联系我们

论文查询结果	返回搜索

论文编号：	2404
作者编号：	2120082222
上传时间：	2010/6/9 23:12:31
中文题目：	企业员工组织信任的整合模型构建
英文题目：	Construction of Employee’s Integrated Model of
指导老师：	张立富
中文关键字：	组织信任 同事信任 上司信任 系统信任 整合模型
英文关键字：	organizational trust trust in colleague trust in superior
中文摘要：	组织信任作为近年来的研究热点，受到了广泛的关注，许多学者的研究都表明信任对个体效能、团队效能和组织效能有重要作用。过去对组织信任的研究多是从不同的角度进行，缺乏系统性和全面性，本研究的目的在于构建企业员工组织信任的整合模型。 本研究以员工个体为研究对象，采用文献研究和理论分析的方法，对员工组织信任的层次结构、前因和结果产出做了较为全面的分析，并构建出了员工组织信任的整合模型。本研究主要包括以下内容： 首先在第一章，介绍了本研究的研究背景、研究目的、研究意义以及研究方法，并明确了本研究的核心问题和研究路线。 然后对组织信任领域的相关文献进行了回顾和梳理，对组织信任的内涵、类型和维度以及前因和结果进行了较为全面的综述和总结，并据此界定了本研究的核心概念。 接下来第三章对员工组织信任的层次结构和各自的影响因素进行了分析探讨；然后对员工组织信任的三个层次的作用结果进行了分析，并进一步探索了作用结果对信任的回馈作用；第五章通过对员工三个层次信任的相互作用及其对组织信任的作用的分析，完整地构建了企业员工组织信任的整合模型。 最后，提出了本研究的结论及其对管理实践的意义。本研究得出以下结论： 首先，企业员工组织信任的三个层次——同事信任、上司信任和系统信任，主要受到员工信任倾向和信任客体可信度两个要素的影响。 其次，同事信任、上司信任和系统信任这三个层次信任的客体可信度因子是不同的。同事的可信度因素是能力、善良仁爱和诚信正直；上司的可信度因素则是上下级关系、能力、善良仁爱和诚信正直；组织系统的可信度因素是组织系统的有效性和公平性、工作安全和组织支持。 再次，员工组织信任的结果产出分为经济性产出和社会性产出两类（主要有：团队合作、知识分享、组织承诺、组织公民行为、离职倾向、工作绩效和工作满意度等），社会性产出对经济性产出还存在影响作用；而且员工组织信任的产出结果对信任具有回馈作用。 最后系统信任对同事信任和上司信任具有支撑作用，同事信任和上司信任具有交互作用。同事信任和上司信任对组织信任既可能存在正向作用，也可能存在负向作用；而系统信任与组织信任存在正向一致性。
英文摘要：	In recent years, Organizational trust receives widespread concern as the research focus. Many scholars suggest that trust has an important role in the individual performance, team performance and organizational effectiveness. Past researches on organizational trust are from different perspectives, lacking systematicity and comprehensiveness. This study aims to construct the integrated model of organizational trust. This study, individual employee as the research object, using literature study and theoretical analysis, comprehensively analyze the structural levels, causes and result outputs employee’s organizational trust, and constructs the integrated model of employee’s organizational trust. This study includes the following: The first chapter introduces the research background, research purpose, research significance and research methods, and confirms the core issues of this study and research course. Then the field of organizational trust literature were reviewed and sorted. Meaning the organization of trust, type and dimension as well as antecedents and results are comprehensively reviewed and summarized, and accordingly defines the core concepts of this study. In the next chapter, the levels of organizational and their influencing factors were analyzed; then the results of the three levels of organizational trust are analyzed respectively. Further, the feedback effect of the results is analyzed. In the fifth chapter, by analyzing the interaction and the role on organizational trust of the three levels of trust, an integrated model of employee’s organizational trust is constructed. Finally, the conclusions of this study and its significance for management practice were proposed. This study's conclusions are as follows: First, the three levels of organizational trust——trust in colleague, trust in superior and system trust, are mainly influenced by two factors: employee’s propensity and trustworthiness of trustee. Second, trust in colleagues, trust in superiors and system trust have different factors of trustworthiness of trustee. Colleague’s trustworthiness factors are ability, benevolence and integrity; superior’s trustworthiness factors are the superior-subordinate relationship, ability, benevolence and integrity; organization system trustworthiness factors are effectiveness and fairness of the system, job security and organizational support. Third, the results of organizational trust are divided into two types: economic outcomes and social outcomes (mainly: teamwork, knowledge sharing, organizational commitment, organizational citizenship behavior, turnover intention, job performance and job satisfaction, etc.). The social outcomes influence the economic outcomes. Besides, the results of employee’s organization trust play a feedback role on trust. Last, system trust have a supportive role on trust in colleague and trust in superior. Trust in colleague and trust in superior interact each other. Trust in colleague and trust in superior may have positive effect or negative effect; system trust and organizational trust are positively consistency.
查看全文：	预览  下载(下载需要进行登录)