An Empirical Study On The Relationship Between Education Background Of ’after80s’ And Organizational Trust

Gradually, the’After80s’has been the main force in the employment market taking crucial roles in different fields and positions. However, their value and working concept are far away from the older generations’due to the significantly different growing environments and education backgrounds. There are various response to those new label brought by this new generation, like unabashed individuality, frankness or even to do only in personal praise or disfavor. On the whole the’After80s’get better education attainment than the older generations did. Therefore, it is unlikely to expect them always follow the order or advices without precondition. It is unacceptable organizations keep on manage them in traditional and fusty ways which may cause low trust level between employees and organizations. Worse still, the improper management may even push the job-hopping or drag the productivity resulting in a higher managing cost and lower organization productivity. Under this situation, this thesis is trying to probe into the relations between the’After80s’employees’education background and the organizational trust via empirical study and case study, and then help organizations enhance the organizational trust of’After80s’with feasible suggestions.Through the documentation analysis, this thesis systemizes and makes comments on the domestic research about’After80s’and also the research about the organizational trust from multinational resources.(1) The significant differences between’After80s’and older generations from the different growing background and progress give the’After80s’unique group identities. Therefore, in the early stage, research concentrated on discovering and analyzing those group identities, and also the influential factors. As the stretching of the early research, the middle stage dug into the status as’After80s’were integrating into the society. In recent years, based on previous research,scholars are trying to provide managements with an effective method via fruitful research connecting with the ’After80s’feature. However, by now, most of the past research have only sum up limited experiential facts with out convincible empirical survey so that the conclusions are entirely different. For this reason, this thesis attempts to figure out the relations between the education background of the’After80s’and their organizational trust through convincible empirical study. Finally, hope this would contribute to improve the future research.(2) After summarizing and commenting on the various definitions of organizational trust, the relationship between organizations and relative organizational variables, as well the relative models, this thesis tries to sketch a relatively unambiguous theory frame. According to the current problems, this thesis tries to fill the gap of the empirical research and also guide HR departments to solve the managerial problems with practical suggestions.On the basis of the literature review, it comes to the conclusions for the basic characteristics of the’After80s’:emphasis on the individuality, the pursuit of freedom; emphasis on self-development; the pursuit of fairness and justice; diversified values; better awareness of innovation and etc. Meanwhile, this thesis discovers, under the influence of current education system, people with different education background have various characteristics on the job. On the other hand, this thesis conclude the effects of organizational trust as to improve the performance level of both individual and organization, to cut the transaction and operation costs, to promote the knowledge sharing inside the organization and enhance the comprehensive competitiveness of the organization as well. Furthermore, it structures the dimensions of organizational trust, interpersonal trust and systematic trust.Through the questionnaire survey method, this thesis does the probe of the relationship between the education background of’After80s’and the organizational trust.(1)’After80s’employees’education backgrounds do have correlation with the organizational trust. To be more precise, the degree level, experience of overseas study, and authentication of professional skills all contribute to the correlation.(2)’After80s’employees’education background do have correlation with the four structured-dimensions of organizational trust, as vertical trust, horizontal trust, systematical trust and non-systematical trust. This is a supportive conclusion to the first conclusion. (3) Degree level has positive correlation with organizational trust, namely, it has significant positive correlation with vertical trust, horizontal trust, systematical trust and non-systematical trust.To confirm the reliability of the conclusion, this thesis studies on the case of Foxconn Company discovering that this company incarnate distrust on all the layers. Under the militarized management and harsh regulations, employees mostly feel the distrust from organization which even makes employees distrust the organization as well. It causes pretty high employee turnover rate, or even the suicide issues due to insolvable psychological problems. Following the empirical study result, the average low degree level of Foxconn employees could be one of the reasons explaining its low organizational trust level. By comprehensive analysis on the achievement from both empirical and case studies, this thesis provides Foxconn with corresponding managerial suggestions to help it improve its organizational trust.In the end, through the empirical and case studies, aim at’After80s’ employees, to raise advice helping them improve the organizational trust.(1) Vertical trust. The manager should improve or adjust his own quality, management method and authorization.(2) Horizontal trust, organization should create more opportunity for employees communications(3) Systematical trust. Organization should consider more about perfection, fairness and differentiation, when it sets the regulation up.(4) Non-Systematical trust. Organization should create harmonious atmosphere and working environment, and also guide employees’value to match the organization culture.(5)’After80s’employees with mid-high educational degree, namely those employees have college degree or above. Managements should authorize them to participate in the managerial working, help them complete self-development, guide them integrate the organization culture into their own values. It is the way to increase their organizational trust.(6)’After80s’employees with low educational degree, namely those employees have technical school, high school degrees or below. Managements should give them proper material stimulation, concern more about their lives and motions. It is the way to increase their organizational trust.(7) To help the’After80s’employees with overseas study experience improve their organizational trust, organizations should be more awareness of the working environment with flexibility, freedom and fairness.