Research On The Relationship Between Superior Trust Perception And Employee Emotion

Authoritative credit has always been favored by management as the optimal incentive strategy.Managers believe that employees feel that trust is their greatest comfort and motivation.It is a panacea.In management practice,empowering employees can make employees aware of their value,promote teamwork,significantly motivate employees to positively self-evaluate,improve team performance,enhance corporate competitiveness,improve employee attitudes and emotional state,and work performance.The effect of influence often goes beyond trust itself.But trust also has a dark side.For employees with low working age or lack of professional skills,trust from superiors is more likely to be another form of expanding the scope of responsibility,with more requirements.In order to live up to the trust and attention of the leaders,most of the employees will pay extra time and energy to do their best to satisfy the leaders.At the same time,they also endure the pressure and fatigue beyond self-responsibility.In the domestic research on "trust",most of them are from the perspective of trust senders,such as: organizational trust,superior trust,peer trust,etc.,but only those who truly understand whether the trust issuer truly trusts others,So whether trust will work,mainly depends on whether the trusted person perceives trust from the superior,and not whether the sender of the trust truly trusts the subordinate.The trust signal sometimes fails to receive or the perception of the subordinate is different from the original intention of the superior.This article claims that the trust does not function as expected by the sender of the trust as “missing trust or loss of trust”,and lack of trust or loss of trust.The most fundamental reason is that the trustee does not understand the psychological needs of the trusted person,so that the trusted person cannot produce a sense of trust or the trustworthy interpretation is contrary to the information that the trustee wants to express.In real life,employees have different personalities,different abilities,and different growth environments.These situations will affect the individual's judgment on the affairs,so the trust from the superiors will naturally have different interpretations.This study is based on the individual's perception and interpretation of trust from superiors.It introduces internal human identity perception and role overload as mediator variables,and explores the mechanism of superior trust response(emotional exhaustion and positive emotions).In addition,compliance with authority is one of the most representative variables of Chinese traditional characteristics,which directly affects Chinese employees' interpretation and judgment of information.This paper introduces compliance authority as a regulatory variable,and studies its internal identity perception and role overload for superior trust perception and The impact of the relationship between employee emotions.Through the statistical analysis of the questionnaire data,this study draws the following conclusions: superior trust perception significantly affects employee emotional exhaustion and positive emotions,in which superior trust perception significantly affects emotional exhaustion through partial mediation of role overload,and superior trust perception through internal identity Partial mediation of perception significantly affects positive emotions.Compliance with authority plays a positive role in regulating the relationship between internal identity and positive emotions,and plays a positive role in role overload and emotional exhaustion.Based on this,when the administrator authorizes the credit to the subordinates,it must be different from person to person.According to the individual characteristics of different employees,different degrees and methods are authorized to grant credits.When they are assigned to them,they should pay attention to their dynamics.Give technical guidance and resource support so that they can successfully achieve self-breakthrough,enhance self-confidence and improve self-fulfillment.Avoid being dismissed after the employee has been entrusted with a heavy responsibility.Although the incentive mechanism of "trust" is good,it must not be blindly credited and should not be uniform.