【摘要】：通過(guò)對(duì)包含586個(gè)效應(yīng)值、110576個(gè)獨(dú)立樣本、總樣本量達(dá)126819個(gè)的238個(gè)獨(dú)立實(shí)證研究的梳理以及Met a分析,本研究回答了"信任之下,其效何如"、"在不同層次,信任與績(jī)效的關(guān)系是否存在同一性"、"垂直距離對(duì)信任與績(jī)效的關(guān)系有何影響"這三個(gè)在以往研究中并未得到解答的重要問(wèn)題,并獲得了階段性定論:信任能顯著地促進(jìn)績(jī)效。在組織內(nèi),信任對(duì)團(tuán)隊(duì)績(jī)效的促進(jìn)作用尤為突出,而在組織間,信任對(duì)組織績(jī)效同樣有較強(qiáng)的促進(jìn)作用;二者關(guān)系存在同一性,即在個(gè)體、團(tuán)隊(duì)和組織不同層次,信任對(duì)關(guān)系類、創(chuàng)新類、任務(wù)類績(jī)效的促進(jìn)作用均依次變?nèi)?信任雙方的垂直距離越小,信任對(duì)績(jī)效促進(jìn)作用越強(qiáng);此外,出版屬性、測(cè)量工具以及同源偏差程度均能顯著調(diào)節(jié)信任與績(jī)效之間的關(guān)系,地區(qū)文化基本能調(diào)節(jié),這四個(gè)變量的調(diào)節(jié)方向在不同層次高度一致。而且,測(cè)量工具的測(cè)量維度越多,信度越高,使用越廣泛,信任與績(jī)效之間的相關(guān)性越強(qiáng)。鑒于任務(wù)類結(jié)果變量在現(xiàn)階段的管理實(shí)踐中仍占據(jù)主導(dǎo)地位,而信任對(duì)管理者重點(diǎn)關(guān)切的任務(wù)類績(jī)效的促進(jìn)作用并不是非常有效,信任在管理實(shí)踐中的效用因而需要引起警惕。
[Abstract]:Through combing and Met a analysis of 238 independent empirical studies containing 586 effect values, 110576 independent samples and a total sample size of 126819, this study answers three important questions, which have not been answered in previous studies, such as "how does trust work under trust", "whether there is identity in the relationship between trust and performance at different levels", and "how does vertical distance affect the relationship between trust and performance". And get the stage conclusion: trust can significantly promote performance. In the organization, trust plays a particularly important role in promoting team performance, while among organizations, trust also plays a strong role in promoting organizational performance. There is identity in the relationship between the two organizations, that is, in the individual, team and organization, trust in the relationship class, innovation class, task type performance promotion role is weakened in turn. The smaller the vertical distance between the two sides, the stronger the trust promotes performance. In addition, publishing attributes, measuring tools and the degree of homologous deviation can significantly regulate the relationship between trust and performance, and regional culture can basically adjust the adjustment direction of these four variables at different levels. Moreover, the more dimensions of measurement, the higher the reliability, the more widely used, the stronger the correlation between trust and performance. In view of the fact that task result variables still occupy a dominant position in the current management practice, and the role of trust in promoting task performance, which managers focus on, is not very effective, so the utility of trust in management practice needs to be vigilant.
【作者單位】： 華南理工大學(xué)工商管理學(xué)院;新加坡國(guó)立大學(xué)商學(xué)院;北京大學(xué)國(guó)家發(fā)展研究院;美國(guó)普渡大學(xué)Krannert管理學(xué)院;
【基金】：教育部人文社會(huì)科學(xué)研究規(guī)劃基金項(xiàng)目(11YJA630004) 中央高�；鹂蒲袠I(yè)務(wù)費(fèi)項(xiàng)目(X2gs D2117810)資助
【分類號(hào)】：F272.92

【相似文獻(xiàn)】

相關(guān)期刊論文 前6條

1 姜洋;張瀚月;;電子招聘系統(tǒng)用戶采納及調(diào)節(jié)效應(yīng)實(shí)證研究[J];中國(guó)商貿(mào);2013年31期

2 劉云;;前瞻性人格對(duì)員工變革行為的影響:組織公平氣氛的調(diào)節(jié)效應(yīng)[J];會(huì)計(jì)與經(jīng)濟(jì)研究;2012年06期

3 張琳;;認(rèn)知偏誤對(duì)創(chuàng)業(yè)者學(xué)習(xí)與企業(yè)績(jī)效的調(diào)節(jié)效應(yīng)[J];石家莊學(xué)院學(xué)報(bào);2014年01期

4 成達(dá)建;;員工與顧客間的情緒感染——調(diào)節(jié)效應(yīng)分析[J];商業(yè)經(jīng)濟(jì);2014年06期

5 李曉翔;霍國(guó)慶;;搜索對(duì)產(chǎn)品創(chuàng)新一定有用嗎?——知識(shí)處理能力的調(diào)節(jié)效應(yīng)研究[J];商業(yè)經(jīng)濟(jì)與管理;2013年02期

6 陳渝;韓利;董毅明;;殺毒軟件繼續(xù)使用意愿影響因素及調(diào)節(jié)效應(yīng)實(shí)證研究[J];科技管理研究;2013年05期

相關(guān)會(huì)議論文 前1條

1 陳錕;;調(diào)整焦點(diǎn)對(duì)突破式創(chuàng)新產(chǎn)品購(gòu)買決策影響:標(biāo)準(zhǔn)競(jìng)爭(zhēng)的調(diào)節(jié)效應(yīng)[A];第三屆（2008）中國(guó)管理學(xué)年會(huì)——公共管理分會(huì)場(chǎng)論文集[C];2008年

相關(guān)碩士學(xué)位論文 前3條

1 鄒婷;權(quán)力距離對(duì)特權(quán)營(yíng)銷影響消費(fèi)者不公平感知的調(diào)節(jié)效應(yīng)研究[D];福州大學(xué);2014年

2 康妍;職業(yè)延遲滿足對(duì)組織公平與工作滿意度調(diào)節(jié)效應(yīng)的研究[D];天津師范大學(xué);2013年

3 胡浩;公司治理對(duì)信息技術(shù)投資和回報(bào)關(guān)系的調(diào)節(jié)效應(yīng)研究[D];浙江大學(xué);2014年

，

本文編號(hào)：2528599