Organization Of Interpersonal Trust And Employee Satisfaction And Performance Research

Orgnizations and people have noticed the increasing importance of trust. Trust caninfluence people’work and daily life, trust also has great influence on organizationsdevelopment and success. Both native and oversea researchers have already done a lot ofresearch about trust, such as how to define trust, the inner structure of trust itself, whatkind of factors can affect trust and the results whick can be brought by trust.The existing researches have already proved that trust can motive employee positiveworking attitude, such as organization commitment, working satisfaction, trust canimprove employee’performance and behavior, including task performance andorganizational civil behavior. This essay will focus on employee’ working performanceand working satisfaction, because employee’ working performance and workingsatisfaction have orgnization’ most attention. The existing researches rarely mention therelations between trust and employee’ working performance, working satisfaction,whick is this research’mainly topical subject.Based on literature research, this essay adopts the two dimension structure of trust,trust can be devided into interpersonal trust and system trust, and interpersonal trustincludes the interpersonal trust between employees and trust between employees andtheir supervisors. System trust mainly means employee’s trust on organization holisticenvironment, policy and prosperity, these can rarely be changed or improved by humanresource management practice, furthermore employes’ trust is not independent fromexecutives. Therefore my research will focus on organizational interpersonal factors andits influence on employees’performance and satisfaction.Through empirical study, this study have found out: among interpersonal trustfactors, supervisor’s supportive management style, the relationship between peers andsupervisor’s fairness when dealing with people and things can affect employees’working satisfaction. Among interpersonal trust factors, supervisor’s supportivemanagement style, the availability of peers support and the relationship betweenemployee and supervisor will affect task performance. Supervisor’s supportivemanagement style, peers competency and peers openness to other idears will affectcircumstances performance Based on the study results, corresponding policy proposals have been raised forHR’s reference, such as select and employ the right employee, enhance the leadership.