Research On The Relationship Between Organizational Trust And Innovation Performance

At present,due to the rapid development of Internet technology,the pace of globalization is constantly advancing.The competition among enterprises is becoming more and more intense,and the demand for innovative talents is also rapidly increasing.The essence of innovative talent is knowledge-based employees who can help companies gain competitive advantage through innovation.Knowledge workers are the company's strategic reserve resources and play a decisive role in the future development of the company.Only when the employee's goals and the company's goals are agreed can the employees create value for the company.Trust is the best "fusion agent" for employees and companies.At present,the domestic research on the relationship between trust and innovation performance is still not very thorough.This study has combed the previous literature to determine the issues to be studied in the following three points:(1)Define the relevant concepts,including knowledge workers and trust within the organization,innovation performance;(2)to establish the dimension relationship of the questionnaire through the scale,and to quantify the problem through the questionnaire;(3)to conduct empirical research through multiple regression to analyze the various dimensions of organizational trust and innovation performance of knowledge workers relationship.This paper explores the impact of trust within organizations on employee innovation performance,starting with the two dimensions of institutional trust and interpersonal trust.Through the literature review,it defines knowledge workers,organizational trust,and innovation performance,and studies the relationship between trust and innovation performance within organizations.Develop a theoretical model,establish the dimension relationship of the questionnaire through a scale,and quantify the problem through questionnaires.A total of 37 items were set up in the questionnaire,of which 24 items were included in the organization's trust,which were divided into 12 types of institutional trust,12 types of interpersonal trust,and 13 items of innovation performance.The survey data was used to conduct data research through the SPSS24 version.Reliability and validity analysis of the measurement scale,correlation analysis of variables,and variance analysis were performed.Finally,multiple linear regression analysis was used to determine the two main dimensions of organizational employee trust and innovation performance.Relationship.Through theoretical and empirical analysis,this study determined the relationship model and control variables.The results show that there is a significant correlation between job titles and innovation performance in the control variables.The level of innovation performance is different among employees with different job titles.Among them,non-management non-professional and technical personnel are the lowest,professional and technical personnel are relatively high,and middle management personnel(Have departmental decision rights);gender,age,education,company size and other control variables have no significant correlation with innovation performance;institutional trust,interpersonal trust have a positive impact on employee innovation performance,and the correlation is significant,but The influence of interpersonal trust on innovation performance is greater than the effect of institutional trust on innovation performance.The research results of this paper provide reference for enterprise human resource management and provide feasible suggestions for the sustainable development of the enterprise.Enterprises should strengthen trust construction in the organization and effectively tap more innovative talents,thereby improving enterprise performance.