Staff Confidence In Leadership And The Impact Of Empirical Research

In recent years, trust has becoming a hotspot in organizational behavior. It has received wide attention from scholars in sociology, social psychology, psychology, economics, organizational behavior and other subject areas and obtained a wealth of research results.It was found that trust in leadershiop of employees on different bases (cognitive or affective) have different effects in the work attitude of employees; it was also found that trust in leadership of employees on different foci (senior manager and supervisor) have different effects in the work attitude of employees. But little empirical research has explored the implications of different bases and foci of trust in leadership within the same study.In this paper, trust in leadership is divided into two bases (cognitive and affective) and two foci (senior manager and supervisor), and job satisfaction, affective commitment and turnover intention of employees are selected as variables of the attitudes of employees. In this paper, grass-roots employees of different companies were selected to be the object for the study, and we used survey methods to study the effects of different levels of cognitive and affective trust in the leadership on different foci (senior manager and supervisor) on the work attitude of employees (job satisfaction, affective commitment and turnover intention), building the structural equation model of employee trust in leadership and influence, which will provide new guidance and recommendations to company.The main research results are as follows:First of all, in this study, the bases of employee trust in leadership are divided into cognitive trust and emotional trust and the foci of trust are classified as trust in senior manager and supervisor, which can be distinguished and are not equivalent in the functions and effects.Second, from the said of direct effects, the cognitive trust in supervisor of employee has the most direct effects in job satisfaction; the cognitive and affective trust in senior manager affect job satisfaction directly and actively; but the affective trust in supervisor has a direct negative impact on turnover intention of employee.Furthermore, job satisfaction plays an intermediary role between trsut in leadership of employee and affective commitment, so does affective commitment between job satisfaction and turnover intension.Finally, from the said of total effects, affective trust in senior manager has becoming a significant predictor of affective commitment and turnover intension. Cognitive trust in supervisor can explain the variance in job satisfaction of employee.