Study On Employee’s Trust In Leader And Its Relationship With Employee’s Job Satisfaction

Long time ago trust has gone into scholars’s view, while it didn’t become the focus of the related studies probably for its general and fundamental nature, until in the wake of the contemporary social and economic development, appearances of trust crisises, and people’s long demand for trust, which make trust interdisciplinary hot topics. Studies about trust have become one of the vital subjects affecting contemporary social and economic development, however the study of employee’s trust in leader is the hot and weak spot of trust studies all the time. Therefore the dissertation explores the structure and influencing factors of employee’s trust in leader and its relationship with employee’s job satisfaction. The dissertation get the conceptual model and scales by the way of literature review and interview, gain the data through questionnaire survey of employees, and analyze data and check the model using statistical software like SPSS and AMOS. The results show us that:1. Influencing factors of employee’s trust in leader consist of three aspects, namely leader behavior, employee and organizational environment.2. Leader behavior influencing employee’s trust in leader include six dimensions, namely integrity, role-qualification, justice, guidance, caring, and control-right-sharing.3.Employee’s emotional trust in leader is mainly influenced by five factors—leader behavior of justice, guidance, caring, control-right-sharing and communication, among which the path coefficient of caring behavior is the highest, as high as0.685, while Employee’s emotional trust in leader is not remarkable influenced by leader behavior of integrity and role-qualification, trust tendency, and system specification.4. Employee’s cognitive trust in leader is mainly influenced by eight factors—leader behavior of integrity, role-qualification, justice, guidance, and control-right-sharing and trust tendency, system specification, and communication, among which the path coefficient of leader behavior of justice is the highest, as high as0.503, followed closely by integrity, while Employee’s cognitive trust in leader is not remarkablely influenced by leader behavior of caring.5. Employee’s emotional and cognitive trust in leader both have remarkable positive influence on employee’s job satisfaction, and in which employee’s cognitive trust in leader is more influential.