Research On The Relationship Between Upward Trust And Work Engagement

The 21 st century is the era of knowledge economy.The importance of human resources in the era of knowledge economy is increasingly prominent.And it is also one of the indispensable important resources for enterprises.Work Engagement will have a major impact on the extent of human capital’s utility,and it will also have far-reaching significance for the long-term development of the company.Based on the importance of employee’s work engagement,business managers begin to think about starting from the employees’ internal needs,inspire their work enthusiasm,and maintain their long-term and active work attitude and work behavior.This problem has therefore received widespread attention in the current academic and practical world.This article examines the incentive effect of upward trust on work engagement in the background of China.Based on the academic review and combined with the Job Demands—Resources Model(JD-R),this study starts from the perspective of resource promotion work and studies whether employees’ trust in their superiors can motivate their work.Upward trust to promote employees to form a positive mood of optimism,high self-efficacy,adaptive to the environment,have hope and other personal resources,that is,trust of the boss can stimulate the generation of personal resources,and then prompt employees to work.At the same time,upward trust will promote employees to establish and strengthen their psychological contract with their superiors,and actively show their positive work attitude and behavior.This article is based on it and in-depth study of the relationship between upward trust and work engagement.In addition,during the long historical development of China,gradually formed a human relationship society,emphasizing the interpersonal interaction and the maintenance of the relationship,then the employee’s emotional trust in the boss and the cognitive trust of the boss will work on it.It is also worth pondering that the input has different influences.On the other hand,the view that the matching of employees and organizational values will have an impact on the cohesiveness of the organization andemployees’ personal accomplishment,the match between the two values reflects the emotional status and demand orientation of employees,and the high level of matching helps employees achieve self-motivation,promote effective communication between the lower and upper levels,and promote the positive effect of superior trust on work.Therefore,this paper further discusses whether personal and organizational value matching as a special contextual boundary factor will have an effect on the boss’ trust in the incentive process of work engagement.The preliminary preparations were mainly based on qualitative theoretical analysis.In the process of collating the literature,the concept of major variables in the paper and relevant research results were combed and reviewed.Based on this theoretical analysis,the model framework of the study was constructed..In the middle and late period of the work,quantitative empirical analysis is the main method,and theoretical analysis of empirical data is complementary.This study collected 227 valid data through the questionnaire survey method,using statistical analysis software SPSS.20 to sample data by descriptive statistical analysis,reliability and validity test,correlation analysis,variance analysis and hierarchical regression analysis to verify the regulation effect,to provide data support for the proposed hypotheses in this study.In the process of writing the whole paper,theoretical analysis and empirical analysis complement each other and complement each other.The specific findings are as follows:1.There is a significant positive correlation between upward trust and its two dimensions(emotion-based upward trust and cognitive-based upward trust)and work engagement;2.The effect of trust-based upward trust on work engagement is greater than the effect of cognitive-based upward trust on work engagement;3.The moderator of Personal-organization value fit adjusts the upward’s trust and its significant positive correlation between the two dimensions and work engagement.This paper studies the relationship between upward trust and its dimensions andwork engagement,and focuses on exploring the adjustment mechanism of Personal-organization value fit,which not only enriches the theoretical research results of related variables,but also provides a new perspective for exploring the boundary factors that affect the relationship between variables.(Personal-organization value fit perspective),also brings some human resources practice enlightenment for corporate managers.