Research On The Relationship Between Balanced-Employment Relationship And Employee’s Organizational Trust

In recent years, China’s market economy develops rapidly and enterprises in most industries fiercely chase for valuable resources especially talents. In this context, it is more concerned about the issue in employment relationship which affects human capital quality. Based on Incentives-Contribution model, this paper tries to explore the relationship between employment relationships and corresponding employee organizational trust. To analyze in details, this paper introduces reciprocity as mediating variable to identify the mechanism between the independent variable and the dependent variable. Compared to mature Western market economy system, China is still on the way developing its own market economy. State-owned enterprises continue to deepen reform, in order to reduce the redundancy of employees. However,"downsizing" also had its bed sides and led to a brain drain and organizational commitment lost; At the same time, China’s private, foreign enterprises is flourishing and they have an urgent need with talented people to meet their rapid development. How to deal with the relationship between employees and employers, reduce staff turnover, and enhance their sense of trust in the organization, has become a huge challenge.Nowadays, more and more scholars in this field began to use the social exchange theory to explain the exchange within the organization. Their main focus is to explore the relationship between employment relationship and employee’s behavior and attitude. By theoretical literature review and empirical analysis, the paper concludes as follows:(1) Comparatively, middle managers in mutual-investment other than the other three employment relationship trust more on their organizations;(2) The principle of reciprocity as well as Incentive-Contribution model reflects social exchange theory. Besides, reciprocity plays the role of mediation between employment relationship and employee organizational trust, that is to say, reciprocity can explain why different types of employment relationship lead to different level of organizational trust. Concluded, this article endeavors to first find the optimal way for employer-staff resource exchange. The way not only make completed performance come true but also improve employee citizenship and reduce their turnover; Secondly, the study enriches the mechanism between employment relationship and employee trust by adding the mediating reciprocity variable as well as suggests practically on the way to enhance employee organizational trust and strengthen individual collaboration.