Empirical Research On The Influencing Factors Of Longitudinal Trust Between Employee & Enterprise And Its Relationship With Employee Engagement

Competition is the theme of the times. To occupy the dominant position in competition is the goal enterprises pursued. The talents, has increasingly become winning weapon and key factor in modern enterprise competition. But high turnover rate, slack, and so on are prevalent at this stage, so how can we retain the talents and bring them into full play?To establish a good relationship between employee & enterprise, trust is a key factor. More and More domestic enterprises have to seek measures to improve the trust between employee & enterprise, but the results are unsatisfactory. Faced with this reality, this paper in order to provide practical guidance to corporate managers, and improve longitudinal trust between employee & enterprise. It based on reviews of previous literature, proposed related assumptions and building a research model, then test the hypotheses through questionnaires and statistical analysis.This paper consists of six chapters. Chapter 1 is the introduction. It mainly analyzes the background of the topic and briefly illustrates the theoretical, practical meaning and the framework of this research. Chapter 2 reviews the related literature. Two sections involve: the first is the literature of the organizational trust, longitudinal trust between employee & enterprise, and influencing factors of them. The second part is the related theories and empirical studies of employee engagement. The related hypotheses are approached at the same time. Chapter 3 is variables define and model setup. Variables are defined and hypotheses are summarized based on the reviews of chapter 2, then research model is setup. Chapter 4 is the empirical research on the influencing factors of longitudinal trust between employee & enterprise. According to the survey data of questionnaires, this paper analyzes and tests the research model and related hypotheses. Chapter 5 summarizes the results and comparing them with previous research, then recommend to the management practice. Chapter 6 concludes the main innovation of this paper, points out the limitations and further research direction.Through empirical research, this paper came to the following conclusions: Organizational factor have a positive impact on the longitudinal trust between employee & enterprise; The degree of authoritarian management in management style factor have a negative impact on the longitudinal trust between employee & enterprise; As to the individual factor, the factor of employee's positive personality have no significantly impact, but the factor of employee's work attitude have important impact on the longitudinal trust between employee & enterprise.