Research On The Impact Of Feeling Trusted On Employee Performance

In today's knowledge economy era,the human resource management model has begun to change,gradually changing from the traditional rigid supervision to modern flexible management model.Among them,trust management is an important part of organization's humanized management.Trust refers to the mental state of being willing to take risks for others because they have positive expectations of others' intentions or behaviors.Feeling trusted means that the trusted party perceives the degree to which the other party is willing to take risks for their own actions.Trust and feeling trusted are two sides of the same coin.Although highly related,they are very different concepts.Trust is defined from the perspective of the trust issuer,while feeling trusted is defined from the perspective of the trusted person.This paper mainly studies the trust relationship between leaders and employees.Therefore,the feeling trusted in this paper refers specifically to the perception of their trusted level by leaders.Getting trust is a huge driving force for employees,and leaders' best management strategy is to let subordinates know that the leaders trust them.Therefore,scholars call on corporate leaders to reduce their reliance on employees for institutional supervision.They should develop high-level trust relationships with employees to stimulate their internal motivation and increase their willingness and ability to work for organizations.Empirical research on feeling trusted has found that: feeling trusted has a positive impact on employees' internal work drivers,role performance,speech behavior,organizational citizenship behavior,etc.;but feeling trusted may also be a burden that will cause employees Emotional exhaustion reduces employee performance.Some scholars believe that the impact of feeling trusted on performance is not statistically significant.It can be seen from this that scholars still have controversy about the relationship between feeling trusted and employee performance,that is,the core question of "how effective is it under trust" has not been clearly answered.Therefore,based on the work requirement-resource theory,this paper introduces work input and work stress as intermediary variables,builds a dual-path model of feeling trusted affecting employee performance,and introduces active personality as a moderator variable to further explore the boundary conditions for feeling trusted to affect employee performance.In response to the above research questions,this study uses a questionnaire survey method to survey 276 employees from Shandong,Hebei,Xinjiang and other regions to obtain research data,and then uses Spss22.0 and its macro program Process plug-in to organize and analyze the data.The following conclusions are drawn: Feeling trusted is significantly positively correlated with employee performance,that is,the higher the employee's perception of being trusted by the leader,the better the employee's performance;work input and work stress play a parallel intermediary role between feeling trusted and employee performance,specifically,feeling trusted will positively affect employee performance by increasing the level of work input,on the other hand,it will also increase the level of employee work stress,which will negatively affect employee performance;active personality plays a positive role in the relationship between feeling trusted and work input,at the same time,the intermediary role of work input is also positively regulated by the active personality.The conclusions drawn by this study confirm the positive effect of feeling trusted on employee performance,and at the same time verify the intermediary role of work input and work stress and the moderating role of active personality.This study enriches the research on the path and boundary conditions of feeling trusted to affect employee performance,provides theoretical reference and practical suggestions for corporate leaders to use trust management strategies scientifically,and also provides guidance for corporate employee recruitment.