【摘要】： 信任研究涉及心理學、社會心理學、社會學、組織行為等多個學科領域，來自不同學科的信任研究已經(jīng)取得豐碩成果。本文聚焦于民營企業(yè)內(nèi)部信任的形成機制問題，在對現(xiàn)有信任研究進行回顧和梳理的基礎上，明確地將信任分為三大類，界定了三大類信任之間的關系，并以此為切入點，分別歸納出信任的前因變量，建立了各自的形成機制模型，同時本文中還以信任分類為基礎，分別考慮不同類型的信任與員工績效之間的關系，從而建立起信任對績效的作用機制模型。根據(jù)上述理論模型，本文提出了相關研究假設，然后以浙江省民營企業(yè)中員工為調(diào)查樣本，通過結構化問卷調(diào)查和統(tǒng)計分析相結合的方法，對理論模型和研究假設進行了實證檢驗，并得出了結論，最后進一步探討了本研究的不足和未來研究的展望。本研究主要涉及以下幾個方面的研究： 1、信任內(nèi)涵的界定。我們通過對前人研究的綜述和訪談得出，信任由認知的、情感的和制度的三種類型。并認為這三種之間存在遞進的關系，即由外在的制度信任到內(nèi)心的情感信任的過程。研究結果表明，從認知的信任到情感的信任的路徑確實存在，而由外在的制度信任到情感信任或認知信任的路徑不存在。 2、三種類型信任分別與其前因因素之間的關系研究。我們在維度劃分的基礎上分別歸納討論得出各自的前因項，然后用實證研究來檢驗。研究結果表明各類型信任與其前因項之間的關系是存在的。 3、三種類型的信任分別對員工績效的影響。通過實證研究，我們得出制度型信任和員工績效之間的關系不明顯，而情感型和認知型信任與績效之間存在明顯的相關關系。 綜合各個部分研究，在中國的民營企業(yè)內(nèi)，員工之間的信任劃分為三種維度是合理的，但是制度型信任在人們的觀念中還比較淡薄，因而它與認知的或情感的信任之間的關系也不明顯，他對績效的作用也沒被人們所認知。相反的，認知型信任和情感型信任對績效的積極作用是非常明顯的，且它們之間的關系也十分清楚地展示出來。
[Abstract]:Trust studies involve many subjects such as psychology, social psychology, sociology, and organizational behavior. This paper focuses on the formation mechanism of the internal trust in the private enterprises. On the basis of reviewing and combing the existing trust research, the trust is divided into three categories, and the relationship between the three types of trust is defined. Based on the trust classification, the relationship between different types of trust and employee's performance is considered, and the mechanism model of trust-to-performance is established. Based on the above-mentioned theoretical model, this paper puts forward the relevant research hypothesis, and then takes the employee as the investigation sample in the private enterprise of Zhejiang Province, and makes an empirical test on the theoretical model and the research hypothesis by means of the combination of the structured questionnaire and the statistical analysis, and draws the conclusion, Finally, the deficiency of this study and the prospect of future research are further discussed. The present study is mainly concerned with the following aspects: 1. The definition of the connotation of trust. Through the review and interview of the previous studies, the trust is defined by the cognition and the emotion. There are three types of and system, and it is considered that there is a progressive relationship between these three types, that is, from the system of the outside to the inside The process of the emotional trust of the heart. The research results show that the path from the cognition to the trust of the emotion does exist, and the external system has the trust of the emotional trust or the recognition. The path to which the trust is known is not present. The relationship between the type of trust and its previous factors, and the discussion on the basis of the division of the dimension, respectively. The results of the study are as follows: The relationship between each type of trust and its previous dependent item is present. 3. The effect of three types of trust on the performance of the staff respectively. Through the empirical study, we obtain the correlation between the system type trust and the employee's performance. It is not clear that there is a clear correlation between emotional and cognitive trust and performance. It is reasonable to divide the trust between employees into three dimensions in the private enterprises in China, but the system The degree of trust is also light and thin in the people's concept As a result, the relationship between it and the cognitive or emotional trust is not obvious, and his role in performance has not been recognized by people.
【學位授予單位】：浙江大學
【學位級別】：碩士
【學位授予年份】：2007
【分類號】：C936

【引證文獻】

相關期刊論文 前1條

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相關碩士學位論文 前4條

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本文編號：2502531