The Effect Of Intra-organizational Trust On Employees' Proactive Behavior

Mobilizing enthusiasm of employees is always a long-term benefit appeal of organizational management practitioners.In the transitional economy period when environmental turmoil is intensified,work complexity is increasing,and innovation and change demand is prominent,as the main source of organizational competitive advantage construction,the proactive behavior of employees becomes more important.Passive reactive work has become more and more difficult to adapt to the changing requirements of the workplace.Therefore,how to effectively promote and improve the employee's proactive behavior and its effects has become an inherent requirement and urgent need for organizational development.Organizational contextual factors not only affect the willingness to conduct,but also create an atmosphere.For managers,identifying and innovating important organizational contextual factors is an effective way to promote employee' s proactive behavior.At the same time,scholars need to deepen the analysis and test of important situational factors in the analysis of the precautions of the proactive behavior.Since proactive behavior is an interpersonal risk behavior,being too proactive may be regarded as a threat for the leader,or it may be considered by the colleague to be out of the limelight,so the employee's perception of interpersonal relationship will influence their choice of the proactive.This study selects leader trusts co workers trust,and institutional trust to express employees' perceptions of different subjects within the organization.In the existing research on the impact of intra-organizational trust and employee's proactive behavior,the previous studies have different views.High trust in leading colleagues may lead employees to rely on compliance,employees will not pay attention to autonomy,but it may also be due to trust leaders,colleagues and employees willing to use positive behavior to return organizations;and because China is a socially important society,most of the research on intra-organizational trust ignores the existence of institutional trust,and there are few studies on institutional trust,but institutional trust is equally important.Therefore,it is of great significance to further clarify the influence of leader trust,co workers trust,and institutional trust on employees' proactive behavior.This study selects the influence of three different pointing trusts in the organization on the proactive behavior,introduces the role breadth self-efficacy from the employee's self-concept perspective as a mediator to explore its internal mechanism,and joins the leadership empowerment as a regulatory variable to explore effective release.The boundary conditions of the process of trust in the organization affecting the employee's proactive behavior.On the basis of reviewing the related literatures,based on the analysis framework of "situation perception,Psychological cognition and explicit behavior",the hypothesis of this research and the corresponding conceptual model are presented according to social cognition theory and social exchange theory.Then,the formal questionnaires of this study were formed by selecting mature scales at domestic and foreign;410 questionnaires were distributed to different types of enterprises in cities such as Beijing,Dalian,Shanghai,etc.,and a total of 274 valid sample data were collected;After using SPSS 20.0,Amos 21.0 and other statistical software to analyze and test between the sample variables,the hierarchical regression analysis method and Bootstrapping method were used to test the main effect,the moderating role of leadership empowerment and the mediating effect of the role breadth self-efficacy.The results show that leader trust,coworkers trust,and institutional trust have a significant positive impact on employee's proactive behavior,and can be transmitted through the role breadth self-efficacy,which in turn affects employee's proactive behavior;leadership empowerment and trust within the organization.The positive relationship of breadth self-efficacy has a significant enhancement effect,which in turn positively affects the proactive behavior of employees.That is,when the degree of leadership empowerment is higher,the influence of leader trust,coworkers trust and institutional trust on the role breadth self-efficacy of employee is stronger.Combined with empirical analysis and results,this study proposes the following recommendations:(1)Managers should pay attention to the construction of trust within the organization.At present,the crisis of trust has been widely concerned.In this context,shaping the trust of employees in leader,colleagues,and institution will face challenges.Since Chinese people's trust pays more attention to interpersonal trust,it is more difficult to develop institutional trust.Reasonable and effective humane policies should be formulated to carry out management practices in an open and transparent manner.Through the human resources management system,the organization should adopt a positive attitude towards employees.Leaders should enhance their trust in them and should continuously improve their ability and weaken their ability.The mandatory influence of position power;managers should pay attention to the construction of workplace friendship between colleagues,encourage cooperation between subordinates rather than competition.Leaders should not only pay attention to the rationality of employee capacity structure,but also pay attention to whether employees are involved Can get along well.(2)Pay attention to the cultivation of employees' self-efficacy.Managers should recognize employees'proactive behavior in a timely manner and affirm their ability;when they fail,they should sum up useful experience instead of total negation;and managers should be moderate in terms of challenges and difficulty in assigning tasks,if they exceed employee capabilities.Employees will negatively evaluate themselves and reduce their self-efficacy.(3)Leaders should grant employees certain powers and responsibilities.On the one hand,employees have the power to arrange work plans and work processes independently;on the other hand,employees can also assume the responsibility of work corresponding to power,which is conducive to enhancing the proactive behavior of employees.