Study On Relationship Between Organizational Trust And Employee Performance

Trust issues become the focus of research disciplines recently. Sociology, economics, management science, social psychology have been incorporated into them. Research of management mainly related to trust and knowledge sharing, corporate performance, turnover intention, work attitude, communication, teamwork, the relationships of other psychological contracts. While organizational behavior is concerned about the impact on the performance of organizational trust, most of the studies believe in that the trust has the positive impact on the organization’s performance. On the basis of literature review, this research tries to build a theoretical model and research hypotheses of organizational trust and employee performance; then we will collect the data by questionnaire survey and do the work about the descriptive analysis and regression analysis to propose the research hypotheses and give the answer to the question on the amount of research; and finally, we will discuss the conclusions drawn from the research and put forward to policy recommendations.Literature review makes a comment on organizational trust, employee performance and the relationship between them, and thus gives the definition of organizational trust and employee performance, and further gives the dimension of organizational trust and employee performance division. Organizational trust divides into interpersonal trust and institutional trust, and employee performance divides in three dimensions, that is contextual (relationship) performance, task performance and innovation performance. On the basis of the literature review, we complete the construction of the theoretical framework of this study. In the theoretical analysis, we first analysis the mechanisms that interpersonal trust and institutional trust affect on employee performance, and then put forward theoretical model of this research and the hypothesis of this study.Empirical Analysis section includes Chapter 4 and Chapter 5. Chapter 4 describes the research method which is aimed to study the processing of this study and describe the data analysis methods, the variables selection and design of the questionnaire. Chapter 5 is the empirical analysis of this paper, the main conclusions drawn from the analysis are as follows:The two dimensions of organizational trust (interpersonal trust and institutional trust) have a significant positive impact on the three dimensions of employee performance (contextual performance, task performance and innovation performance). After controlling for gender, age, working hours, nature of units, educational level, job level and other control variables, these conclusions still holds. The two dimensions of organizational trust (interpersonal trust and institutional trust) have a significant positive impact on the higher level of trust, even adding the control variables are still set up the above conclusion. Higher level of trust has a significant positive impact on the three dimensions of employee performance (contextual performance, task performance and innovation performance), so as adding the control variables. Empirical tests confirmed the higher level of trust in the organization played a role of mediating variable between the trust relationship and the employee performance.In response to these findings, we believe that companies should improve the system construction to encourage employees to participate in decision-making and put attention to organizational culture, in order to raise the level of trust in the organization; Meanwhile business leaders should strive to improve their work ability, fair external members, in order to enhance higher level of trust.