Organizational Trust Of Employees: Antecedents Effects And Functions

With the increasing globalization of economic development, competition among enterprises is more and more drastic, accordingly the internal trust of enterprises has been concerned by academic circles. However, due to various reasons, scholars had paid more attention to the dimension of interpersonal trust in organizations, while the system trust in organizations was generally ignored by the academic community. This limited the research on organizational trust, and the improvement of employees'trust level as well. Based on that, this work discussed organizational trust (system trust) under the background of Chinese enterprises. Firstly, the concept of employees'organizational trust was defined, and the formation mechanism of organizational trust was built. Secondly, the mediating effect of organizational trust was studied. Thirdly, the mechanism regarding how employees' organizational trust influences the variables of their work attitude was discussed. The model "Antecedents-Effects-Functions" of organizational trust was eventually formed. Considering these issues, under the background of Chinese culture, the mainland enterprises was chosen as objects, through literature study and questionnaire survey, aims to theoretically rich the research in organizational trust, and practically provide guidance in improving the level of organizational trust for Chinese enterprises.Firstly, through literature research on the domestic and foreign achievements, and interview with employees, it was found that the main factors affecting organizational trust include organizational justice, perceptions of organizational politics, transformational leadership, organizational climate, and organizational reform, etc. On this basis, this study discussed this issue by questionnaire. The results showed that:first, one-way anova was applied to the individual factor influencing organizational trust, (1) there is a significant difference in mean value of organizational trust for employees of different genders; (2) there is no significant difference in it in groups of different ages; (3) there is a significant difference in the mean value in employees with various education levels; (4) there is a significant difference in employees with different marital status; (5) there is a significant difference in employees with different positions; (6) there is no significant difference in employees with different working years; (7) there is a significant difference in employees with various income levels. It was found that there was very significant correlation between organizational trust and many organization management factors, such as organizational justice, organizational climate, perceptions of organizational politics, organizational transformation, and transformational leadership. Multiple regression analysis showed that organizational justice, transformational leadership and perceptions of organizational politics were directly accepted as the antecedent variables of employees'organizational trust in the multiple regression model. That is, organizational justice, transformational leadership and perceptions of organizational politics produce a direct and significant impact on organizational trust; while organizational climate and organizational transform have no significant effect on organizational trust of employees.Secondly, based on the work one, this paper further explored the influencing mechanism of transformational leadership on employees'organizational trust by structural equation model. The results showed that:First, the transformational leadership has a direct and significant positive impact on organizational trust; Second, transformational leadership has a direct and significant positive impact on organizational justice; Third, transformational leadership has a direct and significant negative impact on perceptions of organizational politics; Fourth, organizational justice has a direct and significant positive impact on employee's organizational trust; Fifth, perceptions of organizational politics has a direct and significant negative impact on organizational trust; Sixth, transformational leadership not only directly and significantly influences the organizational trust, but also gives indirect effect on organizational trust through organizational justice and perceptions of organizational politics, and organizational justice and perceptions of organizational politics are partial intermediate variables of transformational leadership affecting organizational trust.Thirdly, based on research one and two, this work focused on the intermediary effect of organizational trust between independent variables and dependent variables. The above research showed that organizational justice, transformational leadership, and perceptions of organizational politics have a significant influence on employees'organizational trust. And the literature studies showed that organizational, justice, transformational leadership, perceptions of organizational politics and employees'organizational trust have a significant effect on job satisfaction and turnover intention. The conclusions are:first, organizational trust plays a role as complete mediation in the effect of perceptions of organizational politics on employees'job satisfaction and turnover intention; Second, organizational trust is a complete mediation in the effect of organizational justice on employees'job satisfaction and turnover intention; Third, organizational trust is a partial mediation in the effect of transformational leadership on employees'job satisfaction and turnover intention.Fourthly, based on the above research, this study mainly discussed the role of organizational trust. Correlation analysis showed that:organizational trust, job satisfaction, organizational commitment and turnover intention are significantly correlated. Univariate regression analysis showed that:(1) Organizational trust has a significant positive effect on organizational commitment; (2) Organizational trust has a significant positive impact on job satisfaction; (3) Organizational trust has a significant negative effect on turnover intention. Multiple regression analysis showed that, first, job satisfaction plays a role of partial mediation between organizational trust and commitment; Second, job satisfaction plays a role of partial mediation between organizational trust and turnover intention.The innovations of this research are:(1) The main factors affecting the organizational trust was verified. Based on literature research, the empirical research was carried out on the individual and organizational management factors influencing the organizational trust. Firstly, it was discovered that, in the individual factors, gender, education, marriage, job and income level showed a significant difference in the mean value of organizational trust. Second, discovered the direct and indirect variables influencing employees'organizational trust, thereby enriched and improved the research in the field of factors influencing organizational trust. (2) The mechanism that transformational leadership affecting employees'organizational trust was verified. Using structural equation model verified that, organizational justice and perceptions of organizational politics play a mediated role in transformational leadership affecting organizational trust. (3) The mediating effect of organizational trust in perceptions of organizational politicsit, organizational justice and transformational leadership affecting employees'work attitudes was verified. The use of structural equation model confirmed that, first, organizational trust was a complete mediation variable in the perceptions of organizational politics affecting employees'job satisfaction and turnover intention; Secondly, organizational trust played the role of complete mediation in organizational justice impacting on employees'job satisfaction and turnover intention; Thirdly, organizational trust played a partial intermediary role in the transformational leadership affecting employees'job satisfaction and turnover intention. The results clearly revealed the relationship between the employees'perceptions of organizational politics, organizational justice and transformational leadership/ organizational trust/work attitude, and preliminarily formed the "Antecedents-Effects Functions" model of employees'organizational trust.