An Empirical Study On The Effect Of Organizational Trust On The Relation Between Job Satisfaction And Organizational Commitment

With the arrival of knowledge economy era, Human resources make greater contribution to organization, high-quality staff is the core resource of organization development, Trust plays bond and lubrication role among staff, It can promote the full cooperation, make employee hold positive attitude and belief to other members and organization, create competitive for organization. According to the social exchange theory, the key of maintaining the social contract between individual and organization is that whether they trust each other. By reviewing former researches, many literatures indicate that job satisfaction is one of the independent variables of organizational commitment; organizational trust has significant correlation with job satisfaction and organizational commitment. Little academic literature has been studied the direct or indirect effect of job satisfaction to organizational commitment and lack of empirical researches which takes organizational trust as intermediary variable , So, this paper takes certain enterprises employee as the research objects to study the relationship among job satisfaction, organizational trust, and organizational commitment, and discuss the intermediary function of organizational trust between job satisfaction and organizational commitment.First of all, this paper clarifies the problem of the research and its significance, and then establishes the framework of the research by synthesizing previous related literatures. Then, this paper collects data by questionnaire survey. Based on the data of pilot study and large-sample, the paper studies the structure of variable of organizational trust, job satisfaction and organizational commitment. Finally, the variables of three-items organizational trust (trust for direct leader, trust for co-workers and trust for top management) and five-items job satisfaction (organizational management satisfaction, supervisor relationship satisfaction, self-fulfillment satisfaction, job itself satisfaction, social support satisfaction) and four-items organizational commitment (affective commitment, continuance commitment, normative commitment and ideal commitment) are constructed. The result of this study shows that different individual has different performance on organizational trust, job satisfaction and organizational commitment. Person correlation analysis also shows that there is significant relevance among the three variables and regression analysis shows that organizational trust has a certain intermediary function between job satisfaction and organizational commitment. The conclusion of this study will be helpful for making human resources policies and constructing enterprise culture, and it suggests that enterprise manager must attach more importance to foster organizational trust culture, improve organizational trust environment, Meanwhile being conformed in this study, the indicators of job satisfaction, organizational trust and organizational commitment are helpful for future related research.