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How does organizational trust benefit work performance?

Abstract

We studies the relationship between organizational trust and work performance through questionnaire method. By establishing six nested models and two non-nested models and comparing them with the hypotheses model, we find that an employee’s trust in his/her immediate superior, co-workers, and the top manager all exert positive influences upon his/her work performance and these influences are independent and supplementary to one another. We also discuss the complex effects of an individual’s perception of different organizational members upon their behaviors. It is found that the influence of an employee’s trust in top manager upon individuals’ job performance is partially mediated by his/her trust in immediate superiors.

摘要

通过问卷调查, 对组织内信任与工作绩效之间的关系进行了研究。 研究采用结构方程建模方法, 通过建构6个嵌套模型和2个非嵌套模型, 将其与假设模型进行比较验证研究假设。 结果表明, 个体对直接领导、 同事和高层맜理者的信任都会对个体的工作绩效产生影响, 并且彼此间的效应相互独立, 彼此互补。 同时, 研究也讨论了多种不同信任对个体工作行为产生影响的过程中, 个体对不同对象的知觉对行为复杂影响, 并发现基于对高层맜理者的信任, 进而对工作绩效的影响效应部分由对直接领导的信任传递。

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Correspondence to Jin Yan.

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Translated from Xinli Xuebao 心理学报 (Acta Psychological Sinica), 2006, 38(5): 770–777

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Li, N., Yan, J. & Jin, M. How does organizational trust benefit work performance?. Front. Bus. Res. China 1, 622–637 (2007). https://doi.org/10.1007/s11782-007-0035-7

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Keywords

  • organizational trust
  • trust in top manager
  • trust in immediate superior
  • trust in co-workers
  • work performance

关键词

  • 组织内信任
  • 高层信任
  • 直接领导信任
  • 同事信任
  • 工作绩效