The Study On The Structure Model Of Employee's Trust In Organization And Its Correlation With Some Conditions

Trust in organization has become a hotspot for discussion by occidental scholars in theforeland fields of organization behavior and human resources management. There are somedomestic research, but is restricted by overseas study. Which has been excogitating that trust inorganization depends on its national culture, well; it's rather indispensable to discuss trust inorganization under the Sinitic culture.In this study, trust is a sort of individual faith on giving up surveillance, for his or her goodbehavior, excellent moral character, and honorable intentions; trust in organization is abidirectional and systemic trust. It's not only the embodiment of employee's confidence toorganization, but employee's support from organization. In another words, trust in organizationis the employee's trust in managers and organization and the managers and organization's trustto employee.According to the former definition, six fowling demonstrational scientific researches havebeen making accomplishedly on employee in Domestic Corporation.1. By Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA), afour-factor model under the Sinitic culture has been making. That's to say, in SiniticCorporation, trust in organization is constituted with "Guanxi", "Personality", "competence","opening".Moreover, the reliability and validity of the questionnaire have also been tested to beenough highly by initial testing.2. By ANOVA Analysis and General Linear Model Analysis, it has been proved thatdifferent demography variable exerts different influence on trust's four factors, such as: gender,age, education, and length of service, position, corporation's scale or ownership.3. By Hierarchical Linear Model Analysis, fourteen variables rank organization, managersand employee has been founded to be correlation with trust in organization under the Siniticculture.4. By Path Analysis, it has been found that different variables exert different influence ontrust's four factors. 5. By experimentation with simulated situation, the correlation between implementingcompensation and trust in organization has been tested. According to the experiment, for mostemployees, the investigation's eight hypotheses have been supported. But, if the employeecomes from larger corporation which have more than 100-scal employ, and whose trust level ishigh enough, the investigation's first hypothesis and second hypothesis were tested to be wrong.Likely, for a middling or senior manager, or an employer in a over 100-scal employ corporation,if whose trust level is not high enough, the investigation's third hypothesis and fourthhypothesis were also tested to be wrong.6. By experimentation with small-scale real situation, the correlation between performanceappraisal and trust in organization has been tested. Based on the experiment, the investigation'seight hypotheses have been supported. But, if the employee situation performance is not goodenough, for whom, the investigation's eighth hypothesis was tested to be wrong.In conclusion, although the study needs to be consummated, restricted by samples, time,money, etc, the result is quite exciting. It's prepared for further ascertaining trust in organizationunder the Sinitic culture, and is propitious to fulfill human resources management in Siniticcorporations.