Research On Characteristics And The Relationship Between Public Sector Employees’ Interpersonal Trust And Benefits Expression Behavior

Organizational interpersonal trust also interpersonal trust in organization(ITO)，mainly refers to the members trust in colleagues and superiors in the organization.Organizational interpersonal trust can promote unity and cooperation among themembers of the organization, enhance organizational cohesion and organizationperformance, reduces the cost of internal friction and organization cost effectively.Benefit expression behavior(BEB) refers to the behavior of reaction when members ofthe organization to realize reasonable interests related to work infringe upon or removal,and this kind of behavior is mainly in order to fight for their own reasonable interests.The positive benefit expression behavior can effectively safeguard the legitimate rightsand interests of the members of organization and improve the management anddevelopment of organization; negative benefit expression behavior will affect theharmony of the labor relationship, even affect social order. Many previous studiesexplore the relationship between "trust" and "benefit silence", but relatively lack ofsystematic study on "trust" and "expression" relationship. This research based onliterature review the domestic and abroad, using the empirical research method, researchand analysis of the influence of interpersonal trust in organization and benefitexpression behavior on employee. The main conclusions are as follows:1）Interpersonal trust in organization（ITO） includes7factors, which are trust incolleagues moral, trust in colleagues competence, colleagues depth emotional trust,mutual trust, trust in supervisor Quality, emotional trust with supervisor, informationsharing trust with supervisor. Benefit expression behavior(BEB) includes4factors,violent and forced type of expression （VFE）, active communication type ofexpression(ACE), relational opposite type of expression(ROE), negative resistance typeof expression(NRE).2）Analysis of variance on demographic variables, public sector employees’organizational trust has a significant difference in identity, age, working years,educational demographic variables（P<0.05）. Public sector workers interest expressionin age, working years, degree three demographic variables have significant difference（P<0.05）.3）Through the empirical study confirms the existence of the relationship betweenthe expression of public sector organization interpersonal trust and interests expression: organizational trust has significant negative influence on the expression of interestsbehavior（P<0.05）; trust in colleagues has significant negative influence on interestexpression（P<0.05）; trust in moral of colleagues, trust in competence of colleagues,trust in supervisor quality significantly has a negative impact on interest expressionbehavior（P<0.05）; organizational interpersonal trust has significant negative influenceon relational opposite type of expression and negative resistance type of expression（P<0.05）.Finally, based on the research conclusion above, we put forward relevantcountermeasures from the perspective of management practices: Foster moderateinterpersonal trust and cultural, to improve public services staff enthusiasm; strive tocreate a culture of constructive conflict, to avoid "excessive" interpersonal trust;advocacy to promote positive behavior and reasonable expression of interest to buildharmonious labor relations.