them feel trusted by organization and manager.In theoretical research,it has been found that giving employees trust is the key to make employees aware of their own value.For it can significantly stimulate employees self-evaluation and organizational citizenship behavior and individual performance,beyond the trust itself.That is means,gaining trust is a huge driving force for employees,and is also consistent with the philosophy that“trust is a virtue and respect”.According to the Gallup Survey in 2005,employees need to be trusted and respected in their organizations is stronger than workplace pressure.Therefore,“Felt trust”is selected from previous researches emphasizing Trusting,becoming the important antecedents of behavior evoking.However,is“Felt Trust”must a happy thing?Although felt trust is regarded to merely be related to the individual s perceptions of employees in general,it is actually the process of how the disadvantaged party interprets trust towards a strong party(superior),which not only releases the signal of value,but also signals about the relationship between supervisors and subordinates.Tyler and his colleges(2003)have pointed out that the most important value of trust is reflected in the symbol of identity and status,and it can meet the basic social needs of people.Based on the Social Exchange Theory of Blau(1964),because the resources people possess are unequal in social exchange,when social exchanges between the two sides with larger social status gap are conducted,the disadvantaged party will choose to respect,obey or other ways in return.In order to gain benefits,those who are in a disadvantaged position will be given a vassal status,leading to an involuntary social exchange.To conclude,in this asymmetric power relationship,trust creates a strong sense of return

关 键 词：感知上级信任 组织自尊感知 工作压力感知 组织公民行为 强制性组织公民行为 

分 类 号：C931.3[经济管理—管理学]