组织信任的内涵与提高策略

提高组织内的信任,营造相互信任的氛围,是改善组织内信任缺失现状、提高员工满意度,提升组织凝聚力的重要举措。文章从信任的内涵入手,分析了组织信任的内容与形成机制,探讨了影响组织信任的因素,最后提出了弥补组织信任缺失、增强组织信任的有效策略。     

信任与企业成长

组织中的信任可以区分为对私人的信任和对制度的信任,其中对私人的信任根据来源可以分为基于特征的信任和基于过程的信任。应用这种分类,本文研究了不同的信任在企业成长各阶段中的角色。研究发现,企业在发展的不同阶段需要不同类型的信任,企业信任危机的本质可能不是简单的信任缺失,而是潜在的信任”异化“。企业的健康发展需要所有者或管理者适时地拓展信任、发展信任。     

信任与企业成长

组织中的信任可以区分为对私人的信任和对制度的信任,其中对私人的信任根据来源可以分为基于特征的信任和基于过程的信任。应用这种分类,本文研究了不同的信任在企业成长各阶段中的角色。研究发现,企业在发展的不同阶段需要不同类型的信任,企业信任危机的本质可能不是简单的信任缺失,而是潜在的信任"异化"。企业的健康发展需要所有者或管理者适时地拓展信任、发展信任。     

企业合作中的信任问题

本文主要对企业合作中的信任问题做一般性分析．讨论企业合作中信任的建立和维持,对合作风险预防提出几点建议。     

刍论信任与经济发展的关系

信任是影响经济和社会的重要变量.在微观层面,信任由人际信任演进为组织信任,推动经济形态由小农经济向市场经济演进;在宏观层面,信任已经成为推动经济增长和社会进步的三大机制之一.同时相关研究表明,信用的推动作用在我国并未明显体现.     

消费者信任维度、前因和结果的差异行——基于电视机购买的实证研究

对消费者信任的度量一直是学术果的差异,主要采用方差分析来检验信任前因、信任维度以及信任结果随着性别、年龄、教育程度、月收入在购买不同价格电视机时,在信任前因、信任雏度以及信任结果上所体现出的差异性.     

消费者信任维度、前因和结果的差异性分析——基于电视机购买的实证研究

对消费者信任的度量一直是学术界关注的焦点,本文从个体差异视觉实证研究了消费者信任的维度、前因和结果的差异,主要采用方差分析来检验信任前因、信任维度以及信任结果随着性别、年龄、教育程度、月收入和职业的变化,以及在购买不同价格电视机时,在信任前因、信任维度以及信任结果上所体现出的差异性。     

影响我国B2C消费者对在线商家信任的研究框架分析

分析目前电子商务信任研究中所存在的主要问题,探知我国消费者不愿意网络购买的主要原因是不信任电子商务环境的观点,构造出针对我国发展现状的电子商务信任研究分阶段模型,明确分阶段模型中各阶段研究的重点所在。     

浅析企业中的上下级信任

信任研究一直是一个社会热点问题,其中的上下级信任十分重要,直接影响着社会财富的创造。本文从横向和纵向区分了上下级信任的类型,并分析了其影响因素,然后根据影响因素对企业管理者提出几点管理建议。     

可信赢得、信任给与和信任博弈

信任是经济社会发展所必需的一种和谐力量,也是社会科学领域普遍关注的一个问题。本文试将“经济人”市场求利行为与“道德人”理性选择的矛盾互动,渗透在双向互动的信任关系中,通过被信任者的可信、信任者的相信和彼此信任关系的博弈,探讨信任问题及其深层意旨。     

组织内信任对任务绩效的影响效应

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

领导风格与员工工作态度:互惠和信任的中介作用的实证研究

Reciprocity and trust are the basic principles of human social exchanges. Using a sample of 972 managers in China, we examined the relationship between transformational and transactional leadership styles and job-related attitudes of employees, as well as the mediating effects of both reciprocity and trust on the above relationship based on social exchange theory. The main findings of structural equation modeling analyses were shown as follows. Firstly, transformational leadership not only affects organizational trust and commitment directly, but also motivates organizational trust of employees through the mediation of generalized and balanced reciprocity indirectly, and thus enhances organizational commitment and stay intention of employees. Secondly, transactional leadership indirectly affects organizational trust and commitment of employees through the mediation of reciprocity. Thirdly, generalized reciprocity has direct effects on organizational commitment of employees, whereas balanced reciprocity exerts its influences through affecting organizational trust of employees. Managerial suggestions are provided. __________ Translated from Zhongda Guanli Yanjiu 中大管理研究 (China Management Studies), 2007, (1): 13–45     

组织学习及其作用机制的实证研究

The organizational learning construct and its effective mechanism are two research issues. This study is based on a survey of 908 managers and employees from 43 companies in different regions of China. The results of exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) show that organizational learning in Chinese enterprises is a multi-dimensional construct comprising of inter-organizational learning, organization-level learning, collective learning, individual learning, exploitation learning and exploration learning. The results of hierarchical linear modeling (HLM) reveal that the unit-level dimensions of organizational learning affect employee’s satisfaction and emotional commitment through the mediation of individual learning. In organizations characterized by high level of organization-level learning and low level of exploitation learning, there is a strong correlation between employees’ satisfaction/emotional commitment and their turnover intention. Hierarchical regression analysis (HRA) also indicates that organizational learning affects perceived organizational financial performance through the full mediation of organizational innovation. Some implications are discussed for organizational learning research and practice. Translated and revised from Guanli Kexue Xuebao 管理科学学报 (Journal of Management Sciences in China), 2007, 10(5): 48–61     

企业文化与企业绩效的关系研究——一致性和均衡性的观点

Building on the Competing Values Framework (CVF), we investigated the relationship between organizational culture and performance. The perspective of consistency and that of balance were applied to examine the relationship. We tested our hypotheses on a sample of 270 companies in China, which resulted in two major findings. First, the consistency between organizational culture and external environment was found positively associated with organizational performance. Consistency was operationalized as a match between an organization’s current culture and its preferred future culture. Second, balance of organizational culture was found positively correlate with organizational performance. A balanced culture was defined as one in which values of each of the CVF culture types are equally held. Translated and revised from Kexuexue yu kexue jishu guanli 科学学与科学技术맜理(Science of Science and Management of S. & T.), 2007, 28(8): 140–148     

Developing Organizational Trust Through Advancement of Employees’ Work Ethic in a Post-Socialist Context

The paper highlights the dependence of the level of organizational trust on work ethic and aims to show that development of trust in organizations can be␣stimulated by raising the level of work ethic with organizational practices. Based on the framework by Kanungo, R. N. and A. M. Jaeger (1990, ‘Introduction: The Need for Indigenous Management In Developing Countries’, in A. M. Jaeger and R. N. Kanungo (eds.), Management in Developing Countries (Routledge, London), pp. 1–23), historical–cultural analysis of the Lithuanian context is carried out. The country is chosen as an example of a post-socialist context where work ethic and trust in the society tended to be rather low. The authors discuss organizational practices, particularly the ones related to people management, which can facilitate development of work ethic, and thus, trust in organizations operating in a post-socialist context. The importance of a processual approach to the development of organizational trust and the ethical content of organizational practices, which are aimed at developing organizational trust is highlighted. Directions for further research are indicated.     

The effects of ethical climate on organizational identification, supervisory trust, and turnover among salespeople

This study examined how an ethical work climate influences salespersons' organizational identification, supervisory trust, organizational commitment, turnover intentions, and turnover. Using a sample of 393 salespeople, the results found that facets of an ethical work climate are related directly to supervisory trust and organizational identification. One aspect of an ethical work climate, ethical norms, was related directly to turnover. These results indicate that an ethical work climate can directly affect salespersons' job attitudes and outcomes. The results indicate the importance of measuring ethical work climate from a multi-dimensional perspective.     

The Social Dimension of Organizations: Recent experiences with Great Place to Work<Superscript>®</Superscript> assessment practices

This paper elaborates on conceptual, empirical and practical arguments why corporations need to focus on their social dimensions, in order to further enhance organizational performance. The paper starts with an introduction on the general trend towards inclusiveness and connectedness. It then elaborates on the phase-wise development of cultures and organizational structures. Managing corporate improvement by building cultures of trust is the central focus of this contribution. By showing the cultural dimensions of Great Places to Work and their workplace practices, worthwhile experiences leading to organizational improvement and superior financial performance are demonstrated.     

传承与隔断:基于代际影响的老字号品牌关系质量——来自上海的探索性研究

Using an indigenous model of Chinese brand relationship quality (CBRQ), the author analyzes the transfer phenomenon of the time-honored brand equity between parents and children from the perspective of combining intergenerational influence and brand equity. Results show that the time-honored brand equity from parents basically has no way to pass on to their children besides trust. Moreover, the positive relationships between parents and the time-honored brands are even destroyed to some extent. Implications related to the revitalization of the time-honored brands are also discussed. Translated and revised from Yingxiao Kexue Xuebao 营销科学学报 (Journal of Marketing Science), 2007, 3(2): 1–19     

Strategic human resource management,transformational leadership organizational ambidexterity: evidence from Taiwan

This study integrates theories of transformational leadership (TFL) and organizational ambidexterity in strategic human resource management (SHRM), to examine how TFL at both the unit level and firm level influences unit-level organizational ambidexterity (OA), by transforming the unit-level trust and forming the firm-level trust climate in Taiwanese software firms in an Asia-Pacific context. The results revealed that unit-level TFL was positively related to unit-level OA, and this relationship was moderated by firm-level TFL. Furthermore, firm-level trust climate (TC) partially mediated the relationship between firm-level TFL and unit-level OA. Finally, firm-level TC further moderated the moderating relationship of firm-level TFL between unit-level TFL and unit-level OA.     

领导信任影响下属任务绩效的双路径模型研究

领导信任对绩效的影响作用得到了普遍的关注,但是其影响机制尚不明确.从特征观与关系观的角度,提出了对领导的认知与情感信任影响员工任务绩效的双路径模型.通过结构方程模型分析287对上下级配对样本数据,结果表明,对领导的认知信任并不直接影响任务绩效,而是通过影响员工的注意聚焦间接影响任务绩效;对领导的情感信任一方面直接影响员工的任务绩效,另一方面通过影响员工的情感承诺间接影响任务绩效.