The Effect Of Role Stress And Organizational Trust On Job Performance Of Middle Managers

With the deepening and reforming of market economy, many enterprises are facing fierce market competition. In order to maintain the competitiveness of enterprises, they want to seek more development opportunities by transition and upgrading. The enterprise performance is closely related to the working performance of the staff, in other words, it is the worker who make whole enterprise run efficiently. Middle management is one of the most important intellectual resources, playing an important role in connecting the preceding with the following. Therefore, the job performance of middle managers to a large extent affected the performance of enterprises. However, we know that a middle manager is playing different role in the organization, when they are facing different role expectation, they will have role pressure. So this study focus on the job performance of the middle managers to understand the relationship between the role stress and job performance, and also discuss the mediating effect of organizational trust between of the role pressure and job performance. The aim of this study is to find out effective way to improve job performance of the middle management and make the enterprise run sustainably and stably.Based on 255 valid samples, the results showed:(1) role stress and organizational trust complexity are positively related, and organizational trust has a positive impact on job performance;(2) the role ambiguity and role conflict and role overload have a negative effect on task performance, but role overload has the positive effect on surrounding performance, but the correlation all of them are strong;(3) the mediating effects of organizational trust between the role pressure and work performance have been verified. The moderating effect of high level organizational trust is stronger than the low level of organizational trust.In theory perspective, this study adds a new element in the field of study of job performance, exploring the relationship and the latent variables between role stress and work performance from the perspective of multiple perspectives.According to the results, this paper puts forward the optimization of designing work of the middle management and so on to manage role stress, at the same time we also need to enhance the collective sense of belonging and improve the organizational trust of middle managers, which can help to train them to get ownership mentality so as to alleviate the role stress and improve work performance, so finally offering guidance for human resource management.