摘要
领导-员工之间的信任是工作场所中宝贵的资源,相关研究主要集中在信任方视角,尤其关注员工对领导的信任。以423名企业员工为被试,通过问卷调查法从被信任方角度考察了员工感知被信任对工作投入的影响及其机制,并比较了三种主导解释理论的相对有效性。结果显示:感知被信任与工作投入正相关,但其具体作用机制有赖于感知被信任的不同维度;相对于不确定管理理论和认知评估理论,社会交换理论更能有效解释感知被信任与工作投入的关系。
Supervisor-subordinate trust is among the most valuable resources in workplace.Most of prior relevant research is conducted from the perspective of trustor,especially employees’trust in supervisors.Trust in subordinates from supervisors and its underlying mechanisms has not received enough attention.Although some research has manifested the importance of felt trust,“felt trust”is generally regarded as a whole construct,without considering the differences in psychological consequences between different dimensions of trust.With regard to the mechanisms of felt trust,three theories have been proposed,i.e.,the theories of social exchange,uncertainty management and cognitive evaluation,but their relative explanatory effectiveness has not given much attention.Using cross-sectional data from 423 employees,the present study explored from the perspective of employees the relationships between different dimensions of felt trust and work engagement and their underlying mechanisms,and further compared the relative explanatory effectiveness among the three dominant theories.The results reveal that felt trust is positively associated with work engagement,which implies that the more trust employees feel from supervisors,the more work engagement employees manifest.Additionally,the underlying mechanisms of felt trust depend on specific dimensions.That is,the dimension of perceived reliance facilitates work engagement thorough both the enhanced feeling of obligation and satisfactions of basic psychological needs(especially autonomy and competency),while the impact of dimension of perceived disclosure on work engagement mainly through enhanced feeling of obligation.Results also support the relative advantage for social exchange theory in explaining the mechanisms underlying the effect of felt trust over uncertainty management theory and cognitive evaluation theory.The present study not only enhances our understanding of the effects of different dimensions of felt trust and the underlying mechanisms,but also integrates the main theories explaining the effects of felt rust,which shed light on future research on felt rust.The findings also suggest managers pay attention to employees’felt trust,especially for knowledge workers,and enhance their feeling of autonomy and control.Future research should use multi-source data and longitudinal data to provide more robust support for hypotheses proposed in this study,and take into account the potential negative effects of felt trust.
作者
马华维
董晓茹
姚琦
Ma Huawei;Dong Xiaoru;Yao Qi(Department of Psychology,Tianjin Normal University,Tianjin,300387;School of Psychological and Cognitive Sciences,East China Normal University,Shanghai,200062)
出处
《心理科学》
CSSCI
CSCD
北大核心
2021年第6期1476-1482,共7页
Journal of Psychological Science
基金
国家社会科学重大项目(18ZDA165)
教育部人文社会科学项目(20YJCZH213)的资助。
作者简介
通讯作者:姚琦,E-mail:qyao@psy.ecnu.edu.cn。
